Clients (companies seeking to hire) often tend to work with contingent search firms when filling mid-level positions. As Contingent Search Firms generally rely heavily on their contacts and seldom work on an exclusive basis, it is not rare for a client to work with a large number of contingent recruiters on the same search at the same time, to maximize the volume of candidate (job seeker) resumes they receive. Beyond the increased volume of candidates that such an approach allows, contingent firms do not get paid until the placement is made (a candidate is successfully hired), and thus the search risk is shifted almost entirely to the search firms. Moreover, contingent search firms often work with clients on a higher percentage fee basis, relative to retained and delimited search firms as they shoulder more risk.

Contingent Search is about finding a permanent employee to add to the client’s team. Our engineering recruiters find the employee, verify the experience and quality of the employee, and ensure cultural fit. We sell the features and benefits of working at your organization and attempt to gauge interest. If we think we have a good match, we submit the employee to you with an executive summary, resume, package requirements, and any other information that you request.

Our main value added when compared to internal recruiting is that, as a specialty engineering placement firm, we find the right technical talent. Additional value added is time savings to you in screening unqualified applicants – time you could better be spending earning money or being productive for your organization. Because we work with the same categories of applicants daily, we do a better job on the front end – qualifying applicants and preventing offer rejections and last-minute back-outs.