Pricing & engagement
What it costs to get the seat right
We don't publish a flat rate, because the right number depends on the seat, the search, and the risk we take on to fill it. What we will do is be completely transparent about how we price, and get you a tailored proposal fast.
How we think about price
You're not buying a job posting. You're buying a leader who performs and stays, backed by a placement guarantee, run by specialist recruiters who know this work. Our fee tracks the value of the seat and the depth of the search, not a list price. Cheaper searches that miss cost far more than the fee ever will.
Three ways to engage
Pick the level of commitment that fits the role. Each is spelled out in full on How We Work, here's how each is priced.
Contingency Search
Best for
Important roles where you only want to pay on a result.
How it's priced
A percentage of the hire's first-year compensation, due only when they start. No retainer, no risk.
Engaged Search
Best for
Priority roles you want worked ahead of the queue.
How it's priced
A modest upfront commitment, credited toward the placement fee, in exchange for dedicated, prioritized bandwidth.
Retained Search
Best for
Senior and executive seats you can't afford to get wrong.
How it's priced
A structured engagement fee, paid in stages from kickoff to placement, with a senior recruiter's exclusive capacity and the deepest diligence.
What shapes the investment
When we build your proposal, these are the factors that move the number.
- 1
Seniority & scope of the seat
A branch manager and a COO are different searches. The more the role owns, the deeper the work to fill it.
- 2
Search type & exclusivity
Contingency, engaged, or retained, how you commit shapes how we resource the search, and the fee with it.
- 3
The guarantee we stand behind
Our placements come with a 45 / 90 / 365-day guarantee. We carry that risk, and it's part of what the fee buys.
- 4
Scarcity of the skill set
Some leaders are simply rarer in the market. Harder-to-find means more sourcing, vetting, and persuasion.
- 5
Speed & confidentiality
An urgent start date or a confidential replacement changes how the search is run, and what it takes to run it right.
Straight answers
- Why don't you publish your rates?
- Because a flat rate would either overcharge the simple searches or undersell the hard ones. The right number depends on the seat, the search type, and the risk we take on to fill it. We'll give you a clear, tailored number fast, no games.
- How is the fee calculated?
- For contingency, it's a percentage of the hire's first-year compensation, due only when they start. Retained searches are a structured fee paid in stages from kickoff to placement. Your proposal spells it out plainly, with no hidden add-ons.
- What if the hire doesn't work out?
- Every placement is backed by our guarantee, 45, 90, and 365-day protection depending on the engagement. If it doesn't stick, we make it right. Carrying that risk is part of what the fee buys.
- Contingency or retained, which do I need?
- Contingency fits important roles where you only want to pay on a result. Retained is for senior and executive seats you can't afford to get wrong, where you want exclusive, dedicated capacity. We'll recommend the right fit for your role, not the most expensive one.
- Does it cost anything to get a proposal or talk?
- No. A proposal and a first conversation are free and no-obligation. You'll know exactly what an engagement looks like before you commit to anything.
Get a tailored number for your seat
Tell us about the role and we'll send a clear, no-obligation breakdown, usually within one business day. No spam, no sales pressure.