Pricing
Agencies don't publish their prices. Here's ours.
There's a reason for that. A rate you negotiate client by client can't be printed on a page — publishing it would cost you the ability to charge the next company more. Ours is the same for everyone, set the day we discuss the role and fixed from there.
The rate card
Five tiers, priced by how hard the search is.
One flat fee per placement · Never a percentage · Nothing owed until your hire's first dayWe price the work, not the job title
The two aren't always the same. A role posted as Staff Accountant is sometimes a non-degreed bookkeeper — which puts it in the $4,900 tier, not the $9,800 one. So we ask about the work rather than guess from a title, and you get quoted for the search you actually have.
That happens at the intake, before any work begins. It's free and takes about half an hour. What we're weighing:
How scarce the skill set is in this market
What credentials, licenses, or systems experience the role genuinely requires
The seniority and scope of what the person will own
How narrow the pool gets once your real constraints are applied
Once it's set, it's set. The fee doesn't change if the search turns out harder than we expected, and it doesn't change if you decide to raise the offer to win the person you want.
What the fee buys
Every search includes all of it.
There is no lighter package and no à la carte version. A search either gets done properly or it doesn't get done.
Structured intake
The conversation that defines the role, the market, and the tier.
Market and pay mapping
What the role actually pays here, and who is realistically available.
Direct sourcing and outreach
Sustained, daily contact with people who aren't applying to postings.
Functional screening
Questions specific to the work, from recruiters who have done it.
Written submission briefs
How each candidate answered, where they were strong, where they weren't.
Interview coordination
Scheduling, logistics, and keeping the process moving on your calendar.
Candidate prep and debriefs
Both directions, after every round, so nothing gets lost in translation.
Reference checks
Former supervisors, employment verified — not a list of friends.
Offer negotiation and close
Through acceptance, resignation, counteroffer, and start date.
The guarantee
Ninety days covers the hiring accident.
We cover the first year.
Most agencies offer a pro-rated 90-day guarantee, meaning your replacement could cost more than the full fee. We don’t.
Through day 30
Free replacement
If the hire doesn't work out in the first month, we run the search again at no additional charge. No proration, no argument. A failure that fast is ours, not yours.
Through month 12
Half the original fee
A full replacement search for 50% of what you paid, any time in the first year. Most guarantees in this market end at ninety days — which covers the candidate who never showed, not the one who couldn't do the job.
The conditions, plainly. The guarantee applies when the role is substantially the one we were briefed on, and when the invoice was paid on terms. It doesn't apply to layoffs, eliminated positions, or a role that materially changes after the hire starts. Tell us within ten days of a separation. A replacement carries the remainder of the original clock rather than starting a new one, and there is one replacement per placement.
Fair questions
What you’re probably wondering.
If you’re cheaper, what am I giving up?
Overhead, not effort. No branch offices, no bloated management layers and salaries, no national ad budget, no sales floor carrying quota. The scope above is what every search gets, at every tier.
What if you don't fill the role?
You owe nothing. The fee is due on your hire's first day and not before, so an unfilled search costs you the time you spent in the intake and nothing else.
Why isn't my exact fee on this page?
Because the tier depends on the role, not the title. A job posted as Staff Accountant is sometimes a non-degreed bookkeeper — in which case you're in the $4,900 tier, not the $9,800 one. We'd rather ask about the work than guess from a title and quote you the wrong number. Describe the role and you have your fee, before the search starts and before you've committed to anything.
We already work with an agency.
Most of our clients did too. Put us on one role alongside them and compare what arrives. It costs you nothing unless you hire someone we sent.
Start here
Get your number. It costs you nothing.
Half an hour on the role, the market, and what it will really take to fill it. You’ll leave with your exact fee and a sharper picture of the search - whether or not you hire us to run it.