When it comes to hiring senior GTM leaders, the choice between retained and contingent search is more than a pricing model—it’s a reflection of your hiring philosophy.

Contingent Search: Fast, But Risky

  • Pay on placement creates a volume game: get resumes out quickly, hope one sticks.
  • Little discovery: Recruiters may know the title, not the mission.
  • Candidate experience suffers: Multiple firms may reach out to the same talent.

Retained Search: Strategic, But Misunderstood

  • Upfront investment = deep commitment: both sides invest time in discovery, culture, alignment.
  • Quality over speed: You get rigor, not just reach.
  • Access to passive talent: Retained partners spend time engaging high-caliber, not job-hunting, candidates.

Why It Matters for GTM Hires

These roles aren’t plug-and-play. A CRO or CMO has to:

  • Drive integrated growth
  • Align product, marketing, sales, and CS
  • Scale systems, not just headcount

Would you trust a resume mill with your revenue engine?

For business-critical commercial hires, retained search isn’t a luxury. It’s a necessity.