Retained Search

If you’re in need of a key leadership role with strategic responsibilities and importance, a Retained Search is the ideal search solution. A Retained Search is allocated priority time and resources by our recruiters. Avenues will pre-screen all potential candidates based on their skill set, work history, professional references and cultural fit to ensure a seamless placement. Throughout the process you will receive transparent feedback on your opening, benefits and company as whole, based on candidate responses and competitive analysis of similar openings in the market.

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Fees are traditionally paid in three installments: up front, 30 days into search and upon written agreement of offer/acceptance.

With senior and executive-level roles, clients often opt for a retained service with an upfront fee. In a retained search, the fee is for the time and expertise of the search firm, which is employed to conduct the entire recruitment effort until the candidate has started working.

Retained recruiters work for the organizations who are their clients, not for job candidates seeking employment. Search firms generally commit to “off-limits” or no-poaching agreements. Since we act as management consultants working in the best interests of the clients, it would be counterproductive to simultaneously remove talented executives from those client companies.

For senior level roles, clients often prefer to work with recruiters who have performed well in the past for them and usually will end up in the hands of a retained recruiter. By working exclusively with one firm on such searches, the client generally develops a much deeper relationship with the recruiter, and receives a much higher level of service. With all methods, retained, contained, contingency, etc., clients rely on search professionals to provide insightful, consultative information about the market in general, not just resumes.

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
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