When it comes to recruiting top healthcare talent, the right search model can make all the difference. Whether you’re looking for highly specialized physicians, advanced practice providers, or those in revenue cycle management, finance, information technology, operations, or executive leadership, understanding the differences between retained and contingent search models will help you make an informed decision that aligns with your organization’s hiring needs.
What Is a Retained Search?
A retained search is an exclusive partnership between your organization and a recruitment agency. You pay a portion of the fee at the beginning of the engagement, ensuring dedicated time and resources are allocated to your search. This model is typically used for executive-level roles, niche specialties, or highly critical hires where a thorough and strategic approach is required.
Benefits of a Retained Search:
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- Exclusive Commitment: The recruiter is fully invested in finding the best candidate, not just the first available one.
- High-Touch Process: A retained search involves in-depth candidate vetting, market mapping, and passive candidate engagement.
- Confidentiality & Branding: Ideal for sensitive hires where discretion is needed, such as leadership transitions.
- Quality Over Speed: Prioritizes a long-term fit rather than filling a role as quickly as possible.
What Is a Contingent Search?
In a contingent search, the recruiter is only compensated upon a successful placement. This non-exclusive model allows multiple agencies to work on the same role, often resulting in a broader, high-volume approach to sourcing candidates. It is best suited for roles that require quick fills or have a large talent pool.
Benefits of a Contingent Search:
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- No Upfront Cost: You only pay if a candidate is successfully placed, reducing financial risk.
- Speed & Flexibility: Works well for positions that need to be filled urgently.
- Multiple Recruiters, More Reach: Engaging multiple agencies increases the number of candidates considered.
Which Model Is Right for You?
Choosing between retained and contingent search depends on several factors, including the role’s complexity, urgency, and budget.
| Factor | Retained Search | Contingent Search |
| Role Type | Executive & niche positions | Mid-level & high-volume roles |
| Urgency | Long-term, strategic hire | Immediate need |
| Exclusivity | Yes. Dedicated recruiter | No. Multiple recruiters |
| Cost Structure | Upfront investment | Pay upon placement |
| Candidate Quality | Highly curated, top-tier candidates | Broad candidate pool |
Final Thoughts
If your organization is looking for a strategic, high-touch search process that delivers top-tier candidates, a retained search is the best approach. However, if you need to fill positions quickly with a wider talent pool, a contingent search may be the right fit.
At Tal Healthcare, we specialize in both retained and contingent searches to help healthcare organizations like yours find the right talent efficiently and effectively. Contact us today to discuss the best strategy for your hiring needs.
Tal Healthcare is transforming healthcare search by serving as trusted advisors to our clients. We bring executive search-level precision, ensuring organizations secure top-tier professionals across clinical, finance, administrative, and leadership roles.
With deep industry expertise and extensive market insight, we identify the right talent for your roles. Our commitment to collaboration, networking, and rigorous search methodologies ensures we deliver exceptional candidates who drive success in today’s evolving healthcare landscape.
Visit www.talhealthcare.com to discover how Tal Healthcare can elevate your hiring strategy.