Flat-Fee Tech Recruiting

A recruiting agency charges 15 to 25 percent of a hire's first-year salary. On a $120,000 engineer that is roughly $26,400. On a $60,000 role it is half that, for the same conversations, the same screening, the same work.

The fee scales with the salary. The effort doesn't.

What that actually does to a search

Think about what a percentage rewards. Every recruiter working a percentage earns more when the candidate takes the bigger offer, and earns nothing when the honest answer is "this isn't the right fit."

Nobody involved is a bad person. The incentive is just pointed the wrong way, and over enough placements the incentive wins.

A flat fee points it back

We quote a flat number per search. It does not move with the salary, so we earn exactly the same whether someone lands at $90,000 or $190,000.

That leaves precisely one thing worth optimizing: whether the placement holds. Not because we're principled about it, because there is nothing else in it for us.

How the rest of it works

Everything else is exactly what you already expect from a search firm, because there is no reason to make you learn a new process:

You pay nothing unless you hire. The fee is due when the person starts, not before. There is a ninety-day guarantee, if they leave inside it, we replace them at no cost. The fee is quoted against the search itself, not against total compensation, so equity and bonuses never inflate it.

What the number is based on

The difficulty of the search, and nothing else. A common role takes less work than a specialized one, so it costs less. A hard search costs more because it is more.

That is the honest version of what a percentage pretends to measure. Tell us the role and you get a firm number before anything begins.

What we will not do

We won't fill a seat we don't believe in. If the right person isn't in front of us, we tell you and take nothing, a flat fee is what makes walking away affordable. A percentage recruiter can't do that, because a live search is the only thing they get paid on.

We also won't place people into companies we wouldn't send a friend to.

Where the candidates come from

Relationships, not a database. Thousands of them, built over years of B2B conference operations across the US and Canada, including a C-suite placement at a global research firm that came out of a room, not a job board.

We don't cold-call strangers into roles. The whole model depends on knowing people well enough to know where they'd actually thrive.

CTA: Tell us the role, what the team is really like, and what would make somebody want to stay. You'll get a firm number and a straight answer about whether we can help.

Use the contact form, or call (512) 808-0153.

Ten percent of what we're paid funds creek and park cleanups here in town.