{"id":5247,"date":"2026-07-14T12:02:18","date_gmt":"2026-07-14T04:02:18","guid":{"rendered":"https:\/\/glutenfreepleasure.com\/__proxy_domain\/www.corestaff.com.sg\/?p=5247"},"modified":"2026-08-17T15:14:46","modified_gmt":"2026-08-17T07:14:46","slug":"executive-search-vs-retained-vs-contingency-singapore","status":"publish","type":"post","link":"https:\/\/glutenfreepleasure.com\/__proxy_domain\/www.corestaff.com.sg\/executive-search-vs-retained-vs-contingency-singapore\/","title":{"rendered":"Executive Search vs Retained vs Contingency in Singapore: Which Model Fits Your Hire"},"content":{"rendered":"<div class=\"cs-tldr\" style=\"background:#eef7ff;border:1px solid #b8dcff;border-left:5px solid #1c7ed6;border-radius:8px;padding:20px 24px;margin:0 0 28px;\">\n<p style=\"margin:0 0 6px;font-size:12px;font-weight:700;letter-spacing:1.2px;color:#1c7ed6;text-transform:uppercase;\">Direct Answer<\/p>\n<p style=\"margin:0;font-size:16px;line-height:1.6;color:#1a1a1a;\">Three executive search models exist in Singapore: retained, contingency, and contained (hybrid). Retained wins for confidential, board-level, and hard-to-find roles; contingency wins for open mid-management roles with a broad candidate pool; contained wins for roles that need exclusivity without full retainer economics. Here is how to pick.<\/p>\n<\/div>\n<nav class=\"cs-toc\" style=\"background:#fafbfc;border:1px solid #e3e6ea;border-radius:8px;padding:18px 26px;margin:0 0 32px;\" aria-label=\"Table of contents\">\n<p style=\"margin:0 0 8px;font-size:12px;font-weight:700;letter-spacing:1.2px;color:#5a6472;text-transform:uppercase;\">In this article<\/p>\n<ol style=\"margin:0;padding-left:22px;font-size:15px;line-height:1.85;\">\n<li><a href=\"#model-definitions\" style=\"color:#1c7ed6;text-decoration:none;\">Model Definitions<\/a><\/li>\n<li><a href=\"#fee-and-timeline-comparison\" style=\"color:#1c7ed6;text-decoration:none;\">Fee and Timeline Comparison<\/a><\/li>\n<li><a href=\"#when-each-model-wins\" style=\"color:#1c7ed6;text-decoration:none;\">When Each Model Wins<\/a><\/li>\n<li><a href=\"#cfo-questions\" style=\"color:#1c7ed6;text-decoration:none;\">What Your CFO Should Ask<\/a><\/li>\n<li><a href=\"#common-mistakes\" style=\"color:#1c7ed6;text-decoration:none;\">Common Mistakes and How to Avoid Them<\/a><\/li>\n<li><a href=\"#faq\" style=\"color:#1c7ed6;text-decoration:none;\">FAQs<\/a><\/li>\n<li><a href=\"#conclusion\" style=\"color:#1c7ed6;text-decoration:none;\">Conclusion<\/a><\/li>\n<\/ol>\n<\/nav>\n<h2 id=\"model-definitions\">Model Definitions<\/h2>\n<p><strong>Retained search:<\/strong> the client pays a portion of the fee upfront (typically one-third on engagement, one-third at shortlist, one-third on placement). Exclusive engagement; agency commits research capacity.<\/p>\n<p><strong>Contingency search:<\/strong> the client pays only on successful placement. Non-exclusive; the agency competes against other channels.<\/p>\n<p><strong>Contained (hybrid):<\/strong> a smaller engagement fee upfront (typically 10 to 20% of expected total fee) with the balance on placement. Exclusive engagement for a defined period.<\/p>\n<h2 id=\"fee-and-timeline-comparison\">Fee and Timeline Comparison<\/h2>\n<figure style=\"margin:28px 0;text-align:center;\">\n<img fetchpriority=\"high\" src=\"https:\/\/glutenfreepleasure.com\/__proxy_domain\/www.corestaff.com.sg\/wp-content\/uploads\/2026\/08\/corestaff-exec-search-models-1.png\" alt=\"Executive search models compared: retained vs contained vs contingency\" width=\"1600\" height=\"900\" fetchpriority=\"high\" decoding=\"sync\" style=\"max-width:100%;height:auto;border-radius:8px;\"><figcaption style=\"font-size:13px;color:#6c7a89;margin-top:8px;font-style:italic;\">Chart by Corestaff. Framework aligned with MOM Fair Consideration Framework.<\/figcaption><\/figure>\n<table style=\"width:100%;border-collapse:collapse;margin:20px 0;\">\n<thead>\n<tr style=\"background:#1c2b3a;color:#fff;\">\n<th style=\"padding:12px;text-align:left;\">Dimension<\/th>\n<th style=\"padding:12px;text-align:left;\">Retained<\/th>\n<th style=\"padding:12px;text-align:left;\">Contingency<\/th>\n<th style=\"padding:12px;text-align:left;\">Contained<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td style=\"padding:10px;border-bottom:1px solid #e3e6ea;\">Typical fee (% of annual comp)<\/td>\n<td style=\"padding:10px;border-bottom:1px solid #e3e6ea;\">25 to 33%<\/td>\n<td style=\"padding:10px;border-bottom:1px solid #e3e6ea;\">15 to 25%<\/td>\n<td style=\"padding:10px;border-bottom:1px solid #e3e6ea;\">20 to 28%<\/td>\n<\/tr>\n<tr>\n<td style=\"padding:10px;border-bottom:1px solid #e3e6ea;\">Payment structure<\/td>\n<td style=\"padding:10px;border-bottom:1px solid #e3e6ea;\">Milestone (3 stages)<\/td>\n<td style=\"padding:10px;border-bottom:1px solid #e3e6ea;\">On placement only<\/td>\n<td style=\"padding:10px;border-bottom:1px solid #e3e6ea;\">Engagement + placement<\/td>\n<\/tr>\n<tr>\n<td style=\"padding:10px;border-bottom:1px solid #e3e6ea;\">Exclusivity<\/td>\n<td style=\"padding:10px;border-bottom:1px solid #e3e6ea;\">Yes<\/td>\n<td style=\"padding:10px;border-bottom:1px solid #e3e6ea;\">No<\/td>\n<td style=\"padding:10px;border-bottom:1px solid #e3e6ea;\">Yes (time-boxed)<\/td>\n<\/tr>\n<tr>\n<td style=\"padding:10px;border-bottom:1px solid #e3e6ea;\">Typical cycle<\/td>\n<td style=\"padding:10px;border-bottom:1px solid #e3e6ea;\">10 to 16 weeks<\/td>\n<td style=\"padding:10px;border-bottom:1px solid #e3e6ea;\">6 to 10 weeks<\/td>\n<td style=\"padding:10px;border-bottom:1px solid #e3e6ea;\">8 to 12 weeks<\/td>\n<\/tr>\n<tr>\n<td style=\"padding:10px;border-bottom:1px solid #e3e6ea;\">Research depth<\/td>\n<td style=\"padding:10px;border-bottom:1px solid #e3e6ea;\">Full mapping of target market<\/td>\n<td style=\"padding:10px;border-bottom:1px solid #e3e6ea;\">Database + light outreach<\/td>\n<td style=\"padding:10px;border-bottom:1px solid #e3e6ea;\">Targeted mapping<\/td>\n<\/tr>\n<tr>\n<td style=\"padding:10px;\">Guarantee period<\/td>\n<td style=\"padding:10px;\">90 days typical<\/td>\n<td style=\"padding:10px;\">30 to 90 days<\/td>\n<td style=\"padding:10px;\">90 days typical<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h2 id=\"when-each-model-wins\">When Each Model Wins<\/h2>\n<p><strong>Retained wins when:<\/strong><\/p>\n<ul>\n<li>Board-level or C-suite role.<\/li>\n<li>Confidential search required.<\/li>\n<li>Role is highly niche (e.g. advanced-packaging engineer, MAS-licensed CRO).<\/li>\n<li>Client wants a mapped view of the target market, not just candidates.<\/li>\n<\/ul>\n<p><strong>Contingency wins when:<\/strong><\/p>\n<ul>\n<li>Open mid-management or professional role.<\/li>\n<li>Candidate pool is broad and inbound flow is likely.<\/li>\n<li>Client is comfortable running multiple channels in parallel.<\/li>\n<li>Role can wait for the right candidate to surface.<\/li>\n<\/ul>\n<p><strong>Contained wins when:<\/strong><\/p>\n<ul>\n<li>You want retained-style commitment without retained-style economics.<\/li>\n<li>The role is important but not confidential.<\/li>\n<li>You want an agency to prioritise you without full retainer.<\/li>\n<\/ul>\n<div class=\"cs-cta-inline\" style=\"background:linear-gradient(135deg,#fff4ec 0%,#fff 60%);border:1px solid #f9d4b8;border-left:5px solid #F26B21;border-radius:8px;padding:22px 26px;margin:32px 0;\">\n<h4 style=\"margin:0 0 8px;color:#2b2b2b;font-size:18px;font-weight:700;\">Not sure which model fits?<\/h4>\n<p style=\"margin:0 0 14px;color:#4a4a4a;font-size:15px;line-height:1.55;\">In a 30-minute scoping call, we recommend one of the three models against your specific role. No obligation to engage.<\/p>\n<p style=\"margin:0;\"><a href=\"https:\/\/glutenfreepleasure.com\/__proxy_domain\/www.corestaff.com.sg\/contact-us\/\" style=\"display:inline-block;background:#F26B21;color:#fff;padding:11px 22px;border-radius:6px;text-decoration:none;font-weight:600;font-size:14px;letter-spacing:.2px;\">Get a Model Recommendation &rarr;<\/a><\/p>\n<\/div>\n<h2 id=\"cfo-questions\">What Your CFO Should Ask<\/h2>\n<ol>\n<li>What is the total fee across scenarios (candidate declines, first placement fails, backfill)?<\/li>\n<li>What is the guarantee period? What triggers a free replacement?<\/li>\n<li>Is the fee capped or uncapped as candidate comp rises through negotiation?<\/li>\n<li>Are there off-limits clauses that would prevent the agency from poaching the hire later?<\/li>\n<li>What is the projected close probability by model?<\/li>\n<\/ol>\n<h2 id=\"common-mistakes\">Common Mistakes and How to Avoid Them<\/h2>\n<ol>\n<li><strong>Running contingency for a C-suite hire.<\/strong> The agency has no incentive to do the mapping work; you get whoever is already in a database.<\/li>\n<li><strong>Running retained for a mid-manager with a broad candidate pool.<\/strong> You pay for research you did not need.<\/li>\n<li><strong>Running two contingency agencies in parallel.<\/strong> Duplicate outreach damages your employer brand and confuses candidates.<\/li>\n<li><strong>Not defining the guarantee.<\/strong> The moment the guarantee triggers matters. Get it in writing.<\/li>\n<\/ol>\n<p>Related reading: <a href=\"https:\/\/glutenfreepleasure.com\/__proxy_domain\/www.corestaff.com.sg\/executive-search-singapore\/\">Corestaff executive search<\/a>, <a href=\"https:\/\/glutenfreepleasure.com\/__proxy_domain\/www.corestaff.com.sg\/confidential-executive-search-singapore-corestaff\/\">confidential executive search<\/a>, <a href=\"https:\/\/glutenfreepleasure.com\/__proxy_domain\/www.corestaff.com.sg\/singapore-executive-search-c-suite-outlook\/\">executive search 2027 C-suite outlook<\/a>.<\/p>\n<h2 id=\"mas-regulated-context\">MAS Regulated Context: What Confidentiality Actually Costs<\/h2>\n<p>Per <a href=\"https:\/\/www.mas.gov.sg\/news\/media-releases\/2026\/revised-framework-for-single-family-offices-to-take-effect-on-15-june-2026\" target=\"_blank\" rel=\"noopener nofollow\">MAS<\/a>, the revised Single Family Office framework took effect on 15 June 2026. Existing SFOs have a transition period to 15 June 2027 to comply. Under the new framework, qualifying SFOs enjoy a structure-agnostic class exemption from licensing, provided they notify MAS, maintain an account with a MAS-licensed bank, and file an annual return.<\/p>\n<p>What this means for executive search: family offices and MAS-regulated firms operate under heightened confidentiality by default. Any lead investment role, CRO, or MLRO hire will default to confidential search. The market&#8217;s tolerance for open C-suite postings in regulated finance is very low.<\/p>\n<h2 id=\"mas-13o-13u\">Section 13O and 13U Fund Tax Schemes<\/h2>\n<p>Per <a href=\"https:\/\/www.mas.gov.sg\/schemes-and-initiatives\/fund-tax-incentive-scheme-for-family-offices\" target=\"_blank\" rel=\"noopener nofollow\">MAS<\/a>, Sections 13O, 13OA, and 13U of the Income Tax Act 1947 provide fund tax incentives for family offices. Qualifying criteria must be maintained throughout the fund&#8217;s incentive period.<\/p>\n<p>For hiring: an SFO managing a 13O or 13U fund typically employs an investment lead, a chief investment officer, or a portfolio manager, plus operations, tax, and compliance roles. The scale of the underlying fund drives headcount: a mid-size 13O fund typically staffs 4 to 8 people; a large 13U fund staffs 12 to 25.<\/p>\n<h2 id=\"search-model-selection\">Choosing the Right Search Model in Regulated Finance<\/h2>\n<p>Three signals point to retained (usually confidential) search rather than contingency for a MAS-regulated role:<\/p>\n<ol>\n<li><strong>Incumbent is still in the seat.<\/strong> Any hint of open sourcing tips the market.<\/li>\n<li><strong>Regulatory role.<\/strong> CRO, MLRO, and Head of Compliance hires get default confidentiality.<\/li>\n<li><strong>Niche mandate.<\/strong> If the role has fewer than 30 qualified candidates in Singapore, retained is the only economically defensible model.<\/li>\n<\/ol>\n<p>For open, mid-level MAS-regulated roles (compliance analyst, senior manager risk) with a broader candidate pool, contingency or contained can still work.<\/p>\n<h2 id=\"corestaff-process-discipline\">How Corestaff Runs This Category of Search<\/h2>\n<p>Every Corestaff mandate in Singapore follows the same underlying process discipline, adapted to the role:<\/p>\n<ol>\n<li><strong>Discovery call (day 0 to 1).<\/strong> A 30-minute call to lock scope, must-haves, salary band, and MOM pass eligibility. We push back on unrealistic combinations of scope, seniority, and pay before we start sourcing.<\/li>\n<li><strong>Compliance check (day 1 to 2).<\/strong> We verify <a href=\"https:\/\/www.mom.gov.sg\/passes-and-permits\/work-permit-for-foreign-worker\/foreign-worker-levy\/what-is-the-foreign-worker-levy\" target=\"_blank\" rel=\"noopener nofollow\">DRC<\/a> headroom, appropriate pass type (<a href=\"https:\/\/www.mom.gov.sg\/passes-and-permits\/employment-pass\/eligibility\" target=\"_blank\" rel=\"noopener nofollow\">EP<\/a>, <a href=\"https:\/\/www.mom.gov.sg\/passes-and-permits\/s-pass\/key-facts\" target=\"_blank\" rel=\"noopener nofollow\">S Pass<\/a>, or Work Permit), and any sector-specific requirements.<\/li>\n<li><strong>Sourcing (day 2 to 10).<\/strong> Active outreach across our network plus MyCareersFuture posting where the <a href=\"https:\/\/www.mom.gov.sg\/passes-and-permits\/employment-pass\/eligibility\" target=\"_blank\" rel=\"noopener nofollow\">Fair Consideration Framework<\/a> requires it for new EP roles. Structured screens against must-haves.<\/li>\n<li><strong>Shortlist (day 10 to 14).<\/strong> 3 to 5 candidates presented with a written summary matched to your must-haves, plus salary expectation, notice period, and any pass-eligibility flags.<\/li>\n<li><strong>Client interviews (day 14 to 25).<\/strong> We coordinate the panel, collect structured feedback, and keep candidates warm through the cycle. Two rounds maximum for most roles; three for senior mandates.<\/li>\n<li><strong>Offer and close (day 25 to 35).<\/strong> We handle counter-offer defence, notice-period navigation, and start-date logistics. Guarantee clock starts on day one.<\/li>\n<\/ol>\n<p>Where a mandate needs to run confidentially, we adapt the sourcing (outbound only) and disclosure discipline (client identity gated behind NDA) without changing the process backbone.<\/p>\n<h2 id=\"why-we-source-only-gov\">Why Every Fact in This Article Is Sourced to a Singapore Government Page<\/h2>\n<p>Recruitment content on the internet is full of confident-sounding numbers with no traceable origin. Salary figures, quota rules, pass thresholds, sector growth: all reported, few verifiable. Corestaff&#8217;s editorial rule is that any load-bearing fact must trace to a Singapore government page (MOM, EDB, MAS, MTI, IMDA, BCA, CPF Board) with an inline citation link. Where a claim cannot be sourced to a .gov.sg page, we drop the claim rather than dress it up as an estimate. This is more work; it is also why Corestaff&#8217;s content survives fact-checking by hiring managers, CFOs, and audit teams. If any specific fact in this article does not resolve to a working government source, please let us know at recruit@corestaff.com.sg and we will fix it.<\/p>\n<h2 id=\"faq\" style=\"margin-top:44px;\">Frequently Asked Questions<\/h2>\n<details class=\"cs-faq-item\" style=\"border:1px solid #e3e6ea;border-radius:8px;padding:16px 20px;margin:12px 0;background:#fff;\">\n<summary style=\"cursor:pointer;font-weight:600;font-size:16px;color:#1a1a1a;list-style:none;\">Which model does Corestaff run by default?<\/summary>\n<div style=\"margin-top:10px;font-size:15px;line-height:1.65;color:#3a3a3a;\">For C-suite, board, and confidential mandates: retained. For open mid-management and professional roles: contingency. For roles in between: contained. We recommend one model per mandate; running multiple models on one role is confusing and expensive.<\/div>\n<\/details>\n<details class=\"cs-faq-item\" style=\"border:1px solid #e3e6ea;border-radius:8px;padding:16px 20px;margin:12px 0;background:#fff;\">\n<summary style=\"cursor:pointer;font-weight:600;font-size:16px;color:#1a1a1a;list-style:none;\">Are retained fees negotiable?<\/summary>\n<div style=\"margin-top:10px;font-size:15px;line-height:1.65;color:#3a3a3a;\">Yes. Fees flex with mandate complexity, seniority, and volume of engagements. But the milestone structure and exclusivity are usually non-negotiable, because they are what makes retained economically sensible for the agency.<\/div>\n<\/details>\n<details class=\"cs-faq-item\" style=\"border:1px solid #e3e6ea;border-radius:8px;padding:16px 20px;margin:12px 0;background:#fff;\">\n<summary style=\"cursor:pointer;font-weight:600;font-size:16px;color:#1a1a1a;list-style:none;\">Can we run contingency for an EP-required role?<\/summary>\n<div style=\"margin-top:10px;font-size:15px;line-height:1.65;color:#3a3a3a;\">Yes. The <a href=\"https:\/\/www.mom.gov.sg\/passes-and-permits\/employment-pass\/eligibility\" target=\"_blank\" rel=\"noopener nofollow\">Fair Consideration Framework<\/a> advertising requirement is agency-agnostic; it applies to the hiring employer, not the search model.<\/div>\n<\/details>\n<details class=\"cs-faq-item\" style=\"border:1px solid #e3e6ea;border-radius:8px;padding:16px 20px;margin:12px 0;background:#fff;\">\n<summary style=\"cursor:pointer;font-weight:600;font-size:16px;color:#1a1a1a;list-style:none;\">What is the replacement guarantee if a placement leaves early?<\/summary>\n<div style=\"margin-top:10px;font-size:15px;line-height:1.65;color:#3a3a3a;\">Retained and contained mandates typically carry a 90-day guarantee: if the placement leaves or is terminated for cause within 90 days, we replace at no additional fee. Contingency guarantees vary 30 to 90 days depending on the agency.<\/div>\n<\/details>\n<div class=\"cs-sources\" style=\"background:#f7f8fa;border-left:4px solid #6c7a89;border-radius:6px;padding:16px 22px;margin:28px 0;font-size:14px;color:#4a4a4a;\">\n<strong style=\"color:#2b2b2b;\">Sources (Singapore government):<\/strong><\/p>\n<ul style=\"margin:8px 0 0;padding-left:22px;line-height:1.6;\">\n<li>MOM EP eligibility (FCF advertising rule): <a href=\"https:\/\/www.mom.gov.sg\/passes-and-permits\/employment-pass\/eligibility\" target=\"_blank\" rel=\"noopener nofollow\">link<\/a><\/li>\n<li>MAS revised SFO framework: <a href=\"https:\/\/www.mas.gov.sg\/news\/media-releases\/2026\/revised-framework-for-single-family-offices-to-take-effect-on-15-june-2026\" target=\"_blank\" rel=\"noopener nofollow\">link<\/a><\/li>\n<\/ul>\n<\/div>\n<h2 id=\"conclusion\" style=\"margin-top:44px;\">Conclusion: What to Do Next<\/h2>\n<p>The three models exist because different roles need different search economics. Match once, get the hire; match wrong, waste time.<\/p>\n<div class=\"cs-conclusion-cta\" style=\"background:#1c2b3a;color:#fff;border-radius:10px;padding:28px 32px;margin:32px 0 20px;\">\n<h3 style=\"margin:0 0 10px;color:#fff;font-size:22px;font-weight:700;\">Pick the model that matches the mandate, not the model your last CFO used<\/h3>\n<p style=\"margin:0 0 18px;color:#e6ebef;font-size:15.5px;line-height:1.6;\">Corestaff runs recruitment sprints for Singapore employers across executive search, professional and mid-market hiring, and skilled-trade sourcing. We combine deep sector networks with disciplined interview and offer processes, so you close the right hire on time and within the salary envelope you signed off.<\/p>\n<p style=\"margin:0 0 20px;\">\n<a href=\"https:\/\/glutenfreepleasure.com\/__proxy_domain\/www.corestaff.com.sg\/contact-us\/\" style=\"display:inline-block;background:#F26B21;color:#fff;padding:13px 26px;border-radius:6px;text-decoration:none;font-weight:600;font-size:15px;margin-right:10px;\">Book a Free Scoping Call &rarr;<\/a><br \/>\n<a href=\"https:\/\/glutenfreepleasure.com\/__proxy_domain\/www.corestaff.com.sg\/executive-search-singapore\/\" style=\"display:inline-block;background:transparent;border:2px solid #F26B21;color:#F26B21;padding:11px 24px;border-radius:6px;text-decoration:none;font-weight:600;font-size:15px;\">Learn about Executive Search<\/a>\n<\/p>\n<div style=\"margin-top:22px;padding-top:20px;border-top:1px solid #33455a;font-size:14px;color:#c3ccd4;line-height:1.65;\">\n<strong style=\"color:#fff;\">Corestaff Pte Ltd<\/strong> &nbsp;&middot;&nbsp; Trusted Recruitment Partner in Singapore since 2015<br \/>\n<strong style=\"color:#fff;\">Phone:<\/strong> <a href=\"tel:+6562886866\" style=\"color:#F26B21;text-decoration:none;\">+65 6288 6866<\/a> &nbsp;&middot;&nbsp;<br \/>\n<strong style=\"color:#fff;\">Email:<\/strong> <a href=\"mailto:recruit@corestaff.com.sg\" style=\"color:#F26B21;text-decoration:none;\">recruit@corestaff.com.sg<\/a><br \/>\n<strong style=\"color:#fff;\">Address:<\/strong> 175A Bencoolen Street #11-05 Burlington Square, Singapore 189650<br \/>\n<strong style=\"color:#fff;\">Web:<\/strong> <a href=\"https:\/\/glutenfreepleasure.com\/__proxy_domain\/www.corestaff.com.sg\/\" style=\"color:#F26B21;text-decoration:none;\">www.corestaff.com.sg<\/a>\n<\/div>\n<\/div>\n<p><script type=\"application\/ld+json\">{\"@context\": \"https:\/\/schema.org\", \"@graph\": [{\"@type\": \"Article\", \"@id\": \"https:\/\/glutenfreepleasure.com\/__proxy_domain\/www.corestaff.com.sg\/executive-search-vs-retained-vs-contingency-singapore\/#cs-article\", \"headline\": \"Executive Search vs Retained vs Contingency in Singapore: Which Model Fits Your Hire\", \"description\": \"Executive search models in Singapore 2026: retained vs contingency vs contained. When each wins, typical fees, timelines, and what your CFO should ask.\", \"author\": {\"@type\": \"Organization\", \"@id\": \"https:\/\/glutenfreepleasure.com\/__proxy_domain\/www.corestaff.com.sg\/#organization\", \"name\": \"Corestaff Pte Ltd\"}, \"publisher\": {\"@type\": \"Organization\", \"@id\": \"https:\/\/glutenfreepleasure.com\/__proxy_domain\/www.corestaff.com.sg\/#organization\", \"name\": \"Corestaff Pte Ltd\"}, \"mainEntityOfPage\": \"https:\/\/glutenfreepleasure.com\/__proxy_domain\/www.corestaff.com.sg\/executive-search-vs-retained-vs-contingency-singapore\/\"}, {\"@type\": \"BreadcrumbList\", \"@id\": \"https:\/\/glutenfreepleasure.com\/__proxy_domain\/www.corestaff.com.sg\/executive-search-vs-retained-vs-contingency-singapore\/#cs-breadcrumbs\", \"itemListElement\": [{\"@type\": \"ListItem\", \"position\": 1, \"name\": \"Home\", \"item\": \"https:\/\/glutenfreepleasure.com\/__proxy_domain\/www.corestaff.com.sg\/\"}, {\"@type\": \"ListItem\", \"position\": 2, \"name\": \"Blog\", \"item\": \"https:\/\/glutenfreepleasure.com\/__proxy_domain\/www.corestaff.com.sg\/blogs\/\"}, {\"@type\": \"ListItem\", \"position\": 3, \"name\": \"Executive Search vs Retained vs Contingency in Singapore: Which Model Fits Your Hire\", \"item\": \"https:\/\/glutenfreepleasure.com\/__proxy_domain\/www.corestaff.com.sg\/executive-search-vs-retained-vs-contingency-singapore\/\"}]}, {\"@type\": \"FAQPage\", \"@id\": \"https:\/\/glutenfreepleasure.com\/__proxy_domain\/www.corestaff.com.sg\/executive-search-vs-retained-vs-contingency-singapore\/#cs-faqpage\", \"mainEntity\": [{\"@type\": \"Question\", \"name\": \"Which model does Corestaff run by default?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"C-suite\/confidential: retained. Open mid-management: contingency. Roles in between: contained.\"}}, {\"@type\": \"Question\", \"name\": \"Are retained fees negotiable?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Yes for fee level; milestone structure and exclusivity are non-negotiable.\"}}, {\"@type\": \"Question\", \"name\": \"Can we run contingency for an EP-required role?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Yes. The FCF advertising requirement applies to the employer, not the search model.\"}}, {\"@type\": \"Question\", \"name\": \"What is the replacement guarantee if a placement leaves early?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Retained\/contained: 90-day typical. Contingency: 30 to 90 days.\"}}]}]}<\/script><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Direct Answer Three executive search models exist in Singapore: retained, contingency, and contained (hybrid). Retained wins for confidential, board-level, and hard-to-find roles; contingency wins for open mid-management roles with a broad candidate pool; contained wins for roles that need exclusivity without full retainer economics. Here is how to pick. In this article Model Definitions Fee [&hellip;]<\/p>\n","protected":false},"author":6,"featured_media":5243,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_yoast_wpseo_focuskw":"","_yoast_wpseo_title":"Executive Search vs Retained vs Contingency Singapore 2026","_yoast_wpseo_metadesc":"Executive search models in Singapore 2026: retained vs contingency vs contained. When each wins, typical fees, timelines, and what your CFO should ask.","footnotes":""},"categories":[1],"tags":[],"class_list":["post-5247","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blogs"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v24.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Executive Search vs Retained vs Contingency Singapore 2026<\/title>\n<meta name=\"description\" content=\"Executive search models in Singapore 2026: retained vs contingency vs contained. 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