01 / Contingent
Find the One.
You have an open role and need someone who can do the job, fit the team, and make an impact quickly. I handle the search, bring you the right person, and help you close with confidence.
Pricing
20% of first-year salary
You pay when I deliver.
- ✓$2,500 engagement fee to start (credited toward placement fee)
- ✓No ongoing retainer
- ✓6-month replacement guarantee
- ✓Typical time to hire: 2–4 weeks
- ✓Non-exclusive (you can run other searches)
Best for: Mid-level roles, fast-moving hires, trying me out before committing to something bigger.
02 / Retained
Your Hiring Partner.
Some hires are too important to leave to job boards, rushed timelines, or luck. For senior, specialized, or hard-to-fill roles, I work as an extension of your team with a dedicated search, clear process, and full attention from start to finish.
Pricing
Based on scope, seniority, and urgency
Typical engagement: 25–30% of first-year comp. Structured 40% upfront, 30% at shortlist, 30% on placement.
- ✓Exclusive search — I'm not splitting focus
- ✓Upfront strategy session and hiring plan
- ✓Weekly updates and candidate pipeline reviews
- ✓Replacement guarantee through first 90 days
Best for: VP and C-level roles, specialized skill sets, confidential searches, or when the wrong hire costs more than the fee.
03 / Embedded
Your Recruiter, Without the Headcount.
When you're hiring across multiple roles, building process, or scaling quickly, you need more than occasional recruiting help. I step in as your fractional recruiting partner, bringing the structure, strategy, and consistency of an internal team without the full-time overhead.
Pricing
Monthly retainer based on volume and scope
Starting conversations at $8K/month for 2–3 concurrent roles.
- ✓Dedicated capacity, not shared
- ✓Process design, ATS setup, hiring training
- ✓Month-to-month — scale up or down as needed
- ✓Your recruiter without the headcount
Best for: Startups hiring 5+ roles in 6 months, growing teams that need repeatable process, companies between stages who can't justify a full-time TA hire.
How It Actually Works
Every search starts with the right conversation.
Whether we're working contingency, retained, or embedded, the approach stays the same: thoughtful search, clear communication, and no resume blasts disguised as recruiting.
Discovery
I ask better questions than 'send me the job description.' We talk about the role, the team, what success looks like, and what tends to make hires fail.
Search
I source, screen, and qualify. You won't get a stack of resumes and crossed fingers — you'll get people I can confidently stand behind.
Present
When I send you a candidate, I tell you exactly why they fit: the experience, the personality, the upside, and any risks worth discussing.
Close
I stay involved through interviews, offer negotiation, and onboarding. The search ends when everyone feels great about the decision.
Common Questions
What people usually ask.
Do you work on commission-only roles?
Yes, but I'm selective. If the comp plan is weak or the ramp is unrealistic, I'll tell you that up front rather than waste both our time.
How fast can you fill a role?
Contingent searches typically close in 2–4 weeks. Retained/senior roles can take 4–8 weeks depending on the market and your interview process.
What if the hire doesn't work out?
Contingent placements come with a 6-month guarantee. Retained searches include a 90-day guarantee plus one replacement search at no additional fee.
Do you only work with tech companies?
No. I've placed roles across SaaS, fintech, e-commerce, professional services, and more. If you're growing and hiring good people, we can probably work together.
Ready to find the one?
I read every message personally. No automated responses, no sales funnel, no CRM drip campaigns.
Start a search →