Too often, we hear the same story: a company looking to build or scale its data capability makes a key hire… and it doesn’t work out. The cost? Time lost, momentum stalled, and the all-too-familiar scramble to start over. In a landscape where data talent is not just valuable but mission-critical, getting hiring decisions right the first time is non-negotiable.
This is where predictability and certainty matter. And this is where the right recruitment model can make or break your success.
At MBN, we believe the traditional contingency recruitment model is outdated, and often out of alignment with the complexity and strategic importance of modern data hiring. That’s why we champion a retained search approach. One that brings structure, commitment, and measurable outcomes to the process.
Retained vs. Contingency: What’s the Real Difference?
Contingency recruitment, for all its perceived flexibility, is essentially a “first past the post” race. Multiple agencies competing, minimal collaboration, speed over suitability. It can work for lower-level, volume hiring, but when the stakes are high and you’re hiring strategic data leaders, the gaps in this model become glaring.
Retained search flips the script.
It’s a true partnership model: one where both parties are invested in success. With clear timelines, defined deliverables, and a methodology built around precision, retained search isn’t just about filling a vacancy, it’s about solving a business challenge.
Why Predictability & Certainty Matter
Predictability in the hiring process gives you control. Certainty gives you confidence.
When you’re hiring someone to lead your data strategy, build a team, or drive transformation, you cannot afford ambiguity. Retained search delivers a mapped process with visibility at every stage, from market insights and candidate benchmarking to structured shortlists and cultural alignment checks.
You know what’s happening. You know when it’s happening. And, crucially, you know who’s being considered and why.
The MBN Search Methodology: Reducing Risk, Maximising Impact
At MBN, we’ve honed a retained model specifically for data, analytics, and AI leadership roles. Our approach mitigates the risks of mis-hire and inefficient search through:
- Deep discovery and role scoping
- Targeted market mapping and research
- Rigorous screening and assessment
- Transparent, regular reporting and insight
- Post-placement support and onboarding follow-through
It’s this methodology that helps our clients build and scale high-performing data teams with confidence.
Why Retained is the Future
The talent market is evolving. Strategic hiring needs a strategic approach. Contingency may offer short-term options, but retained offers long-term outcomes. It aligns recruiter and client. It sharpens focus. And it delivers the one thing businesses need most when hiring key roles: certainty.
If you’re making a critical data hire this year, ask yourself: Do you want to take a chance, or do you want to get it right the first time?
Let’s talk about how a retained partnership can unlock the talent your business needs to thrive.
