Expertise — Contingent recruitment
A flexible search
model for permanent
hiring.
Contingent recruitment provides structured permanent recruitment support where fees are governed by agreed contingent terms. Commercial terms are agreed with the employer before recruitment activity begins.
01The model
Flexible does not
mean unstructured.
In a contingent assignment, Axiom supports an employer’s permanent hiring against a defined vacancy, on contingent terms agreed in advance. It is a flexible way to engage specialist recruitment support without committing to a staged retained search.
The method does not change because the commercial model does. A contingent search still starts with a properly defined requirement, still involves an active search of the relevant market, and still introduces candidates with context and with their agreement.
What is agreed up front is set out clearly: the role, the scope of the search, how candidates will be introduced and how the process will be communicated. Fees and any rebate or replacement provisions are governed by the commercial terms agreed with the employer — they are not published on this website.
02 How it works
A contingent
assignment, staged.
Six stages from requirement to decision. The employer can see what has been agreed and what is happening at each point.
- 01
Requirement
Agree the brief: purpose, responsibilities, essential experience, location, working model, compensation and interview process.
OutputAgreed brief
- 02
Terms
Commercial terms are agreed with the employer before recruitment activity begins.
OutputAgreed contingent terms
- 03
Search
Identify and approach people whose experience relates to the requirement, alongside any relevant existing contacts.
OutputActive search
- 04
Alignment
Discuss the role openly with potential candidates and confirm interest and practicalities before any introduction.
OutputConfirmed interest
- 05
Introductions
Introduce relevant candidates with role-specific context and with their agreement.
OutputIntroductions with context
- 06
Interview & offer
Coordinate interviews and feedback, and support communication through offer and acceptance. The hiring decision remains the employer’s.
OutputEmployer decision
03 When it fits
Often suited to
There is no fixed rule. These are situations where a contingent model is frequently appropriate — the right choice is discussed openly for each role.
- 01Definition
Clearly defined roles
Where the requirement can be specified well and the relevant market is reasonably identifiable.
- 02Flexibility
Flexible engagement
Where an employer wants specialist search support without a staged retained commitment.
- 03Parallel activity
Alongside other channels
Where internal recruitment or advertising is also under way and transparency about it is agreed.
- 04Pace
A focused search
Where a focused search against an agreed brief is appropriate for the role and timing.
04 Comparison
Contingent and
retained, side by side.
Neither model is better in every case. Both are permanent recruitment, built on the same method.
| Dimension | Contingent | Retained |
|---|---|---|
| Employment | Permanent | Permanent |
| Structure | Search and introductions against a defined vacancy | A dedicated search in defined stages |
| Commercial basis | Agreed contingent terms | Agreed staged terms |
| Often suited to | Clearly defined roles; flexible engagement | Specialist, harder-to-source, leadership or confidential requirements |
| Method | Define · Map · Search · Align · Introduce · Interview · Appoint | Discovery · Mapping · Search · Assessment · Shortlist · Interview · Appointment |
| Terms agreed | Before recruitment activity begins | Before the assignment begins |
05 Questions
Contingent recruitment questions
01Is contingent recruitment only for junior roles?
No. The model describes the commercial structure, not the seniority of the role. Whether contingent or retained is more appropriate depends on the requirement, the market and the employer’s needs.
02Are your fees published?
No. Commercial terms are agreed with each employer before recruitment activity begins, and any rebate or replacement provisions are governed by those agreed terms.
03Will candidates be introduced without their knowledge?
No. Candidates are introduced to an employer only in connection with a specific role and with their agreement.
04Can a contingent search become retained?
If a requirement turns out to need a more dedicated, staged search, the approach can be discussed. Any change of model would be agreed with the employer in advance.
05Who makes the hiring decision?
The employer. Axiom supports search, introduction, communication and coordination; final assessment, the hiring decision, employment terms and pre-employment checks remain the employer’s responsibility.
Define the role. Find the alignment.
What does the next hire
need to solve?
Start with the role, the requirement and the market you need to reach.
Considering your next move?First conversation covers
- 01 What the role must deliver
- 02 The requirement and its parameters
- 03 The market you need to reach
- 04 Contingent or retained