so directly, and the ability to choose among candidates that would not be available through internal or passive sourcing methodologies. Executive search firms are national and international. Many specialize in a particular business industry sector. The contractual relationship between client and executive search firm falls into two broad categories: contingent and retained. Contingent recruiters are paid only upon the successful completion of the "search assignment." Retained recruiters are paid for the process, typically earning a recruiting fee in three stages based on the anticipated compensation of the executive. In 1959 the Association of Executive Search and Leadership Consultants (AESC) emerged to set the standards of quality and ethics for the executive search consulting trade. AESC Members range in size from large global firms and networks to boutique firms spanning more than 70 countries. Retained search High-end executive search firms get a retainer (up-front fee) to perform a specific search for a corporate officer or other senior executive position. Typically, retained searches tend to be for positions that pay upwards of US$150,000 and often far more. Search fees are typically 33.33% of the annual compensation of the recruited executive. Fee payments may be made in thirds, 1/3 of fee paid on initiation of the search, 1/3 paid thirty days later, and the final 1/3 paid thirty days later or upon placement of the candidate. Alternatively, a fixed fee may be established. Retained search firms provide a guarantee to do an assignment over if the hired candidate leaves before a stated milestone (anywhere from one year to three years), generally with the caveat there has not been a material change in the position requirements or management team. In a retained search, the fee is for the time and expertise of the search firm. The firm is employed to conduct the entire recruitment effort from startup until the candidate has started working. There are many considerations taken into account when organizations determine whether to hire a retained or other type of search firm, including time and financial resources available, goals of the position search (such as diversity factors), and the importance of discretion and confidentiality. Retained recruiters work for the organizations who are their clients, not for job candidates seeking employment, in some countries, such as the UK, recruiters are not legally permitted to charge candidates. In the U.S. job candidates may pay an up front retainer to a consulting or career counseling