What are the main ways recruiters charge?
Fee models differ in when you pay and what the payment is based on. Knowing which model you are signing matters more than any headline percentage.
- Contingency: you pay when you hire, usually a percentage of first-year salary
- Retained: you pay in stages, often starting before any candidate is presented, for an exclusive search
- Flat fee: one stated total for a defined piece of work, whatever the salary
- Subscription: a recurring fee for hiring capacity across several roles
- Hourly or fractional: you pay for a recruiter's time, often alongside your own team
How do you work out a percentage fee?
Multiply the first-year salary by the percentage in the agreement. The table does this for a salary of $60,000 at four percentages. Both inputs are assumptions chosen to show the arithmetic. They are not market rates and not a claim about any agency.
| Hypothetical percentage | Fee on a $60,000 salary |
|---|---|
| 10% | $6,000 |
| 15% | $9,000 |
| 20% | $12,000 |
| 25% | $15,000 |
Illustrative only. Replace the salary and the percentage with the numbers in your own agreement.
How does a flat fee compare with that arithmetic?
A flat fee does not move with salary. The TaaSFlow pilot is $699 for one role, and up to 10 positions is $8,000, as of 7 October 2026. The comparison is not like for like: the pilot delivers a ranked shortlist, not a placement, and you run the interviews and the offer.
What changes the price in hospitality and healthcare?
In hospitality, hiring is often high-volume and seasonal, so a fee tied to each hire can add up across a season, while a capacity-based price is easier to forecast. In healthcare, extra work such as licence checks and credentialing is usually separate from sourcing, so ask what the quote leaves out.
We give no figures for either sector because we have not verified a published source for one.
What should you ask before you sign?
A short list of questions removes most surprises.
- What exactly triggers the fee, and when is it due?
- Is the percentage based on base salary or total pay?
- What happens if the hire leaves early?
- Who owns the candidate records afterwards?
- What is not included?
Are there country-level fee norms on this page?
No. Fee norms differ by country and sector, and we publish one only when we have read it on a public page that says so. We have not yet verified such a source, so there are no country sections.
When should you not choose TaaSFlow?
If you need a recruiter to carry a confidential senior search to a signed offer, or to run background checks and credentialing, a retained or specialist firm fits better. TaaSFlow delivers a ranked shortlist, and you make every hiring decision.
Frequently asked questions
What is a contingency fee?
A fee paid only when you hire. It is usually calculated as a percentage of the hire's first-year salary, though terms vary by agency.
What is the difference between contingency and retained?
Contingency is paid on a successful hire. Retained is paid in stages for an exclusive search, often starting before candidates are presented.
Do the percentages on this page reflect market rates?
No. They are hypothetical inputs for a worked example. Use the percentage in your own agreement.
What does TaaSFlow charge?
$699 for the one-role pilot, once per company. Packages for more positions are one total each; up to 10 positions is $8,000.
Is the TaaSFlow pilot the cost of a hire?
No. It pays for a ranked shortlist for one role. You interview, decide and make the offer.