{"id":3451,"date":"2026-01-09T13:44:07","date_gmt":"2026-01-09T12:44:07","guid":{"rendered":"https:\/\/www.boomerang-intelligence.com\/?p=3451"},"modified":"2026-01-09T13:44:07","modified_gmt":"2026-01-09T12:44:07","slug":"contingency-search-vs-retained-search-cual-es-mejor","status":"publish","type":"post","link":"https:\/\/www.boomerang-intelligence.com\/en\/blog\/rrhh\/contingency-search-vs-retained-search-cual-es-mejor\/","title":{"rendered":"Contingency Search vs Retained Search \u00bfCu\u00e1l es mejor?"},"content":{"rendered":"<p data-start=\"371\" data-end=\"702\">Es probable que hayas o\u00eddo hablar de los <strong data-start=\"412\" data-end=\"459\">formatos de pago anticipado o pago al \u00e9xito<\/strong> en los procesos de selecci\u00f3n de personal, tambi\u00e9n conocidos como <strong data-start=\"525\" data-end=\"544\">retained search<\/strong> y <strong data-start=\"547\" data-end=\"569\">contingency search<\/strong>.<br data-start=\"570\" data-end=\"573\" \/>Pero \u00bfen qu\u00e9 se diferencian realmente? \u00bfCu\u00e1l es la mejor opci\u00f3n para externalizar un proceso de recruiting seg\u00fan tus necesidades?<\/p>\n<p data-start=\"704\" data-end=\"735\">En este art\u00edculo te explicamos:<\/p>\n<ul data-start=\"736\" data-end=\"851\">\n<li data-start=\"736\" data-end=\"763\">\n<p data-start=\"738\" data-end=\"763\">Qu\u00e9 significa cada modelo<\/p>\n<\/li>\n<li data-start=\"764\" data-end=\"803\">\n<p data-start=\"766\" data-end=\"803\">Cu\u00e1les son sus ventajas y desventajas<\/p>\n<\/li>\n<li data-start=\"804\" data-end=\"851\">\n<p data-start=\"806\" data-end=\"851\">En qu\u00e9 situaciones conviene elegir uno u otro<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"853\" data-end=\"938\">As\u00ed podr\u00e1s tomar una decisi\u00f3n informada y alineada con tus objetivos de contrataci\u00f3n.<\/p>\n<hr data-start=\"940\" data-end=\"943\" \/>\n<h2 data-start=\"945\" data-end=\"963\">Retained Search<\/h2>\n<h3 data-start=\"965\" data-end=\"1002\">\u00bfQu\u00e9 es una b\u00fasqueda en retained?<\/h3>\n<p data-start=\"1004\" data-end=\"1285\">En un proceso de <strong data-start=\"1021\" data-end=\"1040\">retained search<\/strong>, el recruiter cobra una <strong data-start=\"1065\" data-end=\"1097\">parte del fee por adelantado<\/strong> para iniciar la b\u00fasqueda. En este modelo, el recruiter trabaja <strong data-start=\"1161\" data-end=\"1193\">en exclusiva para el cliente<\/strong>, que lo \u201cretiene\u201d mediante pagos parciales a lo largo del proceso hasta cerrar la posici\u00f3n.<\/p>\n<p data-start=\"1287\" data-end=\"1326\">Este tipo de recruiting suele implicar:<\/p>\n<ul data-start=\"1327\" data-end=\"1409\">\n<li data-start=\"1327\" data-end=\"1345\">\n<p data-start=\"1329\" data-end=\"1345\">Mayor dedicaci\u00f3n<\/p>\n<\/li>\n<li data-start=\"1346\" data-end=\"1372\">\n<p data-start=\"1348\" data-end=\"1372\">M\u00e1s an\u00e1lisis estrat\u00e9gico<\/p>\n<\/li>\n<li data-start=\"1373\" data-end=\"1409\">\n<p data-start=\"1375\" data-end=\"1409\">Un enfoque altamente personalizado<\/p>\n<\/li>\n<\/ul>\n<hr data-start=\"1411\" data-end=\"1414\" \/>\n<h3 data-start=\"1416\" data-end=\"1475\">\u00bfQu\u00e9 metodolog\u00eda sigue un recruiter en retained search?<\/h3>\n<p data-start=\"1477\" data-end=\"1522\">Los recruiters que trabajan bajo este modelo:<\/p>\n<ul data-start=\"1523\" data-end=\"1693\">\n<li data-start=\"1523\" data-end=\"1567\">\n<p data-start=\"1525\" data-end=\"1567\">Colaboran muy estrechamente con la empresa<\/p>\n<\/li>\n<li data-start=\"1568\" data-end=\"1646\">\n<p data-start=\"1570\" data-end=\"1646\">Invierten tiempo en entender el negocio, la cultura y el contexto del puesto<\/p>\n<\/li>\n<li data-start=\"1647\" data-end=\"1693\">\n<p data-start=\"1649\" data-end=\"1693\">Aplican metodolog\u00edas profundas de evaluaci\u00f3n<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"1695\" data-end=\"1948\">Saben que el proceso se cerrar\u00e1, por lo que su foco est\u00e1 en la <strong data-start=\"1758\" data-end=\"1769\">calidad<\/strong>, no en la cantidad.<br data-start=\"1789\" data-end=\"1792\" \/>Habitualmente presentan entre <strong data-start=\"1822\" data-end=\"1862\">4 y 5 candidatos altamente evaluados<\/strong>, muchos de ellos perfiles pasivos, y la empresa solo debe elegir al que mejor encaje.<\/p>\n<p data-start=\"1950\" data-end=\"2004\">El <strong data-start=\"1953\" data-end=\"1972\">retained search<\/strong> se utiliza principalmente para:<\/p>\n<ul data-start=\"2005\" data-end=\"2128\">\n<li data-start=\"2005\" data-end=\"2023\">\n<p data-start=\"2007\" data-end=\"2023\">Puestos cr\u00edticos<\/p>\n<\/li>\n<li data-start=\"2024\" data-end=\"2060\">\n<p data-start=\"2026\" data-end=\"2060\">Posiciones de alta responsabilidad<\/p>\n<\/li>\n<li data-start=\"2061\" data-end=\"2094\">\n<p data-start=\"2063\" data-end=\"2094\">Roles estrat\u00e9gicos o directivos<\/p>\n<\/li>\n<li data-start=\"2095\" data-end=\"2128\">\n<p data-start=\"2097\" data-end=\"2128\">Perfiles dif\u00edciles de encontrar<\/p>\n<\/li>\n<\/ul>\n<hr data-start=\"2130\" data-end=\"2133\" \/>\n<h2 data-start=\"2135\" data-end=\"2156\">Contingency Search<\/h2>\n<h3 data-start=\"2158\" data-end=\"2198\">\u00bfQu\u00e9 es una b\u00fasqueda en contingency?<\/h3>\n<p data-start=\"2200\" data-end=\"2364\">En un proceso de <strong data-start=\"2217\" data-end=\"2239\">contingency search<\/strong>, el recruiter <strong data-start=\"2254\" data-end=\"2298\">solo cobra si el candidato es contratado<\/strong>. Es lo que com\u00fanmente se conoce como <strong data-start=\"2336\" data-end=\"2363\">modelo de pago al \u00e9xito<\/strong>.<\/p>\n<p data-start=\"2366\" data-end=\"2382\">En este formato:<\/p>\n<ul data-start=\"2383\" data-end=\"2540\">\n<li data-start=\"2383\" data-end=\"2435\">\n<p data-start=\"2385\" data-end=\"2435\">Varios recruiters pueden trabajar la misma vacante<\/p>\n<\/li>\n<li data-start=\"2436\" data-end=\"2468\">\n<p data-start=\"2438\" data-end=\"2468\">Existe competencia entre ellos<\/p>\n<\/li>\n<li data-start=\"2469\" data-end=\"2540\">\n<p data-start=\"2471\" data-end=\"2540\">El primero en presentar al candidato contratado es quien cobra el fee<\/p>\n<\/li>\n<\/ul>\n<hr data-start=\"2542\" data-end=\"2545\" \/>\n<h3 data-start=\"2547\" data-end=\"2609\">\u00bfQu\u00e9 metodolog\u00eda sigue un recruiter en contingency search?<\/h3>\n<p data-start=\"2611\" data-end=\"2642\">En este modelo, los recruiters:<\/p>\n<ul data-start=\"2643\" data-end=\"2791\">\n<li data-start=\"2643\" data-end=\"2673\">\n<p data-start=\"2645\" data-end=\"2673\">Trabajan con mayor velocidad<\/p>\n<\/li>\n<li data-start=\"2674\" data-end=\"2714\">\n<p data-start=\"2676\" data-end=\"2714\">Gestionan m\u00e1s vacantes simult\u00e1neamente<\/p>\n<\/li>\n<li data-start=\"2715\" data-end=\"2791\">\n<p data-start=\"2717\" data-end=\"2791\">Se centran en presentar candidatos cualificados en el menor tiempo posible<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"2793\" data-end=\"2898\">La clave del \u00e9xito est\u00e1 en <strong data-start=\"2820\" data-end=\"2854\">anticiparse a otros recruiters<\/strong> y presentar perfiles adecuados r\u00e1pidamente.<\/p>\n<p data-start=\"2900\" data-end=\"2938\">El contingency search es ideal cuando:<\/p>\n<ul data-start=\"2939\" data-end=\"3065\">\n<li data-start=\"2939\" data-end=\"2982\">\n<p data-start=\"2941\" data-end=\"2982\">Necesitas cubrir una vacante con urgencia<\/p>\n<\/li>\n<li data-start=\"2983\" data-end=\"3018\">\n<p data-start=\"2985\" data-end=\"3018\">Tienes varias posiciones abiertas<\/p>\n<\/li>\n<li data-start=\"3019\" data-end=\"3065\">\n<p data-start=\"3021\" data-end=\"3065\">Buscas un equilibrio entre rapidez y calidad<\/p>\n<\/li>\n<\/ul>\n<hr data-start=\"3067\" data-end=\"3070\" \/>\n<h2 data-start=\"3072\" data-end=\"3126\">\u00bfQu\u00e9 modelo de pago elegir: retained o contingency?<\/h2>\n<p data-start=\"3128\" data-end=\"3348\">Uno de los factores m\u00e1s decisivos es el <strong data-start=\"3168\" data-end=\"3190\">coste del servicio<\/strong>, que normalmente se calcula como un porcentaje del <strong data-start=\"3242\" data-end=\"3290\">salario bruto anual del candidato contratado<\/strong>.<br data-start=\"3291\" data-end=\"3294\" \/>A mayor salario, mayor suele ser el fee del recruiter.<\/p>\n<p data-start=\"3350\" data-end=\"3365\">Por lo general:<\/p>\n<ul data-start=\"3366\" data-end=\"3500\">\n<li data-start=\"3366\" data-end=\"3423\">\n<p data-start=\"3368\" data-end=\"3423\">El <strong data-start=\"3371\" data-end=\"3390\">retained search<\/strong> suele tener un coste m\u00e1s elevado<\/p>\n<\/li>\n<li data-start=\"3424\" data-end=\"3500\">\n<p data-start=\"3426\" data-end=\"3500\">El <strong data-start=\"3429\" data-end=\"3451\">contingency search<\/strong> tiene un fee m\u00e1s flexible, condicionado al \u00e9xito<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"3502\" data-end=\"3549\">Sin embargo, es importante destacar algo clave:<\/p>\n<p data-start=\"3551\" data-end=\"3737\">\ud83d\udc49 <strong data-start=\"3554\" data-end=\"3630\">Para una misma posici\u00f3n, el modelo retained puede resultar menos costoso<\/strong><br data-start=\"3630\" data-end=\"3633\" \/>Esto ocurre porque los recruiters suelen aceptar un fee m\u00e1s bajo cuando existe mayor seguridad de cobro.<\/p>\n<p data-start=\"3739\" data-end=\"3781\">Eso s\u00ed, el retained search puede implicar:<\/p>\n<ul data-start=\"3782\" data-end=\"3858\">\n<li data-start=\"3782\" data-end=\"3816\">\n<p data-start=\"3784\" data-end=\"3816\">Un proceso ligeramente m\u00e1s largo<\/p>\n<\/li>\n<li data-start=\"3817\" data-end=\"3858\">\n<p data-start=\"3819\" data-end=\"3858\">Mayor dependencia de un \u00fanico recruiter<\/p>\n<\/li>\n<\/ul>\n<p data-start=\"3860\" data-end=\"3940\">Aunque esto no supone un problema si se trabaja con un profesional de confianza.<\/p>\n<hr data-start=\"3942\" data-end=\"3945\" \/>\n<h2 data-start=\"3947\" data-end=\"3999\">Conclusi\u00f3n: \u00bfqu\u00e9 modelo es mejor para tu empresa?<\/h2>\n<ul data-start=\"4001\" data-end=\"4344\">\n<li data-start=\"4001\" data-end=\"4137\">\n<p data-start=\"4003\" data-end=\"4035\"><strong data-start=\"4003\" data-end=\"4034\">Elige contingency search si<\/strong>:<\/p>\n<ul data-start=\"4038\" data-end=\"4137\">\n<li data-start=\"4038\" data-end=\"4057\">\n<p data-start=\"4040\" data-end=\"4057\">Necesitas rapidez<\/p>\n<\/li>\n<li data-start=\"4060\" data-end=\"4099\">\n<p data-start=\"4062\" data-end=\"4099\">Tienes urgencia por cerrar la vacante<\/p>\n<\/li>\n<li data-start=\"4102\" data-end=\"4137\">\n<p data-start=\"4104\" data-end=\"4137\">Quieres reducir el riesgo inicial<\/p>\n<\/li>\n<\/ul>\n<\/li>\n<li data-start=\"4139\" data-end=\"4344\">\n<p data-start=\"4141\" data-end=\"4170\"><strong data-start=\"4141\" data-end=\"4169\">Elige retained search si<\/strong>:<\/p>\n<ul data-start=\"4173\" data-end=\"4344\">\n<li data-start=\"4173\" data-end=\"4215\">\n<p data-start=\"4175\" data-end=\"4215\">Buscas un perfil estrat\u00e9gico o directivo<\/p>\n<\/li>\n<li data-start=\"4218\" data-end=\"4263\">\n<p data-start=\"4220\" data-end=\"4263\">Quieres reducir el coste final del servicio<\/p>\n<\/li>\n<li data-start=\"4266\" data-end=\"4300\">\n<p data-start=\"4268\" data-end=\"4300\">No tienes una urgencia inmediata<\/p>\n<\/li>\n<li data-start=\"4303\" data-end=\"4344\">\n<p data-start=\"4305\" data-end=\"4344\">Priorizas profundidad y encaje cultural<\/p>\n<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p data-start=\"4346\" data-end=\"4575\">En cualquier caso, lo m\u00e1s importante es <strong data-start=\"4386\" data-end=\"4428\">trabajar con un recruiter de confianza<\/strong>, con buena reputaci\u00f3n, que entienda tus necesidades y te acompa\u00f1e estrat\u00e9gicamente durante todo el proceso, independientemente del modelo de pago.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Es probable que hayas o\u00eddo hablar de los formatos de pago anticipado o pago al \u00e9xito en los procesos de selecci\u00f3n de personal, tambi\u00e9n conocidos como retained search y contingency search.Pero \u00bfen qu\u00e9 se diferencian realmente? \u00bfCu\u00e1l es la mejor opci\u00f3n para externalizar un proceso de recruiting seg\u00fan tus necesidades? En este art\u00edculo te explicamos: [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":3452,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[23],"tags":[],"class_list":["post-3451","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-rrhh"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Contingency Search vs Retained Search \u00bfCu\u00e1l es mejor? - Boomerang Intelligence<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.boomerang-intelligence.com\/en\/blog\/rrhh\/contingency-search-vs-retained-search-cual-es-mejor\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Contingency Search vs Retained Search \u00bfCu\u00e1l es mejor? - Boomerang Intelligence\" \/>\n<meta property=\"og:description\" content=\"Es probable que hayas o\u00eddo hablar de los formatos de pago anticipado o pago al \u00e9xito en los procesos de selecci\u00f3n de personal, tambi\u00e9n conocidos como retained search y contingency search.Pero \u00bfen qu\u00e9 se diferencian realmente? \u00bfCu\u00e1l es la mejor opci\u00f3n para externalizar un proceso de recruiting seg\u00fan tus necesidades? 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