Which hiring approach fits your situation?

How to choose where to start

Which tool or route is useful to you depends on three things: how many roles you are hiring, how settled the role is internally, and whether cash timing or speed is the pressing constraint. One role with a clear spec is a cost-modelling question. Several roles across a year is a sequencing question. A role nobody has written down yet is a definition question, and no amount of cost modelling fixes that.

Start with the single-role cost model

Put your salary figure into the rate calculator and see how one hire lands month by month against a traditional one-off fee.

Start with the team hiring planner

Add the roles you expect to hire, phase them across the year, and see the combined monthly cost of the whole plan.

Start with the hiring brief builder

Six short sections turn a rough requirement into a technical brief you can circulate internally or send to us.

Start with how the model works

A plain explanation of the monthly recruitment-fee model, what happens if someone leaves, and where it does not fit.

Start with a conversation

A short, direct call about the role, the market and whether this model suits what you are trying to do.

The five questions above just point you at one of these starting points. There is no wrong answer and nothing is recorded.