How much does a recruitment firm cost and why executive search costs more

Most often between 15% and 25% of the recruited candidate's annual gross pay, for a success-based hire. Executive search, paid partly before the result, sits more between 25% and 33%. No public statistic records these rates: they are the most frequent ranges in the terms published by firms. For a €80,000 role, a success-based firm therefore costs between €12,000 and €20,000 excl. VAT. At Volta Executive: 25% for one role, 23% per role from two similar roles assigned together, a one-third deposit at launch, deducted from the final invoice, balance on signature of the offer letter, exclusive mandate.

Because it buys a different kind of work. On a success basis, 15 to 25% of annual pay, the firm is paid only if it places a candidate and often works without exclusivity. Executive search, at 25 to 33%, runs an exclusive search by direct approach: market mapping, executives in post approached one by one, an assessed shortlist, each stage paid when delivered. At this level, a mistake costs far more than the gap in rates: between 90% and 200% of annual salary for the total cost of a departure, according to the SHRM Foundation. Volta Executive sits at the entry point of the executive search range: 25% for one role, settled with a one-third deposit at launch, deducted from the final invoice, balance on signature of the offer letter, exclusive mandate.

On the recruited candidate's annual gross pay, but each firm defines it in its own way: fixed salary only, or the full package. At Volta Executive, it is the annual gross package: fixed salary, target variable pay (bonus, premiums, profit-sharing) and benefits in kind valued for tax purposes, such as a vehicle. Always compare two quotes on the same basis: 20% of a fixed salary and 20% of a package do not give the same invoice.

On a success basis, you pay only if you hire, and the firm often works without exclusivity. With a retainer, the executive search model, fees are paid in three thirds: at launch, on presentation of the shortlist and on hire; the first third remains due even if no one is hired, in return for an exclusive, closely followed search. A flat fee is an amount agreed in advance, independent of salary, mainly for sourcing or pre-screening. Volta Executive practises a simpler executive search model: direct approach, exclusive mandate, 25% for one role, 23% per role from two similar roles assigned together, a one-third deposit at launch, deducted from the final invoice, and the balance on signature of the offer letter.

That is the role of the replacement guarantee: if the candidate leaves the role or the probation period is ended within the agreed time, the firm relaunches a search at no new fee. Check its length and exclusions before signing. At Volta Executive, the guarantee is 3 months, extendable to 6 months, with a 90-day onboarding follow-up included (check-ins at D7, D30, D60 and D90). The exclusions are written in our terms and conditions: substantial change to the role, internal reorganisation.

In-house, there are no fees, but there are job ads, your managers' time and a role that stays empty longer when applications are lacking. In 2024, 54% of companies that hired a manager ran into difficulties, mainly for lack of applicants, and hiring a manager took 12 weeks on average (Apec, 2025). With the default assumptions of our simulator, one month of vacancy for a manager at €80,000 costs about €23,000, more than the €20,000 of fees at 25%. And a bad hire costs far more: 1.5 times annual salary for a manager in our assumptions, between 90% and 200% of salary for the total cost of a departure according to the SHRM Foundation.