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"The fee is 30% of total compensation and we break it down into three stages: the first third payable on commencement of the assignment, the second payable on agreed shortlist, and the balance on completion."

"And how is that going for you? My understanding is that you're frustrated with the lack of x, y or z — and this is the way to solve that. I'd like the opportunity to show you."

"Look, I understand it's more than you're used to paying, and I don't want cost to be a barrier. So for this first project, how about we carry it out at X%? Does that make you feel more comfortable?"

"I'm so glad you've asked — you'll be delighted to know there is no additional cost for this service! The fee is exactly the same as our standard contingent fee. The only difference is the payment model: first third on commencement, second on shortlist, balance on completion."

"Well, I understand that. But the market is changing — there are fewer active candidates than ever before and competition for talent has never been more fierce. Fewer candidates are responding to LinkedIn messages or emails than ever. In response to this, we're having to adapt our approach. Some financial commitment from you allows me to apply a robust headhunting methodology — derived from executive search but faster, leaner, and more cost effective. All of the clients we've demonstrated this approach to so far prefer it and have not gone back to contingency. So I'd really like the opportunity to show you — can we work this way on this assignment?"

"I'm really pleased you're happy with the service and we enjoy working with you too. We want to continue to deliver a great service. But the market is changing — there are fewer active candidates than ever, and we're having to spend more and more time on each assignment to ensure we reach a result. The problem is that we're currently working completely at risk on a no-win no-fee basis, and we can't keep doing that. This isn't an exercise to make more money — the cost is the same overall. But in order to continue to provide a great service, and even improve it, we'll need some financial commitment to make sure we can apply the time and resources necessary to ensure we reach a result."

"I understand we have worked differently before. However, although the contingent model used to yield results, the market has changed completely — competition for candidates is tougher than it's ever been. In order to continue to deliver the results you expect, we're going to need some financial commitment from you to enable us to apply the time, resources, and methods needed. On a no-win no-fee basis we risk delivering a substandard service — and I don't want to set ourselves up to fail on such a critical position."

"Look, if you're happy with the service you're receiving and the way they're working is working for you, there's no need to do anything different. I'm not looking to interfere with the process if you're happy with it. But my understanding is that you're frustrated with the poor quality CVs you're receiving, the lack of candidates, or the position still being empty. This is the way to solve that. I'd like the opportunity to show you. Will you allow me to demonstrate how effective this way of working is?"

"I understand completely — it's easy to think that putting the position out to multiple agencies will get better results. Unfortunately, it's exactly the opposite that actually happens. As recruiters working contingently, we typically work between 5 and 15 jobs at any one time. Because we're working for free, we grade jobs in priority order. If a role requires more work, it ends up much lower on our list. If we know there are other agencies on it, it goes even further down."

"Then consider that only 30% of any given talent pool is active — like the 30% of the iceberg above the waterline. On a contingent basis, every recruiter typically only engages with that visible 30-40%. The majority of the talent pool goes unspoken to. And it's often the same 30% that gets approached by everyone."

"So, whether it's me or someone else you choose — this is the way you're going to fill this position. Not by continuing to put it out to multiple agencies. I'd like to be the one to do it."

"In this respect, the process is the same as an executive search — we're covering the market and identifying all suitable candidates. If you accept a CV from another agent, you might be liable for a duplicate fee. So it's best to politely advise any suppliers that you have selected a search methodology for this position and are not accepting unsolicited CVs. We've got a standard template — it's very polite — if that would help."

"Fantastic. Known, referred candidates are always preferred and the reference is much more reliable. We'll continue to search, shortlist, and assess referred candidates against everyone else. Referred candidates carry a discounted placement fee — so if that candidate is selected, it will be reflected in a much lower cost to you."

"The financial commitment from you allows me to commit in return — to ensure we reach a result. We haven't failed on a retained basis yet and I don't want this to be the first. If I didn't feel absolutely certain of my ability to complete on this assignment, I wouldn't be recommending that this is what we do."

"The financial commitment from you allows me to commit in return. This is a difficult search and a scarce skill set, so I can't guarantee that the candidate with the exact skill set you need exists or will want to come and work for you — I can't manufacture people. But what I can guarantee is that we will take a thorough brief, carry out a detailed and systematic search, take the most compelling message to every candidate, and bring to the table all the candidates it's possible to bring. You will be making your decision from all of the options available to you, with all of the intelligence you need. I haven't failed on a retained basis yet and I certainly don't want this to be the first."

"I understand completely, and in time I hope to become a trusted partner to you. But I understand your concern, so let me de-risk this for you — how about, for this first project, I'm happy to work on a reimbursable basis for the first two weeks. If on completion of the second steering call you're not satisfied with the progress, we'll cease work and reimburse the commencement fee. Does that sound reasonable? I'd really like the opportunity to work with you in this way."

"Okay, no problem. Would you mind if I ask why? / Do you mind me asking what went wrong?"

"It's such a shame you've had that experience. It's likely it was either an executive search firm — who by nature can be more complacent — or a contingent agency pretending to carry out a proper retained search without actually doing so. Because you've had that poor experience, I really want to correct it. I'd be happy to carry out the first two weeks of the search on a reimbursable basis. If you're happy after week two, we can continue."

"I understand completely. But unfortunately without some commitment from you, I don't feel able to deliver the level of service this position requires, and I'd rather do it properly than deliver a substandard service. I wish you the very best — if you change your mind, you know where I am."

"Unfortunately, I've been let down on that basis before. I've worked so hard on positions which were exclusive only for the client to pull the job. It's too much of a risk for me to put in the amount of time and effort needed to guarantee a result — and I can't do what I know I need to do to fill this job without some financial commitment from you. So please let me show you how it works. Let me demonstrate my capability on this project."

"Help me understand what you're looking to achieve. Are you looking to put a bum on a seat, or are you looking to be confident that the individual you hire is the very best person available to you on the market at this given time?"

"If you hire from the CVs you have currently, are you going to be confident that's the best person available? There are two options: either you proceed with what you have and remain uncertain — risking losing those candidates if you launch a search further down the line. OR we launch the search in the background whilst you progress with these CVs. If you hire one of them, you only pay for the work completed to that point."

"We really don't want you to be liable for a duplicate fee. It's best to exhaust these options first — our search will identify every suitable candidate and we can't afford to expose you to that risk."

"Our experience shows our process complements this brilliantly. We'll invite your applicants into our process, allowing them to be assessed in a consistent, comparable manner alongside the candidates we identify. And we will apply a reduced completion fee — discounting the whole project by a maximum of one third — to the internal or direct candidate."

"This is essentially best-practice headhunting. It begins with a full briefing session involving all stakeholders where we define and agree on the parameters of the search. We cover the full role profile, define the functional and behavioural competencies, and put together scenario-based assessment questions. We decide on geography, target companies, any off-limits, the timeline, and your employee value proposition. Once clear on the scope, we cast a net over the entire talent pool and identify every candidate who looks to have the right skill set. We then systematically and professionally approach every single candidate. The whole process is transparent: every week we share our progress, showing every candidate, what they've said, whether they're interested and if not — why not. We gather salary, bonus, and perception information. If we face a challenge, we work with you to re-steer the search. Ultimately a long list emerges of candidates who've been assessed both functionally and behaviourally — QIA: qualified, interested, and assessed. From this, we jointly agree a shortlist of three to five for you to interview. At the end of the process, you will be confident you are making your hire from the best talent available at this time."

"No, it isn't."

"Fantastic! Delighted to be working with you! You'd like this person in place by [X], which means — allowing for notice periods — we need to have an offer accepted by [X] at the latest. We need to allow 2 weeks for your interviews, 2 weeks for ours, and 2 weeks for our research. We've got no time to lose. Let's book the kick-off call for [X day] — we'll need everyone involved in the process on that session. Do you have access to their diaries? What time and date works for everyone?"

"Okay, I understand — I wondered if that might be the case. Who needs to be in agreement on this? No problem — I'll go away and put together a proposal detailing everything we've covered today, how it will work, and the commercial proposal. It will be ready on Tuesday. When are you both available for me to talk it over — and who else needs to be on that call so I can answer their questions too?"

"Sure, no problem. I can absolutely do that and will detail everything we've discussed — our understanding of your requirements, the solution, how it works, and the commercial details. However, it will take me a bit of time to put together, and I don't really want to spend that time if this isn't something you're interested in doing."

"Ok, absolutely — the proposal will be ready on Thursday. What does your schedule look like? When is a good time for me to walk you through it — and who else needs to be on that call so I can answer their questions too?"