PRICING
Transparent Fees. Flexible Payment. Built-In Guarantee.
Most recruitment agencies will not tell you what they charge until you are already in a conversation. We think that is backwards. Here is exactly what we cost, how payment works, and why our model removes more risk than any rebate clause ever could.
We are a small, specialist team. No corporate offices, no bloated overheads, no expensive job boards. Our network was built over years of working at the cutting edge of deeptech. That means we operate at a lower cost base than traditional agencies, and we pass that directly to our clients.
THREE WAYS TO PAY
Every option includes the same search quality, the same network access, and the same dedicated team. The only difference is how and when you pay.
Monthly Plan
25% of first year base salary
Spread the full fee across 12 equal monthly payments, starting from the candidate's first day. No large upfront commitment. No cash flow shock. Just a predictable monthly cost that scales with your hiring.
The 12-month guarantee
If the hire does not work out at any point during the 12 months, you stop paying. No rebate process. No clawback negotiations. No small print. You simply cancel the remaining payments and walk away.
Example
For a Senior Perception Engineer on a $250,000 base salary, the total fee is $62,500. Paid monthly, that is $5,208 per month for 12 months. If the hire leaves or is let go in month 6, you have paid $31,248 and owe nothing further.
Traditional rebate clauses give you 12 weeks of protection. We give you 12 months. Traditional rebates require you to pay the full fee upfront and then fight to get a portion back if things go wrong. Our model means you never overpay in the first place. The fee only accumulates for as long as the hire is working.
Split Payment
22% of first year base salary
Pay half the fee when the candidate starts, and the remaining half at the three-month mark. A straightforward structure that balances cost with confidence.
This option works well for companies that want to reduce upfront exposure without committing to a full 12-month billing cycle. You pay 50% on the candidate's start date, and 50% at the end of month three.
Example
For a Senior Perception Engineer on a $250,000 base salary, the total fee is $55,000. You pay $27,500 when the candidate starts, and $27,500 three months later.
Upfront Payment
20% of first year base salary
Pay the full fee when the candidate starts and receive the lowest rate. Simple, clean, and the best value for companies that prefer to close out costs in one transaction.
Example
For a Senior Perception Engineer on a $250,000 base salary, the total fee is $50,000, paid in full on the candidate's start date.
WHY WE PUBLISH OUR FEES
The recruitment industry has a transparency problem. Fees are discussed behind closed doors, vary by client, and are often negotiated under pressure at the point of offer. We do not operate that way.
Our fees are published because we believe hiring managers deserve to know what a search costs before they commit to a conversation. There are no hidden charges, no surprise invoices, and no fees that change depending on how much we think you can afford.
Every client pays the same rate. The only variable is how you choose to pay it.
HOW WE KEEP FEES COMPETITIVE
We are not a 200-person agency with a robotics desk bolted on. We do not carry the overhead of city-centre offices, enterprise software licences, internal account managers, or expensive job board subscriptions.
Our model is built on deep networks and specialist knowledge, not headcount and infrastructure. The people who map the market are the same people who speak to candidates and brief hiring managers. No layers, no handoffs, no wasted cost.
That lean structure means we deliver specialist search quality at fees considerably lower than what a traditional agency charges for the same calibre of hire.
COMMON QUESTIONS
What is included in the fee?
Everything. Market mapping, candidate identification, direct outreach, screening, interview coordination, offer management, and post-placement check-ins. There are no additional charges for advertising, sourcing tools, or administration.
Do you charge differently for retained vs contingent searches?
The fee percentage depends on the payment option you choose, not the search model. Whether we work on a contingent, exclusive, or retained basis, the three payment options above apply. Retained searches require a portion of the fee on engagement to secure dedicated resourcing.
What happens if the candidate leaves during the monthly plan?
You stop paying. If the candidate resigns, is let go, or the role is eliminated at any point during the 12-month payment period, you cancel the remaining monthly payments. There is no penalty, no clawback, and no administration. You have paid only for the months the hire was in place.
Can I switch payment options after the search starts?
Yes, as long as no candidate has been placed. Once a placement is confirmed, the agreed payment option applies for that placement.
Do you charge for searches that do not result in a placement?
On contingent and exclusive searches, no. You pay nothing unless we place a candidate. On retained searches, a portion of the fee is paid on engagement to secure dedicated resourcing. This is standard for retained search across the industry.
Is there a minimum salary threshold?
We focus on specialist robotics and autonomy roles, which typically start at $150,000 base salary. For roles below this level, our fees may not represent the best value compared to other sourcing methods.
How do your fees compare to other robotics recruiters?
Our upfront rate of 20% is below the industry average for specialist search, which typically ranges from 22-30%. Our monthly plan at 25% reflects the additional flexibility and built-in guarantee that no other recruiter offers.
Ready to talk about a role?
Pick the payment option that works for your business. We will handle the rest.
Start a conversation