Contingent Search or Contingency recruiting
A fast-growing company usually means more recruitment needs, be it freshers or experienced candidates. A contingent search model primarily involves hiring for individual contributor roles that are typically just below the C-Suite level. Organizations having an immediate need for a particular role usually engages multiple firms, each of which provides the client with several resumes that fit their requirement.
Since there is no exclusivity involved in a Contingency search, recruiters often forward the same candidate’s profile to multiple clients. Clients who are active and provide a prompt response to the profiles sent, often benefit the most and end up hiring the right fit.
Contingency search firms are paid only upon the successful placement of a candidate, in some cases, a limited placement guarantee of 30 days is involved as well.
How does contingency recruiting work?
In layman's terms, a contingency search involves a “no placement, no fee” kind of arrangement. As recruiters, we work on finding as many qualified candidates as possible that fit your job description and present you with all the resumes that meet the requirement. We leave the assessment part to the employer so that they can make an informed hire and choose the candidate that best fits their corporate culture.
Organizations looking to fill up entry-level, junior, and mid-level positions benefit from contingency recruiting. This type of recruiting can also be used to hire for roles that require specific skill sets, which very few candidates possess.
Our Approach
Briefing
The hiring client gives a clear job description and the desired skillsets of candidates required to fill in the open position.
Negotiation
Both parties mutually agree on a particular fee upon the successful placement of the candidate/candidates.
Sourcing
We source the profiles using our extensive database to find the right candidate for the described role.
Basic Screening
After selecting suitable candidates’ profiles that match the requirement, we perform a basic screening to ensure the profile matches the role. Upon approval of the same, the candidate’s profiles are shared with the client.
Advanced screening
The client may conduct one or multiple rounds of internal interviews of the candidate to find the right fit for their organization.
Offer and Probation
An offer is made to the candidate. Upon offer acceptance, if the candidate completes a specific probation period with the hiring organization, the contingency fee that is agreed upon, is paid to the search firm by the employer.
Differences Between Contingent and Retained Search
Contingent Search
- Suitable for non-critical roles and entry to mid-level roles.
- There are no fees upfront and payment is only if a candidate is hired.
- Fees are generally lower than those for executive search.
- Lower financial risk but the overall cost of recruitment is higher.
Retained Search
- Suitable for senior or critical hiring and roles.
- Fees are to be paid upfront as per contract.
- Fees are typically higher than for contingent search.
- Initial costs are higher but there is higher involvement of the recruiters.
Looking for A Trusted Talent Partner?
Acquire and manage top tier talent with our full service talent solutions tailormade for your unique industry requirements.
What are the Benefits of Contingency Recruiting?
1
Faster recruitment
Contingency recruiting helps you find suitable candidates in a very small period. There is usually a large database of candidates available with the firms when it comes to contingency recruiting. The hiring client gets the edge of assessing the numerous candidate profiles presented and lets them have their pick based on the specific role requirements.
2
Minimal charges
Charges involved in Contingency recruiting are quite minimal when compared to others. And as an added advantage you only have to pay the recruiter after a successful placement. The fee usually ranges from anywhere between 25-30 % of the candidate's annual salary.
3
No contractual exclusivity involved
In a contingency recruiting service, the team conducts original research to identify potential candidates’ profiles. A detailed discussion about the candidate’s position, role and responsibilities also happens with the Hiring Manager, followed by assessment.
The rate of success here depends on the responsiveness of the hiring client towards the candidate's profiles. The sooner the hiring client responds, the better the chances of good-quality placement.
Trends driving Contingent Search in 2025
By 2025, about 35% of the global workforce will be made up of contingent workers, including freelancers, independent contractors, and gig workers. The Indian IT contingent staffing market alone is expected to reach $5.6 billion with a workforce of over 660,000 contingent professionals.
- This highlights the importance that is being given to flexibility and project-based work, driven by industry sectors such as quick commerce, transportation, e-commerce, and IT staffing.
- The gig economy is predicted to be of worth around $646.77 billion in 2025, up from approximately $556 billion in 2024, with projections surpassing $2 trillion by 2033.
- Nearly 41% of businesses actively expect to expand their contingent labor pools, recognizing the importance of flexible talent acquisition.
- Predictive analytics and AI-driven talent rediscovery help recruiters identify and engage the
right candidates faster. - Data also suggests that over 70% of contingent workers prefer remote or hybrid work arrangements. For this reason, 80% of large enterprises plan to adopt hybrid workforce models blending full-time, gig, and contract workers to enhance agility and cost-efficiency.
- Diverse teams have been shown to deliver 35% higher financial performance. This is pushing companies to incorporate DEI strategies in contingent recruitment.
- Use of Vendor Management Systems (VMS) is increasing, with annual spending nearing $4.5 billion, to support compliance and optimize contingent labour costs.
Industries We Serve
Logistics
When you need temp staff, you can rely on and warehouse managers you can trust
Agritech
Hiring a regenerative agriculture specialist, a research head or toxicologist? We hear from you!
Automobile
Design engineers, automation experts, and battery specialists could make all the difference
Aerospace
Space is the next frontier only with great aerospace engineers and scientists
Retail and E-commerce
Find the customer’s basket with retail specialists and great customer care managers
Semiconductor
Hire design engineers and QC experts who ensure that a NAND Gate does not delay customer delight
Oil and Gas
Hire reservoir engineers to identify new opportunities and chemical engineers to refine existing processes
Shipbuilding
Build your way to naval might with naval engineers and architects prized for their talent
Renewable Energy
Identify newer sources and optimize existing ones with the right talent
Information Technology
Hire the best talent from India to get your app or dream website running
GCC/Captives
Hire the best experts and analysts in research for your industry without delay
ITES/BPM
Outsource your financial or IT back-office needs to a reliable partner
Healthcare
Deliver on your promise of good health with the right doctors, nursing staff and administrators
Biotech and Pharma
Manage compliance with compliance experts and get the research right with able scientists
Engineering and R&D
Hire people to reduce errors in the engineering processes and secure higher returns
Manufacturing
Get the best QA/QC experts to ensure product quality and compliance experts to ensure compliance
EV Battery
Hire the best EV engineers to design batteries that are more efficient and safer for the environment
Our Value Proposition
The search for the right candidate is driven by data.
1
Expand your horizon by creating a buzz in the job market about your company’s available positions, help you reach out to a wider database of candidates with various skillsets
2
Engage a dedicated team of recruiters who will help seek the right candidates to fill crucial positions in your organization.
3
Ensure a thorough screening process of candidates, before presenting you with the most suitable profiles.
4
Be the ideal representative of your company by communicating your brand’s value to attract the best of the talent pool
Trusted by 400+ Leading Brands
What Our Delighted Clients Have to Say About Us
Our clients trust us with their workforce requirements because we have proven our mettle for three decades.
Frequently Asked Questions
Some of the benefits of contingency recruitment are-
- Speedy recruitment- Quicker hires can be made, as the candidate database is present in abundance for generic roles.
- Lesser charges- A small amount of fee is paid to the recruiting firm only upon successful candidate placement.
- No contractual commitment
- No need for an in-house recruitment team
Contact Us For Business Enquiry
Want to explore partnership with Alp?
Whether you are a startup on a growth trajectory or a large organization struggling to maintain your talent pipeline or a company looking to outsource HR or training functions, we have bespoke solutions for everyone!
Just submit the form above (for mobile) or on the left (for desktop) and we will get back to you within 2 working days.
Please do NOT fill the form for any job related query. If you are looking for a job please visit our careers page. If you need any support from our HR team please send an email to hr@alpconsulting.in.