Retained vs. Contingency Executive Search: Which Model Is Right for Florida Companies?

Hiring executive leadership is one of the most consequential decisions a company will make. Whether replacing a senior leader or building a growth-driven leadership team, Florida companies — particularly in Broward County and South Florida — are increasingly evaluating which executive search model best fits their needs: retained or contingency.

At Ash & Associates, we provide both contingency-led executive search and retained recruitment solutions. Understanding the differences between these models helps organizations make informed, strategic hiring decisions.

What Is Contingency Executive Search?

Contingency executive search is a performance-based recruitment model. The firm is paid only if a candidate is successfully placed.

This model is often ideal for:

• Time-sensitive hiring needs

• Growth-stage companies

• Companies testing the executive search process

• Roles with competitive but active candidate markets

• Organizations seeking flexibility

In Broward County, and across the US, many mid-sized and emerging companies prefer contingency recruitment because it aligns cost with results and allows for agility in hiring.

Advantages of Contingency Search

• No upfront financial commitment

• Faster sourcing cycles

• Performance-driven approach

• Scalable for multiple roles

Contingency search works particularly well for senior management, director-level, and VP-level roles in dynamic Florida markets.

What Is Retained Executive Search?

Retained executive search is a strategic partnership model. The firm is engaged exclusively and paid in phases to conduct a comprehensive, confidential search process.

This model is often used for:

• C-suite placements (CEO, CFO, COO)

• Confidential leadership transitions

• Highly specialized or niche executive roles

• Complex organizational restructuring

Retained search is consultative. It includes deeper market mapping, structured assessment processes, and extensive candidate vetting.

Advantages of Retained Search

• Dedicated search team

• Comprehensive market research

• Higher-touch candidate engagement

• Greater confidentiality

For large Florida and US enterprises or companies undergoing strategic transformation, retained search provides structure and depth.

Why Florida & US Companies Are Using Hybrid Models

Many Broward and South Florida companies no longer see executive recruitment as “either/or.” Instead, they choose partners capable of operating in both models.

A contingency-led, retained-capable executive search firm offers:

• Flexibility

• Speed when needed

• Strategic depth when required

• Adaptability based on role complexity

This hybrid approach allows companies to align the recruitment model with the urgency, visibility, and strategic impact of each position.

Choosing the Right Model for Your Organization

When deciding between contingency and retained search, consider:

1. Is this role urgent?

2. Is confidentiality critical?

3. Is this a C-suite or mission-critical leadership position?

4. Does the role require deep market mapping?

5. Are we replacing or expanding?

In Broward County and throughout Florida, executive hiring trends are shifting toward flexibility. Organizations want recruitment partners who can scale with them — not force them into rigid structures. The same is true throughout the US.

Executive Hiring in Broward County and South Florida

The South Florida executive market is competitive. Industries such as healthcare, financial services, real estate development, logistics, and technology are actively competing for senior leadership talent.

Companies that move strategically — and choose the right recruitment model — secure stronger leadership outcomes.

The Ash & Associates Approach

Ash & Associates is a Broward County executive search firm delivering contingency-led recruitment with retained search capabilities across Florida and nationwide.

We partner with organizations to assess:

• Leadership urgency

• Strategic importance

• Market conditions

• Organizational goals

Our goal is to align the recruitment strategy with the business objective.

Whether contingency or retained, executive hiring should be deliberate, efficient, and aligned with long-term organizational success.