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Retained Search

In a retained search, we work with our clients on an exclusive basis. Using this type of search method, we're dedicated to following best practices and doing the job right. We will work very closely with our client by developing a search methodology, action steps, and timing that is realistic and that matches with the needs of our client.

​What are the benefits of a retained search?


  1. The goal of the executive search consultant is to present four to five high-quality candidates with the skills, fit, salary, etc. desired by you, the client.

  2. Intelligence is provided through exhaustive research on the industry, competitors and ideal candidates.

  3. Candidates are screened and assessed using modern assessment tools and are pre-qualified to fit the position and your company culture.

  4. The contingency model is a No Win No Pay basis. So, their dedication based on their actions is very limited. Typically, it is not set-up to provide the same level of professional services a retained search model provides.

  5. With a retained search, and if desired, our client will receive full briefings on the search process, competitors, the market, and the talent pool.

In conclusion, for best practices and most effective executive search service the retained search model for middle to senior-level positions is the most cost-effective method.

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Contingent Search

The main source of candidates in this search is our database from where we source our profiles. In this non-exclusive model, a contingent search will often compete with other agencies and even with the company itself if they have advertised the role.


  • The client can use multiple agencies simultaneously – no exclusivity. In reality, this is only a perceived pro, it is of no advantage to anyone involved in the process: not the client, not the candidate and not the agency.

  • Fees are paid only on success.

  • Offers good results for non-critical, junior to mid-level positions.


  • When you partner multiple agents, your job search is not a priority – (How can it be? It is common to only focus on roles where conversion chances are high and not where they are up against multiple players with no guarantee of success)

  • High chances of discrepancies between your expectations and recruiter’s proposed candidates due to the limited time spent on really understanding (and challenging) the job description and the company’s needs (retained searches will be taking priority.

  • A less structured search process focused on databases and job boards/ads to get candidates.

  • Increased work volume for hiring managers as you will need to go through all CVs coming from many different channels in addition to your own.

  • Missing out on an entire pool of talent as primarily only active candidates are pulled into the process

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