Scientific Search is one of the few contingency firms that has broken “the glass ceiling” of high level retained search. Like many business innovations, this one came about by accident. Simply put, our Retained or Priority Search Practice is the outgrowth of extraordinary success with existing clients in niche markets. The short version of the story goes something like this: A key employee of a valued client in a specialized vertical suddenly leaves for a competitor of our client. This client has hired dozens of key staff from Scientific Search over a two-year period. The client asks, “What can we do to replace this very important individual quickly?” Within 60 days, Scientific Search will meet with the hiring authority, identify key target companies and source a successful candidate. As a result of our success, Scientific Search has added Retained Search as an option for our clients. We have now completed dozens of these searches.

The key elements of this successful outcome above are “important”
and “quickly.” This really goes to the heart of our priority search philosophy and shows the differentiation between Scientific Search and “retained only” search firms.

From an Importance perspective, garnering the attention of elite talent in highly competitive niches requires expertise and knowledge of the specific vertical market segments that they occupy. As a result, reputation, ethics and confidentiality are must have essentials to these “A Player” candidates.

From a speed (or quick) perspective, Scientific Search really differentiates from traditional “retained only” firms. These firms historically rely on established networks and sometimes cumbersome processes that result in six, nine or even one-year time lines for hire. Our approach could not be more different. Scientific Search brings contingency speed to priority search - we attack our searches with a sense of urgency that borders on obsession. The sooner a “Change Agent” caliber candidate is in place, the sooner success follows and profits increase for our clients and for us.

Retained Search provides an option for our clients in very competitive spaces the ability to identify, source and on-board the very best talent
for critically important positions within their firms. These are typically
senior level and leadership roles that carry the designation C, V or even Director monikers.

Why Retained?

Access and Authority
Retained search gives the recruiter access to the best candidates. The first question typically asked by elite candidates is, “Are you retained?” There is great power when the firm can confidently say, “Yes.” This results in the ability to get the attention of the best available talent. Additionally, this assures these elite candidates of a professional, ethical and thorough process.

Resources
Additional personnel provide more than just a “database search.”

Research
Researching and sourcing allow the firm to recruit the very best.

Commitment
Both parties have a vested, financial interest. Upfront, agreed upon timelines make for timely search completion and success.

Confidentiality
Sometimes critical depending on the rationale for the search. Companies can remain anonymous if need be.

Market Intelligence
Scientific Search will gather and disseminate information during the search process and provide timely and insightful information.

The Trickle Down Effect
Sometimes difficult to measure, but rest assured, the positive branding message relayed during a retained search typically results in additional placements unencumbered of additional search fees.