Signs You’ve Outgrown Contingency Recruiting
If the last three placements felt “fine” and you’ve heard “at least talk to this one” more times than you can count, contingency isn’t fitting anymore. The cause isn’t necessarily a bad recruiter, or a sudden shift in candidate behavior. More often, it’s a stage mismatch: contingency works for one-off, winner-take-all placements, but it struggles […]
Time to Hire with Fractional Recruiting
Fractional recruiting gives you a sourcing engine that keeps running between hires. Scheduling and reference-check coordination come off your plate. The result is fewer weeks lost to stalled feedback and cold starts. In this guide, you’ll see what industry benchmarks say, where time really goes in a typical hire, and how fractional compares to contingency […]
Fractional Recruiting for Construction Companies
You lose a senior PM mid-project, but you can’t go to the client and ask to pause the job. Posting for a replacement doesn’t fix things. You start paying for schedule slip and overtime, and then you compete for the same supers and PMs every other GC is calling. Fractional recruiting for construction companies replaces […]
How to Choose a Fractional Recruiting Partner
Most fractional recruiters sound identical until you’re two weeks in and still staring at unqualified Indeed applicants. You want time back, and a résumé-forwarder is just another time drain. As Fletcher Wimbush puts it, “HR people are not recruiters. Making a compliance admin focused HR person do recruiting is like making an accountant do sales.” […]
Fractional Recruiting vs RPO
You outgrew contingency recruiting, and now you’re staring at two options that sound interchangeable: fractional recruiting and RPO. They aren’t. RPO is built for sustained, high-volume hiring with deep integration and longer commitments, while fractional is built for lumpy 5–30 hires per year with month-to-month flexibility and a clean off-ramp. The catch is that most […]
Fractional Recruiting vs Contingency
You paid $48,000 in contingency fees last year, and you’re about to do it again. You’re not crazy for using contingency; it works for true one-off hires. Hiring more than occasionally exposes contingency’s compound problem. Percentage fees stack with every placement, and the model rewards closes over scorecard fit. In this guide, you’ll see how […]
Fractional Recruiting Cost in 2026
You’re pricing your next hire and wondering what fractional recruiting cost comes out to. In 2026, expect three clear price points: $2,500/month month-to-month $1,500/month with a 6-month commitment $1,400/year if you DIY with a self-serve platform If you’ve already paid a 15% to 25% contingency fee once, the real question is what hire two costs. […]