Use contingency search for most salaried technical roles: you pay only if you hire. Use retained search for senior or confidential leadership roles where you want a dedicated, exclusive search. Use contract staffing when you need hourly coverage now or want to try a worker before hiring.
How the models compare
| Contingency search | Retained search | Contract staffing | |
|---|---|---|---|
| How you pay | A fee only when a candidate is hired | Fees paid in stages, starting at kickoff | An hourly bill rate while the worker is on assignment |
| Who employs the hire | You, from day one | You, from day one | The staffing firm, until any conversion |
| Exclusivity | Usually none; you can use several firms | Exclusive to one firm | Varies |
| Best for | Quality, engineering, machining and plant roles | VP, plant GM and confidential replacements | Overflow, short projects, try-before-hire |
| Risk if no hire | You owe nothing | Staged fees are typically not refunded | You pay for hours worked |
When contingency works best
Contingency search fits when the role is clearly defined, the pay is at market and you can move from interview to offer in a few weeks. Because you pay only on a hire, you can start without a budget approval for an upfront fee.
The trade-off: contingency recruiters prioritize searches they can fill. Give clear must-haves, fast feedback and a realistic salary, and you move to the front of the line.
When retained search is worth it
Retained search makes sense for senior roles with a small candidate pool, confidential replacements, or searches where you want a market map and a dedicated team. You get exclusivity and a committed timeline in exchange for paying before a hire is made.
When contract staffing fits
Contract staffing covers hourly work: a machinist for a backlog, an inspector before an audit, or a technician while you recruit a permanent hire. The staffing firm employs the worker and handles payroll; some contracts allow conversion to your payroll later.
Questions to ask any recruiting firm
- How many placements have you made in roles like this one, at shops like ours?
- Who will actually call candidates, and do they know AS9100, Nadcap and ITAR?
- What do you check before sending a resume?
- What happens if a hire leaves early?
- How fast will we see the first candidates?
How Gantry works
Gantry runs contingent direct-hire search for aerospace, defense and shipbuilding suppliers. No retainer and no exclusivity: you pay only if you hire, on the start date. See how a search runs.
Frequently asked questions
Is contingency recruiting cheaper than retained?
Not necessarily per hire; the difference is when you pay and what you get. Contingency costs nothing unless you hire. Retained buys exclusivity and dedicated effort, paid before the hire.
Can we use more than one contingency recruiter?
Usually yes. Contingency search is typically non-exclusive, though giving one firm a short head start often gets you more attention.
Does Gantry do contract staffing?
No. Gantry focuses on direct hire: the candidate joins your payroll from day one.