Why GCs Choose Retained Search for Mission-Critical Hires
Why GCs Choose Retained Search for Mission-Critical Hires
For most General Counsels (GCs) and Heads of Legal, building the right team is one of the most important, and at times, most daunting parts of the job. Legal teams today face mounting regulatory complexity, heightened commercial scrutiny, and rising workloads. Hiring the wrong person into a key seat can be costly, disruptive, and difficult to reverse.
While many organisations still default to contingent recruitment, often because it feels flexible and risk-free, more GCs are now recognising that for business-critical roles, the retained search model isn’t a luxury, it’s a necessity.
Retained vs. Contingent: What’s the Difference?
Let’s go back to basics! In a contingent recruitment arrangement, multiple agencies may be briefed on the same role. There’s no fee unless they place a candidate, so consultants are incentivised to move quickly, submitting CVs as fast as possible to beat competitors. On the surface, this seems attractive: more recruiters, more candidates, no upfront cost. In some cases, this can be the perfect solution.
In contrast, retained search involves engaging one partner exclusively. There is typically an upfront fee, but this investment underwrites a structured, dedicated process: thorough market mapping, targeted outreach (including to passive candidates who aren’t actively looking), and a managed process from first brief to final offer. The incentive is entirely aligned, our success is your success.
Why Contingent Recruitment Can Be an Incorrect Fit for Senior or Sensitive Hires
“By the time organisations reach out to us, they've often spent months in a contingent recruitment cycle that’s yielded little progress. They’ve seen the same candidates recycled, or ones that simply don’t fit. Meanwhile, their brand has been overexposed in the market, making it harder to attract the right talent.”
—Angela Grant
Contingent recruitment often focuses on volume and speed, which can result in a broad, unfocused approach. For senior or sensitive legal roles, this method lacks the confidentiality, strategic insight, and tailored understanding that are essential for a successful and discreet hire.
There are a few core reasons why contingent recruitment can be an incorrect fit for senior or sensitive hires
1. Quantity Over Quality
When multiple agencies compete on speed (on a competitive contingent basis), organisations can find themselves being bombarded with CVs as opposed to being presented with a consolidated list. If an organisation decides to go to market with multiple agencies, the volume of candidates can often become overwhelming.
2. Limited Market Access
Top legal talent is rarely active on job boards. Senior in-house counsel or lawyers considering a move need careful, discreet engagement. Contingent models rarely allow time for genuine headhunting; consultants are more likely to lean on other sourcing methods. These methods are still effective, but don’t have the depth and breadth needed for certain roles.
3. Confidentiality
Although confidentiality is always agreed when engaging any recruiter, for sensitive hires or extremely senior positions, an extra layer of discreetness is required to approach the market correctly and also strategically. Contingent recruitment simply doesn’t have the capacity for this approach as once more, it requires a lot more time and collaboration to make it work.
What Retained Search Gets Right
For mission-critical legal roles, think your next General Counsel, a Legal Counsel standing up a new risk framework, or even a discreet succession placement, retained search offers something fundamentally different.
True Partnership
In a retained model, your recruiter effectively becomes an extension of your leadership team. They’ll take the time to understand not only the position description, but your organisational pressures, stakeholder dynamics, and long-term growth plans.
“We step in wherever our clients need us—whether it's navigating a confidential restructure or building a new function from the ground up. We take full ownership of the process, and the trust is already there.”
—Bec Strong
Market Mapping & Passive Candidate Reach
Because we’re not racing against competing agencies, retainers enable us to systematically map the market, identifying who is out there, who is quietly open to a conversation, and who might be persuaded by the right opportunity. This often means surfacing candidates your competitors will never see.
Managed, Consistent Process
From briefing through interviews to offer negotiation and onboarding, a retained search solution coordinates the entire journey. We’ll keep you updated on challenges (like notice period hurdles or competing offers), provide honest salary calibration, and protect your brand’s reputation in the market.
Lessons from the Field: When Contingency Stalled
Case Study: Senior Legal Counsel – 12-Month Contract (Not-for-Profit)
A national not-for-profit organisation came to us after months of trying to fill a Senior Legal Counsel role through contingent recruitment. The position was a 12-month contract, but it required someone with deep sector knowledge and the ability to navigate complex governance and funding frameworks.
We transitioned the search to a retained model, allowing us to work closely with the CEO and Head of Legal to understand the unique challenges of the role, including its strategic importance during a period of organisational change.
Within three weeks, we delivered a shortlist of highly aligned candidates. The successful hire brought extensive experience in not-for-profit governance and regulatory compliance, and quickly became a trusted advisor to the executive team. The client has since engaged us for further strategic legal and governance appointments.
Is Retained Search Always Necessary?
Not every hire needs retained search. For entry-level or straightforward roles where a broad pool exists, contingency can work incredibly well. But when you’re filling a critical seat, especially where discretion, brand protection, and cultural fit are paramount, retained search is usually the best solution.
Final Thought: Retained Isn’t Just Premium, It’s Practical
For GCs, HRDs and boards, the cost of a mis-hire is significant: lost momentum on projects, internal stakeholder frustrations, even reputational risk if sensitive mandates go awry. Retained search mitigates these risks through deeper due diligence, proactive headhunting, and a process built around partnership, not transactions.
“We’re committed to delivering a premium recruitment experience. That means taking the time to understand each brief properly—so we can find candidates who not only meet the criteria but stay, contribute, and make a meaningful impact."
—Angela Grant
Want to Reduce Hiring Risk and Secure the Right Legal Leader?
Speak to us to explore how a retained partnership could fast-track your next strategic hire—and protect your business from costly missteps.