If you're an in-house HR professional or recruiter, you're likely juggling a wide range of responsibilities—from managing internal teams and navigating compensation benchmarks to ensuring a smooth candidate experience. But sometimes, despite your best efforts, a particular role remains unfilled longer than it should. Or maybe you know that filling it requires a more targeted, strategic approach. That’s when partnering with a search firm can make all the difference.

At SkyWater Search Partners, we work closely with internal HR teams to serve as an extension of their efforts—not a replacement. Here's how to know when it's time to engage a search firm, what to look for in the right partner, and how to choose the right search model.

Signs It's Time to Partner with a Search Firm

1. The role has been open too long.
   If a key position has been vacant for more than 60–90 days with little traction, it’s a strong sign that a new approach is needed.

2. The role is highly specialized or senior-level.
   Some roles require nuanced experience, deep industry knowledge, or leadership skills that don’t surface through job boards or LinkedIn ads. A search firm can directly engage with passive candidates who aren’t actively looking but are open to the right opportunity.

3. Your internal bandwidth is stretched thin.
   You may be balancing multiple roles, backfills, or seasonal hiring cycles. Partnering with a search firm allows you to focus on broader talent strategy while they zero in on sourcing and vetting top candidates.

4. You need confidentiality.
   Whether you’re replacing a current team member or filling a strategic new role that isn’t public yet, a search firm can manage the process discreetly.

5. You need to move fast—but smart.
   Search firms already have deep networks and candidate pipelines, helping you fill key roles faster without sacrificing quality.

How to Select the Right Search Partner

Not all search firms operate the same way. Here’s what to look for:

• Industry expertise: Do they understand your business and the function you're hiring for?

• Search process transparency: Ask about their outreach strategy, screening methods, and how often they’ll communicate with you.

• Track record: Look for case studies or references that reflect success in hiring for similar roles.

• Alignment with your culture: The firm should represent your company in a way that reflects your brand and values.

At SkyWater, we focus on long-term fit and culture alignment—not just matching keywords on a resume.

Understanding Retained vs. Contingent Search

If you’re unfamiliar with the models, here’s a quick breakdown:

• Contingent Search
  You only pay if the firm fills the role. This model is typically used for mid-level roles or non-urgent positions. It can involve multiple firms competing to fill the same role, which can be fast-paced but sometimes less tailored.

• Retained Search
  You engage a single firm with an upfront or phased fee structure. Retained search is ideal for high-impact, senior-level, or niche roles that require thorough research and candidate vetting. It usually results in a more collaborative and strategic process.

At SkyWater, we offer both models and help clients decide which approach best aligns with their goals and timeline.

Partnering for Success

Bringing in a search partner isn’t about giving up control—it’s about gaining an edge. With the right firm, you’ll have a team that acts as a true partner: one that understands your talent goals, extends your internal capacity, and helps you make hires that last.

If you’re ready to talk about a hard-to-fill role or simply want to learn more about how we partner with internal HR teams, reach out to SkyWater Search Partners. We’re here when you need us.