How to price recruitment services?

Setting the right pricing structure for recruitment services requires understanding multiple pricing models, calculating costs accurately, and adjusting fees based on role complexity, market conditions, and service offerings. In 2025, recruitment agencies typically charge 15-30% of a candidate's first-year salary for contingency placements and 20-40% for retained searches, with specific rates varying by position level and industry specialization.

Pricing Model	Typical Fee Range	Best Suited For	Payment Structure
Contingency	15-30% of first-year salary	Entry to mid-level positions where speed is essential and multiple agencies may compete for the same placement	Payment only upon successful hire, no upfront costs for the client
Retained Search	20-40% of first-year salary	Executive and specialized roles requiring extensive search efforts, deep industry expertise, and confidential handling	Typically split into three payments: 33% upfront, 33% at shortlist, 34% upon placement
Flat Fee	$2,000-$20,000 per hire	High-volume hiring situations, entry-level roles, or clients seeking predictable recruitment budgets	Fixed amount paid per successful placement regardless of salary level
Hybrid/RPO	$3,000-$5,000 monthly base plus $1,500-$3,000 per hire	Organizations with ongoing, consistent hiring needs across multiple positions and departments	Monthly retainer fee combined with per-placement fees for each successful hire
Exclusive/Engaged	20-35% of first-year salary	Mid to senior-level roles where the client wants dedicated focus without full retained commitment	Partial upfront payment (typically 25-33%) with balance due upon placement
Hourly/Contract	$75-$250 per hour	Project-based recruitment consulting, employer branding initiatives, or recruitment process outsourcing projects	Time-based billing for services rendered regardless of placement outcomes
Success Fee Percentage	25-35% of first-year compensation	Hard-to-fill positions in competitive markets where the recruiter invests significant time without guarantee	Higher percentage justified by increased risk and investment required to secure top talent

What are the main pricing models currently used in recruitment services, and what are their respective advantages and drawbacks?

Recruitment agencies in 2025 primarily operate using five distinct pricing models, each designed to address different client needs and risk tolerance levels.

The contingency model charges 15-30% of the candidate's first-year salary but only collects payment after successfully placing a candidate. This structure works well for entry and mid-level positions where clients want to minimize upfront risk. The major advantage for your recruitment agency is that it requires no initial client investment, making it easier to acquire new clients. However, the drawback is unpredictable revenue streams since you only get paid when placements occur, and you often compete with multiple agencies for the same position, which can lead to rushed candidate submissions that prioritize speed over quality fit.

Retained search commands fees of 20-40% of first-year salary, typically paid in three installments throughout the search process. This model suits executive and specialized positions where the client needs dedicated, confidential service. The advantage for your agency is guaranteed income regardless of outcome, allowing you to invest more time in thorough candidate vetting and market research. The disadvantage is the higher client commitment required and the pressure to deliver results since you're being paid upfront, which means you need established credibility to convince clients to choose this model.

Flat fee structures charge fixed amounts between $2,000-$20,000 per hire, providing budget certainty for clients with high-volume needs. This works efficiently for standardized positions where salary levels are consistent. The benefit is simple administration and predictable revenue forecasting, while the drawback is reduced scalability for senior roles and potentially lower margins on high-salary positions compared to percentage-based models.

How should pricing vary depending on the type of role being recruited — for example, entry-level versus executive positions?

Pricing adjustments based on position seniority reflect the varying complexity, time investment, and business impact of different roles in recruitment services.

Role Level	Contingency Fee	Retained Fee	Flat Fee Range	Typical Cost per Hire
Entry-Level	15-20%	Rarely used	$2,000-$3,500	$3,400-$4,129
Mid-Level Professional	20-25%	20-30%	$5,000-$8,000	$5,000-$8,000
Senior Manager	25-28%	25-35%	$10,000-$15,000	$9,000-$15,000
Director Level	28-30%	30-35%	$15,000-$22,000	$12,000-$20,000
Vice President	30-33%	33-40%	$20,000-$30,000	$18,000-$28,000
C-Suite Executive	Rarely used	33-40%	$28,000+	$28,000-$35,000+
Specialized Technical	22-30%	25-35%	$6,000-$12,000	$6,000-$12,000

Entry-level positions typically warrant lower percentage fees (15-20% contingency) because the candidate pool is larger, time-to-fill is shorter, and the search process is less complex for your recruitment agency. For these roles, flat fees of $2,000-$3,500 often make more sense than percentage-based pricing, particularly when dealing with high-volume hiring where standardized processes can be applied. The cost per hire for entry-level positions averages $3,400-$4,129 when factoring in all recruitment expenses.

Executive and C-suite positions justify premium fees of 30-40% on a retained basis due to the extensive search process, market research requirements, confidential nature of the search, and significant business impact these hires create. These searches typically take 60-120 days and involve comprehensive candidate assessment, multiple stakeholder interviews, and detailed reference checking. The average cost per hire for executive positions exceeds $28,000, reflecting the investment required to identify and secure top-tier leadership talent for your clients.

Specialized technical roles command fees of 22-30% because of limited talent availability, specific skill requirements, and the need for technical assessment capabilities within your recruitment agency. These positions often fall between standard professional and executive-level pricing structures, with cost per hire ranging from $6,000-$12,000 depending on the technical complexity and market demand for specific skill sets.

What metrics or key performance indicators should determine the value of a recruitment service when setting prices?

Your recruitment agency's pricing should align with measurable performance indicators that demonstrate value delivery to clients and operational efficiency.

Cost per hire represents the total investment required to fill a position, averaging $4,700 in the United States for 2025, with variations by industry and role complexity. This metric helps you benchmark your services against internal hiring costs and justify your fees by demonstrating efficiency gains. When your recruitment agency can consistently deliver hires below or near this benchmark while maintaining quality, you create strong value propositions that support premium pricing strategies.

Time-to-fill measures the days elapsed from job posting to candidate acceptance, directly impacting client productivity and opportunity costs. Industry benchmarks vary from 30-45 days for standard positions to 90-120 days for executive searches. Your agency should track this metric by role type and industry to demonstrate speed advantages over internal hiring processes. Faster time-to-fill with equivalent or superior candidate quality justifies higher fees, as clients save an estimated $500 per day in lost productivity for unfilled positions.

Quality of hire assesses first-year employee performance and retention rates, representing the most critical value metric for recruitment services. Track metrics including 90-day retention rates (target 85%+), one-year retention rates (target 75%+), performance review scores, and promotion rates within the first two years. High quality-of-hire metrics justify premium pricing structures, as poor hires can cost 30% of the employee's first-year salary in replacement and productivity losses. Your recruitment agency should document these outcomes to substantiate pricing during contract negotiations.

Source-of-hire efficiency identifies which recruitment channels deliver the best candidates at optimal costs for your agency. Track the performance of job boards ($100-$500 per posting), LinkedIn Recruiter ($8,000-$10,000 annually), Boolean search techniques (time investment only), employee referral programs (typically 10-15% of salary bonuses), and passive candidate outreach efforts. Understanding these metrics allows you to optimize your cost structure and pass efficiency gains to clients through competitive pricing while maintaining healthy margins.

Gross profit multiple, calculated as gross profit divided by total recruiter compensation, indicates team efficiency and pricing effectiveness for your recruitment agency. Industry benchmarks suggest a GP multiple of 2.5-3.0x for healthy agencies, meaning each recruiter should generate 2.5-3 times their compensation in gross profit. This metric helps you determine appropriate fee levels to maintain profitability while remaining competitive in your market.

This is one of the strategies explained in our recruitment agency business plan.

How can the total cost of client acquisition, candidate sourcing, and placement be calculated to ensure profitability?

Calculating comprehensive costs for your recruitment agency requires systematic tracking of both direct and indirect expenses across all operational categories.

Begin by documenting internal recruiter salaries and benefits, which typically represent 40-50% of total operating costs. Include base compensation, health insurance, retirement contributions, payroll taxes, and performance bonuses for all recruiting staff. For a recruiter earning $65,000 annually, total compensation including benefits typically reaches $85,000-$90,000. Divide this by expected annual placements (industry average 15-25 per recruiter) to determine per-placement labor cost of $3,400-$6,000.

Technology and software expenses include your applicant tracking system ($3,000-$15,000 annually), LinkedIn Recruiter licenses ($8,000-$10,000 per recruiter annually), job board subscriptions ($5,000-$20,000 annually), background check services ($30-$100 per candidate), and communication tools. For a small recruitment agency with 3-5 recruiters, expect $30,000-$50,000 in annual technology costs, translating to $400-$1,000 per placement depending on volume.

Marketing and client acquisition costs encompass website maintenance ($2,000-$5,000 annually), content marketing ($1,000-$3,000 monthly), paid advertising ($500-$2,000 monthly for lead generation), networking event attendance ($3,000-$8,000 annually), and proposal development time. Track your client acquisition cost by dividing total marketing spend by new clients acquired; healthy recruitment agencies maintain CAC below $5,000 per new client, with each client generating 5-15 placements over their lifetime for positive ROI.

Office overhead includes rent, utilities, insurance, office supplies, and administrative support, typically adding 15-20% to direct costs for recruitment agencies. For a small agency with $500,000 in gross revenue, expect $75,000-$100,000 in overhead expenses annually. This translates to approximately $1,500-$2,500 per placement when spread across all hires completed.

Additional placement-specific costs include candidate travel and interview expenses ($200-$1,000 per finalist), relocation assistance when applicable ($5,000-$20,000 for senior roles), signing bonuses negotiated as part of offers ($2,000-$10,000), and guarantee period coverage when replacements are needed (typically providing free replacement searches within 90 days). Budget 10-15% of total placement value for these variable costs to maintain healthy margins.

Sum all categories and divide by annual placements to determine true cost per hire for your agency. For example, with $800,000 in total operating expenses and 80 placements annually, your agency's cost per placement is $10,000. To ensure profitability, your average placement fee should be 2-2.5x this amount ($20,000-$25,000), creating gross margins of 50-60% before owner compensation and profit distribution.

What percentage of a candidate's annual salary is standard in the market today for contingency and retained searches?

Market-standard percentage fees for recruitment services in 2025 follow established ranges that vary by engagement model and position characteristics.

Contingency search fees typically range from 15-30% of the candidate's first-year salary, with the exact percentage determined by role complexity and market conditions. Entry-level positions command 15-20%, mid-level professional roles warrant 20-25%, and senior positions justify 25-30%. For a $80,000 mid-level position at 22%, your recruitment agency would earn $17,600 upon successful placement. These percentages have remained relatively stable over the past decade, though competitive pressure in high-volume segments occasionally drives rates toward the lower end of ranges.

Retained search engagements command higher percentages of 20-40%, reflecting the exclusive nature and upfront investment required. Executive searches typically charge 30-40% of total first-year compensation including base salary, guaranteed bonus, and equity value. For a $200,000 executive position at 33%, your agency receives $66,000 paid in three installments: $22,000 upon engagement, $22,000 at shortlist presentation, and $22,000 upon placement and start date. This structure provides cash flow certainty while aligning incentives throughout the search process.

Specialized technical roles and niche market positions often command premium percentages within the 25-35% range, even on contingency bases. When your recruitment agency develops deep expertise in specific industries like biotechnology, artificial intelligence, or cybersecurity, clients recognize the value of specialized networks and technical assessment capabilities, justifying fees at the higher end of market ranges. For highly competitive markets with talent shortages, success fees of 30-35% become standard regardless of engagement model.

Geographic variations affect percentage standards, with major metropolitan areas like San Francisco, New York, and Boston supporting fees at the higher end of ranges due to elevated costs of living and more competitive talent markets. Secondary markets may require more competitive pricing at 15-25% to win client engagements, though lower operating costs for your recruitment agency can maintain similar margins.

Negotiated rates often fall 2-5 percentage points below standard rates when clients commit to exclusive arrangements, guarantee minimum placement volumes, or provide multiple simultaneous openings. These volume discounts make economic sense when they increase your agency's efficiency and reduce marketing costs per placement.

How can pricing be adjusted for volume hiring, niche markets, or highly specialized roles?

Strategic pricing adjustments for different hiring scenarios maximize both competitiveness and profitability for your recruitment agency.

Volume hiring arrangements warrant reduced per-placement fees in exchange for guaranteed minimum volumes and longer-term contracts. Structure these agreements with tiered pricing: for example, 20% per hire for 1-10 placements annually, 18% for 11-25 placements, 16% for 26-50 placements, and 15% for 50+ placements. This approach rewards clients for commitment while ensuring your agency maintains acceptable margins through increased efficiency and reduced client acquisition costs. Consider hybrid models combining monthly retainer fees ($5,000-$15,000) plus reduced per-placement fees ($1,500-$3,000) for true RPO relationships handling ongoing hiring needs across multiple departments.

Niche market specialization justifies premium pricing of 25-35% because of limited recruiter expertise, smaller candidate pools, and the value of established industry networks. When your recruitment agency develops deep expertise in specific sectors like renewable energy, pharmaceutical research, or blockchain technology, you create pricing power through demonstrated market knowledge and proven placement track records. Document your specialty market success rates, average time-to-fill improvements, and long-term retention outcomes to justify premium fees to prospective clients in these niches.

Highly specialized technical roles with limited talent availability command premium fees through multiple mechanisms. Increase base percentages by 3-5 points above standard rates, add success fees of $5,000-$15,000 for particularly challenging searches, or implement milestone payments that reward progress even if final placement doesn't occur ($5,000 at qualified candidate presentation, $10,000 at offer acceptance). These structures acknowledge the significant investment required to source passive candidates with rare skill combinations and compensate your agency for the risk of prolonged search timelines.

Hard-to-fill position premiums apply when roles remain open beyond 60 days with other recruiters or internal efforts. Offer to take over these challenging searches at premium rates of 28-35% contingency or 35-45% retained, positioning your agency as the specialist capable of solving difficult hiring challenges. The client's desperation and accumulated opportunity costs make them more willing to pay premiums for successful resolution.

Geographic expansion adjustments account for increased sourcing costs when recruiting outside your primary market. Add 2-5 percentage points or $2,000-$5,000 flat fee increases for searches requiring travel, unfamiliar market navigation, or building new sourcing networks in specific regions. This pricing acknowledges genuine cost increases while remaining competitive with local agencies in target markets.

You'll find detailed market insights in our recruitment agency business plan, updated every quarter.

What competitive benchmarks or industry averages should be used when comparing service fees?

Your recruitment agency should reference multiple benchmarking sources to ensure pricing competitiveness while maintaining profitability targets.

Industry association data from the Society for Human Resource Management (SHRM) indicates average cost per hire of $4,700 across all industries in 2025, with variations by sector. Technology companies average $6,000-$12,000 per hire, healthcare organizations average $4,500-$7,000, manufacturing averages $3,800-$5,500, and retail/hospitality averages $3,000-$4,000. Position your recruitment agency fees to deliver cost savings compared to these benchmarks while maintaining healthy margins.

Staffing industry reports show contingency fees averaging 20-25% for professional roles and 25-30% for management positions. Retained search firms command 30-35% for standard executive searches, with premier firms charging 35-40% for C-suite placements. Use these ranges as anchors when establishing your pricing structures, adjusting based on your specific market positioning, service differentiation, and target client segments.

Regional variations significantly impact competitive pricing for recruitment services. Major metropolitan markets support fees 3-5 percentage points higher than secondary markets due to elevated client expectations, more sophisticated buying processes, and higher operating costs. Research competitors in your specific geographic market through mystery shopping, client interviews, and industry networking to understand local pricing norms rather than relying solely on national averages.

Competitor analysis should examine pricing structures of 5-10 direct competitors in your target market segments. Document their contingency percentages, retained search fees, flat fee options, and value-added services included in base fees versus charged separately. Look for pricing gaps or opportunities to differentiate through alternative structures that better align with client preferences in your market.

Client budget analysis reveals what target customers actually pay for recruitment services. During sales conversations, ask prospects about current recruitment spending, agencies they've used previously, and fee structures they've experienced. This intelligence helps you position pricing strategically relative to their expectations and experience, rather than abstract market averages that may not reflect your specific client base.

Quality-adjusted pricing comparisons account for service differences when benchmarking against competitors. A competitor charging 18% contingency with 60-day average time-to-fill and 70% one-year retention doesn't offer equivalent value to your agency charging 22% with 40-day time-to-fill and 85% retention. Calculate value-adjusted pricing that reflects superior outcomes when justifying premium fees to prospective clients.

How should additional services — such as onboarding support, background checks, or employer branding — be priced or bundled?

Ancillary service pricing for your recruitment agency creates additional revenue streams while enhancing core placement value propositions.

Additional Service	Standalone Pricing	Bundle Discount	Value Proposition
Background Checks	$75-$150 per candidate	Include in base fee or charge $50-$100 bundled	Reduces client administrative burden and ensures consistent screening standards across all candidates
Skills Assessment Testing	$50-$200 per candidate	$30-$150 when included with placement	Validates technical capabilities and predicts job performance, reducing hiring risk and improving quality of hire
Onboarding Support	$500-$2,000 per hire	$300-$1,500 as add-on service	Improves first-day experience and early retention, particularly valuable for remote hires or complex organizations
Employer Branding Consulting	$5,000-$15,000 per project	$3,000-$10,000 for existing placement clients	Enhances client's ability to attract top talent independently while positioning your agency as strategic partner
Salary Benchmarking Reports	$1,000-$3,000 per role	Complimentary for active searches	Provides data-driven compensation guidance that helps clients make competitive offers more quickly
Interview Training	$2,000-$5,000 per session	$1,500-$3,500 for placement clients	Improves client hiring manager effectiveness and candidate experience, leading to better offer acceptance rates
Candidate Assessments (Personality/Cognitive)	$150-$400 per candidate	$100-$300 bundled with placement	Provides objective data for selection decisions and predicts cultural fit and long-term performance potential

Background verification services represent straightforward add-on opportunities for your recruitment agency. Partner with screening providers who offer wholesale rates ($40-$75 per check) and resell to clients at $75-$150, creating margins of $35-$75 per candidate while saving clients the administrative complexity of managing screening vendors directly. Alternatively, include basic background checks in your base placement fee and position this as value-added service that differentiates your offering from competitors.

Skills assessment and testing services warrant separate pricing of $50-$200 per candidate depending on assessment complexity. Technical coding tests cost $50-$100, while comprehensive personality and cognitive assessments range $150-$400. Consider tiered assessment packages: basic screening ($50-$75 per candidate), intermediate assessment ($100-$150), and comprehensive evaluation ($200-$400). Bundle these into your placement fee at reduced rates to improve candidate quality and justify premium recruitment fees.

Onboarding support services create additional revenue while improving placement retention for your recruitment agency. Offer 30-day onboarding packages ($500-$1,000) including weekly check-ins, manager coaching, and integration support, or comprehensive 90-day programs ($1,500-$2,500) with monthly reviews, performance feedback facilitation, and early intervention for any concerns. These services reduce falloff during guarantee periods and position your agency as a retention partner beyond simple placement.

Employer branding and recruitment marketing consulting represents high-margin service opportunities distinct from placement fees. Price these as project-based engagements: employer value proposition development ($8,000-$15,000), career site optimization ($5,000-$10,000), recruitment marketing strategy ($7,000-$12,000), or ongoing employer branding retainers ($2,000-$5,000 monthly). Target these services at clients who want to strengthen their internal recruitment capabilities while maintaining relationships with your agency for hard-to-fill positions.

We cover this exact topic in the recruitment agency business plan.

What are the common pricing pitfalls that reduce profitability or client trust, and how can they be avoided?

Pricing mistakes can significantly impact your recruitment agency's financial performance and market reputation, requiring careful attention to avoid common traps.

1. Excessive Discounting to Win Business - Many new recruitment agencies reduce fees by 5-10 percentage points to secure initial clients, creating unsustainable precedents and margin erosion. Avoid this by competing on value differentiation rather than price, offering alternative engagement models (engaged search versus contingency) instead of discounts, or providing volume incentives only for genuine multi-placement commitments. Once you establish discount patterns, clients expect them perpetually and resist standard pricing in the future.
2. Unclear Fee Structures and Hidden Costs - Failing to specify what's included in base fees versus additional charges creates client distrust and payment disputes. Prevent this by providing detailed fee schedules in all proposals clearly itemizing what's covered (candidate sourcing, screening, interview coordination, offer negotiation) versus optional add-ons (background checks, assessments, extended guarantees). Hidden costs discovered mid-engagement damage long-term relationships more than higher upfront transparent pricing.
3. Inadequate Cost Tracking Leading to Underpricing - Many recruitment agencies set fees based on competitor pricing without accurately calculating their actual costs per placement, resulting in unprofitable operations. Avoid this by conducting quarterly cost analyses including all direct and indirect expenses, calculating true break-even pricing per placement, and ensuring fees provide 50-60% gross margins before owner compensation to maintain sustainable profitability.
4. Failing to Adjust Pricing for Inflation and Market Changes - Maintaining static pricing over multiple years while costs increase erodes margins significantly. Combat this by implementing annual pricing reviews adjusting fees by 3-5% to reflect cost increases, communicating adjustments to existing clients 60-90 days in advance, and grandfathering current searches at old rates while applying new pricing to future engagements to maintain goodwill.
5. Offering Identical Pricing Regardless of Complexity - Charging the same percentage for easy-to-fill positions and challenging specialized roles misallocates resources and reduces profitability on difficult searches. Implement tiered pricing based on: role difficulty (standard/complex/executive), time-to-fill expectations (30/45/60+ days), and required specialization (generalist/specialist/niche expert). This ensures pricing reflects actual resource investment required for successful placements.
6. Weak Guarantee Terms That Create Excessive Liability - Overly generous guarantee provisions (unlimited replacements, 12-month coverage, no exclusions) expose your agency to unlimited liability from factors outside your control. Structure guarantees with: 90-day standard coverage, clear exclusions for position eliminations or candidate relocations, prorated refunds after unsuccessful replacement attempts, and caps on total guarantee exposure per placement. This balances client protection with sustainable risk management.
7. Payment Term Flexibility That Creates Cash Flow Problems - Allowing extended payment terms (60-90 days) or multiple payment installments for contingency placements strains working capital and increases collection risk. Maintain standard 15-30 day payment terms for contingency placements, offer early payment discounts (2-3%) instead of extended terms, and implement strict collections procedures for overdue accounts. Cash flow problems kill more recruitment agencies than pricing mistakes.

It's a key part of what we outline in the recruitment agency business plan.

How should pricing strategy evolve as the recruitment firm grows, builds reputation, or expands into new markets?

Your recruitment agency's pricing strategy must adapt systematically as the business matures through distinct growth phases.

Startup phase pricing (Years 1-2, 0-50 placements annually) should focus on market entry and client acquisition rather than premium pricing. Start with competitive contingency fees at the lower end of market ranges (18-22% for professional roles) to build initial traction and generate case studies. Avoid excessive discounting that creates bad precedents, but accept that premium pricing requires established reputation you haven't yet earned. Focus sales conversations on service guarantees, communication commitments, and specialization rather than attempting to justify premium fees without track record. Budget for 10-15% lower fees than you'll charge once established, accepting lower margins as necessary investment in market entry and reputation building.

Growth phase pricing (Years 3-5, 50-150 placements annually) allows gradual premium positioning as your recruitment agency builds demonstrated success. Implement annual pricing increases of 1-2 percentage points (moving from 20% to 22% to 24% over three years) for new clients while grandfathering existing client pricing with annual inflation adjustments of 3-5%. Introduce retained search offerings for executive positions where contingency previously dominated, typically commanding 30-35% of first-year compensation. This phase establishes your agency's reputation for quality, justifying pricing at or slightly above market averages in your geographic area.

Maturity phase pricing (Years 6+, 150+ placements annually) enables premium positioning based on demonstrated expertise and established market presence. Charge fees at the high end of market ranges (25-30% contingency, 33-40% retained) supported by documented metrics: average time-to-fill, quality of hire, client retention rates, and specific industry expertise. Introduce specialized pricing tiers for niche expertise where you've developed deep market knowledge, commanding 3-5 percentage points above generalist competitors. At this stage, win rates should improve despite higher pricing because clients select based on reputation and proven outcomes rather than cost minimization.

Geographic expansion pricing requires market-specific strategies rather than uniform national pricing. When entering new markets, research local competitive pricing through mystery shopping and industry networking. Price 10-15% below established local competitors initially to overcome incumbent advantages and build market presence, gradually increasing fees over 18-24 months as you establish regional credibility. Consider regional pricing variations even within established markets, charging 3-5 percentage points more in major metropolitan areas with higher costs of living and more sophisticated client bases.

Specialization pricing creates premium positioning opportunities as your agency develops niche expertise. When you've completed 30+ placements in a specific industry vertical (biotech, fintech, renewable energy) or functional area (data science, digital marketing, supply chain), implement specialist pricing of 25-35% even for mid-level positions based on demonstrated track records and industry-specific networks. Market this specialization actively through content marketing, speaking engagements, and targeted outreach to justify premium positioning versus generalist competitors.

Service diversification pricing adds revenue streams beyond core placement fees as your recruitment agency matures. Introduce recruitment process outsourcing (RPO) offerings with monthly retainers ($10,000-$30,000) plus reduced per-placement fees, consulting services for employer branding and talent strategy ($5,000-$20,000 per engagement), and interim staffing with markup percentages (30-50% over contractor pay rates). These additions create pricing flexibility and reduce dependence on any single revenue model.

Conclusion

This article is for informational purposes only and should not be considered financial advice. Readers are encouraged to consult with a qualified professional before making any investment decisions. We accept no liability for any actions taken based on the information provided.