Which recruitment approach truly delivers the best results for membership organisations?

Recruitment models can feel like a minefield. Retained, contingent, executive search, RPO (Recruitment Process Outsourcing) - each comes with its own price tag and promises. But for many membership organisations, the choice is surprisingly straightforward. Why commit to paying upfront and waiting for results when you can use a contingent model - where you only pay for upon successful placement? 

At Membership Bespoke, our contingent recruitment model has been tailored specifically for the membership sector, offering a low-risk, results-driven approach. Let’s break it down: 

Paying for results 

Retained recruitment models require an upfront financial commitment, and fees can be up to 35% of a candidate’s first-year salary. This means you’re essentially paying for the process, not the outcome. And while that might be fine for FTSE 100 firms hiring a CEO, for most membership bodies - where budgets can be tighter and accountability is highly important - it’s a hefty price to pay for something that isn’t guaranteed to deliver. 

By contrast, contingency recruitment flips the risk onto the recruiter. If we don’t find the right candidate, you don’t pay a penny. At Membership Bespoke, our own fee sits at around 18% - almost half that of a retained model. That’s money you can reinvest into member engagement, events, or advocacy efforts rather than sunk costs on an unfilled role. 

Faster hiring, without the bureaucracy 

Time is money. Every unfilled vacancy puts pressure on your existing team, delaying projects and affecting member experience.  

Retained recruitment can involve much longer search processes that include multiple consultation meetings, staged fee payments, and longer shortlisting periods. This can be risky - more than three-quarters (78%) of jobseekers would drop out or consider dropping out of long or complex recruitment cycles, meaning you could lose strong candidates before you’ve even made an offer. 

A drawn-out process might be fine if you’re headhunting a new Director General, but most membership organisations need talented staff...yesterday.  

(That being said, we know strong leadership is absolutely crucial in the membership sector - which is why we’ve developed our own Executive Search model, designed to balance thoroughness with efficiency. Find out more about that here!) 

Why contingency recruiters are driven to deliver 

One of the key tenets of contingency recruitment is that the firm’s success is directly tied to yours. Unlike retained models, where agencies are paid in staged instalments regardless of the outcome, contingency recruitment firms only generate revenue when they successfully place a candidate. 

This means that: 

  • Speed and efficiency are prioritised – With no guaranteed fee, recruitment firms are incentivised to work quickly to ensure that vacancies don’t sit open for months. At Membership Bespoke, we take great pride in delivering 95% of our shortlists within just two weeks. 
  • Deep sector networks are key – Rather than relying on drawn-out searches, contingent recruiters will often take advantage of existing talent pools to find the right people fast. That’s another thing we’re particularly proud of - our extensive network includes over 18,000 membership professionals! 
  • Results matter more than process – Since there’s no fee unless a successful placement is made, recruiters are particularly focused on delivering quality hires, not just presenting CVs. That’s why 91% of all our candidates remain in the same position 18 months on. 

 At its core, contingency recruitments’ mission is to ensure that the right people are placed, without unnecessary delays or financial risk. 

A recruitment approach that works with - not against - membership organisations 

With recruitment playing such a major role in an organisation’s ability to grow and thrive, choosing the right hiring approach is clearly very important. 

And it’s also important to note that recruitment in the membership sector comes with its own set of challenges. Budgets aren’t always predictable, teams are often lean, and roles require a unique mix of skills - often blending stakeholder engagement, policy, events, and communications. A hiring process that is too slow or too rigid can hold organisations back just when they need to move forward.  

That’s why contingency recruitment makes sense. It allows member-focussed organisations to: 

  • Hire at the right time – With no upfront financial commitment, recruitment can be driven by organisational needs, not contractual obligations. 
  • Avoid lengthy delays – Roles are filled faster, reducing pressure on existing teams and ensuring continuity for members. In fact, inefficient hiring processes might have a bigger impact than you would expect – unfilled roles and long hiring processes costs the UK economy a massive £132.6 million annually. 
  • Adapt to change – Whether it’s a new funding stream, a shift in strategy, or an unexpected vacancy, contingency recruitment provides the flexibility to respond. 

Want to learn more about the recruitment trends and strategies shaping hiring in the sector? Read our blog “2025 Recruitment Insights: What Membership Organisations Need to Know”, here. 

The bigger picture 

The way membership organisations approach recruitment doesn’t just impact their immediate hiring needs - it affects long-term growth, team morale, and the ability to deliver value to members. With skills shortages in key areas and increasing competition for top talent, having a recruitment strategy that balances efficiency, flexibility, and quality is more important than ever.  

Contingency recruitment provides a practical, low-risk solution, but ultimately, the best hiring approach is one that aligns with your organisation’s specific needs and goals. 

Can we help?  

We deeply understand the distinct needs of membership organisations. From professional bodies to trade associations, we have a vast network of professionals with relevant skills and experience, ready to make an impact in a range of roles.  If you’re considering hiring, let’s talk about how we can help you get ahead.