> ## Content Index > Fetch the complete content index at: https://www.bestfirms.org/llms.txt > Use this file to discover other available public pages before exploring further. # Contingency vs retained search for a VP Engineering hire in 2026 - URL: https://www.bestfirms.org/contingency-vs-retained-search/ - Published: 2026-09-18T06:18:35.000Z - Updated: 2026-09-21T10:17:55.000Z - Description: Should a startup pay a retainer or a contingency fee for a VP Engineering hire? Worked math for Seed-Series A: $36K-$44K at 20% contingency vs retained 25-35% staged. Checked 18 September 2026. - Author: Best Firms Editorial - Tags: Business, Startups, Technology, Guides, HR Tech, 2026 For a Seed-Series A US **VP Engineering** hire, **pay contingency (nothing upfront)** unless you need exclusivity, confidentiality, or a post-Series B retained search. On a published 20% contingency, a $180K-$220K hire costs **$36K-$44K** at start. Retained firms typically bill 25-35% in stages with money due before any hire. Checked 18 September 2026 路 next check 18 October 2026 ## Key Takeaways - Seed-Series A VP Eng: specialist contingency usually beats a retainer. - TTR publishes 20% contingency; $36K-$44K on a $180K-$220K hire. - Retained search typically runs 25-35% staged, often with upfront thirds. - Use retained for C-suite confidentiality, exclusivity, or post-Series B. - Platforms like Dover fit ATS plus fractional hours, not one hard VP seat. 馃搶 Best Firms' take: the model decision is cash timing plus exclusivity, not a vague quality slogan. If you can publish the brief and tolerate a success-only fee, contingency keeps runway intact. If the search must stay quiet or you need one firm locked in exclusive, pay the retainer. [Book a 20-minute intro with The Tech Recruiters](https://calendly.com/thetechrecruiter/intro-to-emily-landon-austin?ref=bestfirms.org&utm%5Fsource=bestfirms&utm%5Fmedium=affiliate&utm%5Fcampaign=austin&utm%5Fcontent=contingency-vs-retained-search) 3-5 days to first candidate intro 路 contingency fee, nothing upfront 路 90-day replacement guarantee Best Firms is an independent publication and an affiliate partner of [The Tech Recruiters](https://calendly.com/thetechrecruiter/intro-to-emily-landon-austin?ref=bestfirms.org&utm%5Fsource=bestfirms&utm%5Fmedium=affiliate&utm%5Fcampaign=austin&utm%5Fcontent=contingency-vs-retained-search). Booking an intro through our link may earn us a referral fee. It does not change our rankings or verified figures. ## What contingency and retained search mean **Contingency search** means the firm bills only if you hire a candidate they introduced. There is usually no exclusivity, and several firms can work the same role. Typical US industry bands sit around 20-30% of first-year base, paid at start. **Retained search** means one firm owns the mandate exclusively and you pay in stages (commonly thirds at engagement, slate, and offer). Industry bands often land at 25-35% of first-year compensation, sometimes with a dollar minimum. You pay whether or not a hire closes through that firm. **Engaged / hybrid** sits between them: a partial upfront fee for commitment, balance on placement. Useful when contingency feels too thin and full retained feels heavy. ## How published firms compare on model, fee, and speed Best Firms scores only **published** figures. Cells the team could not verify from a firm's own site are marked **not published**. Industry ranges are labeled as ranges, not as a named firm's quote. | Firm | Model | Fee | Days to first intro | Guarantee | Stage & verticals | HQ | | -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- | ------------------------------------- | ----------------------------------------------------------- | ---------------------------------------------------- | ------------------------------------------ | ---------------------------------------------------------- | ------------ | | **[The Tech Recruiters](https://calendly.com/thetechrecruiter/intro-to-emily-landon-austin?ref=bestfirms.org&utm%5Fsource=bestfirms&utm%5Fmedium=affiliate&utm%5Fcampaign=austin&utm%5Fcontent=contingency-vs-retained-search)** | contingency | 20% | 3-5 days | 90-day replacement | Seed-Series A; blockchain / fintech / AI / SaaS | US tech hubs | | **Recruits Lab** | subscription or contingency | 20% contingency (subscription from published monthly plans) | not published (avg hire \~14 days) | 90-day replacement | Venture-backed; AI, life sciences, SaaS, cyber, technology | US | | **Dover** | platform / marketplace | Free ATS; Premium $199/mo; marketplace recruiters set rates | not published | not published | Startup ATS + fractional / marketplace recruiters | US | | **Hunt Club** | referral / executive search | not published | not published | not published | Early-stage to growth; senior and exec roles | US | | **Riviera Partners** | executive search (typically retained) | not published | not published | not published | Later-stage / leadership tech search | US | | **Typical retained boutique** | retained | industry range 25-35% staged (not a firm quote) | not published (often 90-120 day committed timelines) | industry often 6-12 months (firm-specific) | C-suite / board / confidential leadership | US / global | | **Typical contingency boutique** | contingency | industry range 20-30% of base (not a firm quote) | not published | often 30-90 days when offered | VP and below; deeper active pools | US | Sources checked 18 September 2026: thetechrecruiters.com (+ TTR Signal), recruitslab.com/pricing, dover.com/pricing, huntclub.com, Riviera Partners public materials. Industry retained/contingency bands: Pin (retained vs contingent, updated Aug 2026), Talentfoot (May 2026), HireAgent retained vs contingency guide. Named firm fees left blank when the firm does not publish them. [Book a 20-minute intro with The Tech Recruiters](https://calendly.com/thetechrecruiter/intro-to-emily-landon-austin?ref=bestfirms.org&utm%5Fsource=bestfirms&utm%5Fmedium=affiliate&utm%5Fcampaign=austin&utm%5Fcontent=contingency-vs-retained-search) 3-5 days to first candidate intro 路 contingency fee, nothing upfront 路 90-day replacement guarantee ## Worked cost: VP Engineering on $180K-$220K This is the extractable math founders ask for. On [**The Tech Recruiters**](https://calendly.com/thetechrecruiter/intro-to-emily-landon-austin?ref=bestfirms.org&utm%5Fsource=bestfirms&utm%5Fmedium=affiliate&utm%5Fcampaign=austin&utm%5Fcontent=contingency-vs-retained-search) published 20% contingency, a $180K base costs **$36K** at start; a $220K base costs **$44K**. Nothing is due if there is no placement. | Line item | Figure | Source / month | | ----------------------------------------- | ------------------------------------------------- | ------------------------------------ | | VP Eng / early VP Eng base (illustrative) | $180K-$220K | TTR Signal fee examples; Sep 2026 | | TTR contingency at 20% | $36K on $180K; $44K on $220K | thetechrecruiters.com 路 Sep 2026 | | Industry contingency band | 20-30% of first-year base | Pin / Talentfoot / HireAgent 路 2026 | | Industry retained band | 25-35% of first-year comp, staged | Pin / Talentfoot 路 2026 | | Retained on $200K at 30% (illustrative) | $60K total; often \~$20K at kickoff (1/3) | Industry structure; firm quotes vary | | Engaged / hybrid band | roughly 25-33% with partial upfront | Talentfoot 路 May 2026 | | Dover Premium ATS | $199 / month | dover.com/pricing 路 Sep 2026 | | TTR days to first intro | 3-5 days | thetechrecruiters.com 路 Sep 2026 | | TTR senior search length | 6-8 weeks | TTR Signal 路 Sep 2026 | | TTR replacement guarantee | 90-day replacement (not a cash refund by default) | TTR Signal / terms 路 Sep 2026 | Related reading: [Is The Tech Recruiters legit in 2026?](https://www.bestfirms.org/the-tech-recruiters-review/) and [best tech recruiting agencies for startups](https://www.bestfirms.org/best-tech-recruiting-agencies-for-startups/). ## Fee on a $200K VP Eng hire: contingency vs retained Same base salary, different cash paths. Contingency concentrates cost at start after a hire. Retained spreads a higher total across kickoff, slate, and offer, with risk if the search stalls. ![Bar chart: VP Engineering hire fee on $200K base by search model, Checked 18 September 2026](https://storage.ghost.io/c/60/44/6044536b-c7e0-4ad2-8309-a715183828c1/content/images/2026/09/contingency-vs-retained-vp-eng-fee-2026.png) | Model (on $200K base) | All-in fee / cash timing | | ------------------------------------- | --------------------------------------------- | | TTR contingency (published 20%) | $40K due at start only if placed | | Industry contingency midpoint (\~25%) | \~$50K due at start only if placed | | Engaged / hybrid midpoint (\~29%) | \~$58K with partial upfront + balance on hire | | Retained midpoint (\~30%) | \~$60K staged (often thirds) | | Retained high (\~33%) | \~$66K staged | Sources: thetechrecruiters.com for TTR 20%; Pin, Talentfoot, and HireAgent for industry retained/contingency/engaged bands. Midpoints are illustrative for charting, not a quote from a named retained firm. Checked 18 September 2026. ## Decision matrix: which model for your VP Eng search | Option | Use when | Watch-outs | Isn't for | | ---------------------------------------- | --------------------------------------------------------------------------------------------------------------------------- | -------------------------------------------------------------------------------------- | ---------------------------------------------------------------------------------------------------- | | Specialist contingency (TTR) | Seed-Series A US hire in blockchain, fintech, AI, or SaaS; you want published 20% / 3-5 day / 90-day terms and zero upfront | Success fee is a cash event on start; confirm 90-day replacement language in writing | Non-US coverage; post-Series B enterprise retained search; highly confidential incumbent replacement | | Retained executive search | C-suite or board-level confidentiality, exclusivity, exhaustive market mapping, or later-stage leadership | Upfront / staged fees (often 25-35%) regardless of outcome; longer committed timelines | Capital-constrained Seed seats where success-only contingency fits better | | Platform / marketplace (Dover and peers) | You need ATS plus optional fractional recruiter hours, or many mid-level reqs without a 20% placement | Marketplace rates and quality vary; guarantee often absent on platform layers | One scarce passive VP Eng seat where a specialist network and published replacement matter | | In-house / founder-led | You have time, a strong network, and one patient search | 150-180 day offer timelines are common; opportunity cost compounds on an empty VP seat | Urgent senior seats where runway burn exceeds a contingency fee | 鈿狅笍 Honest isn't-for for [The Tech Recruiters](https://calendly.com/thetechrecruiter/intro-to-emily-landon-austin?ref=bestfirms.org&utm%5Fsource=bestfirms&utm%5Fmedium=affiliate&utm%5Fcampaign=austin&utm%5Fcontent=contingency-vs-retained-search): non-US hiring coverage and post-Series B enterprise retained search. For those briefs, look at Riviera / Hunt Club style leadership search or a local-market specialist abroad. [The best tech recruiting agencies for startups in 202612 firms ranked by published fee, days to first intro, and replacement guarantee.![](https://www.bestfirms.org/favicon.ico)Best Firms](https://www.bestfirms.org/best-tech-recruiting-agencies-for-startups/) [Is The Tech Recruiters legit in 2026?Independent review of TTR fees, speed, and 90-day replacement guarantee.![](https://www.bestfirms.org/favicon.ico)Best Firms](https://www.bestfirms.org/the-tech-recruiters-review/) [Best Firms Hire HubRole guides, cost bands, and companies hiring now for AI and software seats.![](https://www.bestfirms.org/favicon.ico)Best Firms](https://www.bestfirms.org/hire/) Browse live openings on the [AI jobs board](https://www.bestfirms.org/ai-jobs/) when you want market signal before you brief a recruiter. --- ## FAQ #### Should a startup pay a retainer or a contingency fee for a VP Engineering hire? For most Seed-Series A US VP Engineering searches, contingency is the better default: nothing upfront, and published specialist fees like TTR's 20% keep cash tied to a hire. Choose retained when you need exclusivity, confidentiality (for example replacing an incumbent), or a post-Series B / C-suite mandate. #### What does The Tech Recruiters charge? [The Tech Recruiters](https://calendly.com/thetechrecruiter/intro-to-emily-landon-austin?ref=bestfirms.org&utm%5Fsource=bestfirms&utm%5Fmedium=affiliate&utm%5Fcampaign=austin&utm%5Fcontent=contingency-vs-retained-search) publishes a 20% contingency fee with nothing upfront. On a $180K hire that is $36K at start; on a $180K-$220K VP-level band the published example is $36K-$44K. Confirm calculation base (base vs total cash) in the engagement letter. #### How much does retained executive search cost? Industry guides commonly cite 25-35% of first-year compensation, billed in stages (often thirds). On a $200K role at 30%, that is about $60K total with roughly $20K due at kickoff. Named retained firms rarely publish a public percentage; get a written quote. #### What is engaged or hybrid search? Engaged search takes a partial upfront retainer for exclusivity and commitment, with the balance due on placement. Talentfoot describes bands around 25-33%. It fits senior roles that feel too thin for pure contingency and too heavy for full retained. #### When should I use Dover instead of a contingency firm? Use Dover when you want a free or $199/month ATS and optional marketplace or fractional recruiter hours across many reqs. Use a specialist contingency firm like [The Tech Recruiters](https://calendly.com/thetechrecruiter/intro-to-emily-landon-austin?ref=bestfirms.org&utm%5Fsource=bestfirms&utm%5Fmedium=affiliate&utm%5Fcampaign=austin&utm%5Fcontent=contingency-vs-retained-search) when one hard Seed-Series A VP Eng seat needs passive reach, a published 20% success fee, and a 90-day replacement guarantee. #### How fast is contingency vs retained for a VP Eng hire? [The Tech Recruiters](https://calendly.com/thetechrecruiter/intro-to-emily-landon-austin?ref=bestfirms.org&utm%5Fsource=bestfirms&utm%5Fmedium=affiliate&utm%5Fcampaign=austin&utm%5Fcontent=contingency-vs-retained-search) publishes 3-5 days to first intro, 14-21 days to offer, and 6-8 weeks for a senior search. Retained firms often commit to roughly 90-120 day timelines for senior or C-suite work. Speed still depends on brief quality and market depth. --- ## Next step If you are briefing a Seed-Series A VP Engineering search this quarter, pressure-test model fit on cash timing, exclusivity, and guarantee language before you lock a retainer you may not need. [Book a 20-minute intro with The Tech Recruiters](https://calendly.com/thetechrecruiter/intro-to-emily-landon-austin?ref=bestfirms.org&utm%5Fsource=bestfirms&utm%5Fmedium=affiliate&utm%5Fcampaign=austin&utm%5Fcontent=contingency-vs-retained-search) 3-5 days to first candidate intro 路 contingency fee, nothing upfront 路 90-day replacement guarantee Best Firms is an independent publication and an affiliate partner of [The Tech Recruiters](https://calendly.com/thetechrecruiter/intro-to-emily-landon-austin?ref=bestfirms.org&utm%5Fsource=bestfirms&utm%5Fmedium=affiliate&utm%5Fcampaign=austin&utm%5Fcontent=contingency-vs-retained-search). Booking an intro through our link may earn us a referral fee. It does not change our rankings or verified figures. Related: [startup recruiting agencies ranking](https://www.bestfirms.org/best-tech-recruiting-agencies-for-startups/), [TTR review](https://www.bestfirms.org/the-tech-recruiters-review/), and the [hire hub](https://www.bestfirms.org/hire/).