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Depending on the scope of our involvement, we work on either a Retainer or Contingency/a project-fee basis.

Contingency Searches

In a nutshell, contingency searches are commonly used when a company is hiring for a position ranging from entry-level to mid-management (say $100K or so). Very often, the company will contact several recruiters to broaden the number of potential candidates. There is nothing to lose in doing this because the contingent fee is only paid to the recruiter who successfully places the candidate. ORIS Creative Solutions Inc. places many professionals on contingency searches, both under exclusive and non-exclusive agreements.

When there is a large pool of candidates, a contingency search makes a great deal of sense. It is a good way, if you are using a topnotch recruiter, to narrow the field quickly and find a handful of qualified candidates. Also, a company may, for example, run across a qualified candidate in its day-to-day dealings and elect to stop the contingency search. Alternatively, an internal candidate may be up for the job and a company wants to have a few "contestants" to see how the internal candidate stacks up. Each of these scenarios works well with contingency searches because there is no commitment by the company to hire someone from a particular recruiter.

ORIS Creative Solutions Inc. will also accept, on a contingency basis, an executive-level search. If it is the first search we perform for a new client and if it is contracted on an exclusive basis. This allows a company to try our services (get to know us) without committing to a retained search. Subsequent searches for executive-level positions would be retained searches.

Retained Searches

Most executive-level positions are recruited on a retained basis. There are several reasons for this:

1. The pool of candidates is generally much smaller than it is for mid-level management positions. The chance of two or three recruiters "discovering" the same candidate increases substantially, which quickly puts the candidate on notice that the hiring company is taking a shotgun approach to recruiting for the position. Believe it or not, executives often carry with them ample egos. They are quite flattered to talk to a recruiter performing a retained search knowing that the company is targeting them individually. Contingency searches often fail on this point, unless they are performed on an exclusive basis.
2. To get the high-caliber candidates you want for your executive-level opening, a recruiter will spend a great deal of time and effort, often requiring travel to several cities. Personal contacts in your industry are tapped to open doors to these candidates. The retained recruiter is willing to take on the long hours, weekend work and travel necessary to recruit an executive.
3. If you haven't yet gleaned this last point from the prior two, here it is: A retained recruiter is most effective when his or her experience is primarily in industry and not as a career-long recruiter. Our retained recruiting staff has walked the walk. This prior industry experience speaks volumes when discussing a job opportunity with an executive candidate.

Guarantee

ORIS Creative Solutions Inc. will support a recruiting project with a guarantee period of 90 calendar days from the starting date of the Candidate. In the event of a Candidate leaving his or her assigned position with Client Company, whether on his or her own accord or dismissed by the Client, within the guarantee period, ORIS Creative Solutions Inc. will make all available efforts to replace the Candidate within a reasonable time frame at no cost to Client.