Question 1

What is Startup Staffing?

Accepted Answer

Startup Staffing is a permanent recruitment service for international technology startups and scaleups — software, deep tech and other technically complex businesses — with a different way of paying the recruitment fee. We find and place the right people for your team, and instead of one large fee at the point of hire you pay an agreed monthly percentage of that employee's gross monthly salary for as long as they remain employed by you.

Question 2

What does SUS stand for?

Accepted Answer

SUS is simply the short form of Startup Staffing used across this site and in our commercial documents. Startup Staffing and SUS refer to the same service and the same commercial model.

Question 3

Who runs Startup Staffing?

Accepted Answer

Startup Staffing is operated by Humand Talent Limited (company number 12379847), a UK-registered company. Humand is the recruitment business that carries out the search and introduction work for international technology startups and scaleups, and it is the company you contract with. Startup Staffing is the brand and commercial model.

Question 4

Is SUS a recruitment agency?

Accepted Answer

Yes, in the ordinary sense: Humand Talent Limited is a recruitment business and SUS placements are permanent recruitment. What differs from a conventional agency is when and how the fee is paid. SUS is not a loan, a finance product or an employment or umbrella arrangement.

Question 5

How does the monthly fee work?

Accepted Answer

Once your new employee starts, you are invoiced monthly at the agreed percentage of their gross monthly salary. Billing runs from their start date and continues while they remain employed by you, unless you exercise the pre-agreed buy-out for that hire. There is no single large placement invoice at the point of hire.

Question 6

What percentage do we pay?

Accepted Answer

Your percentage is agreed with you individually and confirmed in writing before any work begins. It is not published, because it depends on the roles, the salaries and the shape of your hiring.

Question 7

Is 17.5 percent the standard SUS rate?

Accepted Answer

No. The 17.5% of gross monthly salary used in the examples and calculator on this site is an illustration to show how the mechanics work. It is not a standard or advertised SUS rate, and the same applies to the 20% traditional fee we compare against.

Question 8

Does SUS always cost less?

Accepted Answer

No, and we would rather say so plainly. Depending on how long the employee stays and the percentages agreed, the cumulative monthly payments can add up to more than a conventional one-off fee. Our calculator shows both the exact breakeven and the first full month where cumulative SUS cost is above the one-off fee. SUS is built around cash-flow timing and keeping the fee aligned with the hire staying in role, not around a promise of the lowest total cost.

Question 9

What happens if someone stays for several years?

Accepted Answer

Monthly billing continues at the agreed percentage while they remain employed. Over a long tenure the cumulative total can exceed a traditional one-off fee, and the calculator shows exactly where that happens rather than hiding it. If you would rather stop future monthly charges for that hire, you can exercise the buy-out already agreed in your written terms.

Question 10

What exactly is the fee calculated on?

Accepted Answer

The monthly fee is calculated on the employee's starting gross basic salary, divided by twelve. Variable bonus, commission, overtime, allowances, benefits and OTE are excluded from the fee basis unless they are expressly guaranteed and expressly included in your terms.

Question 11

Does the fee change if the employee gets a pay rise or a promotion?

Accepted Answer

If the offer includes a guaranteed contractual salary increase agreed at the outset, the fee follows that increase from the date it actually takes effect. Where it takes effect partway through a billing period, that period is pro-rated between the old and new salary basis. Later discretionary pay rises or promotions that were not guaranteed at the outset do not change the agreed fee basis unless we separately agree that in writing.

Question 12

Does the calculator handle a guaranteed future salary increase?

Accepted Answer

No. This calculator models one salary figure throughout. If the employment offer includes a guaranteed future salary increase agreed at the outset, the actual SUS monthly fee would adjust when that guaranteed increase takes effect. If a guaranteed increase is part of the offer, tell us and we will model the actual position with you.

Question 13

Is there a fee cap or a minimum fee?

Accepted Answer

There is no standard SUS fee cap. Any cap would have to be an express bespoke term agreed in writing. There is no standard SUS minimum fee. Any minimum would have to be an express bespoke term agreed in writing. Talk to us about your requirement and we can confirm the appropriate arrangement.

Question 14

Do we have to give you exclusivity?

Accepted Answer

Exclusivity is not standard: you can run other routes alongside a SUS search unless your written terms say otherwise. Talk to us about your requirement and we can confirm the appropriate arrangement.

Question 15

Is VAT added?

Accepted Answer

Yes. Fees are quoted exclusive of VAT and VAT is added at the prevailing rate where applicable.

Question 16

When are invoices issued?

Accepted Answer

Invoices are issued monthly in arrears at the agreed percentage of the employee's gross monthly salary, starting from their start date with your business.

Question 17

What are the payment terms?

Accepted Answer

Invoices are payable within 14 days of the invoice date under the standard terms, exclusive of VAT. Anything different for your business would be set out in the terms agreed with you in writing.

Question 18

Who employs the candidate?

Accepted Answer

You do. The person is employed directly by your business on your own employment contract and your own terms. Humand Talent Limited is not the employer, and the person is not supplied on a contract, secondment or umbrella basis.

Question 19

Does SUS only cover permanent hiring?

Accepted Answer

The SUS monthly model applies to permanent placements. Fixed-term, part-time or other non-permanent engagements are handled as a one-off placement fee at an agreed percentage of the total remuneration package, confirmed before any work begins.

Question 20

Can SUS recruit several people for us?

Accepted Answer

Yes. Each placement is treated separately, with its own monthly payment linked to that employee, so billing for one hire is unaffected by what happens to another. You can model a multi-role hiring plan in the team hiring planner before you speak to us.

Question 21

Can we use SUS for different salaries and roles?

Accepted Answer

Yes. Each role has its own salary, so each placement has its own monthly figure. The team hiring planner lets you set a different salary and number of hires for each role line.

Question 22

What happens if a candidate leaves?

Accepted Answer

Tell us and billing stops from their final date of employment, whether they resign, are dismissed, are made redundant or leave by mutual agreement. Payments already made are not refunded. You are not left paying for someone who is no longer with the business.

Question 23

Can we buy out the agreement?

Accepted Answer

Yes, and you do not have to negotiate it when the time comes. The buy-out value, or the basis for calculating it, is agreed with you in writing in your commercial terms at the outset, for each hire. You can exercise that pre-agreed option later under those terms, without a fresh commercial negotiation. Once it is paid, future monthly billing for that hire stops. Other hires are unaffected.

Question 24

Are previous monthly payments deducted from the buyout?

Accepted Answer

No. Monthly fees already paid are not deducted, credited or refunded against the buy-out by default; they cover the months already elapsed. It is a route to close out future monthly charges for one hire, not a cap on what recruitment can cost. The figure, or the basis for it, is confirmed in writing before you commit.

Question 25

Does a buy-out for one hire affect our other hires?

Accepted Answer

No. The buy-out is per hire. Exercising it closes out future monthly charges for that person only, and billing for every other hire carries on exactly as agreed.

Question 26

How long does candidate ownership last?

Accepted Answer

If your business or a related entity employs a candidate we introduced within 12 months of that introduction, the SUS fee model or the agreed one-off fee applies to that hire.

Question 27

What commercial terms are agreed before hiring?

Accepted Answer

Before any work begins we confirm in writing the monthly percentage, the buy-out value, how invoicing works and anything specific to your business. Nothing about your commercial position is set by this website or the calculator.

Question 28

Do I need a live vacancy?

Accepted Answer

No. Plenty of first conversations are about hiring that has not been signed off yet. If you are still shaping the role or the budget, that is a perfectly good place to start.

Question 29

Can we talk about future hiring plans?

Accepted Answer

Yes. Early conversations about the next few months of hiring are welcome, including whether SUS is the right fit for your business at all.

Question 30

Can you model several hires?

Accepted Answer

Yes. The team hiring planner models up to ten role lines with their own salaries and numbers of hires, gives you plan-level totals and month-one cash comparisons, and produces a link and a printable summary you can share internally.

Question 31

How do I get a rate?

Accepted Answer

Model what you are planning in the calculator and send it to us with the enquiry form, or just tell us what you are hiring. We confirm your percentage and buy-out value in writing before any work begins.

Question 32

Is there a minimum period or notice?

Accepted Answer

Under the standard model billing follows the employment: it starts on the start date and stops when the employment ends. Any minimum term or notice arrangement would form part of the terms agreed with you in writing. Talk to us about your requirement and we can confirm the appropriate arrangement.

Every question we get asked about SUS.

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