Let’s be honest, everyone in recruitment is financially motivated. It’s why we’re willing to put ourselves through the hard work, long hours and stress to make a living. So, with that considered, it’s no surprise that there’s a lot of debate regarding which type of recruitment is the most profitable.

We often get asked by recruiters whether they should stick in contingent recruitment or twist towards executive search. It’s a valid question for anyone sitting at a crossroads in their career.

What’s the difference between contingent recruitment and executive search?

Generally, contingent recruitment works at a far faster pace. The role will be more sales focused and target orientated. You can earn a large amount of money in contingent recruitment but the best recruiters here take a 360 degree approach to their market. Generally speaking, contingent markets are candidate driven, meaning that once you’ve got a vacancy to work on, it’s up to you to fill it.

Executive search on the other hand is a slower and more methodical sector. The roles are heavy on process and each hire takes a lot longer. These roles require a high level of professionalism and you’re at the whim of the client far more. Due to the level of salaries involved, there is a lot of commission to be had here.

Contingent is best for those getting started

For the majority, starting out your career in recruitment, contingent is the best place to cut your teeth. This way you can earn more money quickly while also learning the full scope of the role. This is especially helpful for those in 360 degree positions, who can gain an understanding for what it takes to win new clients, build relationships and source candidates.

Moreover, contingent recruitment is the ideal role to help young recruiters see value from the work they put in. Here, the harder you work, the more money you’ll get. This is vital for instilling a work ethic that’ll last for the rest of your professional life.

Playing the long game with executive search

It’s not easy to get a job in a reputable executive search firm. In fact, it’s a big move for anyone and it’s something you’ll have to play the long game for. We liken this to getting a position with one of The Big 4 Accountancy firms, or a Magic Circle Law firm. You’ll have to start at the bottom and work your way up. It could take you 10 – 15 years to make partner, perhaps even longer.

Once you’ve reached a level of seniority at an executive search firm, you won’t touch anyone with less than a £150k-200k base salary. This means you’ll need the level of professionalism, experience and merit to hold conversations with people of this level. There’s no winging it at an executive search firm, you’ve either got what it takes or you don’t.

There’s great money to be had in contingent recruitment

Contingent recruitment should never be looked down upon, there are plenty of profitable and high value roles to work on. If you’re good at it and climb the ladder, you’ll make some really great money here, plus the exposure you will get early on in your career is exciting. Whether you’re leading a team where you get a percentage of their commission, or if you’re simply smashing in the deals as top biller, you’ll be sure to get an impressive paycheck that’s respective of the work you put in.

Think about who you are as a person

It takes a certain type of person to work in executive search. You need to be polished, well-spoken, professional and understand your market inside-out. The candidate pool is much smaller and reputation is everything. Beyond this, the candidates and clients you’re dealing with can be more demanding with higher expectations. Given you will be dealing with high flying executives, you need to be the type of person communicating at this level.

If the above doesn’t come naturally to you, you’ll need to learn new behaviours and gain an appreciation for the sector you’re stepping into. This isn’t always easy. Contingent recruitment naturally comes with its own expectations and culture, but it tends to be a far more relaxed sector.

If you’re good, you’ll earn well at either

Fundamentally, the decision whether to work in contingent recruitment or executive search boils down to how you prefer to work. Some people prefer the slower and more methodical approach to executive search, where one placement could make you the equivalent of three roles in a contingent firm. However, others prefer the fast paced sales patter of contingent firms. They enjoy the more casual culture and ability to recruit their way. One thing is for certain though, if you’re good at either of these roles, you’ll be sure to make a lot of money.

Looking for some advice on your next move?

If you’re thinking about making a move and unsure what’s best for your career, reach out today for a confidential conversation with one of our team. We’ll happily give you an indication of the way the market is moving, discuss some potential options and offer advice free from obligation or commitment. As an agency we work with both contingent, and exec search firms so are well placed to advise on both avenues.