Start with the engagement, not a label
“Retained” and “contingency” can describe different commercial structures, levels of exclusivity, payment timing and search commitments. Definitions vary by provider, so an employer should read the proposed agreement rather than assume a universal model.
Compare the questions that affect the search
Ask how the provider defines scope, candidate ownership, sourcing, screening, communication cadence, fees, payment milestones, replacement terms, exclusivity and termination. The useful choice is the one that fits the role and the agreement the parties actually approve.
Keep terms in the written agreement
This page is educational and does not make an offer of retained or contingency service. BEGHR discusses fit and commercial terms with an employer before any recruiting engagement begins.