I used to think contingency recruiting was the best—and only—way to find talent for an orthopedic company. But the experience as startup executive, hiring manager, and now recruiter has changed my mind.
The contingency model is misaligned for the roles that shape a company’s trajectory.
Your goal is to hire the best person who will stay and deliver. A contingency recruiter’s goal is to place someone quickly and collect a fee. Those incentives rarely point in the same direction. Here’s a clear look at how the market actually works so you can choose the approach that serves your company.
Large recruiting firms versus single-person firms
Recruiting firms fall into two broad categories. Large national or multi-office firms have dozens or hundreds of recruiters, polished marketing materials, layered processes, and rotating coverage. Then there are single-person firms—one experienced operator who lives in the industry every day.
I run a single-person firm. When you engage me, you work with me, not a junior associate or a desk that rotates. I deliberately limit my client load so every search receives real attention rather than a fraction of someone’s time.
Contingency recruiting: the ...
