Success-Fee Recruiting: Why We Don't Charge Retainers
Traditional recruiting firms charge 30-50% of the fee upfront as a retainer — before they have found a single candidate. We think that model is broken. Here is why.
The Problem with Retainers
- Misaligned incentives. Once a retainer-based firm has your money, their urgency drops. They will fill the role eventually — but on their timeline, not yours.
- Financial risk on you. If they don't find anyone suitable, you have paid thousands for nothing. Most retainer agreements have weak refund clauses.
- Volume over quality. Retainer firms often spread across many roles. They send 20 mediocre CVs hoping one sticks. That wastes your hiring managers' time.
How Success-Fee Works
Our model is simple:
- You tell us what you need.
- We search across 4 markets, pre-screen candidates, and present a shortlist.
- You interview and decide.
- You pay only when the candidate starts.
- 3-month replacement guarantee — if it doesn't work out, we find a replacement free of charge.
Why This Model Is Better
Zero Financial Risk
You pay nothing until you have a new team member sitting at their desk (or laptop). If we don't deliver, it costs you nothing.
We Stay Hungry
Our incentive is perfectly aligned with yours: fill the role fast, with the right person. No invoice goes out until that happens.
Quality Over Quantity
We only present 3-5 candidates — not 20. Every profile is pre-screened technically and culturally. Your hiring managers talk to people worth talking to.
Replacement Guarantee
If the hire leaves within 3 months, we restart the search at no additional cost. We stand behind our placements.
What We Charge
Our fee is 20-25% of the candidate's first-year salary, depending on role seniority and market. For a Senior Backend Engineer at EUR 75,000/year, that's EUR 15,000-18,750 — paid only after the candidate has started. Compare that to a retainer firm that takes EUR 5,000-10,000 before even beginning the search.
When Retainers Make Sense
To be fair: for C-level executive search (CTO, VP Engineering) at companies with 500+ engineers, retained search can make sense. The search is fundamentally different — it is consulting, not recruiting. But for 95% of engineering hires, success-fee is the smarter choice.
Ready to try zero-risk recruiting?
Tell us what you need. We start searching immediately. You pay only on success.
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