The board deck says eight hires by the end of Q1, finance wants a cost per hire that does not move, and the founder has roughly a fortnight of attention to spare on the whole process. That is the buyer the recruitment industry is now selling to, and the brief looks nothing like the one a corporate talent team hands over.
The board deck says eight hires by the end of Q1, finance wants a cost per hire that does not move, and the founder has roughly a fortnight of attention to spare on the whole process.
A fee that is a number, not a range The percentage model made sense when salary was the only available proxy for how hard a search would be.
That is the buyer the recruitment industry is now selling to, and the brief looks nothing like the one a corporate talent team hands over.
The page is ready to read now. The fuller skim-friendly version will appear here automatically.
The board deck says eight hires by the end of Q1, finance wants a cost per hire that does not move, and the founder has roughly a fortnight of attention to spare on the whole process. That is the buyer the recruitment industry is now selling to, and the brief looks nothing like the one a corporate talent team hands over. Most of them are a poor fit for how recruitment has traditionally been priced and delivered.
Stuart Gentle Publisher at Onrec 23 Sep 2026 | HR & Recruitment Tech. A percentage is not a number you can put in a spreadsheet.
Open the app view to save this story, compare related coverage, and continue from the same source.