Contingency

Hiring Individuals

Suited for 1-2 individual hires
No upfront fees.
You pay upon hire.
Fees consist of 20-30% of each hire's base salary
You only see the people sent to you.
Candidates are submitted to several companies for the highest bidder.

Transparent RPO

Building Teams

Suited to building teams and scaling your hiring
Fixed fees based on hourly structure (10-40 hours per week)
All sourced candidates are presented only to you.
24/7 access to pipeline data & activity
You keep all candidate database information after a project concludes.
This translates into potential hires beyond your current needs.
Embedded recruiters act as extensions of your internal talent acquisition team.
They communicate your values and culture.
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Frequently Asked Questions

What are the biggest differences between Contingency and RPO?

Pricing and pipeline access. You pay a fee when you hire someone when using contingency recruiting. This number is typically 20-30% of a candidate's starting salary. You pay a fixed fee based on hourly usage with RPO.

Contingency agencies present candidates to you and a number of other firms to maximize their chances of securing a hire. RPO firms present candidates only to you.

You don't get access to candidate information and pipeline activity with contingency services. You only interact with people submitted to you.

Transparent RPO gives you full access to all candidate activity including initial outreach and follow-up.

When would I use Contingency?

We recommend using contingency services when you only have one or two hires to make and you don't anticipate high demand in the near future. These roles could be very specialized profiles with historically low turnover rates.

When would I use RPO?

RPO is suited for scaling your talent acquisition based on repeatable roles. For example, RPO is cost-effective if you need to hire several software engineers or account executives.

What costs more/less?

It depends on your budget and timeline. If you need to make one hire, contingency may make sense based on the role's base salary. If you need to make 50 hires, RPO is more friendly to your cash flow.

"Incredibly beneficial to us"

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"The guidance that Hub provided us really helped us to stick with a great timeline and move things through fast. We accomplished this entire framework in less than a quarter which is truly amazing. 
This process has helped Criteo as a whole to become more efficient, to tackle the challenge of getting candidates to pick up the phone or to answer questions and that’s been incredibly beneficial to us."
- Jessica Breslav
Managing Director, Mid-Market Americas
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