Contingent search with no upfront cost.
Contingent search is our success-fee model for ad-hoc roles: you pay only when a placement is made. Lower commitment, no risk up front — and the same rigorous, partner-led screening ATG brings to every engagement.
A success fee — payable only when we place the right person.
In a contingent search, there's no up-front cost. ATG is paid a fee only when a candidate we present is hired. It's the lowest-commitment way to work with us — well suited to ad-hoc roles, replacement hires, and building out a growing team.
What doesn't change is the standard of work. Every candidate goes through the same partner-led screening for technical depth, industry fit, and follow-through. Contingent roles sit behind retained and engaged searches in the queue — but they get the same quality of assessment.
Start a contingent searchLow risk, no upfront cost, real screening.
No cost until placement
You pay a fee only when a candidate we present is hired. No retainer, no risk in starting the search.
Same partner-led screening
Every candidate is assessed for technical depth, industry fit, and leadership — the same standard as a retained search.
Built for ad-hoc roles
A strong fit for replacement hires, growth-team roles, and searches where you want to test the water before a larger commitment.
A way to start working together
Many client relationships begin contingent and grow into engaged or retained work as trust builds. It's a low-friction first step.
A contingent search, step by step.
The same three-step ATG sequence, on a success-fee basis. The pace is set by priority in the queue, but the screening standard never changes.
Kick off a searchDiscovery & Alignment
We agree on the role, must-haves, and what success looks like — so the candidates we present are the right ones from the start.
Targeted Search & Evaluation
We source and screen against the brief, presenting only candidates who clear our bar for technical depth and fit — never a resume dump.
Selection & Placement
We support interviews, references, and the offer through to a clean start — the fee is due only when your hire is made.
When to choose a contingent search.
Contingent is the lowest-commitment model — right when a role is more routine, when you want to keep options open, or when you're just starting to work with us.
Talk through your roleHave a role to fill, no strings attached?
Send us the brief. There's no cost to start — and let's start a conversation.
Questions about contingent search
What companies ask about the success-fee model — cost, quality, and when it fits.
How do I hire a finance professional with no upfront recruiting cost?
What is contingent search?
Do I pay anything up front for a contingent search?
Is candidate quality lower in a contingent search than retained?
How do I get considered for contingent roles?
Pick the level of commitment that fits the search.
Contingent is our lightest engagement — but if a hire matters more, a higher commitment moves it up the queue. Every model is led by Tom personally, with the same rigor and calibre of candidates. Step up to prioritized or fully exclusive attention when the role calls for it.
Retained Search
Exclusive, staged-fee engagement with dedicated partner attention — for the business-critical hires where a misfire is costly.
Explore retained searchEngaged Search
Partial up-front commitment and prioritized attention — urgency without full retained terms, or a way to test the relationship first.
Explore engaged searchContingent Search
Success-fee model with no upfront cost and the same screening standard — best when speed and optionality matter more than exclusivity.
Discuss a contingent search