Beyond Contingency: How Exclusive Recruitment Drives Quality Hires Faster

I’d like to share a hard truth: contingency recruitment is an outdated approach that no longer serves companies or candidates effectively. But rather than focus on why it’s fading, let’s look at a smarter, budget-friendly alternative that yields stronger hiring outcomes. In this blog, I’ll break down what makes contingency hiring ineffective and introduce a solution that helps you attract top talent more efficiently.

Let me show you how.

Two Common Recruitment Scenarios—and Why There’s a Better Way

Picture this: We often see HR teams navigating one of two common approaches to recruitment.

In the first scenario, the HR team—aiming to keep costs low while delivering results—spends conservatively on a LinkedIn job ad. LinkedIn is, after all, where professionals are, so it seems logical to post the job here and let applicants come to them. And on the surface, it works—CVs start flowing in, making it appear that they’re getting somewhere.

In the second scenario, the employer appoints multiple recruitment agencies on a contingency basis, assuming competition will drive better results. And indeed, CVs start arriving, giving the impression that having several agencies on the job is producing the intended outcome.

The Reality of Contingency Recruitment: All That Glitters is Not Gold

If we dig a little deeper, it becomes clear why these approaches may not yield the best results. Many employers think paying an agency to run a job ad is the equivalent of paying them to post on LinkedIn—but good agencies offer far more than that. The role of a committed recruitment partner goes well beyond job listings, involving expert sourcing, candidate vetting, and engagement to ensure the best talent aligns with your needs.

A bigger pitfall is the assumption that hiring multiple agencies increases value. Contingency recruitment—where agencies only get paid if they make a successful placement—leads many recruiters to limit their efforts. They can’t afford to spend the time deeply vetting candidates without a commitment from the client. Instead, they may take a “light touch” approach, forwarding any passable CV rather than investing in finding the best match.

Five Recruitment Myths That Keep Companies in the Contingency Trap

Contingency recruitment is a model that no longer serves the modern hiring landscape. Here are some common myths about recruitment—and the reality of why working with one trusted partner brings better results.

1. “Contingency is Low-Risk Because You Only Pay if You Hire”

This logic ignores the hidden costs: sifting through a flood of CVs from multiple agencies, often of varying quality, takes hours of HR time. Additionally, without careful vetting, shortlists become lengthy, leading to longer interview cycles and higher internal costs. Companies that partner exclusively with a recruitment agency can trust that only high-quality, pre-vetted candidates make it to the shortlist, significantly reducing the time and effort involved.

2. “Hiring an Agency is Like Advertising on LinkedIn”

A reputable agency does far more than post a job. They actively source candidates, leveraging networks and expertise to find talent that’s not actively job-hunting. When an agency is assured of compensation, they dedicate their full resources to finding the perfect candidate—a stark contrast to a job listing alone.

3. “A High Volume of CVs Means a High Volume of Talent”

When employers post roles on job boards, they receive a lot of applications, but quantity doesn’t mean quality. Top candidates are often already employed and not actively looking. Exclusive recruitment ensures that your shortlist includes both active and passive candidates, sourced through networks and relationships that an in-house team might not reach.

4. “It’s an Employer’s Market”

While the market may currently favuor employers slightly, candidates have clear non-negotiables and want opportunities that align with their personal and professional values. Many of these factors—such as career growth or culture fit—may not be evident in a job ad. A dedicated recruiter works with both sides to create matches that meet these deeper needs.

5. “Agencies Charge High Fees Without Adding Value”

Companies that pit multiple agencies against each other in contingency setups often perceive recruiters as overcharging. But consider the potential of an exclusive, long-term partnership: your recruiter understands your company, culture, and goals, ensuring a better match, faster hires, and fewer costs down the line. The value of this expertise is significant and can only come from commitment and continuity.

Case Study: Achieving Results Through an Exclusive Partnership

A recent client of ours had been relying on LinkedIn job postings, spending three months and many hours reviewing CVs, interviewing, and managing offers that ultimately fell through. Frustrated by lost time and resources, they reached out to Savvi Recruitment for an exclusive, fixed-fee partnership.

Within one week, we provided a shortlist of five standout candidates, none of whom had been found through their own ad. Three were invited to second-round interviews, and within two weeks, an offer was accepted by a highly qualified candidate. The result? A streamlined process with top-quality candidates that saved the team time and led to a successful placement.

The success of this partnership came down to exclusivity. With full client commitment, we were able to focus on finding the best match, taking time to assess motivations and ensure alignment. Our fixed-fee model gave the client confidence, knowing that our priority was making the best match, not rushing for a commission.

A Better Way to Structure Recruitment Costs and Improve Outcomes

Many agencies agree that contingency recruitment is outdated and doesn’t serve clients well. Without guaranteed payment, contingency becomes a game of speed rather than quality, where CVs are rushed out with little vetting.

Think about it: Where else would you expect a professional service to work for free, with only the slim chance of compensation? For companies, this approach creates more noise than value, and what may seem like productivity is often just a flood of unqualified CVs. A flat fee model like ours provides a focused partner and a recruitment service dedicated to your needs—saving time, improving candidate quality, and lowering your costs in the long run.

And while discussing costs, think about the effort your team spends writing job ads, sifting through applications, managing communication, and coordinating interviews. The time and resources involved in these steps add up but are all covered in an agency’s fee, freeing your team to focus on their core responsibilities.

The Savvi Recruitment Advantage: Fixed Fees for Predictable Costs and Superior Results

At Savvi Recruitment, our fixed fee recruitment service model allows you to enjoy a dedicated, comprehensive recruitment service that focuses on finding top talent, not just filling a role. We move beyond the salary percentage model to offer a recruitment solution tailored to your specific needs. Our clients love the value and quality we deliver, and we’re confident you will too.

Ready to see what a dedicated recruitment partner can do for you? Let’s talk about how Savvi Recruitment can make hiring easier, more effective, and perfectly tailored to your goals.