How It Works:
We charge a fee - typically 15–30% of the candidate's first-year salary only when a candidate is successfully placed and hired by the client.
No upfront costs are required, and the firm assumes the risk of not finding a suitable candidate.
The fee is based upon the employee's tier and job description, their critical need to the organization.
These fees are assessed once and range from 20–25% of the candidate's first-year salary. The fee is assessed only when a candidate is successfully placed and hired by the client.
We can adjust the percentage based on role complexity or industry (e.g., 20–25% for mid-level roles, 25–30% for executive roles).
We offer tiered rates (e.g., lower fees for volume hires or small businesses) to best fit your needs.
How It Works:
We Charge an hourly rate of $200/hour or a flat project fee (ranging from $2,000–$10,000) for specific recruitment tasks, such as sourcing a team, conducting market research, or managing a hiring campaign.
Offers transparency and flexibility, appealing to clients who want control over costs or need short-term, targeted recruitment support.
Ideal for small businesses or projects with defined scopes, such as seasonal staffing or one-off hiring needs and includes additional services like conducting on-site New Hire Orientation, training, onboarding support, or candidate assessment.
How It Works:
We offer a base fee (e.g., 10–15% of salary) with the potential for a bonus or higher fee (e.g., up to 30%) IF the candidate exceeds expectations (e.g., stays longer than 6 months, hits performance targets).
Alternatively, it includes a refund or reduced fee if the placement fails (e.g., candidate leaves within 90 days).
This model ties pricing to outcomes, aligning with their cost containment goals.
Reinforces confidence in our ability to deliver high-quality, long-term placements, enhancing trust and client loyalty.
It requires: Clearly define performance metrics (e.g., tenure, productivity), and is limited to 5 candidates per client per lifetime and is not available to all clients.
Please discuss with Pasche or Ashley to see if you are eligible for this program.
How it works:
Retainer-based recruiting shines when you need a strategic, high-touch approach for critical hires and are willing to invest upfront for quality and exclusivity.
However, it’s less ideal if budget is tight, the role is straightforward, or you want to hedge your bets with multiple recruiters.
The decision often hinges on the role’s complexity, urgency, and your trust in the recruiting partner.
We charge an upfront fee (e.g., $5,000–$20,000 or more, depending on role complexity) for exclusive search services, followed by a success fee (e.g., an additional 10–20% of the candidate's salary) upon placement.
This is often used for executive searches or critical roles...,Why?
Dedicated Focus:
Recruiters prioritize your role since they’re financially committed through the retainer. This often leads to faster and more thorough candidate searches compared to contingency models.
Higher Quality Candidates:
The upfront investment incentivizes recruiters to deeply understand your needs and source top-tier talent, often tapping into passive candidates (those not actively job hunting) rather than just active job seekers.
Partnership Approach:
It fosters a collaborative relationship. Recruiters act more like an extension of your HR team, aligning with your company culture, goals, and specific requirements.
Exclusivity:
Retained recruiters typically work exclusively on your role, reducing competition with other firms and ensuring a streamlined process.
Better for Senior or Niche Roles:
Ideal for executive-level or hard-to-fill positions where extensive headhunting, market research, and discretion are required.
Predictable Costs:
Cons
Higher Upfront Cost:
You pay regardless of whether a hire is made (though some agreements refund a portion if unsuccessful). This can strain budgets, especially for smaller companies.
Risk of Non-Delivery:
If the recruiter fails to find a suitable candidate, you’ve still spent money, unlike contingency recruiting where payment is tied to success.
Less Flexibility:
Committing to one firm can limit your options. If the recruiter underperforms, switching mid-process might delay hiring or incur additional costs.
Slower Process:
The emphasis on quality and thoroughness can mean a longer time-to-hire compared to contingency recruiters who may prioritize speed to secure a placement fee.
Dependence on Recruiter Expertise:
Success heavily relies on the recruiter’s skill and network. A poorly chosen firm might not deliver value proportional to the retainer.
Perception of Overpayment:
If the role turns out to be easier to fill than expected, you might feel the retainer fee wasn’t justified compared to a contingency model.
How It Works:
Subscription-based recruiting is a model where companies pay a recurring fee—typically monthly or annually—to access recruiting services, tools, or a pool of candidates over a set period.
Unlike traditional retainer-based or contingency recruiting, which are tied to specific hires, this approach offers ongoing support and flexibility.
We offer a monthly subscription ($1,000–$5,000/month) for ongoing recruitment support, including access to your expertise, priority service for multiple hires, and rapid placement for recurring needs.
A success fee may still apply per placement.
Provides predictable costs for clients with ongoing hiring needs, such as small businesses scaling up, seasonal staffing firms, or companies in growth phases.
In this structure, there are set clear terms, such as the number of placements included or priority access timelines (e.g., guaranteed placement within 14 days).
We offer tiered subscriptions (e.g., basic for 1–2 hires/month, premium for unlimited priority access) to cater to different client sizes, including small businesses.
This model ensures the subscription delivers tangible value (e.g., reduced hiring time, access to niche talent) to justify the cost.
How It Works:
Value-based recruiting (VBR) is a hiring approach where the focus shifts from traditional metrics like skills, experience, or cost-per-hire to aligning candidates with the core values, mission, and culture of an organization.
It prioritizes long-term fit and shared purpose over short-term qualifications alone. While the term isn’t as standardized as retainer or contingency recruiting, it’s increasingly discussed in HR circles, especially as companies emphasize cultural cohesion and employee retention.
Set pricing based on the perceived value or ROI for the client, rather than a percentage of salary or hourly rate.
For example, a premium of 25–35% of salary or a flat fee of $10,000–$50,000 is assessed for roles where the hire drives significant revenue, cost savings, or strategic impact (e.g., a sales director or CTO).
Aligns pricing with the tangible benefits to the client, such as increased sales, reduced turnover, or improved productivity, making it appealing to businesses willing to invest in high-impact hires.
Works well for specialized roles or industries (e.g., tech, healthcare) where your expertise can deliver measurable results, justifying higher fees.
This is best for clients who prioritize outcomes over cost, including small businesses with growth ambitions.