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Hire the way the
role actually demands.

A permanent VP hire and a six-month interim aren't the same problem. We run three distinct engagements — priced differently, scoped differently, held to the same standard.

Brief us on a role Jump to fees & guarantee →
02 — Contingent

Contract & Interim

Someone left, a program landed, or the board wants it done this quarter. You need a specialist billing by the day and delivering by the week.

We keep live, re-referenced benches in the specialties we cover, so a brief on Monday is usually a resume shortlist by Wednesday and a start inside two weeks. Compliance — work authorization, W-2 / 1099 classification, professional liability, insurance — is handled by us, in writing, before day one.

What you get

  • Shortlist within 48–72 hours of brief
  • Every contractor re-referenced within the last 12 months
  • W-2 / 1099 classification and dispute handling
  • Transparent margin — you see the rate and the split
  • Weekly timesheet approval, one consolidated invoice
  • Free replacement inside the first 10 working days
Engagement typeTypical durationTime to start
Day-rate contract3–12 months5–9 working days
Interim executive6–18 months10–20 working days
Fixed-term contract6–24 months3–6 weeks
Statement of workDeliverable-based2–4 weeks
03 — Subscription

Embedded Hiring

You have twelve roles and no talent team. Buying twelve agency fees is madness; building a TA function takes six months you don't have.

We put a recruiter inside your business on a fixed monthly fee. They use your email address, your ATS, your employer brand — and they sit in your standups. You get agency reach with in-house incentives: nobody is paid more for pushing a bad candidate through.

What you get

  • A named recruiter, 3 or 5 days a week, on your systems
  • Unlimited roles within the agreed scope — no per-hire fee
  • Interview training and scorecard design for your managers
  • Careers page, job-ad and employer-brand rewrite included
  • Weekly pipeline reporting you can take to the board
  • Every process, template and pipeline handed over at exit
PlanRecruiter daysTypical hires / quarterCommitment
Scale3 days / week6–103 months, then monthly
Scale+5 days / week12–183 months, then monthly
Pod2 recruiters + sourcer25+6 months
Fees & guarantee

No surprises in the invoice.

Everything below is standard on our paper. If your procurement team needs something different, tell us early and we'll usually say yes.

12-month guarantee

If a retained placement leaves or is terminated within twelve months, we run the search again at no fee. Not a pro-rata credit note — the actual search, again.

Fees you can model

Retained fees are a fixed percentage of first-year base salary, split across three stages. Contract margin is visible on every timesheet. Embedded is one number per month.

Off-limits, honoured

We do not approach anyone we have placed with you, or anyone else in your business, for the life of the relationship plus twelve months. In writing.

Common questions

Why retained rather than contingent for senior roles?
Contingent search rewards speed over accuracy — whoever submits first gets paid, so everyone submits fast rather than well. Retained search pays for the market map, which is the part that actually finds the person who isn't looking. For a role under roughly $90k we'll usually tell you contingent is fine and point you elsewhere.
What happens if you can't fill the role?
You keep the market map, the scorecard, the compensation benchmark and every piece of written feedback we gathered. In most failed searches the honest answer is that the package or the scope was wrong, and the map is what proves it. We'll say so plainly and re-run once the brief changes, at stage-two fee only.
Do you work exclusively?
On retained search, yes — 90 days. It's the only way the economics of a full market map work. On contract we're happy to compete, and frequently do.
Can we hire your embedded recruiter permanently?
Yes, and several clients have. After six months of embedded engagement there's no conversion fee. Before six months it's a flat 15% of base. We'd rather you build a real internal function than stay dependent on us.
How do you handle diversity in a shortlist?
We report the demographic composition of the longlist and the shortlist on every retained search, and we will tell you when a brief — usually its salary band or its location policy — is the thing narrowing the field. We don't do quota shortlists; we do wider maps, which works better anyway.

One role. One conversation.

Send the job title and the salary band. You'll get an honest read on whether it's fillable at that number — before anyone talks about fees.

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