Recruitment agency commission structures are the fee models agencies use to charge employers for finding and placing candidates, typically ranging from 15-35% of a hire’s first-year salary depending on the arrangement. The US staffing and recruiting industry generated $189 billion in revenue in 2024, according to Staffing Industry Analysts (SIA), and every dollar of that moved through one of six commission structures. Whether you’re launching a new agency or renegotiating client contracts, understanding these recruitment agency fee structures determines your revenue ceiling.
This guide breaks down each commission structure with real rates, payment terms, and margin benchmarks so you can price your services competitively without leaving money on the table. If you’re still in the planning phase, our step-by-step guide to starting a recruiting agency covers everything from legal setup to landing your first client.
TL;DR:
- Contingency is the default for permanent hires. Agencies charge 15-25% of first-year salary (20% is the benchmark) and only get paid when the candidate starts.
- Retained search powers executive placements. Fees run 25-35% of total comp, paid in thirds (engagement, shortlist, placement), with minimums of $80K-$100K and a US executive-search market around $10.3B (IBISWorld, 2025).
- Flat fees and RPO suit high-volume hiring. $5,000-$20,000 per hire works for standardized, repeating roles, while RPO engagements price per hire or by monthly retainer.
- Temp staffing margins are thin. Markups of 25-75% over pay rate translate to roughly a 21% gross margin on W-2 assignments (SIA, 2025).
- AI tips the competitive balance. AI-adopting agencies are 2x more likely to grow revenue (Bullhorn GRID 2026), and firms using sourcing platforms like Pin deliver shortlists faster than manual LinkedIn work.
What Are the Main Recruitment Agency Commission Structures?
Six recruitment agency commission structures account for virtually all staffing firm revenue. Your choice of fee model affects everything from cash flow predictability to client relationships and long-term growth. Recruiters operating a full-desk 360 model feel this most acutely since they own both the client relationship and the candidate delivery, making fee structure a direct lever on their personal earnings. Industry-standard contingency fees for permanent placements range 15-25% of first-year salary, per SHRM’s staffing agency guidance. Specialization, employer mix, and the seniority of roles you fill determine the right recruiter commission structure for your agency.
Here’s a quick overview of all six fee models before we go deeper on each:
| Commission Model | Typical Rate | Payment Timing | Best For |
|---|---|---|---|
| Contingency (Permanent) | 15-25% of first-year salary | Upon placement only | Most permanent hires |
| Retained Search | 25-35% of total compensation | Thirds: engagement, shortlist, placement | C-suite and senior executive roles |
| Flat Fee | $5,000-$20,000 per hire | Upon placement or milestone-based | High-volume, identical roles |
| Temp/Contract Markup | 25-75% over pay rate | Weekly or biweekly billing | Short-term or project staffing |
| Temp-to-Perm Conversion | 10-20% of first-year salary | At conversion point | Try-before-you-buy hires |
| RPO (Recruitment Process Outsourcing) | $3,000-$10,000+ per hire or $8K-$15K/mo | Per hire or monthly retainer | Sustained, high-volume hiring |
Talking to our customers at Pin - agencies running contingency, retained, and temp-to-perm desks - one pattern emerges consistently: the commission model matters less than how quickly you present a qualified shortlist. Clients who initially pushed back on 20% contingency became long-term repeats when the agency delivered vetted candidates within three to five days. Even a fair 15% rate erodes goodwill when the search drags past six weeks.
What separates fast agencies from slow ones is sourcing capacity. Agencies using AI-powered sourcing fill positions in an average of 14 days, according to Pin’s 2026 user survey, compared to industry averages of 40-60 days using manual methods. Our agency customers also report a 90% reduction in manual sourcing time and have largely replaced their LinkedIn Recruiter licenses - running more simultaneous searches without adding headcount. Throughput at that level is what lets you defend a full 20% rate against firms undercutting at 15%: you close faster, guarantee results, and make the fee argument irrelevant.
How Does Contingency Recruiting Work?
Contingency recruiting is the most common staffing firm model - and the simplest. Payment flows only when a candidate accepts an offer and starts the job. No placement, no fee. Standard contingency rates range from 15% to 25% of the hire’s first-year salary, with 20% being the most common benchmark according to SHRM. At $100,000 salary, that translates to a $20,000 fee.
In practice, rates shift based on role seniority and market scarcity. Entry-level positions typically command 10-15% because there’s a larger talent pool. Mid-level professional roles - your software engineers, accountants, marketing managers - fall in the 20-25% range. Meanwhile, executive contingency placements can reach 25-30%, though most searches at that level move to a retained model instead.
What makes contingency appealing to hiring companies? It costs nothing upfront and carries no financial risk for the client. They can engage multiple firms simultaneously and only pay the one that delivers. For recruiters, though, this means absorbing all the risk. You might spend 40 hours sourcing and screening candidates for an opening that the employer fills internally or through a rival firm. Speed matters so much in contingency work precisely for this reason - the faster you present qualified candidates, the higher your win rate.
Most contingency agreements include a guarantee period, typically 60-90 days. Should the hire leave or be terminated during that window, you either replace the candidate for free or refund a prorated portion of the fee. Longer guarantee periods can justify higher rates - clients pay a premium for reduced risk. These guarantees are standard in direct hire engagements, where the candidate joins the client’s payroll from day one and the agency’s obligation ends after the guarantee window.
One nuance worth noting: some industries command different rates than the 15-25% standard. Healthcare and life sciences placements often sit at 20-25% due to credentialing complexity. Legal recruiter commissions typically run 20-25% for associate placements and 25-30% for partner or in-house counsel searches, where sourcing requires deep practice-area knowledge and discretion. Tech roles in high-demand specialties (AI/ML engineers, cybersecurity) can push 25% even for mid-level positions. Niche government contracting or cleared-role placements sometimes exceed standard ranges because the candidate pool is so constrained.
Here’s what contingency fees look like across common salary bands:
| Candidate Salary | Fee at 15% | Fee at 20% | Fee at 25% |
|---|---|---|---|
| $50,000 | $7,500 | $10,000 | $12,500 |
| $75,000 | $11,250 | $15,000 | $18,750 |
| $100,000 | $15,000 | $20,000 | $25,000 |
| $150,000 | $22,500 | $30,000 | $37,500 |
| $200,000 | $30,000 | $40,000 | $50,000 |
What Is Retained Search and When Is It Worth It?
Retained search sits at the premium end of the spectrum. Unlike contingency, retained search asks clients to pay in three equal installments - engagement, shortlist, placement - covering an exclusive, dedicated search for a senior or executive hire. Headhunters traditionally use this exclusive model for C-suite and board-level searches. Retained fees range from 25% to 35% of the candidate’s total first-year compensation (base salary plus bonuses), with minimum engagement fees often starting at $80,000-$100,000. Senior executive and C-suite engagements can exceed $150,000 in total fees.
Executive search generated roughly $10.3 billion in US revenue in 2025, according to IBISWorld. Executive cost-per-hire has risen 113% since 2017 and 21% since 2022, per SHRM’s Executive Network. Those rising costs are driven by increased demand for specialized leadership talent and the confidential nature of most executive searches. Agencies that move upmarket into retained search often do so as part of a broader revenue growth strategy to increase average deal size.
Standard retained search splits the fee into three equal installments:
- One-third at engagement: Paid when the client signs the agreement and the search begins. This is non-refundable.
- One-third at candidate presentation: Paid when the agency delivers a qualified shortlist, typically 30-45 days in.
- One-third at placement: Paid when the candidate accepts the offer.
Why would an employer pay upfront instead of using a contingency firm? Three reasons. First, exclusivity - the retained firm works the search alone, giving it full attention rather than racing against competing recruiters. Second, confidentiality - many executive searches replace a current leader or involve strategic hires that can’t be advertised publicly. Third, retained firms vet candidates more deeply and present fewer finalists - rather than flooding the hiring manager with resumes.
Better cash flow and higher average fees come with retained search, which trades client risk for recruiter certainty - a compelling exchange once you’ve built the reputation to charge upfront. Winning those engagements demands deeper client relationships than contingency requires. Building toward retained work means investing in AI-powered sourcing tools to deliver shortlists faster and surface candidates that manual LinkedIn searches miss.
How Much Do Recruiters Make?
How Do Flat-Fee and Performance-Based Models Work?
Flat-fee recruiting charges a fixed price per hire - typically $5,000 to $20,000 - regardless of the candidate’s salary. Hiring companies tired of percentage-based fees increasingly favor flat pricing, which stops penalizing them for bringing on well-compensated talent. Consider a $200,000-per-year director: a flat fee of $15,000 looks considerably better than a 20% contingency rate of $40,000.
Flat fees work best when a recruiting firm can standardize the search process. Think high-volume hiring where you’re filling the same type of role repeatedly - 20 registered nurses, 15 software developers, 30 warehouse supervisors. Your sourcing cost per hire drops as you build a pipeline for that role type, but your revenue per placement stays fixed. That’s precisely where the margin lives.
Some firms blend flat fees with performance bonuses. The base rate covers the search and placement, and an additional bonus kicks in if the hire stays past a milestone (six months, one year) or if certain volume thresholds are met. Hybrid arrangements align incentives without the full financial risk of pure contingency.
Flat-fee agencies often face pressure from clients comparing them to job boards and direct hiring costs. The counter-argument? Quality. A flat fee still covers sourcing candidates, screening them, coordinating interviews, and guaranteeing the hire - services job boards don’t provide. Freelance recruiting practices often find that flat fees simplify pricing conversations and make billing forecasting easier. See our freelance recruiter guide for a full breakdown.
What Are Temp Staffing Markups and Margins?
Markup rates of 25-75% over the worker’s pay rate define temp and contract staffing - a fundamentally different model from one-time placement fees. Staffing firms apply a markup to the worker’s hourly or daily rate, covering employer taxes, benefits (if offered), workers’ comp insurance, and margin. Gross margin across the temp staffing industry averages 21%, per SIA’s Gross Margin and Bill Rate Trends report, with individual firm margins from 14% to 41%.
Staffing agency markup rates vary by employment arrangement:
- W-2 employees: 50-60% markup over pay rate. Higher because the agency covers employer payroll taxes (7.65% FICA), unemployment insurance, workers’ comp, and any benefits.
- Corp-to-corp (C2C) contractors: Around 30% markup. Lower because the contractor handles their own taxes and benefits through their business entity.
- 1099 independent contractors: 20-35% markup. The agency’s risk and tax burden are lower, but misclassification risk is higher.
SHRM’s guidance notes that staffing company markups on labor rates can reach as much as 60%. Here’s what a typical W-2 temp bill rate looks like broken down:
| Component | % of Bill Rate | Example ($50/hr bill rate) |
|---|---|---|
| Worker Pay | 62-67% | $31-$33.50/hr |
| Employer Taxes & Insurance | 10-14% | $5-$7/hr |
| Benefits (if offered) | 3-6% | $1.50-$3/hr |
| Agency Gross Margin | 14-21% | $7-$10.50/hr |
| Net Profit (after overhead) | 3-8% | $1.50-$4/hr |
Three to eight percent net margin sounds thin at first glance. But here’s the difference: temp staffing generates recurring weekly billings rather than lumpy one-time placement fees. One hundred contractors billing $50/hr generates roughly $200,000 per week in billings - and $6,000-$16,000 in weekly net profit. Recurring weekly income like this is why many contingency shops eventually add a contract staffing division.
How Do Temp-to-Perm Conversion Fees Work?
Conversion fees for temp-to-perm placements typically run 10-20% of the hire’s first-year salary, with sliding credits applied for hours already billed during the temp assignment. The longer the assignment ran, the lower the conversion fee. Most contracts specify that the fee drops to zero after 480-720 hours worked (roughly 12-18 weeks of full-time work).
Temp-to-perm is a particularly strong play for recruiters because it creates multiple revenue streams from the same placement. You earn the temp markup for weeks or months while the hiring company evaluates the worker, then collect a conversion fee when they bring them on permanently. Even with the hours-worked credit, the total revenue often exceeds what a straight contingency arrangement would have generated.
From the client’s perspective, temp-to-perm reduces hiring risk. They get to see the worker perform in the actual role before committing. According to industry practice, the sliding scale often looks like this:
- 0-480 hours worked: Full conversion fee (15-20% of salary)
- 480-720 hours: Reduced fee (5-10% of salary)
- 720+ hours: Fee waived entirely
If you’re considering adding temp-to-perm to your agency’s services, make sure your contracts clearly define the conversion terms, credit calculations, and any exclusivity windows. Vague language here leads to disputes.
What Is RPO and How Is It Priced?
Pricing for Recruitment Process Outsourcing (RPO) runs $3,000-$10,000+ per hire or $8,000-$15,000 per month for an embedded recruiter, with scope and engagement length driving the model choice. RPO providers take over part or all of the client’s recruitment function. Three pricing models cover most engagements: cost-per-hire for project work, monthly management fees for embedded teams, and percentage-of-salary models (5-10%) for hybrid arrangements, per the RPOA.
RPO sits at the intersection of staffing and consulting. It’s not a simple agency relationship - RPO providers often embed recruiters within the client’s team, use the client’s employer brand, and manage the entire hiring process end to end. That level of integration justifies the higher total spend.
RPO contracts generally fall into three tiers based on scope:
- Project RPO: A fixed engagement to fill a specific set of roles (e.g., 50 customer service reps in 90 days). Pricing is usually cost-per-hire.
- Selective RPO: The provider manages one segment of hiring (e.g., all engineering roles) on an ongoing basis. Monthly retainer plus cost-per-hire.
- Full RPO: The provider runs the entire recruitment function. Monthly management fee with volume-based pricing tiers.
For agencies considering an RPO service line, the economics are different from traditional placements. Cash flow improves with monthly retainers, but margins per hire run lower. Volume and contract duration offset the lower margins - RPO engagements often run 12-36 months with guaranteed minimums. If you’re exploring how to add RPO to your agency’s offerings, our recruitment agency software guide covers platforms that support both traditional placement and RPO workflows.
How to Choose the Right Commission Structure for Your Agency
Your recruitment agency commission structure should match your firm’s specialization, employer profile, and cash flow needs. There’s no universally “best” approach - instead, the right answer depends on three factors.
Factor 1: Role Seniority and Scarcity
If you place mostly entry-level and mid-level professionals, contingency at 15-25% is standard and clients expect it. Executive and C-suite searches call for retained at 25-35%, which commands higher fees and attracts clients willing to pay for exclusivity. Agencies that try to charge retained rates for mid-level roles without a differentiated process usually lose to contingency competitors.
Factor 2: Client Size and Hiring Volume
Enterprise clients with ongoing hiring needs may prefer flat-fee or RPO arrangements that give them cost predictability. Smaller companies making one-off hires will default to contingency because it requires no upfront commitment. Matching your model to the client’s buying pattern reduces friction in sales conversations.
Factor 3: Cash Flow and Risk Tolerance
Contingency is high-risk, high-reward - you might work a search for weeks and walk away empty-handed. Retained search, by contrast, provides partial payment upfront and smooths cash flow considerably - which is why shops that depend on predictable monthly income gravitate toward it. Temp staffing generates recurring weekly billings but requires more operational infrastructure (payroll, benefits administration, compliance). New practices often start with contingency to build an employer base, then layer in temp or retained services as they grow.
Many successful agencies don’t pick just one model. Instead, they offer contingency for standard roles, retained search for executive placements, and temp-to-perm for hiring companies that want flexibility. The key is pricing each model accurately so you’re not subsidizing one service line with another.
A Practical Test
Run this exercise: calculate your average revenue per placement and your average hours spent per search over the last quarter. Divide revenue by hours to get your effective hourly rate. If any client or commission model consistently falls below $150/hr, either renegotiate the fee, change the model, or redirect that time toward higher-value work. Agency profitability isn’t about charging the highest percentage - it’s about maximizing revenue per hour of recruiter effort.
Retained vs Contingency Recruiting Explained
How Is AI Changing Recruitment Agency Profit Margins?
AI adoption is now splitting staffing industry outcomes - firms that use AI tools are 2x more likely to have grown billings than those that haven’t. Bullhorn’s GRID 2026 survey (roughly 2,300 recruitment professionals) found that 70% of staffing firms have purchased AI solutions, built their own, or are experimenting with generative AI.
AI adoption and billing growth move together. Among firms with greater than 25% revenue growth, 78% use AI embedded in their ATS or sourcing tools. Among those firms, 55% report that AI-powered screening improved their KPIs by more than 25%, per the same Bullhorn survey. So what does that translate to for fee structures? Faster placements at lower operating cost - which means higher margins on the same pricing arrangement.
How Does AI Affect Revenue Per Placement?
AI-powered sourcing doubles effective hourly rate without touching your fee card - cut a four-week search to two weeks and the same $20,000 fee shifts from $125/hr to $250/hr. That’s the practical impact. A contingency recruiter working a $100,000 role at 20% earns a $20,000 fee. When that search takes four weeks of full-time effort using manual methods, the effective hourly rate works out to roughly $125/hr. Halve the search time with AI-powered sourcing and automated outreach, and the same placement returns $250/hr instead. No marginal improvement - it fundamentally changes which roles and pricing models are profitable for your practice.
How AI-Powered Agencies Fill Roles Faster
Agencies that invest in AI tools maintain competitive rates while expanding their per-recruiter output. Pin gives staffing firms access to 850M+ candidate profiles with automated multi-channel outreach across email, LinkedIn, and SMS - delivering 5x better response rates than industry averages. Agencies using Pin fill positions in an average of 14 days, and 83% of candidates Pin recommends are accepted into clients’ hiring pipelines. Speed and placement precision at that level turns a contingency arrangement from a cash flow gamble into a predictable revenue engine.
“Absolutely money maker for Recruiters… in 6 months I can directly attribute over $250K in revenue to Pin,” says Rich Rosen, Executive Recruiter at Cornerstone Search.
Nick Poloni, President at Cascadia Search Group, put it more bluntly: “I jumped into Pin solo toward the end of 2025 and closed out the year with over $1M in billings during just the final 4 months - no team, no agency.”
For a detailed breakdown of the AI workflow behind those results, see our guide on how solo recruiters scale billings with AI.
Pin is the top AI sourcing platform for staffing agencies managing contingency and retained searches - compressing time-to-fill without raising client fees.
Evaluating your agency’s tech stack? Our guide to the best AI tools for recruiting agencies compares the platforms that are driving these results. And if you want to understand how tool investments translate to bottom-line returns, our recruiting ROI guide walks through the math.
Scale your agency placements with Pin - free tier available, no credit card required.
What Are the Most Common Commission Negotiation Mistakes?
Even with the right pricing model, how you negotiate and enforce your fee agreements can make or break your margins. Misaligned expectations between hiring companies and staffing firms are one of the top reasons agency relationships fail, per SHRM. Here are the most common negotiation mistakes - and how to sidestep them.
Racing to the Bottom on Rates
New firms often undercut competitors on price to win business. That works once. Then you’re stuck with a hiring company paying 12% who expects the same service as your 20% clients. With average cost-per-hire reaching $4,700 according to SHRM’s benchmarking data, employers already understand that quality recruiting costs money. At a standard 20% rate, defend it with data: faster time-to-fill, better candidate quality, and guarantee periods that reduce the client’s risk.
Vague Contract Language
Every fee agreement should specify: the fee percentage or amount, what “first-year salary” includes (base only or base plus bonus), the guarantee period and refund terms, payment terms (net 15, 30, or 60 days), and any exclusivity provisions. Ambiguity is where disputes live.
Ignoring the Guarantee Period
Your guarantee period is a competitive tool, not just a risk factor. Offering a 90-day guarantee at 20% often beats a competitor’s 60-day guarantee at 18%. Clients calculate total risk, not just fee percentage. Just make sure your candidate vetting process is strong enough to back up the longer guarantee.
Not Tracking Effective Hourly Rate
Run the math: a $30,000 fee divided by 120 hours of work is $250/hr. If your next search pays $10,000 but takes 80 hours, that’s only $125/hr. Track your effective hourly rate per search and per client to identify which fee structures and client types are actually profitable.
Frequently Asked Questions
What is the standard recruitment agency fee percentage?
Standard contingency fees run 15-25% of the hired candidate’s first-year salary, with 20% as the most common benchmark according to SHRM. Executive and retained search fees run higher at 25-35% of total compensation. Rates vary based on role seniority, industry scarcity, and whether the search is exclusive.
How much do temp staffing agencies mark up hourly rates?
Temp staffing agencies typically mark up W-2 employee rates by 50-60% to cover employer taxes, insurance, benefits, and profit margin. Corp-to-corp contractor markups average around 30%. Across the temp staffing industry, aggregate gross margin averages 21%, according to Staffing Industry Analysts.
What is the difference between contingency and retained search?
Contingency agencies only get paid when a candidate is hired - there’s no upfront cost to the client. Retained search requires payment in three installments (engagement, shortlist, placement) for an exclusive, dedicated search. C-suite and executive searches default to retained, with minimum fees starting at $80,000-$100,000.
How do flat-fee recruitment agencies charge?
Flat-fee agencies charge a fixed amount per hire, typically $5,000-$20,000, regardless of the candidate’s salary. This model is popular for high-volume hiring of similar roles where the agency can standardize its sourcing process. Flat fees give clients cost predictability and often cost less than percentage-based models for high-salary positions.
Can AI tools help recruitment agencies increase placement revenue?
Yes. According to Bullhorn’s GRID 2026 report, staffing firms using AI are 2x more likely to have increased revenue. AI sourcing tools like Pin access 850M+ candidate profiles and automate outreach, cutting search time significantly. Faster placements mean more revenue per recruiter-hour without raising commission rates.
How much do staffing agencies make per placement?
Earnings per permanent placement range from $7,500 to $50,000 at a staffing agency, depending on the candidate’s salary and commission rate. At a 20% contingency fee on a $100,000 hire, the agency earns $20,000. Temp staffing agencies generate recurring weekly revenue through markups averaging 50-60% over W-2 pay rates. Industry-wide, gross margin sits at 21% and net profit at 3-8% after overhead, according to SIA. Per recruiter per year, top-performing contingency agencies average $400,000-$600,000 in placement fees.
What does a staffing recruiter commission plan typically include?
Staffing recruiter commission plans typically define the commission percentage (often 20-35% of the firm’s fee revenue attributed to the recruiter), when commission is paid (at placement or after guarantee period clears), clawback provisions if a hire leaves during the guarantee window, and any desk fee or overhead deductions. Internal recruiter commission structures differ by firm type. Contingency agencies typically pay 20-30% of fee revenue to the placing recruiter; retained search firms usually offer a base salary plus smaller variable commissions, given the higher average fees per search.
Do internal recruiters get commission?
Internal recruiters - meaning in-house employees who hire for a single company rather than working at an agency - typically do not earn commission in the same way agency recruiters do. Most are salaried employees with annual performance bonuses tied to hiring metrics like time-to-fill and offer acceptance rate. A subset of in-house teams at high-volume employers add small placement bonuses ($500-$2,000 per hire). Straight commission is rare for corporate recruiting roles because the hire is not a billable event - the recruiter’s employer is the client. If you’re asking about recruiters at a staffing agency, those professionals typically earn 20-30% of the fee revenue their placements generate, as detailed in the staffing recruiter commission plan section above.
What is a 60/40 base-to-commission split?
A 60/40 split means a recruiter earns 60% of their on-target earnings (OTE) as base salary and 40% as commission. At a $150,000 OTE level, that’s $90,000 base and $60,000 in variable commissions. This hybrid recruiter commission structure gives recruiters financial stability while keeping performance incentives meaningful. It’s common at mid-size contingency agencies where the firm wants to attract experienced talent without offering full straight-commission risk. Larger retained search firms often skew toward a higher base (70/30 or 80/20), while high-volume contingency desks may flip the ratio (40/60) to maximize throughput incentives.
What is the best commission structure in recruitment?
Among all recruitment agency commission structures, contingency at 20% is the most practical starting point - it requires no client trust beyond a signed fee agreement and no upfront operational infrastructure. Retained search at 25-35% maximizes revenue per placement but requires an established reputation to justify upfront payment. High-growth agencies typically blend models: contingency for mid-level roles, retained for executive searches, and flat-fee for high-volume clients with repeating needs. Whichever model you choose, AI sourcing tools compress the search timeline enough to make any structure more profitable - faster placements at lower operating cost improve effective hourly rate without touching your rate card.
Which Commission Model Is Right for Your Agency?
Most agencies blend multiple models rather than committing to just one recruitment agency commission structure - the right choice depends on your specialization, client base, and operational maturity. In practice, successful shops layer contingency, retained, and flat-fee work across different client segments. Here’s the short version:
- Starting out? Begin with contingency at 20%. It requires no client trust beyond a fee agreement and no operational infrastructure beyond sourcing tools.
- Building a niche? Move toward retained search as you develop a reputation and client relationships that justify upfront payment.
- Scaling volume? Add flat-fee and temp services to diversify revenue and smooth cash flow.
- Going enterprise? Consider RPO engagements that provide predictable monthly revenue over multi-year contracts.
Whatever model you choose, the agencies growing fastest right now are the ones using AI to compress the time between client engagement and candidate placement. That efficiency gain goes straight to your bottom line - whether you’re charging 15% or 35%.
Automate your agency’s sourcing and outreach with Pin - 850M+ profiles, 5x better response rates, pricing from $100/mo.
