Fractional recruiting is usually better when...
- The company needs embedded capacity and weekly hiring rhythm.
- Several roles or recurring searches need consistent process support.
- Hiring managers need help with scorecards, candidate communication, and ATS flow.
Contingency recruiting may fit when...
- The role is lower-risk, clearly scoped, and speed matters more than process depth.
- The company wants external candidate submissions without embedded operating support.
When the role is senior or confidential.
For leadership, hard-to-fill, or confidential searches, a focused executive search model is usually stronger than broad contingency outreach.