Are you thinking of recruiting but unsure what is the best route to take ?

Cameron Pink offers a range of services, including multi agency, exclusive and retained agency recruitment, and of course you can also source directly if there’s capacity – but with so many options, what role is best suited to what strategy – here’s a quick breakdown to help you decide:

1. Internal Recruitment for Senior Roles

Model: The company’s internal HR or Talent Acquisition team manages recruitment directly.

Success Rate: 30% – 40% for senior roles, as internal teams may lack extensive senior-level networks.

Pros:

• Cost-effective compared to external agencies.

• The internal team understands the culture and strategic goals of the company, which is valuable for cultural alignment.

• Internal promotion and development opportunities can enhance retention and morale.

Cons:

• Limited reach and experience with executive talent acquisition, especially if it’s not a routine area of expertise.

• Can take longer due to more selective search processes and smaller internal networks for senior candidates.

Best For:

• Companies with strong in-house executive recruitment capabilities or those looking to promote from within.

2. Multi Agency Recruitment for Senior Roles

Model: Multiple agencies work on the same role, and only the agency that successfully places a candidate receives payment.

Success Rate: Generally, 10% – 20% for senior roles (I know, surprising low!), as contingency agencies often prioritize faster placements over quality and may lack specialized senior networks.

Pros:

• Payment only if a placement is made, lowering upfront costs.

• Agencies may have larger networks than an internal team alone, especially for sourcing passive candidates.

Cons:

• Lower commitment to quality and fit, as agencies work quickly to be the first to place a candidate.

• Higher turnover risk for senior roles, as this model is typically less thorough.

Best For:

• Lower-cost option for non-critical senior roles, but less effective for niche or specialized senior positions.

3. Exclusive Recruitment for Senior Roles

Model:

A single agency works exclusively on the role, leading to more dedicated effort, although still paid only on successful placement.

Success Rate: 50% – 60% for senior roles, as exclusivity allows agencies to invest more time in candidate quality and fit.

Pros:

• More commitment from the agency to find a well-aligned senior candidate.

• Typically, agencies can conduct a more in-depth search and present better-qualified candidates than in a contingency model.

Cons:

• Still a success-based model, so it may not reach the thoroughness of a retained search.

• No guaranteed placement, although there’s a higher success rate than contingency models.

Best For:

• Mid-level to upper management roles, where a solid fit is important but a retained search may not be necessary.

4. Retained Recruitment for Senior Roles

Model: The client engages a recruitment agency exclusively and pays in advance or in stages, ensuring a highly targeted, dedicated search.

Success Rate: 80% – 95% for senior roles, as retained searches are tailored and thorough, with high investment from recruiters.

Pros:

• The highest commitment and quality, as agencies are compensated upfront and motivated to find the best possible fit.

• Ideal for senior and executive roles requiring a specialized skill set and cultural alignment.

• Agencies have the time and resources to leverage their full network and conduct a highly personalized search.

Cons:

• Higher upfront costs, which may not be feasible for every company or role.

Best For:

• Executive-level roles, critical senior positions, or any role where a long-term fit is paramount.

In summary:

Retained recruitment provides the highest success rate for senior roles, given the level of dedication and network access it provides.

Exclusive recruitment is effective for mid-to-upper management roles where commitment and quality are valued but may not justify a retained search.

Internal recruitment is ideal for promoting from within or companies with strong in-house talent acquisition.

Multi agency recruitment is generally less suited for high-level positions due to lower success rates and reduced focus on candidate quality and fit.

Hopefully the above clarifies the pros and cons of various recruitment methods and what might be best suited for you next time a senior or executive vacancy arises.

Are you recruiting an accounts or finance vacancy currently? Get in touch with me today for salary benchmarking or help with the process.

James Emanuel, Director – Cameron Pink

*Where Do These Success Rates Come From?

Our recruitment success rates are based on industry insights from top HR organizations and research:

Industry Reports: Data from recruitment giants like Korn Ferry and Randstad, plus SHRM studies, give a clear view of recruitment model performance.

Executive Search Firms: Sources like Spencer Stuart provide success stats for exclusive and retained models.

HR Analytics: Research by Bersin and Gartner compares internal versus external recruitment for senior roles.

While these numbers reflect general trends, the actual success rates can vary based on the specific industry, region, company size, and other contextual factors – I’d also argue our fill rates are substantially higher than those mentioned!