Fee bands by currency
Each market page also states its own.
| Engagement | USD | GBP | EUR | AUD |
|---|---|---|---|---|
| Project support pack | $2,200–$5,800 | £1,800–£4,500 | €2,000–€5,600 | A$3,600–A$9,000 |
| Dedicated support desk (per month) | $4,200–$9,000 | £3,400–£6,800 | €4,000–€8,600 | A$7,000–A$14,000 |
| Per candidate, screening and credentialing | $260–$520 | £240–£420 | €270–€500 | A$460–A$820 |
Fees are quoted in the currency of the market being supported, except in the Gulf where US dollars are the convention and invoicing in AED is available. Multi-market desks are quoted in one currency agreed at scoping.
Why never per hire
Consider what a per-hire model actually prices. A candidate is sourced, screened, document-chased and credential-verified, and then fails a right-to-work check or takes another offer. Under a per-hire model, every hour of that is unpaid.
Scale that across a pipeline and the incentive becomes obvious: do the minimum on candidates who look unlikely to close, and do the checks fast rather than properly. Which is precisely the opposite of what you are buying the service for.
A desk or a per-candidate fee prices the work that was done. It means we are indifferent to whether a particular candidate is appointed, which is the only position from which the compliance layer can be run honestly.
It also means there is no incentive to push a marginal candidate through, and no awkward conversation when we tell you a document does not check out.
What drives the fee
Volume
The obvious one. A desk is sized to a realistic monthly candidate throughput agreed at scoping, and resized when that changes.
Number of markets
Each additional market is another compliance checklist to maintain and another set of registers to verify against. Two markets is not twice one, but it is more than one.
Credentialing burden
Clinical, childcare, financial services and security-cleared populations carry far heavier verification loads than general commercial hiring.
Out-of-hours cover
Desk cover while your office is closed is priced as an addition, because it is genuinely additional staffing.
Working in your ATS
Working inside your system under your access controls carries setup and training time that working alongside it does not.
White-label requirements
Candidate-facing communication in your name, to your templates, with your approval loop, adds a small amount of configuration at the start.
A desk versus hiring a resourcer
A full-time resourcer or recruitment administrator in a Western market carries a fully-loaded employment cost — salary, employer on-costs, pension, equipment, management time — above the top of our monthly desk band, before any tooling.
But the cost comparison is the less interesting half. The shape matters more. Hiring volume is rarely flat: a desk flexes monthly and stops within a month, while a permanent hire is underused in a quiet quarter and overwhelmed in a busy one, and is very hard to unwind.
Where in-house wins is institutional knowledge of your business and your hiring managers, which an external desk builds more slowly. At sustained, flat, single-market volume, hire. Where volume moves, where you are across several markets, or where you do not want the headcount on the books, a desk is both cheaper and more appropriate.
Per candidate or desk
| Monthly volume | Better model | Why |
|---|---|---|
| Under 15 candidates | Per candidate | No commitment, and you pay only for what you use |
| 15–40 candidates | Desk | Cheaper per candidate, plus continuity |
| Over 40 candidates | Desk, resized | A larger desk, or two, with process knowledge compounding |
| A defined programme or peak | Project pack | A fixed scope and fee, with no ongoing commitment |
| Unpredictable | Per candidate first, then review | Start without commitment and convert once a pattern is visible |
We will tell you which side of the line your volume falls on rather than defaulting to the more expensive option. Several clients start on per-candidate pricing and convert to a desk within a quarter once the pattern is clear, which is the sequence we would recommend if you are unsure.
Recruitment support cost FAQs
How much does recruitment support cost?
A project support pack typically costs $2,200 to $5,800. A dedicated support desk typically costs $4,200 to $9,000 a month. Per-candidate screening and credentialing typically costs $260 to $520 per candidate, with GBP, EUR and AUD equivalents in the table below.
There is no per-hire fee and no percentage of salary on any of it.
Why is it never priced per hire?
Because the compliance and administrative work happens whether or not someone is appointed. A candidate who fails a right-to-work check, whose registration cannot be verified, or who withdraws after screening has consumed exactly the same effort as one who starts.
Under a per-hire model that effort is unpaid, and the predictable consequence is corners cut on precisely the checks you most want done properly.
What drives the fee?
Five things: volume, how many markets and therefore how many compliance checklists, how much of the credentialing burden sits with us rather than with you, whether out-of-hours cover is included, and whether we work inside your ATS.
What never moves it: whether anyone is hired.
How does a desk compare with hiring a resourcer?
A full-time resourcer or recruitment administrator in a Western market carries a fully-loaded employment cost above a monthly desk, before tooling and management time.
The bigger difference is shape. A desk flexes with your volume and stops within a month; a hire does not, and is underused in a quiet quarter and overwhelmed in a busy one.
Is per-candidate pricing cheaper than a desk?
Below roughly fifteen candidates a month, usually yes, and it carries no commitment. Above that a desk is cheaper per candidate and gives you continuity of knowledge about your process.
We will tell you which side of the line your volume falls on rather than defaulting to the more expensive one.
Are there set-up or implementation fees?
No. There is no implementation fee, no minimum term and no notice beyond the current month. That is one of the practical differences from RPO, where implementation fees and multi-year terms are standard.
Do fees differ by market?
Yes, and each market page states its own bands. Markets with heavier credentialing burdens or more complex permit chains — the UAE, Australia for clinical and child-related roles — carry higher per-candidate rates for the same volume.
Can you work to a fixed budget?
Yes. Tell us the number and the volume and we will say what a desk at that level can realistically cover, and what would stay with your team.
What we will not do is agree a scope we cannot deliver to standard and let the compliance items be the thing that slips.