Here’s why a deposit-led search model for recruitment typically leads to better results – for both the client and the candidate.
What exactly is a deposit-led (or retained) search model?
Put simply, a deposit-led search, also known as a retained search, involves the client committing to working exclusively with one recruitment agency and paying a deposit upfront before the search for candidates starts. The remainder of the recruitment fee is typically made in stages throughout the rest of the process.
It differs from contingent search which only requires the recruitment fee to be paid upon the placement of a successful candidate and usually involves working with multiple agencies.
Now, you probably associate retained search with senior or executive-level hiring – but it doesn’t have to be that way.
At Headstar, we call it a deposit-led model, especially when we’re working on more junior or mid-level roles.
Why the deposit makes all the difference.
It’s not about the traditional three rigid payments (at the start, shortlist and completion). What really matters is the initial deposit itself. Why? Because that financial commitment signals that you’re serious.
As a recruiter, it secures our time and allows us to prioritise your role above contingent ones. And clients who come to us after trying contingency models often say the same thing: They’re not getting CVs. Offers aren’t being accepted. The candidates just aren’t right. They’ve lost visibility. They’ve lost momentum.
What are the benefits of using a deposit-led model?
With a deposit-led model, you’re in a true partnership with us. If the search gets tough – because the hire is niche, in a difficult location, or it’s confidential – we don’t walk away. We re-steer. We keep going. We fill the role.
And throughout the process, we run weekly steering meetings with you – sharing insights from our detailed candidate research, salary benchmarking, and most importantly, why candidates are interested, or crucially, why they’re saying no.
That means you’re always in the loop, and we’re always adapting based on real-time feedback.
From a candidate perspective they benefit from there only being one recruitment agency involved so there is no duplication in being contacted multiple times by different recruiters. Candidates receive much more detailed insights into the company’s culture, receiving a detailed candidate briefing pack and a structured overview before the interview to be sure that they are the right fit for the role.
When a candidate knows the role is retained with us, they’re reassured that you’re committed to hiring for the role too and you’re taking the process seriously. As we all know, a smooth candidate experience increases your chances of securing your preferred option.
When is a deposit-led approach is essential?
Now, look – if your role is easy to fill and you’re not in a rush, then a contingent approach might work just fine.
But if the hire is critical? Specialist? Sensitive? Then a deposit-led approach will get you the result you’re after – and faster.
It’s not about being locked into a rigid process. It’s about focus, priority and partnership. That’s what a deposit-led model gives you – whether the role is junior or senior.
If you’re becoming disillusioned with recruitment, and not getting the right results, perhaps a true, committed partnership is exactly what you need. Get in touch if you’d like to find out more about our deposit-led model.
