Contingency Recruitment

Specialist reach, on a success basis

For roles where speed and reach matter, our contingency service brings specialist BFSI recruitment on a success basis: you pay on a successful placement, with the same depth of assessment behind every candidate we present.

Paid on placementSpeed & reachSpecialist assessment

Talk to us about a contingency role See how we work

Why clients work with us

Specialist BFSI recruiter since 2014, with deep expertise across actuarial, risk, analytics and audit, and specialist assessment behind every candidate.

Since 2014

specialist BFSI recruitment

80%

screening ratio, candidates we submit get interviewed

85%

joining ratio, offers that become joiners

On placement

you pay only on a successful hire

The service, defined

What is contingency
recruitment, and
when should
you use it?

Contingency recruitment is a success based service: we work your role and you pay only when you make a hire. It suits roles where speed and reach matter, where there is a reasonable pool of available talent, and where you may be hiring across several roles at once. Even though it is success based, the depth behind each candidate is the same as in any of our work: we assess on real capability, not job titles, because presenting the wrong person helps no one. For roles that are important but more active, contingency gives you specialist BFSI reach without an exclusive commitment.

When it fits

When to choose contingency

Contingency is the right choice when speed and reach matter more than an exhaustive, exclusive search. Whichever applies, you get specialist assessment without an exclusive commitment.

Active roles

Roles with a reasonable pool of available, reachable talent.

Time sensitive hires

Roles where speed to a strong shortlist matters.

Multiple roles at once

Hiring across several roles where reach helps.

Specialist but not exclusive

You want specialist depth without retaining a search.

How it works

How contingency works with us

Our contingency service is success based, but never light on rigour. We start by understanding the role and what good looks like, then search, approach and assess candidates against real capability, and present a shortlist you can trust. You pay only on a successful placement, and every placement is backed by our 90 day replacement guarantee. Our full process, from briefing to aftercare, is on our how we work page

Why clients choose us

Why clients choose us for contingency

Clients choose us for contingency because the depth behind each candidate is the same as in our most committed work. We genuinely understand the disciplines they hire for, we assess on real capability, we screen at an 80 per cent rate, our candidates join at an 85 per cent rate, and since 2014 we have had to return fewer than fifteen fees because a placement left early. Specialist reach, with specialist judgement behind every name.

Founder led

A founder close to the work

Shagun Gupta, founder of EliteRecruitments

EliteRecruitments is led by its founder, Shagun Gupta, who built the firm in India on actuarial recruitment and holds the same bar across every kind of engagement. That means specialist depth behind your roles, whatever the basis of the work.

Book a conversation Connect with Shagun on LinkedIn

Common questions

Frequently asked questions

What is contingency recruitment?

Contingency recruitment is a success-based model in which the recruitment fee becomes payable under the agreed terms after a candidate is successfully hired. It is generally suited to active specialist vacancies that do not require the exclusivity and research commitment of a retained search.

When is contingency recruitment the right model?

It can fit an important but more straightforward vacancy where the employer wants flexibility, the role is not confidential and a relevant active talent pool exists. Scarce leadership, confidential or market-mapping assignments may need retained search instead.

Can an employer use more than one agency?

That depends on the agreed terms. Using several agencies can increase reach, but it can also create duplicate approaches, candidate-ownership disputes and inconsistent messaging. Employers should set clear submission, ownership, communication and feedback rules before the search begins.

How is a contingency fee calculated and when is it due?

The percentage or fixed fee, triggering event, invoice timing, ownership period, replacement terms and exclusions are defined in the client agreement. Candidates do not pay the fee; the hiring organisation does.

How is contingency recruitment different from retained search?

Contingency is normally paid on a successful placement and is suitable for appropriate active roles. Retained search involves a committed, often exclusive fee for deeper market mapping and direct outreach. The choice should reflect the difficulty, seniority and confidentiality of the mandate.

Does EliteRecruitments still screen candidates in a contingency search?

Yes. The commercial model should not remove specialist assessment. EliteRecruitments checks technical and sector fit, relevant responsibility, motivation and practical constraints before submission, while the depth of research and reporting may differ from a retained assignment.

Do candidates pay a contingency recruiter?

No. Candidates do not pay EliteRecruitments for access to a vacancy, interview or offer. The hiring organisation engages and pays the firm. Anyone requesting money, banking credentials or unofficial training payments in the EliteRecruitments name should be verified through the contact details published on eliterecruitments.com.

Start a conversation

Talk to us about a role

For roles where speed and reach matter, contingency gives you specialist BFSI recruitment without an exclusive commitment. If you have roles to fill, we would like to help.

See how we work