The Conflict of Interest in Traditional Search
Why percentage-based commissions are costing you more than just money.
Their Incentives
- •Higher salary = Higher commission
- •Incentivized to inflate offers
- •Variable, unpredictable costs
Your Goals
- •Find the best candidate
- •Fair market compensation
- •Transparent, fixed costs
The "Agent Problem"
When a headhunter takes 20% of the salary, they are financially penalized for finding you a better deal.
Think about it: if they negotiate a candidate down from $180,000 to $160,000, they lose $4,000 in commission. Their incentive structure rewards them for pushing salaries higher, not for finding you the best value.
"We are the only people in the room who don't get a raise when your candidate does."
This isn't just about cost—it's about alignment. When your recruiter's success is measured by the size of your payroll, their advice becomes compromised. They're incentivized to bloat salaries, not to find you the perfect leader at fair market value.
The Math
Traditional Firm
Scenario
Director of Operations
$160,000 Salary
Fee Structure
25% of Salary
Total Cost
$40,000
Result
Variable & Unpredictable
Fixed Flat Fee
Scenario
Director of Operations
$160,000 Salary
Fee Structure
Fixed Flat Fee
Total Cost
$10,000
Savings
$30,000
Result
Transparent & Fixed
The Philosophy
Unbiased Advice
We advise on market value without conflict.
Budget Certainty
Know your hiring costs before you start.
Long-Term Partnership
We prioritize fit over fee size.