Comparison
The right search model depends on urgency, scarcity, hiring authority, confidentiality, approved fee terms, and whether the employer can move quickly.
In plain English
Contingency is often suitable for qualified technical service roles where the employer wants no fee unless hire. Retained search is better when exclusivity, confidentiality, or deep dedicated research is required.
Before the search starts
Contingency is often suitable for qualified technical service roles where the employer wants no fee unless hire. Retained search is better when exclusivity, confidentiality, or deep dedicated research is required.
Before a shortlist, Reynolds Works checks role urgency, approved fee terms, hiring authority, compensation fit, feedback speed, candidate consent, and written terms.
A useful intake covers live vacancy, compensation range, interview path, fee approval owner, decision timeline, and known hiring blockers.
How Reynolds Works judges fit
| Model | Best use | Buyer risk |
|---|---|---|
| Contingency | Qualified technical roles where fee is paid only on hire | Poorly qualified searches can waste recruiter and employer time |
| Retained | Confidential, senior, exclusive, or research-heavy assignments | Employer pays regardless of whether a hire is made |
| Pilot sprint | Testing one hard role with clear boundaries | Must not be framed as a guaranteed hire |
How Reynolds Works protects the search
Before search starts, Reynolds Works agrees the role filters, candidate representation rules, fee percentage, and feedback path. That keeps the search useful for employers and respectful for candidates.
Current contingency fee: 15% of first-year base salary, due only if a hire is made under written terms.
No candidate submission without role-specific consent.
Role intake covers systems, credentials, territory, pay, schedule, availability, and hiring process.
Focused on commercial refrigeration, BAS-controls, commercial HVAC service, UK F-Gas refrigeration, and UK BMS.
FAQ
Prepare the role, territory, compensation range, technical must-haves, false positives, interview owner, and fee approval path.
The search verifies role urgency, approved fee terms, hiring authority, compensation fit, feedback speed, candidate consent, and written terms.
No. Candidate representation requires role-specific consent before an employer receives identifying details.
Reynolds Works checks the role requirements, candidate interest, pay fit, availability, location or travel fit, and consent before an employer receives a profile.
Ready when the role is real
Reynolds Works will tell you whether the role fits the launch wedge and what must be clarified before candidates are approached.