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Having trouble recruiting the most skilled candidate to take a managerial position in your organization? Stop wasting your time interviewing underqualified candidates and leave the job to CSA recruiters.

Explainer Video Script

Ninety percent of Fortune 500 companies use recruitment firms.

But, there is always the question of whether to use a retained recruiter or a contingency recruiter?

Here’s the difference…

Contingency Search entails finding quality candidates with appropriate skills,

Retained Search goes beyond by identifying the highest performers.

Top performers are in-demand but they are passive and tough to recruit.

Retained Recruiters utilize unique targeting strategies which require more time and effort.

The recruiter performs extensive vetting and shares in-depth information with the client.

This is why Retained Search receives 1/3 of the search fee in advance, but yields a very high success rate reducing the expensive cost of a bad hire.

Retained placements also have a 1-year candidate guarantee and now offer similar fees to Contingency Search.

Bottom line… a Contingency Recruiter is a great option but for critical roles and leadership positions, consider using Retained Search services.