HOW WE WORK
Every search is retained. One committed team maps the market, runs direct outreach, manages the interview process, and closes the offer. One published fee. One guarantee.
Published fees. Built-in guarantee. If the hire leaves, your remaining payments stop.
OUR ENGAGEMENT MODEL
No contingent spray-and-pray. No tiered service menu to choose between. No price-based compromise on the depth of work. The team that maps the market is the team that briefs candidates and closes the offer.
One retainer model at 25% of first year base salary, paid monthly across 6 months. A six-month guarantee that matches the payment window. Industry standard is a 12-week rebate. Ours is twice the industry standard.
Currently accepting two new searches for Q3 2026. New engagements typically begin within seven days of agreement.
02 — HOW WE WORK
Built for startups and scaleups.
If the hire leaves, your remaining payments stop.
No rebate process. No clawback. No small print. Cash flow protection in every engagement.
25% of first year base salary
Structure
Paid monthly across 6 months.
First month upfront on engagement. Five further monthly payments from the candidate's start date.
Guarantee
Six-month guarantee.
Twice the industry standard of 12 weeks. If the hire leaves during the payment window, remaining scheduled payments stop.
Worked example
For a $250,000 base salary, total fee is $62,500. First month of $10,417 paid upfront on engagement. 5 further monthly payments of $10,417 begin on the candidate's start date. If the hire leaves at month 3 of employment, the 3 unpaid future months are cancelled.
All in. No additional fees, no surprises.
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 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. Same retainer. Same guarantee. Same protection if the hire leaves.
TYPICAL MANDATES
The roles below are representative of the searches we run. Salary bands, company profiles, and typical search durations are from recent mandates across the US and Europe.
Series B AMR company
Boston
$220k-$280k base
Why specialist search
The perception pool that has shipped AMR stacks at fleet scale is small and networked. Volume outreach does not move these candidates; a specific, credible approach does.
Stealth humanoid program
Munich
€140k-€180k base
Why specialist search
Stealth humanoid programs compete for the same 30 to 40 senior autonomy engineers in Europe. Identifying who is approachable and who already has an offer is the difference between a quick close and a stalled search.
Surgical robotics scaleup
Zurich
CHF 180k-240k base
Why specialist search
Safety-critical controls experience with FDA or CE regulatory exposure is rare and geographically concentrated. Sourcing here requires research-group lineage knowledge that generalists do not carry.
Warehouse robotics Series C
Austin
$190k-$240k base
Why specialist search
Forward deployed is an unusual hybrid: robotics software depth, customer-facing polish, comfort with on-site travel. Generic software recruiters misfire here; the wrong hire stalls customer deployments.
Autonomous inspection scaleup
Oxford
£100k-£135k base
Why specialist search
Oxford Robotics Institute alumni are globally contested. Pulling a senior SLAM engineer away from a US AV competitor requires technical specificity on the mandate from the first conversation.
Industrial humanoid program
London
£160k-£220k base
Why specialist search
London's humanoid talent pool sits inside a tight AI-first autonomy cluster with DeepMind, Wayve, and Humanoid adjacency. Leadership hires here require reading across research credibility, product execution, and who is genuinely movable from that cluster.
Humanoid research team
Paris
€120k-€160k base
Why specialist search
Mistral AI and hyperscalers have reset senior applied ML compensation in Paris. Robotics programs competing for foundation-model-adjacent talent need a narrative that goes beyond comp.
Industrial cobot manufacturer
Odense
DKK 750k-900k base
Why specialist search
The Odense cobot cluster cycles talent between Universal Robots, MiR, OnRobot, and downstream spinouts. Knowing who is retention-locked and who is genuinely movable is the whole search.
Industrial AMR scaleup
Stockholm
SEK 750k-950k base
Why specialist search
The Nordic robotics market is small and dense. The strongest engineers move quietly between Stockholm, Gothenburg, and Odense. Generalist outreach burns bridges in clusters this tight.
WHAT YOU GET
COMMON QUESTIONS
Everything. Market mapping, candidate identification, direct outreach, screening, interview coordination, offer management, and post-placement check-ins. All in. No additional fees, no surprises.
25 percent of first year base salary, paid monthly across 6 months. The first month is paid upfront on engagement to secure the search. The remaining 5 monthly payments begin from the candidate's start date and run for the next five months.
If the hire leaves at any point during the 6-month payment window, the remaining scheduled payments stop. No rebate process. No clawback. No small print. Payments already made are not refunded. The mechanic applies whether the candidate resigns, is let go, or the role is eliminated.
Industry standard for retained search is a 12-week rebate. Our six-month guarantee is twice that. Industry-standard retained fees run from 28 to 33 percent of first year base salary. Ours is 25 percent. Lower fee, longer protection, no rebate paperwork.
The first payment secures dedicated resourcing from day one of the engagement and is not refundable. If no placement is made, you owe nothing further beyond that first payment. This is how retained search works across the industry.
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.
We recruit across the specialist disciplines that define robotics and autonomy engineering, from perception engineers to controls engineers. Each role has its own search strategy, candidate pool, and qualification approach.
One retainer model. Published. We handle the rest.
