Executive and Professional recruiting is typically divided into two general categories when it comes to the contractual structure: Direct Hire and Contract-to-Hire. Lupton Partners works under both models, but the reasons for selecting one over the other differ from search to search.
With direct hire, or permanent placement as it is sometimes referred, Lupton Partners is never the employer of record. Your organization brings the candidate on as an employee (or possibly as a 1099 contractor), and they receive all of the normal features of working with your company including health insurance benefits, time off or retirement and more.
In today's hyper competitive talent marketplace it is nearly impossible for companies to recruit top talent by offering contract or temp-to-hire employment arrangements, specifically for those currently employed. Enter direct hire. You leverage the recruiting process of Lupton Partners to conduct the search and navigate the process but bring the candidate on as an employee in trade for a recruiting fee. Generally, Lupton Partners offers some form of a replacement guarantee in the event the hire does not work out, but there are limitations to this.
Direct hire placements are further offered in two methods, contingent and retained / engaged search.
Retained Search - Retained search is generally employed on higher level searches or crucial to fill roles. In this relationship, Lupton Partners manages the entire recruitment process for our client and specifically excludes other recruiting agencies from the search. The upside for clients is that retained, or engaged search places and obligation on Lupton Partners to fill the role or face refunding the retainer. This means when the going gets tough... we stay at it.
Contingent Search - As the name implies, in this model Lupton Partners only earns a fee when we perform. This offers a low financial risk for clients as no compensation is earned until the role is filled. However, Lupton Partners must prioritize our retained searches first so a more difficult contingent search may see less resource allocation that its retained search equivalent.
The fees are typically based on a percentage of compensation, generally base salary but for highly incentivized or roles with a lot of variable compensation it may include a "best estimate" of annual income. Percentages vary depending on the difficulty of the search, the volume potential for a given client and more. Contact us to discuss your specific recruiting needs.
The way we recruit professionals is different from the contractual structure with our clients. Learn more here.