The role stays on your desk
You keep covering the gap while also managing recruiters, reviewing noise and repeating the context.
Recruitment pricing without the theatre
The fee is not the expensive part. The wrong hire is.
One monthly salary. A considered shortlist in 5 to 7 days. Most of our fee stays tied to the outcome you actually want.
No retainer. No annual salary percentage. No surprise invoice.
Total search fee Aligned
1×
monthly salary
The number stays simple because the work should be judged on the hire, not on how complicated the invoice looks.
One thirdSearch beginsCommitment on both sides
Two thirdsYour hire startsMost of the fee follows the result
One accountable partner runs the search.
5 to 7 daysFirst shortlist
One thirdTo start
Two thirdsOn hire
30 daysReplacement cover
Price the right risk
A cheap search is expensive when it leaves you with the wrong person.
The fee is visible. The cost of a weak hire hides inside delayed decisions, founder time, team drag and doing the search again.
The hire creates more work
Capability without the right pace, ownership or judgment turns the solution into another problem.
The business waits twice
First while the role is empty. Then again while the wrong person is replaced and the team resets.
Incentives decide the experience
Choose the model that gets paid for the same thing you want.
Activity is easy to produce. A strong hire that holds is the outcome worth aligning around.
Paid only on placement
Often spread across many searches, racing other recruiters to submit first.
- Incentive for speed to submit
- Attention moves to the easiest fill
- Volume can replace calibration
Paid for time or access
The bill grows with activity or arrives before the outcome is known.
- More process can mean more revenue
- Outcome risk sits with the founder
- Cost can become difficult to predict
Paid to begin and to finish
Enough commitment to run the search properly. Most of the fee stays tied to the successful hire.
- Clear total cost from day one
- Focused attention on the role
- Incentive to close the right person
What the fee buys
Not access to profiles. Judgment applied to your company.
The search is built around the decision you need to make, not a generic list of recruiter activities.
01
Role calibration
We turn the business problem into a role the market can understand and the right person can want.
02
Direct search and relationship activation
We reach people who are already building elsewhere and give them a truthful reason to consider you.
03
A tight contextual shortlist
You see why each person fits, where the tradeoffs sit and what deserves pressure testing.
04
Close and early fit support
We stay involved through the decision, the offer and the first stage of the working relationship.
The exact math
No calculator needed. No call required to see the fee.
Annual salary divided by twelve. One third starts the search. Two thirds are due when the hire starts.
Annual salaryTotal feeTo beginOn hire
$72,000$6,000$2,000$4,000
$120,000$10,000$3,333$6,667
$180,000$15,000$5,000$10,000
Different currency, same formula. Seniority changes the salary, not the fee logic.
What alignment feels like
“I just give the vision and we are easily aligned on the exact time.”
“I worked with many, many people previously and it was the easiest to work with them.”
Read the full testimonial
Straight answers
Everything worth knowing before you put the role in motion.
The total fee is one monthly salary of the successful hire. One third is paid when the search begins and two thirds are paid when your new hire starts.
It creates mutual commitment and gives the search the time and attention it needs from day one. Most of the fee remains tied to the outcome, so our incentives stay aligned with yours.
The first considered shortlist usually arrives within 5 to 7 days. The exact timing depends on role clarity, seniority, geography and how quickly the market confirms or challenges the brief.
That is common. You can bring us the business problem, the outcomes you need and the constraints you already know. We help shape the role before taking it to market.
If the hire does not work out within the first 30 days, we run a replacement search at no additional fee. Terms apply.
Yes. We work across seniority levels and recruit across EMEA, North America, APAC, LATAM, Eastern Europe and South Africa. Scope and compensation are calibrated before the search begins.
More questions? Read the full FAQ.
PRICE / 01
The math is done
You know what the search costs. What is the empty seat costing now?
Bring us the role and the salary range. We will tell you how we would take it to market and whether we are the right partner to close it.
Clear scope. Clear fee. Clear next move.