Pricing reflects effort and time, not just the role name.

The same role can be fast and straightforward in one market, and slow and complex in another. This different matters.

My base price is $8,900 per placement.

Important: Additional fees may apply when certain factors significantly increase recruiting time, effort, or cost. See examples below (click each arrow to expand for explanation).

I will prepare a quote after our discovery call.

Local market factors and challenging geography

• Larger metro areas usually have more active candidates and smaller and rural markets usually have less and require longer cycles.
• High-cost-of-living areas have fewer candidates for mid-range paying jobs.

• Longer commute times reduce our candidate pool when we must draw from lower-cost-of-living or more densely populated areas.

The compensation and benefits you offer

• I only take clients who pay at least the going market rate for your region.

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Below market compensation and/or benefits.

• I only take clients who pay at least the going market rate for your region.
• I do not take clients who only offer “commission-only” – there must be a healthy base salary to advertise. Commission must be paired with a base salary.

• When health benefits and a company car (for roles that require a local travel) are not offered, the search will naturally take longer.
• Real-life examples of how compensation affects candidate behavior:
  • With a base salary of $65k + commission advertised, we were able to secure a CSA in a large metro market in about 5 weeks.
  • With a base salary of $30k + commission, we had almost no RSA interest and had to raise the base salary to $50k to finally attract candidates in a small “regional” city. This took extra time and cost more to re-run the ad on Indeed. The whole search took about 3 months.
  • With a salary of $80k + 0.25% bonus on every job produced, we were able to hire a Production Manager in about 2 weeks in a suburb of Boston.
• Staying within your budget with a higher base salary:
  • In many cases, advertising a higher base salary and slightly lowering the commission structure can improve candidate response, without increasing your overall compensation budget.
    • For example, an ad that reads:
      $65,000 base salary + uncapped commission (total earnings $75,000–$90,000+)
      often attracts stronger candidates than
      $75,000–$90,000+ total compensation (base + uncapped commission)
      
      Even when the total earning potential is the same, candidates tend to respond at a higher rate when there is a guaranteed base salary for two reasons:
      • When a role is advertised with a base salary, it signals stability and legitimacy to candidates.
      • Many sales roles promise high earning potential with no base advertised, and experienced candidates are savvy enough to recognize that these positions are often high-pressure or require door-to-door sales.

Aggressive timelines

• Faster than normal hiring requires higher outreach volume, faster screening and increased prioritization.

“Unicorn” candidates

• Roles requiring rare combinations of skills, experience, or personality traits. These candidates are typically high performers who are already employed, often promoted internally, and frequently counter-offered when recruited.

Multiple stakeholders

• When two or more business owners are involved, timelines lengthen and coordination increases to keep candidates engaged.

What doesn’t change regardless of market:

• The process is the same
• The bar stays high
• Fit matters more than speed

When preparing a quote, I’ll research:

• Market realities
• Expected timeline
• The compensation and benefits you’re offering compared to similar positions in your area
• “Unicorn” candidate profiles