Contingency Search

With a Contingency Search, one of our industry experts will spend time with you to learn about the job details, company culture within your organization and the qualities in a candidate that are most important to you. Our recruiters will use that information to dig through all avenues available to find the best fit.

Avenues collects a fee only if we successfully place a candidate.

Download Data Sheet

Contingency search is a service performed by a recruitment company for free until the day a candidate represented by them takes a position with the client.

Clients often work with contingent search firms when filling mid-level positions. It is not rare for a client to work with a large number of contingent recruiters on the same search at the same time, in order to maximize the volume of candidate resumes they receive. Beyond the increased volume of candidates that such an approach allows, contingent firms do not get paid until a candidate is successfully hired.

The search risk is shifted almost entirely to the search firms. Because of this, contingent search fees tend to be higher for clients, relative to retained searches or container searches as they shoulder more risk.

Benefits of Working with an Outside Recruiting Firm

Spend Less

The average annual salary of a talent acquisition manager is $65,000, according to Glassdoor. And that’s just their salary expense. Bringing in a third-party recruiting firm gives you an entire team of talent acquisition managers for a fraction of the cost.

Save Time

You could spend countless hours researching the market, identifying top-tier candidates, convincing them to come work for your company, screening them, interviewing them, onboarding them, etc. all on top of your routine tasks, assignments and projects, or you could let us do it.

Build a Partnership

The best recruiting firms become an extension of your in-house HR department. We understand your culture and values, are there providing feedback and recommendations throughout the process, and feel more like a partner than a transaction.

What type of search does your organization need?

Measuring RPO Success White Paper

Don't Just Take Our Word For It

Avenues’ strength is in the recruiter being able to locate the right candidates. I am sure it takes persistence and the right people skills, which our recruiter possesses.

BOB M. - VP OF SALES - CLIENT

Good candidates presented. Very communicative!

MATT R. - DIRECTOR OF ENGINEERING - CLIENT

Thorough – good understanding of what the candidate needs and wants, as well as what our organization needs.

KATE P. - TALENT RECRUITER - CLIENT

Learning and adapting to what we needed was a strength. The first candidate was not what we were looking for, but the second hit the mark.

SILAS R. - VP SALES - CLIENT

Our recruiter had a good knowledge of the industry and sent us well qualified candidates.

PATRICK V.  - SALES & MARKETING MANAGER - CLIENT
CONTACT US

Contact Pullout