We don't hide fees, we don't do surprise markups, and we don't make you negotiate over email because you picked the wrong pricing tier. Below: the truth about what we charge, when we charge it, and what you can actually hold us to.
Honest pricing isn't a vulnerability; it's integrity. You won't see us hide numbers behind "custom quotes" that mysteriously inflate once you're invested. Every engagement type has a fixed structure. If the scope is genuinely custom, you'll see the math we're using to build the estimate. No smoke.
A percentage of the candidate's first-year salary. No retainer for contingent, flat retainer + lower success fee for retained engagements. Both models come with the same quality and the same guarantee.
Director, VP, and C-suite searches run as retained engagements. You pay a portion up front, milestones at 30 and 60 days, and the balance on hire. Timeline: 60-90 days from kickoff to accepted offer.
Transparent markup on the contractor's hourly or daily rate. W2, 1099, or corp-to-corp supported. Flexible durations from 3 months to 24+. No conversion fee on temp-to-hire after 90 days.
The candidate works on contract at a markup for 3, 6, or 12 months. At any point after day 90, you can convert them to permanent at zero additional fee. If you don't convert, the contract just ends. No pressure, no penalty.
Ongoing IT operations, support, and specialist delivery teams billed monthly or quarterly. L1/L2/L3 support, application maintenance, cloud ops, and FinOps included. SLA-bound with monthly reporting.
We don't pressure you into hiring someone "before they accept another offer" if the timing isn't right. Good candidates wait. Bad recruiters don't.
The number we quote at kickoff is the number you pay. No "additional sourcing fees" or "expedited placement surcharges" once you've committed.
If you pause a search, the clock stops. We don't keep billing for "ongoing candidate management" when there's no active work happening.
Managed services contracts renew explicitly. You won't get an auto-charge 60 days before renewal with a 30-day cancellation window buried in the terms.
Most firms obscure the math because they're marking up silently or adding fees that only surface at close. We show the calculation, even when it's not flattering. Below: a direct comparison of what you pay here vs. what the "market rate" model would charge you.
If you've worked with other staffing or consulting firms before, you've probably been burned by "it depends" answers when you ask for a straight number. We don't play that game. Here: the questions people actually ask, and the truth about how we'd respond.
Yes, but only on multi-hire commitments or annual engagements where we can amortize the overhead. We don't negotiate down on single placements because we're already not hiding margin in the quoted fee.
18–25% is standard for permanent placement. Anyone charging 30%+ is either delivering executive-level search rigor or marking you up. If you're getting quoted 15% or less, ask what they're cutting (spoiler: it's usually quality).
90-day replacement guarantee. If they leave or you let them go in that window, we replace them at no additional fee or refund a prorated portion of the original placement fee. You pick.
The candidate works on contract (W2 through us) at a markup for 3–12 months. After 90 days, you can convert them to your payroll at zero fee. No penalty, no negotiation. If you don't convert, the contract just ends.
Yes. We integrate with existing managed service provider (MSP) and vendor management system (VMS) setups. We follow your compliance rules, invoice through your system, and don't charge extra for "program participation."
Offshore is billed the same way as onshore contract: transparent markup over the contractor's pay rate. The rate itself is lower (location arbitrage), but the markup structure is identical. No hidden "coordination fees."
If we introduced you, there's a fee — typically 18–25% of their first-year salary, same as a standard placement. If you met them independently and we didn't facilitate the intro, no fee.
Comp benchmarking, offer construction, technical screening, reference checks, onboarding guidance through day 90. These aren't upsells. They're part of the base engagement because they make the hire succeed.
If the pricing works, the next step is scoping the actual search. We'll ask about the role, the team, the urgency, and what "good" looks like for this hire. That conversation takes 20 minutes, and at the end of it we'll tell you honestly whether we're the right firm for it — or whether you'd be better served going direct or using a different model entirely.
