Screened staff on site in as little as 60 minutes. First two hours free if they are not right.
Transparent fixed-fee RPO for NZ SMEs. Compare monthly retainer, project and hourly models against traditional 15–20% agency fees.
A traditional agency charging 15–20% on five hires at a $70,000 salary costs $52,500 to $70,000. The same five hires under a fixed-fee model cost a fraction of that, and the difference is not marginal — it is the cost of another employee.
That example is arithmetic, not a promise of your quote. Your number depends on roles, locations and weeks. The shape does not change: percentage invoices grow with every hire. A scoped fee does not, once the brief is agreed.
A defined number of weeks of embedded recruiting. Best when vacancies will keep arriving for a quarter.
A named headcount and close date. Best for “hire these twenty”, then stop.
Short cover or a messy pipeline clean-up. Best when the work is real but the volume is not yet a campaign.
| Agency % model | Fixed-fee RPO | |
|---|---|---|
| Five hires at $70,000 | $52,500–$70,000 | A scoped fee, quoted on the brief |
| Sixth hire | Another 15–20% | Re-quote the extra volume |
| Fewer hires than planned | You still owe on what was filled; the rest is wasted search time you cannot see | We re-scope the remaining work |
| Visibility | Their book | Your pipeline, weekly |
Outcomes without invented client names sit on case studies. The service page is recruitment outsourcing.
The fee follows the scope we agreed. If the brief shrinks, we re-quote the remaining work rather than silently keeping a large retainer. Unused agency-style success fees are not the model.
We extend the block and re-quote the extra volume. We do not convert extra hires into a surprise percentage.
Bring roles, locations and the date you need people starting. We will say if a percentage agency is actually the better tool for one hard search.
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