Contingency recruitment means zero risk for clients. Here's how the model works, when to use it, and why it's growing in India.
Contingency recruitment means zero risk for clients — you pay only when a candidate joins. Here's how the model works and why it's growing in India.
The recruiter receives a mandate, sources candidates, presents a shortlist, and manages the interview process. The client pays a pre-agreed percentage of the candidate's annual CTC only after successful onboarding.
Contingency works best for mid-level roles (₹4-15 LPA) where speed and volume matter. Retained search is better for senior executive mandates where confidentiality and deep sourcing are critical.
Because contingency recruiters work on multiple mandates simultaneously, they maintain active pipelines. This means faster shortlists — often within 48-72 hours of receiving a mandate.
Look for: domain expertise in your sector, average time-to-shortlist, candidate retention rates, and transparency in communication. A good contingency partner feels like an extension of your HR team.
Whether you're hiring or looking for your next role — we specialise in pharmaceuticals, insurance, and high-growth sectors across India.