Talent Solutions vs Contingency Recruiters.
An honest comparison of the flat-rate pipeline model and the traditional per-placement recruiter (Aerotek, Manpower, Volt-style). Same talent universe — different cost, incentives, and predictability.
Contingency recruiters charge a percentage of every placement — typically 20–30% of first-year salary. Their incentive is to fill the seat fast and at the top of the salary range. We charge a flat monthly fee and you hire as many of our submittals as you want at no per-placement cost. Most of our partners realize savings equivalent to a 5–10% effective placement fee per hire — vs. paying 25% to a contingency firm — once they make more than two hires a quarter.
The comparison, row by row.
| Contingency Recruiter | Talent Solutions | |
|---|---|---|
| Pricing model | 20–30% of first-year salary, per placement | Flat monthly fee, same every month |
| Typical cost of one $90K hire | $18,000–$27,000 fee per placement | ~$4,000–$12,000/mo with unlimited hires from submittals |
| Incentive | Faster + higher-salary placements pay more | Quality of submittals — we lose if you do not hire |
| Time to fill | 30–90+ days from open to start | Days to weeks; pipeline pre-built |
| Candidate scope | Whoever the recruiter has nurtured for the role | Same talent universe, with depth across 10 trades verticals |
| Cost predictability | Varies wildly by hire; spikes the P&L | Same monthly invoice; budgeted like rent |
| Who the candidate is | A product they are selling you | A person we are screening for fit |
| Replacement guarantee | Common (30–90 days) | Pipeline continues — your fee covers the next round automatically |
When each model fits.
Contingency recruiting is not bad — it is built for a specific situation. So is ours. The question is which one matches the way your firm actually hires.
When a contingency recruiter fits
- You are hiring one role, once, and never expect to hire that role again
- You have no recurring hiring need across the trade
- You want zero monthly commitment and are willing to pay the percentage premium per hire
When Talent Solutions fits
- You hire more than one role per quarter (or expect to)
- You hire across multiple commercial-trade verticals
- You want the per-hire cost to drop the more you hire — not stay flat as a percentage
- Your leadership team wants predictable monthly recruiting spend instead of P&L spikes
The math at three hires per quarter.
For a firm making 12 hires per year at an average $90K salary:
Numbers above use list pricing. The savings widen with volume and with senior hires (where a 25% contingency fee on $150K = $37,500 vs. the same flat monthly retainer).
Run the math against your real volume.
Tell us how many hires you make per quarter and the typical role salaries. We'll show you the side-by-side against your current model in 30 minutes.