Service Models 
Contingency vs. Exclusive vs. Engaged / Performance Based



Different companies have different hiring needs. Here at Halcyon, we don’t treat recruitment as a one-size-fits-all service. We offer three different service models which can be adapted to fit all of our clients’ requirements and existing processes.

Fee Chart


Replacement Guarantee

Fee %

Additional Notes:





Only pay if/when candidate is hired





Set period allocated to work exclusively together. No upfront investment.


(Performance Based)

4-Months for all non-managerial titles.

6-Months for all Manager + titles (generally $100K salary +)


10% engagement fee of total expected fee paid upfront to start the search. Remaining amount due on Offer & Acceptance. If my team does not deliver you 2-3 qualified candidates (at a minimum) that your hiring team phone screen or face-to-face interview with, we will return 100% of the engagement fee. 100% money back guarantee. We fill 100% of the roles we work on on an engaged, shared risk basis.

6 Reasons We Feel Our Clients Should Say "Yes" to a Performance Based - Shared Risk Model

When we work in an engaged model - We're not going to go after people who are just 50, 60, or 70% fits. I want to go out there and find the 3-5 of the best players in the marketplace: the A players. Now, these players are invisible to anyone else. Their noses are down to the grindstone, working their tails off for your competitor, so they’re not answering job board ads or anywhere else. This is where someone has to do the due diligence to find them, research them, come up with an employer value proposition, to extract them out of their current situation. This takes real work – and it doesn’t take a day or two. But by doing this shared risk process, and creating a quality-based process instead of a speed-based process, you have the ability to make the best decision from the best talent in the marketplace – almost guaranteeing you won’t have a mis-hire.

Why Say Yes!

1. Your search becomes a top priority:

The performance/shared risk structure means that both the client and search consultant both have skin in the game. On a typical contingency desk, recruiters work on ten to twenty searches at any given time; they have to because they don’t have a commitment from any particular client.

In contrast when a client works on engaged search, they’re typically one of 1-3 searches that the consultant will take on at a time.

2. It’s a more professional process:

If a client farms out an assignment to multiple firms, they will likely be represented multiple ways in the market place. It’s difficult to have a cohesive message about the details of the company and the position if it’s being communicated by multiple consultants. 

In an engaged search, the client company is represented only one way in the marketplace. 

3. It elevates the search in the eyes of candidate: 

It’s not uncommon in a contingency structure for a candidate to be called by 2 recruiters for the same position. This smacks of desperation and gives the candidate the impression that the company isn’t taking the search seriously. 

Some candidates will ask if the company has hired one firm on retainer as a test to see if the company values the position. By using one firm in an engaged structure, it allows the consultant to attract a higher caliber of talent

4. It saves valuable time for the client:

Would you have five accountants or CPA firms work on your taxes at the same time and then ask them fight amongst themselves over who gets paid? Of course not. If you did, you would only be able to attract the least skilled accountants to work under such an unprofessional arrangement.

5. The best candidate is hired: - MOST IMPORTANT

Because contingency recruiters have no commitment from their clients, they must gravitate towards those searches that are the easiest and the quickest to fill. Additionally, it’s in their interest to skim the surface of the candidate universe as quickly as possible.

In an engaged structure, a much deeper search can be executed and every viable candidate can be thoroughly interviewed. Only information on the cream of the crop is provided to the client, saving them time, and ensuring they have access to the best available candidates.

6. The recruiter acts as a partner, not a competitor:

On a contingency search, the recruiter acts as the client’s competitor by shopping each candidate to multiple companies. It’s not the recruiters fault (its simple economics) but in effect, he’s competing with the client. 

In an engaged structure, the candidate is not presented with other opportunities. The recruiter is not a competitor but a team member.

What's Included When We Work On An Engaged / Performance Basis

** Priority Search - allocate all resources including me leading the search, 1 Recruiter and 2 Sourcing Specialists on the search (team of 4 on your search alone). 


** Full Market Map - full unprecedented access to 193,000 candidates in our network and database. We proactively engage and attract them to your role


** Utilize our industry leading multi-faceted 24/7/365 recruitment campaigns that include: emails, Linkedin, FB/Linkedin/Google Job board ads, personalized videos, old-school headhunting and cold/warn calling and EVEN direct mailers


** Evidence-Based Assessments & Technical Interviews to weed out the bottom 85%. The top 10-15% are presented along with executive summaries, pre-recorded video interviews and references


** We work with you to design a Bullet-Proof interview process, designed to de-risk the hire through a Score-carding System, Competency & DNA interviews, as well as 'Test-Drives' (Working interviews / Projects / Assignments) that are unique to your environment


** 6 month - Full Retention Program - We provide on-boarding and retention training to you and the newly-hired employee, along with 30-day, 90-day, 180-day check performance reviews to benchmark against your Performance Profile, backed by our 6 month guarantee.


** Give you a full detailed list of every candidate contacted for you to use in the future on your own. INCLUDING - Compensation surveys? Competitive analysis? Competitors policies on relocation, vacation time, benefits, etc.?