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Contingent & Retained Pricing

CONTINGENT / RETAINED FEES
Fees vary depending on a variety of factors, including but not limited to the position itself, the availability/demand of candidates for the position, the level of competition involved, how much ownership we have over the search and more.Below we aim to give a general outline to our fees. Please note, these are general guidelines, and fees can be tailored to suit your individual needs. They may as such, increase or decrease dependent on the needs of the search assignment.c.15-20% for general hiring, mid-high headcount.
c. 20-25% for strategic, niche hiring, low-mid headcount.
c. 25-30% for executive search style, niche, few headcount.% is usually calculated on the candidates first year annual salary, unless otherwise agreed upon.*Please note, retained fees can in some cases be reduced by a further 1-5% for each category below (Depending if paid in full or in part upfront).


GENERAL HIRING15%-20% FOR GENERAL HIRING, MID-HIGH HEADCOUNTThese fees typically cover what is known as difficult mass hiring. It involves high volume delivery, with low talent availability (bottleneck recruiting).With this type of hiring, you need a strong talent brand. This is where you can supplement your hiring with active sourcing through us to help improve the quality of candidates you are seeing (as job ads and other mediums will produce a lot of noise, and generally produce lower quality talent pipelines).You will want to locate, attract and engage with customized high quality candidate pools, enforce branding and communicate with talent in a personalized way.As an agency, we advise you to also post to your networks, utilize job ads, create a talent community and focus on line engagement (eg. get employees involved, pay referrals and get employees to hire ex colleagues, etc).Priority should be on effectiveness and scalability


STRATEGIC HIRING20%-25% FOR STRATEGIC, NICHE HIRING, LOW-MID HEADCOUNTThis is more specialist/niche hiring. Usually low headcount, hard to fill roles, where you need the position filled as it is business critical, but can't afford to hire the wrong person.We advise that as a client you should have a specific employee value proposition (e.g. why is this job so attractive? It’s not about selection, it’s about attraction . As such, on job ads you should give 3-5 reasons ‘why’ candidates should apply to your role).We will help with ‘active’ sourcing to locate and approach talent, as well as forming networks, writing ads, posts, creating a talent community, etc. In addition to the above, you should be asking for referrals from employees and your own networks (pushed and encouraged engagement from the business line, ask them who the best people they know are, etc)Priority is on effectiveness – getting the position(s) filled


EXECUTIVE HIRING25%-30% FOR EXECUTIVE SEARCH STYLE, VERY NICHEThis is where you need to hire the best of the best. Usually involving fewer headcount (eg. 1-2 positions). These are often much harder to fill positions, often needing time, resources and market knowledge to fill them, so you need the expertise of a leading recruitment agency like Stride to succeed.This is where executive search firm approaches come into play. Money should not matter here (not just candidate compensation, but recruiting costs), This is a strategic and business critical hire. You need to work with a firm like Stride that has a global reach/network, and in depth market knowledge to find these people, and attract them to you as their sole choice of employer.Priority is not focused on effectiveness, it’s focused on excellence. We need to help show you’re the best.


CAN THE ABOVE FEES BE REDUCED?Yes. However, we will never reduce our fees to a degree that will impact our very high standards of delivery in any way(s).The following are some examples of ways we could reduce the above fees by a further 1% per point below:-Offer Stride exclusivity on current and/or future search assignments (30 days minimum)
-Allocate Stride candidates pre-booked interview slots each week
-Reduce the rebate period by 33%
-Pay part upfront as a non-refundable retainer (rest of fee deducted against this on placement)
-Many more (please enquire)You may select as few or as many of the above points as you like, in order to save on fees.At Stride we pride ourselves on our flexibility, and ability to find the right model for every client. As such, please do not hesitate to explain your needs to us, so that we may find the best solution for you and your business.Get in touch below to discuss further.

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Embedded Recruitment

Overview

Our Embedded recruiters can cover everything from sourcing to full-cycle recruitment, coordination, operations and more.They live and breath your business, it's culture, product and more.Our Embedded recruiters can act either as a stand-alone function within your business, or as an extension of an existing TA function.Generally, Embedded recruitment is a great option if your company intends to hire >10 candidates.

Pricing

Our Embedded recruiters work on a fixed monthly subscription fee with no hidden costs.All LinkedIn license's and recruitment tool costs are covered by Stride.Break Clause / Notice Period: All options below have a 1 month break clause. Meaning if you wish to end services with Stride, a 1 month notice period applies. This is significantly lower than competitors break clauses.Contract Lengths: Clients have a choice between 3, 6, 9 or 12 month contract lengths.


Option A: Monthly Subscription FeeSummary: We will agree to a fixed monthly fee over a 3, 6, 9 or 12 month period.1-2 embedded recruiters on average. You will get to interview them before they begin to ensure the best fit for your business.Generally, between £12,000 - £18,000 per embedded recruiter depending on experience.This is a great option for business that want more stability, and intend to hire over a longer, steady period.


Option B: Part Monthly Subscription Fee & Part Performance bonusSummary: We will agree to a lower monthly fee over a 3, 6, 9 or 12 month period and then a performance bonus if we hit hiring targets.We will then calculate the target as the total number of hires needed (e.g. 10 SWE hires). If Stride successfully makes all hires within the specified contract length, we will be awarded a performance bonus.Example: Reduced Monthly Subscription Fee of £10,000 per month, with a performance bonus of £50,000 to hire 10 Software Engineers over 6 months.This is a great option for business that want to reduce risk, whilst also increasing the incentive/motivation of our recruiters by putting the emphasis on performance and hitting targets.*Please note, we can also offer different variations to the above.


Get in touch below to discuss options for your business.

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Additional Pricing Options

We have multiple other delivery & pricing models, including hybrid versions of other options.Examples:-Part retained, part contingent.
-Part flat fee, part performance bonus on successful hires, etc.We don't pigeon-hole ourselves or our clients. We like to keep an open mind, and offer true flexibility to our clients.Whatever your needs, we'll be sure to find something that works best for you. Get in touch today to discuss a bespoke option for your business!

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