Engagement Models & Pricing
Find the engagement that fits what you actually need.
Three tracks. Each starts with a price anchor. A few questions about your situation determine where you land. Use the finder below or jump to the track that fits.
Which scenario fits your situation?
Pick the one that sounds closest to what you're dealing with. This is a starting point — not a commitment.
Track 01 — Search & Placement
I need specific roles filled.
I know the roles — I just need them sourced and closed.
I want transparent, predictable cost per hire.
I may have a batch to fill, or one senior search to close.
Best fit: 1 to 10 defined open roles, or an executive, director, or niche search.
Track 02 — Embedded Partnership
I need an ongoing recruiting partner.
Hiring never fully stops — I need consistent capacity.
I want someone embedded who knows my team and process.
I may need advisory, full-cycle recruiting, or both.
Best fit: ongoing hiring needs, a growing team, or a function that needs strategic ownership.
Track 03 — Build & Optimize
My recruiting function needs to be rebuilt.
We have no real process, no reliable system, no accountability.
We have tools nobody uses, or no infrastructure at all.
I need the machine fixed — not just seats filled in it.
Best fit: companies scaling fast who need infrastructure built, or where process is the core problem.
Track 01 — Search & Placement is your likely fit. Flat Fee Search starts at $5,000 per role. Executive and Retained Search starts at 18% of first-year base salary with a $9,000 minimum. Batch Hiring starts at $17,500 for 3 roles.
Track 02 — Embedded Partnership is your likely fit. Advisory starts at $3,500/month. Active recruiting retainers start at $5,500/month. Scope and number of concurrent roles determine the rate.
Track 03 — Build & Optimize is your likely fit. Starts with a 6-month Fractional Talent Acquisition Advisor commitment at $3,500/month plus a Talent Acquisition Audit. Services are selected from a comprehensive list.
Track 01
Search & Placement
Transparent, predictable cost per hire. Three models — what you need and how many roles determine the path.
What best describes your search need?
1 to 3 specific roles to fill
4 to 10 roles in a hiring push
An executive, director, or niche search
Not sure? All three models are shown below.
Model 01
Flat Fee Search
Starting at $5,000 per role
- Entry/coordinator-level from $5,000 · Senior ICs from $8,500 · Management from $10,500 · Niche technical from $13,500
- Volume discount applied when filling 2 or more similar roles
- Full-cycle: sourcing, screening, interview coordination, and offer support
- Cleared and technical role sourcing included at standard levels
Executive, niche-specialized, and Board searches are handled through the retained model.
Inquire about a flat fee search →Model 02
Executive & Retained Search
18% to 22% of first-year base salary
- Director through C-Suite on a sliding scale from 18% to 22%
- Board and Advisor placements at a flat fee — inquire for range
- Payment: 1/3 at start · 1/3 at shortlist · 1/3 at signed offer
- Cleared and niche technical searches handled through this model
- Dedicated search, exclusive focus, no competing placements
Model 03
Batch Hiring
Starting at $17,500 for 3 roles
- 3 roles (same level or department): $17,500
- 5 roles (mix of levels, same department): $27,500
- 10 roles (full team buildout): $49,500
- Weekly pipeline review and consolidated reporting across all roles
- Hiring manager alignment session per role included
GovCon post-award and contract ramp-up staffing is well-suited for batch pricing.
Inquire about batch pricing →Track 02
Embedded Talent Acquisition Partnership
Ongoing recruiting capacity embedded in your team. Scope and role complexity determine the rate. All models carry a 2-month minimum.
What type of support do you need?
Strategic advisory and coaching — no active sourcing
An active recruiting partner sourcing and closing roles
Strategic Talent Acquisition leadership and team oversight
How many roles are typically open at once?
Usually 1 role at a time
2 to 3 roles concurrently
4 to 5 roles concurrently
Select an option to highlight the model that fits. All models are shown below.
Advisory & Strategic
Maintenance Plan
Fractional Talent Acquisition Advisor
Starting at $3,500/month
- Monthly TA strategy and planning sessions
- Hiring manager coaching and assessment guidance
- Recruiting vendor and agency oversight
- Interview process and scorecard reviews
- Monthly pipeline and metrics reporting
- Compliance and people policy guidance
- Job description reviews and edits
Minimum: 2 months · 6-month commitment recommended
Leadership
Fractional Talent Acquisition Leader
Starts at $10,000/month
- Owns TA strategy, process optimization, and reporting
- Manages any in-house TA team or becruiting coordinators
- ATS administration and metrics dashboards
- Employer brand and candidate experience ownership
- Executive team-facing updates and hiring forecasting
Minimum: 90 days · 4 to 6 month engagement recommended
Active Recruiting — Embedded Retainer
Starter
Embedded Retainer
Starts at $5,500/month
- Full-cycle recruiting for 1 open role at a time
- Sourcing, screening, and interview coordination
- Weekly status updates
- ATS management
Minimum: 2 months · Month-to-month after sprint
Most Popular
Core
Embedded Retainer
Starts at $9,500/month
- Full-cycle recruiting for up to 3 open roles
- Hiring manager alignment sessions per role
- Structured interview scorecards for each role
- Bi-weekly pipeline reporting
- Candidate experience management
Minimum: 2 months · Scale up or down with 30 days notice
Growth
Embedded Retainer
Starts at $14,000/month
- Full-cycle recruiting for up to 5 open roles
- Hiring manager coaching within scope
- Offer strategy and compensation benchmarking
- Weekly executive-level pipeline report
- Expanded sourcing and outreach strategy
Minimum: 90 days · 4 to 6 month engagement recommended
Track 03
Build & Optimize
Everything starts with a Talent Acquisition Audit and a 6-month advisor commitment. Select what applies — scope and build timeline determine the price.
How This Track Works
Start with the base. Build from the audit.
The Fractional TA Advisor commitment provides the strategic foundation. A TA Audit maps what needs to be built and in what order. Services you select are layered on, priced by scope and estimated build timeline. Nothing in Tier C starts without the audit — the audit prevents you from spending money in the wrong sequence.
Base Starting Point
$3,500
/month advisor base
+ audit + selected services
each scoped individually
+ audit + selected services
each scoped individually
Select what applies to your situation
Check what you think you need. This is not a commitment — it's your starting list for the discovery call.
Tier A — Advisory & Strategy
Included in the Fractional Talent Acquisition Advisor base
Monthly TA strategy and planning sessions
TA roadmap and hiring forecast development
Recruiting vendor and agency management
Interview process audit and structured review
Scorecard and structured interview framework reviews
Hiring manager coaching on candidate assessment
Monthly pipeline and metrics reporting
People policy and HR compliance guidance
Onboarding process review and optimization
Job description reviews, strategic edits, and rewrites
Compensation benchmarking guidance
Job posting strategy and platform selection
Tier B — Active Recruiting
Layered onto the advisor base — adds active sourcing and full-cycle execution
Full-cycle recruiting — sourcing through signed offer
Active candidate sourcing and pipeline development
Cleared and technical talent sourcing
Candidate screening and coordination
Interview scheduling and logistics management
Offer strategy, negotiation, and candidate closing
Candidate experience and communication management
Hiring manager alignment sessions per role
Weekly and bi-weekly pipeline reporting
In-house recruiter team oversight and coaching
Executive and niche retained search
GovCon proposal and post-award staffing
Tier C — Build & Transform
Infrastructure, systems, training, and brand — scoped from audit findings
TA audit and full assessment (required entry point)
Hiring process documentation and full redesign
Structured interview framework and scorecard builds
SLA framework: TTF, TTH, TTO targets
ATS selection and recommendation support
Basic ATS implementation (JazzHR, Breezy, Zoho, Loxo)
Mid to enterprise ATS build (Greenhouse, iCIMS, Lever, Workday)
CRM setup and configuration (HubSpot, Loxo, iCIMS CRM)
Sourcing tool implementation and configuration
Screening and engagement automation
Workflow automation builds
Scheduling integrations (Calendly, Google, Outlook)
Job board integrations (LinkedIn, Indeed, ZipRecruiter)
HRIS connections (Checkr, Gusto, TriNet, Rippling)
Metrics dashboards and TA reporting infrastructure
Hiring manager training program
Executive interview coaching sessions
Job description overhaul — up to 10 roles
Employer Value Proposition development
Careers page content audit and full rewrite
Full Employer Brand Foundation Kit
OFCCP and AAP federal compliance infrastructure
0
Advisory
0
Recruiting
0
Build
Selections update here as you check items.
Scope note: All retainer and advisory engagements define the agreed scope at engagement start. Work outside that scope is quoted and agreed before it begins. Track 03 pricing is finalized at the discovery call based on selections, combinations, and the estimated build timeline identified during the Talent Acquisition Audit.
Engagement Models & Pricing
Find the engagement that fits what you actually need.
Three tracks. Each starts with a price anchor. A few questions about your situation determine where you land. Use the finder below or jump to the track that fits.
Which scenario fits your situation?
Pick the one that sounds closest to what you're dealing with. This is a starting point — not a commitment.
Track 01 — Search & Placement
I need specific roles filled.
I know the roles — I just need them sourced and closed.
I want transparent, predictable cost per hire.
I may have a batch to fill, or one senior search to close.
Best fit: 1 to 10 defined open roles, or an executive, director, or niche search.
Track 02 — Embedded Partnership
I need an ongoing recruiting partner.
Hiring never fully stops — I need consistent capacity.
I want someone embedded who knows my team and process.
I may need advisory, full-cycle recruiting, or both.
Best fit: ongoing hiring needs, a growing team, or a function that needs strategic ownership.
Track 03 — Build & Optimize
My recruiting function needs to be rebuilt.
We have no real process, no reliable system, no accountability.
We have tools nobody uses, or no infrastructure at all.
I need the machine fixed — not just seats filled in it.
Best fit: companies scaling fast who need infrastructure built, or where process is the core problem.
Track 01 — Search & Placement is your likely fit. Flat Fee Search starts at $5,000 per role. Executive and Retained Search starts at 18% of first-year base salary with a $9,000 minimum. Batch Hiring starts at $17,500 for 3 roles.
Track 02 — Embedded Partnership is your likely fit. Advisory starts at $3,500/month. Active recruiting retainers start at $5,500/month. Scope and number of concurrent roles determine the rate.
Track 03 — Build & Optimize is your likely fit. Starts with a 6-month Fractional Talent Acquisition Advisor commitment at $3,500/month plus a Talent Acquisition Audit. Services are selected from a comprehensive list.
Track 01
Search & Placement
Transparent, predictable cost per hire. Three models — what you need and how many roles determine the path.
What best describes your search need?
1 to 3 specific roles to fill
4 to 10 roles in a hiring push
An executive, director, or niche search
Not sure? All three models are shown below.
Model 01
Flat Fee Search
Starting at $5,000 per role
- Entry/coordinator-level from $5,000 · Senior ICs from $8,500 · Management from $10,500 · Niche technical from $13,500
- Volume discount applied when filling 2 or more similar roles
- Full-cycle: sourcing, screening, interview coordination, and offer support
- Cleared and technical role sourcing included at standard levels
Executive, niche-specialized, and Board searches are handled through the retained model.
Inquire about a flat fee search →Model 02
Executive & Retained Search
18% to 22% of first-year base salary
- Director through C-Suite on a sliding scale from 18% to 22%
- Board and Advisor placements at a flat fee — inquire for range
- Payment: 1/3 at start · 1/3 at shortlist · 1/3 at signed offer
- Cleared and niche technical searches handled through this model
- Dedicated search, exclusive focus, no competing placements
Model 03
Batch Hiring
Starting at $17,500 for 3 roles
- 3 roles (same level or department): $17,500
- 5 roles (mix of levels, same department): $27,500
- 10 roles (full team buildout): $49,500
- Weekly pipeline review and consolidated reporting across all roles
- Hiring manager alignment session per role included
GovCon post-award and contract ramp-up staffing is well-suited for batch pricing.
Inquire about batch pricing →Track 02
Embedded Talent Acquisition Partnership
Ongoing recruiting capacity embedded in your team. Scope and role complexity determine the rate. All models carry a 2-month minimum.
What type of support do you need?
Strategic advisory and coaching — no active sourcing
An active recruiting partner sourcing and closing roles
Strategic Talent Acquisition leadership and team oversight
How many roles are typically open at once?
Usually 1 role at a time
2 to 3 roles concurrently
4 to 5 roles concurrently
Select an option to highlight the model that fits. All models are shown below.
Advisory & Strategic
Maintenance Plan
Fractional Talent Acquisition Advisor
Starting at $3,500/month
- Monthly TA strategy and planning sessions
- Hiring manager coaching and assessment guidance
- Recruiting vendor and agency oversight
- Interview process and scorecard reviews
- Monthly pipeline and metrics reporting
- Compliance and people policy guidance
- Job description reviews and edits
Minimum: 2 months · 6-month commitment recommended
Leadership
Fractional Talent Acquisition Leader
Starts at $10,000/month
- Owns TA strategy, process optimization, and reporting
- Manages any in-house TA team or Recruiting coordinators
- ATS administration and metrics dashboards
- Employer brand and candidate experience ownership
- Executive team-facing updates and hiring forecasting
Minimum: 90 days · 4 to 6 month engagement recommended
Active Recruiting — Embedded Retainer
Starter
Embedded Retainer
Starts at $5,500/month
- Full-cycle recruiting for 1 open role at a time
- Sourcing, screening, and interview coordination
- Weekly status updates
- ATS management
Minimum: 2 months · Month-to-month after sprint
Most Popular
Core
Embedded Retainer
Starts at $9,500/month
- Full-cycle recruiting for up to 3 open roles
- Hiring manager alignment sessions per role
- Structured interview scorecards for each role
- Bi-weekly pipeline reporting
- Candidate experience management
Minimum: 2 months · Scale up or down with 30 days notice
Growth
Embedded Retainer
Starts at $14,000/month
- Full-cycle recruiting for up to 5 open roles
- Hiring manager coaching within scope
- Offer strategy and compensation benchmarking
- Weekly executive-level pipeline report
- Expanded sourcing and outreach strategy
Minimum: 90 days · 4 to 6 month engagement recommended
Track 03
Build & Optimize
Everything starts with a Talent Acquisition Audit and a 6-month advisor commitment. Select what applies — scope and build timeline determine the price.
How This Track Works
Start with the base. Build from the audit.
The Fractional TA Advisor commitment provides the strategic foundation. A TA Audit maps what needs to be built and in what order. Services you select are layered on, priced by scope and estimated build timeline. Nothing in Tier C starts without the audit — the audit prevents you from spending money in the wrong sequence.
Base Starting Point
$3,500
/month advisor base
+ audit + selected services
each scoped individually
+ audit + selected services
each scoped individually
Select what applies to your situation
Check what you think you need. This is not a commitment — it's your starting list for the discovery call.
Tier A — Advisory & Strategy
Included in the Fractional Talent Acquisition Advisor base
Monthly TA strategy and planning sessions
TA roadmap and hiring forecast development
Recruiting vendor and agency management
Interview process audit and structured review
Scorecard and structured interview framework reviews
Hiring manager coaching on candidate assessment
Monthly pipeline and metrics reporting
People policy and HR compliance guidance
Onboarding process review and optimization
Job description reviews, strategic edits, and rewrites
Compensation benchmarking guidance
Job posting strategy and platform selection
Tier B — Active Recruiting
Layered onto the advisor base — adds active sourcing and full-cycle execution
Full-cycle recruiting — sourcing through signed offer
Active candidate sourcing and pipeline development
Cleared and technical talent sourcing
Candidate screening and coordination
Interview scheduling and logistics management
Offer strategy, negotiation, and candidate closing
Candidate experience and communication management
Hiring manager alignment sessions per role
Weekly and bi-weekly pipeline reporting
In-house recruiter team oversight and coaching
Executive and niche retained search
GovCon proposal and post-award staffing
Tier C — Build & Transform
Infrastructure, systems, training, and brand — scoped from audit findings
TA audit and full assessment (required entry point)
Hiring process documentation and full redesign
Structured interview framework and scorecard builds
SLA framework: TTF, TTH, TTO targets
ATS selection and recommendation support
Basic ATS implementation (JazzHR, Breezy, Zoho, Loxo)
Mid to enterprise ATS build (Greenhouse, iCIMS, Lever, Workday)
CRM setup and configuration (HubSpot, Loxo, iCIMS CRM)
Sourcing tool implementation and configuration
Screening and engagement automation
Workflow automation builds
Scheduling integrations (Calendly, Google, Outlook)
Job board integrations (LinkedIn, Indeed, ZipRecruiter)
HRIS connections (Checkr, Gusto, TriNet, Rippling)
Metrics dashboards and TA reporting infrastructure
Hiring manager training program
Executive interview coaching sessions
Job description overhaul — up to 10 roles
Employer Value Proposition development
Careers page content audit and full rewrite
Full Employer Brand Foundation Kit
OFCCP and AAP federal compliance infrastructure
0
Advisory
0
Recruiting
0
Build
Selections update here as you check items.
Scope note: All retainer and advisory engagements define the agreed scope at engagement start. Work outside that scope is quoted and agreed before it begins. Track 03 pricing is finalized at the discovery call based on selections, combinations, and the estimated build timeline identified during the Talent Acquisition Audit.