Fixed-Fee vs. Commission Recruiters: What Startups Really Need to Know

fixed-fee-vs.-commission-recruiters:-what-startups-really-need-to-know

💸 Fixed-Fee vs. Commission Recruiters: What Startups Really Need to Know

(Before You Wire 25 % of Salary to Someone Who’s Never Used Slack)

Searching “recruiting agency pricing” turns up a jungle of percentages, retainers, and fine print. For cash-strapped startups, every euro that isn’t going into product or runway matters. So let’s cut through the gobbledygook:

Model Typical Cost When You Pay Hidden Gotchas
Commission / Contingency 20–30 % of first-year salary After hire signs “Replacement fees,” ballooning costs on senior hires
Retained / Executive Search ⅓ upfront + ⅓ short-list + ⅓ offer (often 25–35 %) Throughout search You pay even if you fill the role yourself
Fixed-Fee (Funded.club style) €3,900–€9,000 per role (≈ 6–7 % for most startup salaries) Small advance + balance after hire signs None—price is price, no % surprises

🚀 Why Commission Made Sense (in 1995)

  • High salaries, low turnover: corporate VP roles paid six figures and stayed for years.

  • Resume fax machines: sourcing was literal leaf-raking; agencies guarded their Rolodex.

  • Startups were rare: the fee was a rounding error for Fortune 500 budgets.

2025 reality? Startups hire fast, iterate titles, and remote talent is global. The old model creaks louder than a modem handshake.


📊 Real-World Math: Commission vs. Fixed-Fee

Example Role Salary Commission @ 25 % Funded.club Fixed Fee Savings
Senior Backend Engineer €95k €23,750 €6,500 €17,250
Head of Growth €120k €30,000 €9,000 €21,000
Customer Success Rep €50k €12,500 €3,900 €8,600

(Multiply that by five hires and you’ve got a seed-round extension.)


🏴‍☠️ Commission Pitfalls No One Puts in the Brochure

  1. Misaligned incentives – Agencies push higher salary offers (bigger % for them, higher burn for you).

  2. Candidate churn? You pay again – 90-day replacement promises often exclude voluntary quits.

  3. “Free” until hired – Sounds nice… until three firms carpet-bomb LinkedIn and taint your brand.

  4. Role inflation – Agencies nudge you to senior titles to justify bigger fees. (Do you really need a VP of Ops at 12 people?)

True tale: A London SaaS startup paid £28 k commission for a VP Sales who left at month 8. Replacement discount? 20 % off the next £28 k. Founder’s reaction: 🍋.


🔒 Why Fixed-Fee Fits Startup DNA

Startup Need Fixed-Fee Advantage
Budget certainty Fee is set; board & CFO stay calm.
Speed Recruiter paid to fill, not haggle over comp.
Role agility Need to tweak scope mid-search? No % recalculation nightmares.
Culture fit Fixed-fee partners focus on successful placement > paycheck size.

Flashback: When Supernova.io scaled post-funding, they hired 14 roles via Funded.club, saved > €210k, and eliminated an in-house recruiting team. (CEO’s words, not ours.)


🧐 “Isn’t Fixed-Fee Just a Commission in Disguise?”

Nope.

  • No salary-based upsells.

  • No multi-tier retainers.

  • One transparent invoice, zero footnotes.
    That’s why our average cost is ~6 – 7 % of salary—less than one-third of traditional agency pricing.


✏️ TL;DR Cheat Sheet for Founders

  • Pre-seed / Seed: Burn is life. Fixed-fee keeps costs predictable.

  • Series A–B blitzscaling: Multiple hires? Commission stacks like LEGO fees. Fixed-fee scales linearly.

  • C-level searches: Executive retainers still have a place—just know every tranche before signing.


🛠️ Ready to Slash Hiring Costs?

Funded.club: Fixed-fee. Fast. Founder-friendly. (And yes, we still use Slack.)

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