2. Quality of Hire
We take the time to find the right candidate for the right reasons, providing
the client full control over the start and stop of the process and taking candidate
qualification as far as is determined by the client.
Asthesearchconsultant’ssourceofincomedependsdirectlyonturningaroundaquick
hire, contingent firms can be hasty to make the placement, causing them to work
swiftly and carelessly withoutassessingthetrueneeds of the candidate and client.
The type of hire within retained recruiting is typically of higher quality, but too often
these firms relyonthesameresourcesthateveryothercompanyhasaccessto,
such as LinkedIn or an executive-level rolodex that produces the samepoolof
candidatesbeingaccessedbyotherorganizations.
• Functional areas of expertise in ALL industries, levels, and functions, not just a few
• Focus on all types of candidates as the active/passive line blurs
• Fortune 500 clients across industries, globally
• Fewer functional areas of strength
• Heavy reliance on database sourcing
• ‘Rob Peter to pay Paul’placement mentality, trading same rolodex of executive-level
candidates with each search
• Higher cost for search without guarantee of true candidate fit assessments or
allegiance to client
Qualigence
Contingent Firms
Retained Firms
Usvs.OurCompetitors
3. Cost per Hire
Qualigence Retained FirmsContingent Firms
A distinct characteristic of contingent firms is the
payment plan in which the client only has to pay if there is
a hire.While this model may seem cost-effective, the fee
is up to 30% of the employee’s first year income and does
not come with a guarantee of quality.
Retained firms are based on a process in which much
of the cost is due up front prior to the search.Typically
the CPH is between 30% and 33% of the employee’s
first year salary.The risks of such a model is that the
more senior the position, the higher the wages,
which means the paymentforplacingacandidate
isextremelyhigh.
A set price structure for recruitment research,
recruiting, and executive search services is provided
to the client up front, costing significantly less than
traditional firms and averaging 13% cost per hire
compared to 30-33%.
• Set hourly fee with no hidden cost
• Cost not dependent on placement
• Serves as unique alternative to costly
traditional firms
• Average 13% cost per hire
• Cost effectiveness puts the client’s needs first,
allowing them to find a true fit for each open
position without breaking the bank
• Only chase candidates who are likely to be interested
• Doesn’t offer market research
• Charges for pre-screening
• Focuses on short-term intelligence
• Extremely costly placement fees
• Quality of candidate not congruent with cost
• Focus on speed of turnaround over quality
• Lack of allegiance to the client
Usvs.OurCompetitors
4. Sourcing Methods
Qualigence Contingent Retained Firms
Qualigence International leverages a proven approach that accurately identifies
professionals performing a specific function at targeted companies within
any industry and within all sectors on a global scale.This exclusive talent data
is provided in comprehensive name generation files, organizational charts, or
competitive intelligence reports that cannot be found online. All research
is verified over the phone that-day, guaranteeing the accuracy.
With single-focus methods still in place, most contingent and retained firms are
only accessing a fraction of today’s top performers, focusing solely on active database
candidates and the same narrow pool of talent being reviewed and placed by
competitors time and again.
&
• Leverage classic sourcing methods such as telephonic methodology with
technological advancements
• Access to 100% of the talent pool
• Informationincludes:Company,Individual’sName,Title,Direct-Dial
Phone Number, Location (City/State), Reporting Structure, and
Email Address.
• Rely on rolodex of same handful of talent, pass them along from role to role
• Heavy reliance on online search, accessing a fraction of the talent pool
• Rely on LinkedIn to find talent, reaching out to candidates already being
disrupted by recruiters daily
• Do not leverage unique phone methodologies to uncover direct organizational
chart information per industry and role
• Old fashioned techniques, stale databases result in untimely candidate lists
• Do not provide all of the sourcing research to the client, less
exclusivity and transparency
Usvs.OurCompetitors
5. Recruiting Process
Qualigence Contingent & Retained Firms
We pride ourselves on a unique approach to recruiting that can’t be found at other
search firms and is fully determined by the client.We can be as involved in the
process as needed, ranging anywhere from initial candidate conversation,
qualification of candidates, and pipeline engagement, all the way to full candidate
development and placement.
• Process determined by the client
• Hourly Rate structure saves our clients thousands of dollars per placement, with
an average of 13.7% cost per hire
• Recruiting Consultants employ years of industry-specific knowledge and
training with each project, ensuring candidates fully comprehend each
opportunity in order to find the best possible fit.
Many contingent and retained firms focus only on one segment of the recruiting
process, leaving the client in the dark about the logistics behind each search and
costing additional internal or external resources to complete the duration of the search
and placement of a hire.
• Extra fees for pre-screening, qualification of candidates
• Short-term guarantees on candidates
• Only participate in front end of recruiting process
• May be outsourcing work to recruitment research firms
Usvs.OurCompetitors
6. Our unique hourly services allow us to stand apart from traditional firms and offer exclusive candidate intelligence,
providing our client with unique access to top talent that cannot be accessed online.
RethinkyourTalentStrategiesanduncoveronlythebesttalent.
Contact Me
Steve Lowisz
Chief Executive Officer
212.390.0010
slowisz@qualigence.com
