Our firm has been established on the premise of enhancing your staff by sourcing the right people for your Environmental, Health and Safety (EHS, HSE, OSH) talent pipeline and ensuring that the hiring of the final candidate is reached through a consensus of all of the stakeholders. 

For a niche firm such as ours, it is relatively easy to find a candidate with the technical qualifications to do the job, what is difficult is finding the candidates who YOU WANT and who THEMSELVES WANT to do the job at your organization.

That means a fit when it comes to attitude, culture, work / life balance, compensation, location, advancement etc.  How do determine this?  We ask. We learn from you what it is like to work at your organization.  What are the primary short- and long-term challenges etc.? 

How Do We Do This?

For every retained and contingent search, Consentium Search follows a time proven process derived from more than a half century of combined experience in recruiting the right candidates. We are experts in attracting and sourcing the most talented professionals for you, our client.

We form a true partnership with your internal recruiting resources. Your account manager will learn about your organization and its culture, your overall competitive advantages, staffing challenges, organizational structure and personality dynamics. We will review the reasons why a candidate would want to join your organization, including but not limited to: culture, work/life balance initiatives, salary bands, review and appraisal expectations, medical and other benefit programs, relocation assistance, bonuses and other perks. We will also tie these in with your geographic location’s cost of living index and quality of life.

Your Consentium Search recruiting team will screen, qualify and interview candidates who may be best suited for your position and then will present to you the resumes and pertinent notes on those candidates who have met the search criteria. Your Account Manager will handle all interview arrangements and conduct full candidate and hiring manager debriefings following each interview and share all feedback with you.

Consentium Search is committed to sourcing as diverse a pool of candidates for each and every position we work on for our clients. In order to fulfill this commitment, Consentium Search is a member of and actively networks all of its positions to EHS related focus and workgroups including, but not limited to the American Association of Safety Professionals (ASSP) Special Interest Groups WISE (Women in Safety Excellence); BISE (Blacks in Safety Excellence), and HSP (Hispanic Safety Professionals). We also belong to and actively network our positions through several military veterans’ groups, the National Safety Council, the Board of Certified Safety Professionals, and other professional organizations and groups.

Consentium Search is committed to providing the best pool of qualified and interested candidates to our clients regardless of age, gender, gender identity, race, color, religion, sexual orientation, nationality, or veteran status.

We encourage anyone who is interested and qualified in any of our open positions to apply through our website, or if needed, via telephone.

Your Consentium Search recruiting team is available to lend assistance in the preparation of the appropriate offer package and deliver such in accordance with your instructions.

Consentium Search stands behind all placements with a full replacement guarantee.

Retained vs. Contingency Search: Which Executive Hiring Model Is Right for You?

When it comes to filling critical roles, companies usually find themselves at a crossroads choosing between two distinct recruitment strategies: Retained Executive Search and Contingency Search.

While both models aim to find top-tier talent, they operate on completely different philosophies, fee structures, and methodologies. Choosing the wrong one can lead to wasted budget, missed talent, or an open position that drags on for months.

Here is a straightforward breakdown of how each model works and when to use them.

1. Retained Search: The Dedicated, Deep-Dive Approach

A Retained Search is an exclusive partnership between a company (you) and a search firm (us). You pay us a retainer (an upfront fee) to commit our full time, focus, and resources to finding a specific executive.

· The Payment Model: The fee is a percentage of the role's first-year salary and is paid in installments—one-third upfront, the balance upon successful placement and start of work.

· The Methodology: Retained recruiters don't just look at active job seekers. We utilize our many years of relationship-building and conduct deep market mapping to target passive candidates—candidates who are highly successful in their current roles and aren't actively browsing job boards.

Best Used For: Top-level professionals (CRO, CSO, VP, Director, etc.), highly confidential replacements, or specialized roles (Radiation Safety, Laser Safety, SVEP experience, etc.), where the talent pool is exceptionally small.

2. Contingency Search: The Speed and Results-Driven Approach

A Contingency Search is a performance-based recruitment model. You only pay us if we successfully present a candidate whom you choose to hire. If we don't map a candidate to the role, you owe us nothing.

· The Payment Model: The fee is a one-time payment made after the candidate is successfully placed of the candidate’s first-year base salary.

· The Methodology: Because we only get paid upon success, we prioritize speed and volume. We rely heavily on our existing databases, active job boards, and immediate networks to quickly supply a list of qualified, interested applicants.