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The Dos and Don’ts of Working with a Retained Executive Search Firm

Posted on December 10, 2008

At some point in every person’s career the inevitable questions are raised “What is my next step? How do I find the best career opportunity for me? How do I develop relationships with the recruiters who can point me in the right direction?” As a recruiter within a Retained Executive Search Firm, I’ve witnessed a range of actions that have prompted some thoughts on the Dos and Don’ts of working with recruiters. Just as there are different types of recruiters, there are different types of candidates: those seeking employment and those not seeking employment who have been contacted by an executive recruiter. In this article, I’ll attempt to outline a few guidelines for both types of candidates when they are faced with the opportunity of working with a retained executive recruiter, whether by choice or by chance.

First off, it’s important to recognize that there are two types of recruiting firms: retained and contingent recruiting firms. Seemingly similar, in actuality there are vast differences between the two. If nothing else, remember this: contingent firms are working for the candidate while retained firms are working for their client. How does this affect those on a job search? If you want quick turnaround and broad exposure know that contingent firms are more apt to pass your resume to dozens of employers. Retained firms, on the other hand, work exclusively and directly with the client on a specific search. They’re paid a retainer fee and typical search assignments are executive–level or within the senior management ranks. Their mission in life is to cast a thorough and precise net into the marketplace and bring the top candidates to interview for their clients. This arrangement is more of a consulting relationship between search firm and employer. If working with a retained search firm, do be open and honest about your experiences, skills, compensation, and motivations. Retained firms are not motivated by getting you hired quickly to get a fee; rather they are motivated by attracting a large pool of top talent for their client. Don’t expect to contact a retained search firm and find a job within a week, a month, six months, etc. Retained firms typically have a large database with potential candidate information. Your resume will be kept in their files and they will contact you when they have a search that fits your background.

When working with a retained (and contingent) search firm, be honest. When asked about your compensation, tell them. By not giving detail, you are only hurting yourself in the long run. It is understood that in order to make a move, a gainfully employed candidate will want increased responsibility as well as career growth and opportunity which will most likely require an increase in compensation. By relaying your compensation information to the recruiter, the search firm and thus the employer better understand what it may take for you to accept an offer. Furthermore, search firms may have an idea of what the role they are recruiting for will pay, but oftentimes employers hire search firms to conduct market surveys so they understand better how to remunerate a position. It behooves you to be open and honest from the start with the recruiter about your compensation so as not to proceed far along in the process and waste your time, the search firm’s time, or the employer’s time. When working with retained search firms, do be honest about your current compensation and your future salary expectations. Make sure you are honest about all aspects of your position, educational credentials, and factors motivating you to consider making a move. Don’t be vague or avoid the question. The recruiter is not asking you to be sneaky or nosy. It is vital information for all parties involved.

A few additional Dos and Don’ts you may find helpful:

Do: Help recruiters network when applicable. By referring top notch candidates you stay at the forefront of their minds and they’ll be sure to return the favor and contact you on searches that may be a good move for you.

Don’t: Contact the hiring manager or employer directly after speaking with the recruiter. Retained firms work as consultants to their clients and are retained exclusively for that assignment. Hiring managers or employers will typically turn you back over to the recruiter to go through the entire search process.

Do: Pass along your resume even if the current search assignment isn’t a fit. By sending your information to the recruiter, they can keep it on file and are more likely to contact you on a future search if they have more information about your background.

This article has provided a glimpse into the retained search world and offers a few pieces of advice to candidates both on a job search and not on a job search. When faced with those inevitable career development questions such as “What is my next step? How do I find the best career opportunity for me?” bear in mind: Each recruiting firm is different so the most important thing is to be flexible and patient and let the recruiter guide you through the process.

Read Melissa Hunter's Professional Bio.