Recruitment Consultant Rate Calculator

Factor in retained vs contingent search models, sourcing tools (LinkedIn Recruiter, Gem), ATS access, and placement guarantees.

Recruitment Pricing: Hourly, Retained, or Contingent?

Recruitment consulting pricing is unusually varied: hourly engagements ($100–$250/hr), retained search (typically 25–33% of first-year compensation), contingent placement (20–25% of OTE), and embedded RPO retainers ($8K–$25K/month). The right model depends on role seniority, client maturity, and whether you can carry the cash flow risk of long contingent searches.

The market premium goes to consultants who specialize in a function or seniority band — engineering leadership, B2B SaaS sales, fintech, or executive search — and who own deep candidate networks that LinkedIn alone cannot reproduce. Generalist recruiters compete on speed and price; specialists compete on access.

How to Use This Rate Calculator

  1. Pick a pricing model deliberately. Retained protects your time; contingent protects your client's downside; pick based on your cash-flow tolerance.
  2. Include sourcing software and database costs. LinkedIn Recruiter ($10K+/yr), Gem, SeekOut, ATS access, and database subscriptions are real overhead.
  3. Reserve time for screening and rejections. Most candidates won't be hired; reserve realistic time for screening, calibration calls, and pipeline maintenance.

Frequently Asked Questions

How much do recruitment consultants charge?

Hourly rates range $90–$250/hr; retained search is typically 25–33% of first-year compensation; contingent placements run 20–25% of OTE.

Retained or contingent?

Retained is preferable for senior roles and gives predictable cash flow; contingent is competitive but exposes you to long unpaid searches and ghosting risk.

Should I niche down?

Yes — function- or seniority-specific recruiters (Eng leadership, B2B SaaS sales, fintech) bill significantly more than generalists.

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