As a retained search recruitment agency, we work with you on an exclusive basis to deliver structured, research-led hiring campaigns for critical roles. From senior leadership to specialist and hard-to-fill positions, we apply a dedicated, research-led process designed to secure high-impact talent where the cost of getting it wrong is too high.
Overview
Retained search recruitment is built for roles where a standard contingency approach is not enough. Whether you are hiring for a specialist position, a confidential replacement or a commercially critical appointment, the retained model provides focus, accountability and structure from the outset.
Unlike non-exclusive recruitment, retained search operates as a dedicated partnership. We commit defined time and resources to your brief, conduct detailed market mapping and proactively engage passive candidates across the full talent landscape.
As a retained search recruitment agency, we run a structured retained search process with clear milestones, transparent communication and deeper candidate evaluation. When the cost of a wrong hire affects revenue, delivery or leadership stability, retained search provides the control and commitment required to secure the right outcome.
OUR APPROACH
If the talent pool is limited, highly technical or in demand, contingency recruitment often relies on active applicants. Retained search allows us to map the full market, engage passive candidates and run a structured campaign designed to reach the strongest available talent.
When the appointment will directly influence revenue performance, operational delivery, regulatory exposure or team stability, the margin for error is small. A retained search process gives the role priority, depth and senior oversight from start to finish.
Replacing a key employee, restructuring a department or entering a new market requires discretion. Retained search recruiting provides controlled outreach, consistent messaging and careful stakeholder management throughout the campaign.
Candidates are evaluated against agreed success criteria, not generic benchmarks. We provide a detailed shortlist including experience, motivations, remuneration expectations and potential risks. You gain clear insight into how each candidate aligns with the role and how they compare within the wider market.
We manage interview coordination, feedback and offer discussions with discipline and transparency. Defined milestones ensure momentum is maintained throughout the search. From negotiation through to acceptance, we support both parties to ensure the hire is secured and the transition is handled professionally. Every retained placement is covered by a 12 week rebate period, with a full refund for the first four weeks.
WHEN RETAINED IS RIGHT
Retained search is not for every hire. It is most effective when the role is difficult, sensitive or commercially significant. If you recognise any of the situations below, a retained search recruitment model is likely the right choice.
WHO WE SUPPORT
Hiring under a retained search model is often driven by impact, risk and urgency. We support senior decision-makers and internal hiring teams who need a focused, accountable approach to securing critical or hard-to-fill roles.
Case studies
"We brought Digital Waffle in on a retained basis to help us scale at Gnosis. Over twelve months they delivered 28 roles, sourcing the right candidates for each one across functions that aren't always easy to recruit for in this space. They showed a deep understanding of our requirements from the start. Happy to recommend them to anyone hiring at scale."
"Digital Waffle just got us. They understood the pace we work at and the kind of marketing leader we needed. The shortlist was strong and arrived fast, and the person we hired has settled in brilliantly. It was one of the smoothest senior hires we’ve made."
"We needed a specific mix of skills for a senior social hire, which isn't always easy to find in the market. Digital Waffle listened, asked the right questions, and came back with candidates who genuinely matched the brief. Communication was clear throughout and we had the right person in place inside three weeks. Great to work with."
"We were hiring a Lead AI/NLP Engineer to strengthen the core of our product, which is the kind of hire we couldn't afford to get wrong. The quality of candidates Digital Waffle put in front of us stood out, and they understood exactly what we needed from both a technical and team-fit perspective. They had us hiring inside 3 weeks, and the process was smooth from start to finish."
"We've been hiring across marketing, digital and the wider team for the last 18 months, and Digital Waffle have been our go-to partner throughout. They've placed 82 people for us, from juniors right through to director level, perm and freelance. It's a lot of moving parts for one agency to handle well, and they've kept on top of it the whole way through. We'll be using them again."
"We needed to grow headcount by 50% in 6 months, including hard-to-fill tech roles, which wasn't something we were going to do on our own. Digital Waffle filled the gap properly. They got us the people we needed at the pace we needed them, and at significantly less cost than building out our own recruitment function. We hit the target on schedule."
"We brought Digital Waffle in to run our hiring through the development hub launch, and they've placed over 50 specialists for us across product, development, design and QA in the two years since. The quality has been consistent throughout, which matters across a stretch that long. They've become the team we go to when we need to hire."
"Hitting 40 hires in 18 months across infrastructure and engineering was an ambitious target, and we needed an agency that could deliver against it without us having to manage the process closely. Digital Waffle did exactly that. The shortlists were focused and we didn't waste time on candidates who weren't right. Every role landed on schedule, and the people they brought in are already contributing to the programmes they're supporting."
Our disciplines
Looking to hire beyond retained search? As well as delivering research-led hiring for critical and hard-to-fill roles, we also specialise in recruitment across multiple disciplines to help you strengthen capability across your organisation.
RECRUITMENT TERMS
Retained search gives us greater ownership of your search, with an upfront commitment and a structured approach to finding the right candidate.
If you are deciding whether retained search is right for your vacancy, compare it with our standard and exclusive options, including fees, payment terms and rebate periods.
FAQs
Retained search is an exclusive recruitment model where we are formally engaged to fill a specific role through a structured, research-led process. Unlike contingency recruitment, we commit defined time, market mapping and proactive headhunting from the outset. It is typically used for business-critical, specialist or confidential hires where accountability and depth are required.
Retained search begins by defining clear success criteria and agreed milestones. We then conduct targeted market research, approach passive candidates and assess each against the defined brief. Because the assignment is exclusive, it receives prioritised focus and transparent management through to shortlist, offer and completion.
Our retained search fee is 15% of base salary, our lowest rate. Half is invoiced when the search begins and half when your hire starts, both on 14 day payment terms. Every retained placement is covered by a 12 week rebate period, with a full refund if the candidate leaves in the first four weeks, so the upfront commitment is protected. See our full recruitment fees & terms.
Contingency recruitment, which is what our standard terms cover, is non-exclusive and the fee is only payable on placement. Retained search involves an upfront agreement and exclusive partnership. This allows for dedicated resources, detailed market mapping and proactive engagement of passive talent. The retained model is more structured and risk-focused for critical appointments.
Retained search refers to the payment model and level of commitment, while executive search refers to the seniority of the role. Many executive searches operate on a retained basis, but retained search can also be used for specialist or hard-to-fill roles beyond C-suite level.
Retained search is used when the cost of a wrong hire is significant. It provides priority, accountability and deeper market engagement. If a role is confidential, commercially critical or difficult to fill through advertising or contingency recruitment, retained search offers greater control and stronger long-term outcomes.
An executive search retainer is an upfront commitment that secures a dedicated, exclusive search. With us, half the fee is invoiced when the search begins and half when the candidate starts, with a 12 week rebate period covering the full fee. Because the role is retained, it receives a named consultant, defined resources and a proactive approach to engaging high-calibre candidates.
Get in touch
If you’re hiring for a critical or hard-to-fill role, our retained search team can help.
Share a few details about the position and we’ll arrange a confidential conversation about your search requirements.
Prefer to talk? Call us on 0121 517 0357.
