Comparison
TTR vs a contingency agency
Contingency agencies add reach quickly. The question for a critical hire is how candidates are qualified and who is accountable for them.
| Dimension | TTR | A contingency agency |
|---|---|---|
| Best fit | Critical hires where qualification depth matters most | Well-defined roles where wider reach is the main need |
| Mandate ownership | One advisory relationship with Emily Landon as intro-call contact | Often several agencies in parallel; ownership of any one role can be diffuse |
| Domain specialisation | Four technical verticals, with the Distributed Systems Filter applied to every candidate | Varies widely; ask how candidates are technically assessed |
| Capacity | Specialist team on specific mandates | Large networks, with capacity depending on the agency |
| Tradeoffs | Narrower scope by design | Broader reach, with more variation in candidate fit |
| Risk | Guarantee reported at 100% refund; terms confirmed in the intro call | Ask each agency about replacement and refund terms in writing |
01
The short answer
A contingency agency can widen your candidate flow with little upfront commitment, which is useful when the role is well-defined and the market is broad. For a role where a technical misjudgement is expensive, assess how candidates are qualified, how many agencies are working the same role and who owns the outcome.
02
Where TTR is the stronger choice
- Founder-led companies in blockchain, AI, fintech or SaaS
- Roles where a technical error is expensive
- Mandates that need fast, qualified introductions
- Founders who want to keep the decision and want an advisor on scope
03
Where the alternative may be the better choice
- Needs outside the four verticals
- Continuous, broad hiring volume
- Board-level leadership mandates across industries, where applicable
- Situations where you already hold strong internal capacity
04
The Distributed Systems Filter
Every candidate TTR introduces passes the Distributed Systems Filter, across engineering and operational roles. Ask Emily Landon how the filter applies to your mandate and what evidence will be used to assess candidates.
FAQ
Direct answers
- Is contingency recruiting a bad option?
No. It suits many hires. The point is to match the model to the risk of the role.
- What should I ask any agency?
How candidates are technically qualified, who is accountable for the mandate, how many agencies hold it and what happens if the hire fails.
- How do timelines compare?
No contingency agency timeline is asserted here. TTR reports 14–21 days to offer as a benchmark, not a promise for every mandate.
- How do fees compare?
Fees differ and are not compared on this page.
Next step
Put the mandate in front of Emily
Bring the role, even if the scope is unsettled. The intro call is where we pressure-test it and confirm guarantee terms.