Executive search
Permanent Contingency
No postings. No stacks of resumes. No chasing. You choose from a short list of people who have done this before.
No upfront fee. You pay only if you engage someone we present.
Interim Headhunters starts with the work behind this request: Permanent contingency is how we begin every permanent search. We do the work of understanding the role, approaching suitable people and presenting a shortlist, and you pay only if you hire someone we present.
This is what we do all day: place interim executives, interim managers and contract professionals.
Need someone now? Call 305-306-4829.
- No upfront fee
- 2 to 3 vetted consultants per assignment
- Matched to your industry
- You choose
- Interim plus permanent search
What permanent contingency means
Permanent contingency is how we begin every permanent search. We do the work of understanding the role, approaching suitable people and presenting a shortlist, and you pay only if you hire someone we present. You do not pay to submit a request, review profiles or interview.
The arrangement is simple to describe and worth reading carefully. The scope, the basis of the fee and the terms that apply on a hire are agreed in writing before you engage anyone. Other services, such as a retained search or a different structure, are available on request, but contingency is the starting point.
Describe the seat, the reporting line and what the person must achieve. The clearer that description, the more useful the profiles.
When it fits
Contingency fits when the role is well defined, the hiring decision is yours and you are comfortable reviewing several profiles. It suits a seat that will exist for the long term, a person who will join your payroll and a company that wants to meet a range of options before deciding.
It also fits when you are not yet certain how the search will go. Because there is no cost to review, you can test the market for a seat and learn what is available before committing.
It fits less well when the need is a short window or a defined project. Interim, contract or project based arrangements are usually better for those.
How it differs from other arrangements
In permanent contingency, the person joins your company as your employee, on the terms you and they agree. In interim, fractional, contract and project based arrangements, the person works for a defined purpose and period under a separate agreement, and the terms are set out before the assignment begins.
The difference matters for risk. A permanent hire is a long commitment for both sides. A contract is a lighter one. Contract to hire sits between, with a trial and an option to convert.
If you are unsure which suits you, describe the need and we will explain the options plainly.
How we run a contingency search
We begin with a conversation about the role: what it covers, who it reports to, what has been tried and what the candidate will meet on arrival. We then approach people with relevant experience, including those who are not actively looking, and speak to them before presenting anyone.
We screen against your description. We ask candidates for specific examples of work, check relevant credentials and test their interest in the actual role rather than a generic version of it.
You then see several profiles with notes on fit and concerns. You choose whom to meet, and we help arrange conversations.
What we need from you
A good search needs a decision maker who responds, a clear description of authority and a realistic view of the seat. If several people must approve a hire, say so and say who has the final word. Slow or shifting feedback weakens a search more than any other factor.
We also need honesty about the hard parts: a difficult team, a strained relationship with a board, a location that is hard to hire into. Capable candidates ask about these anyway, and it is better they hear them from us first.
Tell us whether the search is confidential. We can limit outreach and withhold the company name until the right moment.
Terms agreed before engagement
Terms are written before you engage anyone we present. They cover the basis on which a fee applies, what happens if a hire does not work out and any conditions that apply. We do not ask you to pay merely to start.
You should read these terms and ask questions. If something is unclear, say so before you proceed. A clear agreement protects both sides and avoids disagreements later.
If you decide you want a different structure, such as retained work or a combination with interim cover, tell us. We can arrange alternatives on request.
Common mistakes
A common mistake is describing a person rather than the work. A brief that lists years and tools tells candidates little. Another is treating permanent contingency as a way to avoid deciding what you need, which leads to a long search with no result.
Another mistake is running several searches for the same seat at the same time without telling any of them, which confuses candidates and weakens trust.
Finally, avoid delaying decisions after interviews. Good candidates have other options, and silence is interpreted as disinterest.
Related
Find a role
Questions
Does my request require an upfront payment?
No payment is required to start a search or review candidates. You only incur a fee if you engage a person we introduce.
Can I keep my search confidential?
Yes. We can limit outreach and withhold your identity until we confirm candidate interest.
How do you verify candidate interest?
We speak directly to individuals to test their interest against your specific requirements. We confirm their availability and suitability rather than inferring fit from a static profile.
What if my search requirements change?
Tell us immediately so we can adjust our approach. We prefer to refine the search parameters to match your current objectives.
Do you only contact active job seekers?
No. We approach relevant people currently working who possess the specific experience required. We focus on finding the right fit for your seat.
What replacement terms apply?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
How are recruiting fees agreed?
No upfront fee. You pay only if you engage someone we present. We scope the assignment before quoting; the fee page explains our model.
How soon can we see options?
Availability depends on the assignment and the people who fit it. We qualify interest and commitments rather than promising a shortlist date before the search is scoped.
What if the scope grows?
Discuss new responsibilities before adding them to the engagement. Agree the priorities and record any change to the brief and terms.
Can we extend an engagement?
Discuss what remains unfinished and whether the same responsibility is still needed. Extensions depend on the person's commitments and the agreed engagement terms.
Can the appointment become permanent?
A permanent move can be discussed if both sides want it. Review the future role and the applicable agreement instead of assuming that temporary coverage automatically converts.
How is a confidential search handled?
Tell us what can be disclosed and whom we must not contact. We agree those boundaries before approaching people; do not send sensitive records with an initial brief.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What do you not do?
We do not sell job-board reposting as a search or bill hourly for recruiting work. We do not take a retainer unless expressly agreed, and an introduction does not authorize an engagement.
Tell us the seat
No upfront fee. You pay only if you hire. Share the title, the situation and the timing. A person reads it.
The Six-Step Search
What do you get at each step of the search?
We agree what the person must own before contacting anyone. You see how the search is scoped and which backgrounds we pursue. We speak with candidates about the work before presenting them. The Six-Step Search gives you useful written notes and support through interviews, rather than a pile of applications.
- 01
Scope call
We talk through the seat, the business and what has to change.
You get: A one-page role brief you approve before we search.
- 02
Market map
We work out where people who have done this job actually sit.
You get: A short note on the pool and how we plan to reach it.
- 03
Direct outreach
We approach people who are not looking at job boards.
You get: Progress updates so you are never chasing us.
- 04
Screening
We interview every candidate on the work, not the resume.
You get: Written notes on fit, availability and terms for each person.
- 05
Shortlist and interviews
You meet a short list. We handle the scheduling.
You get: Several vetted options and a debrief after each interview.
- 06
Offer and start
You choose. We help settle terms and the start date.
You get: Confirmed terms, a start date and check-ins after day one.
Tell us who you need.
No upfront fee. You pay only if you engage someone we present.