Costs and contract

The agreements on duration and notice period are stated transparently in the quote and the contract, matching the package you choose. We do not believe in holding on to clients with fine print, but in keeping clients with results. Book a conversation and you get all the terms in black and white before you commit to anything.

The complete recruitment machine: strategy and target audience analysis, employer proposition, content and campaigns, sourcing, application funnels, screening and candidate follow-up, plus clear reporting. So you are not buying a single service but the full funnel, executed under your name. Anything that falls outside it, we discuss upfront, so you are never in for surprises.

The media budget is part of the monthly fee, within the agreed scope. We use it to run your campaigns on the channels where your candidates actually are. If your situation calls for more reach, for example with many vacancies at once or very scarce target audiences, we discuss that upfront. So you always know exactly what is being spent on media and why.

No. At SocialFind you pay a fixed monthly rate, not per candidate hired. That is a deliberate choice: a fee per placement rewards speed over quality and makes every hire more expensive the more people you take on. With a fixed rate, your price per hire actually drops as the system starts running better.

No. The monthly rate is the monthly rate, media budget included, and that is a deliberate promise on our pricing page. Extensions, for example extra media budget at higher volumes, are always agreed with you in advance. You know exactly what we know: the same numbers, the same reporting, no fine print at the bottom of the invoice.

The partnership starts at EUR 6,500 per month. What you pay above that depends on scope, recruitment capacity, the number and type of vacancies, hiring pressure and how much you outsource. In a conversation we map out your challenge, choose the way of working together and you receive a proposal to match.

A recruitment and selection agency charges per placement, often a percentage of the annual salary. For one single hire per year that can work out cheaper than a monthly rate; we will be honest about that. As soon as you hire several people per year, the math flips quickly: the fixed rate stays the same while fees keep stacking up. Our comparison page puts both models side by side.

That differs per organization, and we deliberately do not slap a standard percentage on it. The calculation consists of avoided agency fees, vacancies filled faster, less lost productivity and a falling price per hire as your brand and funnel get stronger. On the business case page we explain that logic in full, and in a conversation we make it concrete with your numbers.

Recruitment is rarely a straight line, and we account for that. We absorb peaks and dips within the partnership by shifting focus: in quiet periods we build your brand and talent pool, in busy periods everything runs on inflow. If your needs change structurally, we discuss whether the package still fits.

More than most organizations realize: missed revenue or production, overtime for the existing team, longer lead times and sometimes delayed growth. The exact costs differ per role and organization, so we prefer to calculate them together with you rather than shouting out a standard figure. The business case page lists the cost items for you.

Everything we build runs under your name: the campaigns, the content, the application pages, the talent pool and the data. If the partnership ends, you simply take it with you and the employer brand you have built stays in place. So you are not paying for reach an agency builds up, but investing in a recruitment engine in your own name. Usage rights and ownership are set out in the agreement.

A partnership can evolve. If it starts as project RPO for a defined question and grows into structural intake, we look together at whether full or co-sourced RPO fits better. The reverse is possible too. We agree that in advance based on your scope, including capacity and price, and set it out again in the proposal.

No, there is no hire guarantee. Guaranteeing a placement and tying your fee to it puts you right back near the no cure no pay model we deliberately moved away from. What we do guarantee are the parts we control: execution, speed (new candidates followed up within one working day), transparency, reporting, output and getting the most out of the market. And if we do not deliver structurally, a client does not stay. Our reason to exist is delivering results.

No, not even on request. No cure no pay runs against the way we recruit: a fee per placement rewards placing fast, a fixed fee rewards hiring well. What is possible is a defined project around one specific vacancy or hiring question, for instance a difficult or expensive role where the alternative agency fee would easily run into tens of thousands of euros. You buy that project as a project, not paid only upon a placement.