Retained vs. Engaged Search Models
- ATS Collateral
Two engagement models. Same surgical methodology. The model should match the mission.
Not every search is the same. ATS offers two engagement structures: Retained Search and Engaged Search. Same dedicated team, same real-time portal, same full-market sourcing, same surgical methodology. What differs is the investment structure and the commitment: Retained commits to the outcome, Engaged commits to the deliverable. This is the comparison, side by side, with the criteria to pick the right one.
Same surgical methodology, regardless of engagement structure.
Engaged vs. Retained Search Model Comparison
The full feature comparison and decision criteria in one page. PDF.
The same methodology, structured two ways.
The Engaged model is a deliverable-based engagement built for speed and reduced commitment on commencement. The Retained model is the full suite, with milestone-based investment, weekly steering meetings, comprehensive market research, and behavioral assessments included for every shortlisted candidate. Both deliver the ATS methodology. Pick the structure that fits the mission.
Speed and precision with reduced commitment.
A deliverable-based model with a 20-business-day shortlist commitment. Multi-channel outreach. One structured midpoint check-in. Same surgical sourcing as Retained, with a streamlined cadence and reduced financial exposure on commencement.
- Position intake, strategy, and candidate persona
- Surgical talent mapping (~600 profiles)
- Multi-channel engagement (60%+ open rate, 60-70% reach)
- Real-time client portal
- Exclusive, dedicated search team
- Committed to the deliverable: if no selection is made, we do not earn the final milestone
The full suite. Maximum depth, data, and confidence.
Milestone-based investment across three structured payments. Weekly steering meetings with live data. Comprehensive compensation and market research. Behavioral assessments included for every shortlisted candidate. Purpose-built for complex, niche, confidential, or high-consequence hires. Committed to the outcome: 100% completion on committed searches.
- Comprehensive compensation and market research
- Structured weekly steering meetings with live data
- Multi-science behavioral assessments included
- Optional TTI job benchmarking
- Maximum depth, intelligence, and structured collaboration
Feature by feature, side by side.
| Feature | Engaged Search | Retained Search |
|---|---|---|
| Investment Structure | Commencement fee + remainder on hire | Milestone-based across 3 payments |
| Cost Liability | Reduced; deliverable-based | Milestone-aligned to delivery |
| Compensation & Market Research | Not included | Comprehensive |
| Steering Meetings | 1 meeting (midpoint review) | Structured weekly with live data |
| Behavioral Assessments | Optional add-on | Included for all shortlisted talent |
| TTI Job Benchmarking | Not included | Optional add-on |
| Time to Shortlist | 20 business day deliverable | 3 to 4 weeks |
| Talent Pool Depth | ~600 profiles | ~600 profiles |
| Multichannel Engagement | 60%+ open rate, 60-70% reach | 60%+ open rate, 60-70% reach |
| Real-Time Portal | Included | Included |
| Dedicated Search Team | Exclusive | Exclusive |
| Commitment | To the deliverable (qualified shortlist) | To the outcome (100% completion) |
Same percentage of comp. Two structures.
Both models are priced as a percentage of the placed candidate’s total compensation. The structure of how that fee is paid is what differs, and that structure aligns to the depth of the engagement.
Two milestones: commencement fee, then the remainder earned on placement. Same surgical methodology, reduced exposure on commencement. The final milestone is tied to the deliverable: if your hire is not on our shortlist, we do not collect it.
Three milestones: commencement, shortlist, and completion. Funds the full-market process, weekly steering, comprehensive market research, and behavioral assessments included.
The decision criteria, plainly.
Choose Engaged when
- You need speed with a reduced commitment on commencement
- The role is well-defined and the sourcing strategy is clear
- You want a retained-level process at a leaner price point
- A single midpoint check-in is sufficient for alignment
- The comp band is established and market research is not the differentiator
Choose Retained when
- The role is complex, niche, or highly confidential
- You want comprehensive market and compensation intelligence
- Behavioral assessments and weekly steering are essential
- The hire is succession-critical or sets a new standard
- Maximum depth, insight, and structured collaboration matter
For clients who want the confidence of a committed search without the full retained structure, Engaged is the entry point into the ATS model.
Both models are built on the same methodology. What differs is the commitment. Retained commits to the outcome and closes 100% of committed searches. Engaged commits to the deliverable: a shortlist that holds, with the final milestone earned only when your hire comes from it. The Engaged model trades some embedded intelligence and steering depth for a leaner cadence and reduced exposure on commencement. The Retained model invests the full suite to handle complex, high-consequence searches that demand it. The right answer depends on the search in front of you, not on the budget on paper.
Engaged vs. Retained Search Model Comparison
One page. The full feature matrix and decision criteria. Share it internally with the people who need to see the structure.
Not sure which model fits the search you have in front of you? That’s what the discovery call is for.
Thirty minutes. Mutual qualification. We’ll tell you which model fits, what the cadence looks like, and whether the methodology fits your timeline. Three ways to start.
