10 Misconceptions About Retained Recruiters

When people hear “retained recruiter,” they often picture executive searches with long timelines and high fees–typically a type of search used only for the most senior level positions. But the reality is that retained search is practical for and relevant to companies at many stages of growth. Retained search isn’t just for CEOs of Fortune 500 companies, and retained search isn’t just for C-level roles. Rather, retained search offers a focused approach to hiring when the stakes are high and the right person matters. Here are 10 of the most common misconceptions about retained recruiters.

1.“Retained search is only for C-suite roles.”

Not true. Companies use retained recruiters for roles that are critical, hard to fill, confidential, or require niche expertise. This might include a VP of Sales, a senior-level engineer, or a specialized manager with industry-specific knowledge. The level doesn’t matter as much as the impact the role has on the business.

2. “You’re just paying upfront for nothing.”

The retainer is an investment in prioritization. When a company pays a retainer, they get a search partner who is fully committed to the search. The upfront investment ensures your search isn’t competing with dozens of others for attention. It gives the recruiter the time and focus to do the work well, not just quickly.

3. “Contingent recruiters work harder because they only get paid if they make a placement.”

Retained recruiters work differently, not less. Contingent recruiters often manage a high volume of open roles and candidates. Retained recruiters typically take on fewer projects so they can go deeper. The goal is to find and deliver the best candidates, not the most resumes.

4. “You’ll get more candidates with a contingent recruiter.”

You might—but more isn’t always better. More candidates usually means more time spent reviewing unqualified resumes. Retained search focuses on identifying the right candidates, even if that’s a smaller group. The process is more selective, which saves time for hiring managers and leads to better long-term hires.

5. “It’s better to just post the job and see who applies.”

That strategy misses most top performers. The best candidates are often not on job boards. They may not be actively applying. Retained recruiters specialize in reaching those people, starting conversations, and building trust that eventually leads to a move.

6. “Retained search takes too long.”

It’s a longer upfront process that saves time later. Yes, retained search takes a bit more time on the front end. But it prevents misfires, false starts, and bad hires. The result is fewer interviews, a stronger fit, and better retention.

7. “It’s too expensive.”

It might cost more upfront but saves more overall. A wrong hire can cost far more than the retainer especially in leadership or technical roles. Lost time, reduced team morale, and another search six months later add up quickly. At CFW, the overall fee is actually the same as a contingent fee, not more.

8. “You lose leverage once you pay the retainer.”

You gain a true partner. The retainer doesn’t reduce accountability. It actually creates more of it. Retained recruiters know the success of the search reflects directly on their reputation. The relationship becomes collaborative and strategic.

9. “You can hire multiple retained recruiters to widen your reach.”

Exclusivity protects your brand and improves the process. A retained search is exclusive by design. It avoids overlapping outreach and protects your reputation in the market. When candidates hear from three recruiters about the same job, it creates confusion and damages credibility.

10. “Retained recruiters just use LinkedIn like everyone else.”

LinkedIn is a tool, but it’s not the whole strategy. Retained search involves research, referrals, and personal outreach that go far beyond job boards or keyword searches. It’s built on relationships, not just algorithms.

Retained recruiting is about the quality of the process, the clarity of the partnership, and the outcome of the hire. When the role is critical, confidential, or just too important to get wrong, retained search helps you get it right the first time.

Maria Carolina Simon is the VP of Talent Strategy & Partnerships at CFW Careers.