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Flexible Recruiting

One Search Firm. Four Ways to Hire.
A Flat Monthly Fee Instead Of Placement Fees

Recruiting As A Service

Recruiting as a Service, or RaaS, replaces per placement fees with a subscription. You get a dedicated recruiting team assigned to your account, working only your roles. There are no placement fees at all, regardless of how many people you hire within your plan.

Pricing runs in tiers. Starter is $2,999 per month for up to five hires a year. Growth is $5,999 for up to ten. Scale is $9,999 for eleven or more.

Your monthly rate covers:
  • A dedicated recruiting team, never shared across dozens of accounts
  • Full cycle recruiting: role profiling, sourcing, screening, interview support, and offer management
  • Proactive pipeline building, so candidates exist before the requisition does
  • Employer brand and candidate experience management on every interaction
  • ATS integration with live reporting dashboards
  • Weekly check ins and ongoing talent advisory

The math is straightforward. Ten hires at a 20 percent fee on a $110,000 salary comes to $220,000. The Growth plan for that same year is $71,988. That gap is why most of our manufacturing clients end up here.

What would your next hire actually cost?

See your exact savings. We fill any position from the production floor to the boardroom.

Drag the sliders and watch contingent fees stack up against a flat RaaS rate.

$80,000
3
17%
Matching RaaS plan
STARTER $2,999/mo Up to 5 hires/yr
GROWTH $5,999/mo Up to 10 hires/yr
SCALE $9,999/mo 11+ hires/yr
CONTINGENT TOTAL $40,800
RAAS ANNUAL COST $35,988
TOTAL SAVINGS $4,812
COST PER HIRE $11,996

At 17% contingent, 3 hires a year runs $40,800. With RaaS Starter you pay $35,988, saving $4,812 (12%) at roughly $11,996 per hire.

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Candidates Who Are Already Looking

Rizonet Rockstars

Sometimes you do not need a search. You need someone qualified who can start soon.

Rockstars are manufacturing professionals we have already interviewed, presented as blind profiles so you can assess skills without triggering a bidding war. One flat fee, paid only if you hire. No subscription and no contract.

Determining the Fitting Model

Which Model Fits Your Hiring Volume

Contingency Retained Recruiting as a Service
Cost
Percentage of first year salary, due on hire
Staged fee, engaged up front
Flat monthly rate, no placement fees
Best for
One off openings
Critical leadership roles
Two or more hires a year
Recruiter focus
Shared across clients
Dedicated to one search
Dedicated to your account
Pipeline
Restarts from zero each time
Custom market map per search
Always on, warm between roles
Reporting
Limited between searches
Regular search updates
Live dashboards and weekly check ins
FAQs

Top Questions About Our Recruiting Services

Can we switch from contingency to Recruiting as a Service later?

Yes, and many clients do exactly that. They start with one contingent search, watch how our recruiters work, then convert once a second or third opening appears. Clients who convert keep the same team that ran their first search, and any role already in progress carries over without restarting.
No, the fee stays flat regardless of salary. A $200,000 director and a $75,000 quality engineer cost the same under a subscription, while a contingent fee on that director alone could exceed $40,000. Any placement your dedicated team sources and delivers within your plan tier counts, and if your volume outgrows the tier mid year, we move you up rather than start invoicing per placement.
Retained fees are paid in stages tied to search milestones rather than in one lump sum, with the exact split documented in writing before work begins. Contingent and retained placements carry a replacement guarantee at no extra cost. Subscription clients never pay a replacement fee because they never paid a placement fee to begin with, so the recruiting work is already covered by the monthly rate.
Yes to both. A common setup is a subscription covering ongoing plant and engineering hiring, with a separate retained search running for a confidential leadership replacement. If your volume drops, talk to us before you cancel entirely, since moving down a tier usually beats stopping and restarting a cold pipeline later.
Your team keeps sourcing. That is the practical difference between a subscription and a series of transactions, so when a role opens in month four there is already a warm pipeline instead of a blank page. Terms are agreed up front and sized to your hiring plan. We would rather set a term you are comfortable with than have you paying for capacity you are not using.
You get live dashboards showing pipeline stage by stage, plus a weekly check in with your recruiting lead. If a search is stalling, you hear it from us before you have to ask.
Contingent searches can run alongside other agencies, though results are consistently better when they do not. Retained and subscription work is exclusive by design, since dedicated capacity only makes sense when it is not competing against other firms for the same hire. We ask which candidates you have already contacted and exclude them from any fee arrangement, so nobody pays a fee for someone already sitting in their own pipeline.
The role, the must have qualifications, the salary range, and the name of the person who makes the final decision. Those four things get a search moving, and everything else gets sorted during discovery. Manufacturing and construction are our focus and where we add the most value. We occasionally handle corporate roles for existing clients, such as finance or HR leadership, but we would rather decline work outside our lane than take it and underdeliver.

Not sure which model fits?

Contact us