How contingent direct-hire recruiting works for skilled trades

The short version

In a contingent direct-hire search, the employer hires the professional onto its own payroll from day one. The recruiter is paid a placement fee only if the employer hires someone the recruiter introduced. There is no retainer and no fee when no hire is made.

That model suits skilled trades well: the employer keeps control of pay, benefits, scheduling and supervision, and the recruiter carries the risk of the search.

What it is not

Contingent direct hire is not temporary staffing, payroll services or employer-of-record. The recruiter does not dispatch workers, run timekeeping or carry the hire's workers' compensation. If you need short-term labor, that is a different model with different obligations.

Agree on these before the search starts

• Exact role, responsibilities and equipment or systems involved
• Pay range, overtime and on-call expectations
• Location, territory and travel
• Licenses or certifications that are truly required versus preferred
• The fee, when it is earned, and any replacement terms — in a short written agreement
• Who reviews profiles and how quickly feedback will be given

How candidates are handled

A professional should know about your opportunity and agree to be presented before a recruiter shares their details with you. A reputable recruiter will not send unsolicited resumes or present anyone without that permission.

When contingent search is the right fit

It works best when the role is real and approved, the brief is specific, and the hiring manager can respond to profiles within days. If the role is still being defined, spend an hour on the brief first — it saves weeks later.