Most staffing surprises come from things nobody asked about: conversion fees, minimum hours, overtime billing and who is responsible for what. Take these questions to every recruiting firm you call, write the answers side by side, and get the important ones in writing.
Typical timing (rule of thumb): often weeks to months.
The Questions
- Is this contingency (paid on hire) or retained (paid in stages)?
- What is the fee as a percentage of first-year pay, and does that include bonus?
- What is the replacement guarantee, and how long does it last?
- Who will actually do the search, and how many searches do they run at once?
- Which companies are off-limits for you to recruit from?
- How will you report progress, and how often?
- How do you widen the candidate pool fairly?
- Do you check references, and can we see the notes?
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Tips
- Fees are negotiable, especially for several roles at once.
- Get the guarantee period in writing, and check whether it is a refund or a replacement.
- Job seekers: recruiters are paid by employers, so you should not be asked to pay them.
Before You Sign
- Check the rate, start date, job duties and work location in the agreement.
- Read the conversion, cancellation and overtime terms.
- Agree who trains, who supervises and who reports injuries.
- Keep the signed copy where your payroll or HR person can find it.