How Fixed Fee Recruitment Can Save You £30,000+ on Your Next Executive Hire
- Nov 19, 2025
- 19 min read
Can I Use Fixed Fee Recruitment for Executive Level Hiring?
Updated in November 2025
Yes, you can use fixed fee recruitment for executive level hiring. Fixed fee recruitment UK services can successfully place directors, senior managers, and some C-suite roles at a fraction of traditional costs. Whilst most agencies claim executive hiring requires retained search at 25-35% of salary (£25,000-£70,000+), specialist agencies like Kamro offer fixed fee executive recruitment from £1,500-£3,000. Success depends on role complexity, your company's appeal, and the agency's executive networks. This approach works particularly well for director-level positions, heads of department, and senior managers where you have a competitive offer and clear requirements.
Table of Contents
What Is Fixed Fee Recruitment and How Does It Work?
Fixed fee recruitment means you pay one set price for hiring services, regardless of the candidate's salary.
Traditional agencies charge a percentage. If you hire someone on £100,000, you might pay £15,000-£20,000 (15-20% fee). If salary negotiations push that to £120,000, your fee jumps to £18,000-£24,000.
Fixed fee changes this completely.
You pay the same amount whether the candidate earns £50,000 or £150,000. Most UK fixed fee recruitment agencies charge between £500-£1,500 for mid-level roles. For executive positions, specialist services like Kamro charge £1,500-£3,000.
How Traditional Recruitment Works
Traditional agencies work on contingency or retained models.
Contingency recruitment: The agency only gets paid if you hire their candidate. They charge 15-20% of first year salary. According to the British Business Bank, this averages £3,000 for standard roles and can reach £30,000+ for executives.
Retained search: Common for executive roles. You pay in three stages: one third upfront, one third at shortlist, final third when hired. Total cost is typically 25-35% of annual salary.
How Fixed Fee Recruitment Works
You pay one transparent price that covers:
Writing and optimising your job advert
Posting across multiple UK job boards
CV screening and filtering
Initial candidate interviews (with some agencies)
Creating your shortlist
Interview support
The fee stays the same regardless of outcome. You can even hire multiple candidates from one campaign without extra charges.
Think of it like hiring a decorator. Traditional agencies charge based on your house value. Fixed fee agencies charge based on the work needed.
How Much Does Executive Level Hiring Cost in the UK?
Executive hiring costs vary dramatically based on your chosen method.
Traditional Retained Search Costs
Retained search firms charge 25-35% of the executive's first year total compensation.
Here's what that looks like in real numbers:
£80,000 salary role: £20,000 - £28,000 in fees
£100,000 salary role: £25,000 - £35,000 in fees
£150,000 salary role: £37,500 - £52,500 in fees
£200,000 salary role: £50,000 - £70,000 in fees
Industry data shows executive search firms often quote around 30% as standard.
Fixed Fee Recruitment Costs
Fixed fee services for executive roles typically cost:
Entry-level executives (Senior Managers): £1,500 - £2,000
Directors: £2,000 - £3,000
C-suite (where offered): £2,500 - £4,000
At Kamro, our flat fee recruitment services for executive roles start from £1,500, with no hidden costs.
Hidden Costs Most Businesses Miss
Traditional recruitment adds costs beyond the headline fee:
Advertising expenses: Often charged separately
Travel costs: For candidate meetings
Background checks: Additional fees
Multiple attempts: If first candidate fails, some firms charge again
The Office for National Statistics reports employers spend an average of £22.50 per hour on wages plus £10.10 on benefits. When you factor in a bad hire, costs multiply quickly.
Real Cost Comparison Example
Let's say you're hiring a Finance Director on £100,000 salary.
Retained Search Route:
Upfront retainer: £10,000
Second payment at shortlist: £10,000
Final payment on hire: £10,000
Additional expenses: £2,000-£5,000
Total: £32,000-£35,000
Fixed Fee Route:
Campaign fee: £2,500
Placement fee: £0 (included)
Additional expenses: £0
Total: £2,500
Savings: £29,500-£32,500
You could hire 10-12 executive-level people via fixed fee for the cost of one retained search.
Can Fixed Fee Recruitment Work for Executive Positions?
Yes, but with important caveats.
The recruitment industry has convinced businesses that executive hiring requires retained search. This isn't always true.
The Industry Myth
Most agencies will tell you fixed fee only works for junior and mid-level roles. They'll say executives need exclusive headhunting, dedicated consultants, and extensive passive candidate searches.
Here's what they don't tell you: many executive candidates actively look for opportunities. Not everyone needs to be "headhunted" away from their current role.
When Fixed Fee Works for Executive Hiring
Fixed fee recruitment successfully places executives when:
The role is clearly defined: You know exactly what you need
Your company is attractive: Good reputation, competitive offer, interesting challenge
You're open to active candidates: Executives genuinely looking to move
Market conditions favour candidates: Lots of qualified people available
You have reasonable timeframes: Not desperate for an instant hire
The role is director or senior manager level: Rather than CEO or board positions
Types of Executive Roles Suited to Fixed Fee
Based on our experience at Kamro, these roles work particularly well:
Finance Directors and Financial Controllers
Operations Directors
IT Directors and CTOs (in SMEs and scale-ups)
Sales Directors and Commercial Directors
HR Directors (especially for growing businesses)
Marketing Directors
Heads of departments moving into director roles
What Makes Executive Hiring Different?
Executive hiring differs from standard recruitment in several ways.
The candidate pool is smaller. Requirements are more specific. Cultural fit matters enormously. One bad hire costs significantly more.
According to recruitment industry research, replacing a mid-level employee costs over £30,000. For executives, that figure approaches £200,000 when you include lost productivity, team disruption, and restart costs.
But none of this automatically means you need retained search.
What you need is an agency with:
Proven executive placement experience
Strong networks at senior levels
Rigorous screening processes
Understanding of executive motivations
Ability to assess cultural fit
Fixed fee agencies that specialise in executive recruitment can deliver all of this at a fraction of traditional costs.
What's the Difference Between Fixed Fee and Retained Search?
The main differences come down to cost structure, approach, and payment terms.
Payment Structure Differences
Fixed fee recruitment through Kamro works simply:
You agree the fee upfront (typically £1,500-£3,000)
We start work immediately
You only pay when you hire
If you hire multiple candidates, no extra charge
Retained search works differently:
Payment one: 33% upfront to begin search
Payment two: 33% when shortlist presented (usually 30-60 days)
Payment three: 33% when candidate hired
Some firms add expenses on top
Service Level Differences
Both models can deliver excellent results. The difference is approach.
Retained search consultants work exclusively on your brief. They'll spend weeks mapping your industry, identifying potential candidates, and approaching people who aren't actively looking.
Fixed fee recruiters focus on efficiently matching your role with qualified active candidates. They use job boards, their database, and targeted advertising to attract people genuinely interested in moving.
Neither approach is inherently better. It depends on your situation.
If you're hiring a CEO for a FTSE 250 company and need someone currently excelling at a competitor, retained search makes sense.
If you're a growing SME hiring a Finance Director and have a good opportunity to offer, fixed fee recruitment can deliver excellent results at lower cost.
Success Rates and Guarantees
Good agencies offer guarantees regardless of fee structure.
At Kamro, we provide replacement guarantees. If your hire doesn't work out within the agreed period, we'll find a replacement at no extra cost.
Retained search firms typically offer similar guarantees, though terms vary. Always clarify guarantee details before signing any contract.
Top 10 Benefits of Using Fixed Fee for Executive Roles
Here are the main advantages of choosing fixed fee recruitment for your executive hiring.
1. Massive Cost Savings
The numbers speak for themselves. Save £20,000-£50,000 per executive hire compared to retained search.
For a £100,000 director role, you'll pay around £2,500 instead of £30,000. That's a 92% saving.
2. Predictable Budget Control
You know exactly what you'll spend before you start. No surprises. No escalating costs if salary negotiations go higher than expected.
This makes financial planning much easier, especially for SMEs and growing businesses.
3. No Salary Inflation Incentive
Traditional agencies earn more when the salary goes up. This creates a conflict of interest.
Fixed fee agencies have zero incentive to inflate salaries. We succeed by making placements, not by pushing up compensation packages.
4. Multiple Hires for One Fee
Found two perfect candidates? Hire both without paying twice.
This is particularly valuable when building leadership teams or expanding into new regions.
5. Faster Decision-Making
Without staged payments and exclusive agreements, you can move at your own pace.
Interview candidates as they emerge rather than waiting for a formal shortlist presentation.
6. Lower Financial Risk
You only pay when you successfully hire. If the search doesn't produce suitable candidates, you haven't invested £10,000 upfront.
7. Transparent Process
Everything is clear from day one. No hidden fees, no surprise invoices, no complicated contract terms.
At Kamro, what we quote is what you pay. Simple.
8. Same Quality, Lower Price
Experienced fixed fee agencies deliver the same quality candidates as retained search firms.
We use the same job boards, access the same talent pools, and apply equally rigorous screening.
9. Ideal for Multiple Senior Positions
If you're hiring several executive roles, fixed fee becomes incredibly cost-effective.
Three director positions via retained search: £75,000-£100,000. Via fixed fee: £6,000-£9,000.
10. Perfect for Growing Companies
Scale-ups, SMEs, and ambitious businesses benefit most from fixed fee executive recruitment.
You need senior talent to grow. But you also need to manage cash flow carefully. Fixed fee gives you both.
Cost Savings: A Worked Example
Let's imagine you're a Kent-based manufacturing business hiring three senior roles over 12 months:
Operations Director (£90,000 salary)
Finance Director (£95,000 salary)
Sales Director (£85,000 salary)
Retained Search Costs:
Operations Director: 30% of £90,000 = £27,000
Finance Director: 30% of £95,000 = £28,500
Sales Director: 30% of £85,000 = £25,500
Total: £81,000
Fixed Fee Costs with Kamro:
Operations Director: £2,500
Finance Director: £2,500
Sales Director: £2,500
Total: £7,500
Total Savings: £73,500
That's money you could invest in equipment, marketing, additional staff, or operational improvements.
What Are the Risks and Limitations?
Fixed fee recruitment for executive roles isn't perfect for every situation. Here's what you need to know.
When Fixed Fee Might Not Be Your Best Choice
Fixed fee works brilliantly in many scenarios. But there are times when retained search makes more sense.
Ultra-specialised niche roles: If you need a quantum computing expert with biotech experience who speaks Mandarin, the candidate pool might be too small for fixed fee methods.
Highly confidential searches: When you need complete discretion, retained search firms offer more controlled processes.
Pure passive candidate strategies: If every suitable candidate is happily employed and needs significant persuasion, dedicated headhunting might be necessary.
Global executive searches: When you need someone from a specific international market, retained firms with global networks excel.
Board-level appointments: Non-executive directors and board positions often require the approach retained search provides.
The Passive Candidate Challenge
Here's an honest truth about fixed fee recruitment.
We focus primarily on active candidates. People who are genuinely looking to move, even if they're currently employed.
Retained search firms spend enormous time approaching passive candidates. People perfectly happy in their current roles who need convincing to consider alternatives.
For many executive positions, this distinction matters less than agencies claim. Plenty of talented executives actively explore opportunities. They're ambitious, looking for new challenges, or simply open to the right offer.
But if you absolutely need to poach someone from a competitor, retained search provides better tools for that specific goal.
Expertise and Network Considerations
Not all fixed fee agencies can effectively place executives. This is crucial.
When choosing a fixed fee service for executive hiring, verify they have:
Track record: Proven placements at executive level
Industry knowledge: Understanding of your sector
Executive networks: Connections with senior-level candidates
Screening capabilities: Ability to assess leadership qualities
References: Testimonials from businesses they've helped
Kamro specialises in executive recruitment across Kent and the Southeast. We've successfully placed directors, heads of department, and senior managers across multiple sectors.
How to Mitigate These Risks
You can combine approaches to get the best of both worlds.
Start with fixed fee: Give it 4-6 weeks. If you find the right person, you've saved £25,000+.
Add retained search if needed: If fixed fee doesn't deliver, move to retained search with that experience informing your brief.
Use hybrid models: Some agencies offer middle-ground options with modest upfront fees but lower percentage costs.
Work with specialists: Choose fixed fee agencies that have genuine executive experience rather than general recruiters.
Be realistic about timeframes: Executive hiring takes time regardless of method. Don't expect instant results.
When Should You Choose Fixed Fee vs Retained Search?
Here's a practical framework for making this decision.
Decision-Making Checklist
Ask yourself these questions:
About the role:
Is this a director or senior manager level (rather than C-suite or board)?
Do you have a clear, well-defined job description?
Is the role fairly standard (Finance Director, Operations Director, etc.)?
Can you articulate exactly what success looks like?
About your company:
Do you have a competitive salary package to offer?
Is your company attractive to executive candidates?
Can you sell the opportunity effectively?
Do you have a strong employer brand in your market?
About your approach:
Are you open to active candidates as well as passive ones?
Can you move quickly when you find the right person?
Do you have internal capacity to manage interviews and decisions?
Are you comfortable with a less formal process?
About timing and budget:
Can you wait 4-8 weeks for the right candidate?
Do you need to control costs carefully?
Would saving £25,000-£50,000 make a significant difference?
Are you hiring multiple senior roles?
If you answered "yes" to most questions, fixed fee recruitment will likely work well.
If you answered "no" to several questions, particularly about role clarity and company attractiveness, retained search might be worth the investment.
Best Scenarios for Fixed Fee Executive Hiring
Fixed fee recruitment excels in these situations:
Growing SMEs and scale-ups: You need senior talent but must manage cash flow. Your growth story attracts ambitious executives.
Established businesses with good reputations: Your company name and stability appeal to candidates. You don't need extensive selling.
Multiple senior hires: Building a leadership team or expanding. The cost savings multiply with each position.
Replacement hires: Someone left, you need a direct replacement. Requirements are crystal clear.
Director and head of department roles: Senior but not C-suite. Large enough candidate pool to find active job seekers.
Competitive markets: When several qualified candidates are looking, choice works in your favour.
When Retained Search Is Worth the Investment
Consider retained search for:
First-time CEO hires: When you've never had a CEO and need expert guidance on what to look for.
Turnaround situations: When the company faces challenges and you need proven crisis management expertise.
Very senior C-suite in large organisations: CFO of a £100m+ business, for example.
Highly specialised requirements: Unique combination of skills, experience, and qualifications.
Confidential searches: When current leadership doesn't know about the search.
International searches: When you need someone from a specific overseas market.
Hybrid Approaches to Consider
Some agencies offer middle-ground options:
Retained-lite: Small upfront fee (£5,000-£10,000) plus reduced percentage on hire (10-15%). Gives you some exclusivity and commitment without full retained costs.
Staged fixed fee: Pay fixed amounts at different milestones rather than percentages. More predictable than traditional retained but with similar service levels.
Try-before-retained: Start with fixed fee. If unsuccessful after agreed timeframe, convert to retained search with fees already paid counting toward the total.
At Kamro, we're happy to discuss hybrid approaches if they better suit your needs.
How Does Fixed Fee Executive Recruitment Work?
Let me walk you through the actual process of executive recruitment via fixed fee.
Step 1: Initial Consultation and Role Scoping
Everything starts with understanding your needs.
We'll have a detailed conversation about:
The role you're hiring for
Your ideal candidate profile
Company culture and values
Salary and benefits package
Timeline and urgency
Any specific challenges or requirements
This consultation typically takes 30-60 minutes. We dig deeper than standard job descriptions.
For executive roles, cultural fit and leadership style matter enormously. We need to understand what will make someone successful in your specific environment.
Step 2: Job Advert Creation and Optimisation
We create a compelling job advert designed to attract executive-level candidates.
This isn't just copying your job description. We craft an advert that:
Highlights the opportunity, not just requirements
Sells your company and culture
Speaks to executive motivations (challenge, growth, impact)
Includes clear information about role, benefits, and process
Uses SEO techniques so candidates actually find it
For executive roles, we also ensure the advert presents your company professionally. Senior candidates research opportunities thoroughly.
Step 3: Multi-Channel Candidate Sourcing
We advertise your role across multiple platforms:
Major UK job boards (Indeed, CV Library, Reed, Totaljobs)
LinkedIn (standard and premium postings)
Industry-specific job sites
Our own candidate database
Social media channels
For executive positions, we also proactively search our network and candidate database. We identify potentially suitable candidates and personally reach out.
This combines the best of passive and active recruitment within a fixed fee model.
Step 4: CV Screening and Initial Interviews
Every application gets reviewed by our experienced recruiters.
We filter out unsuitable candidates based on your requirements. For executive roles, this screening is particularly rigorous.
We conduct initial telephone or video interviews with promising candidates. These conversations explore:
Career history and motivations
Leadership experience and style
Reasons for wanting to move
Salary expectations and flexibility
Notice periods and availability
Genuine interest in your specific opportunity
Only candidates who pass this stage move forward.
Step 5: Shortlist Creation and Presentation
We present you with a shortlist of typically 3-6 qualified candidates.
For each candidate, you receive:
Full CV
Our detailed assessment notes
Summary of interview conversation
Availability and notice period
Salary expectations
Any concerns or considerations
You decide who to interview. We can provide as much or as little support as you want.
Step 6: Interview Support and Offer Negotiation
We're here throughout the interview process.
We can help with:
Scheduling interviews
Providing interview questions focused on executive competencies
Collecting and sharing feedback
Managing candidate expectations
Negotiating offers
Handling counteroffers from current employers
Our goal is to get your chosen candidate successfully into post.
Typical Timeline: How Long Does It Take?
Executive recruitment via fixed fee typically follows this timeline:
Week 1: Consultation and advert creation
Weeks 2-4: Active recruitment and initial screening
Week 5: Shortlist presentation
Weeks 6-7: Client interviews
Week 8: Offer, negotiation, and acceptance
Total time: 6-8 weeks from starting to offer acceptance.
This compares to 8-16 weeks for retained search. The difference isn't speed. It's that fixed fee starts immediately without weeks spent on market mapping.
Some searches move faster. Others take longer. Executive candidates often have notice periods of 3 months, so actual start dates may be several months after acceptance.
Real Example: Hiring a Finance Director in Kent
Let me share a real example from our work at Kamro.
The Challenge
A manufacturing business in Kent needed a Finance Director. Their previous FD had retired after 15 years.
The company had grown significantly. They needed someone who could:
Handle increased financial complexity
Implement better systems and processes
Support the MD with strategic planning
Manage a team of four finance staff
Bring fresh thinking while respecting established culture
Salary package: £95,000 plus benefits and bonus potential.
Why They Chose Fixed Fee Over Retained Search
They initially contacted three retained search firms. Quotes ranged from £28,500 to £33,000.
The business was profitable but cash-conscious. Spending £30,000 on recruitment felt excessive.
They'd heard about fixed fee recruitment but worried it wouldn't work for executive roles. After researching options, they contacted Kamro.
We explained our approach and our executive placement experience. Our fee: £2,500.
They decided to try fixed fee first. If unsuccessful after 6 weeks, they'd reconsider retained search.
The Process and Results
We started work immediately:
Week 1: Detailed consultation and advert creation. We focused on the growth story and opportunity for impact.
Week 2: Advert went live across multiple platforms. We also reached out to three qualified candidates in our database.
Week 3: 47 applications received. We screened all CVs and conducted telephone interviews with 12 candidates.
Week 4: Presented shortlist of five candidates. All had relevant experience at Finance Director or Financial Controller level.
Week 5: Client interviewed all five. Two stood out.
Week 6: Second interviews with both candidates. Client selected their preferred choice.
Week 7: Offer made and accepted after brief negotiation on bonus structure.
The successful candidate was a Financial Controller at a larger manufacturing business looking for a step up to Finance Director level. He'd been actively exploring opportunities.
Total time from first contact to offer acceptance: 7 weeks.
Total Cost Saved
Cost if they'd used retained search: £28,500-£33,000
Cost via Kamro fixed fee recruitment: £2,500
Money saved: £26,000-£30,500
The client used part of those savings to invest in new financial software their new FD recommended.
Six months later, the placement was working brilliantly. The new Finance Director brought exactly the fresh perspective and expertise they needed.
This example shows fixed fee recruitment can absolutely work for executive roles when you partner with an agency that understands senior-level hiring.
Emerging Trends in Executive Recruitment for 2025
The executive recruitment landscape is changing. Here's what we're seeing for 2025.
Rising Costs of Traditional Retained Search
Retained search fees have increased significantly over the past three years.
What used to cost 20-25% of salary now typically costs 25-35%. For top-tier firms, fees can reach 40% for particularly challenging searches.
This pricing pressure is pushing more businesses to explore alternatives like fixed fee recruitment for director-level roles.
Growth of Hybrid Recruitment Models
The rigid division between contingency, fixed fee, and retained search is blurring.
More agencies offer flexible models that combine elements of each approach. These hybrid services typically cost more than pure fixed fee but less than traditional retained search.
Expect to see more creative pricing structures in 2025, particularly for senior manager and director-level positions.
Technology and AI in Executive Sourcing
Recruitment technology is advancing rapidly.
AI-powered tools now help identify potential candidates from millions of profiles. Natural language processing analyses CVs more effectively. Video interview platforms include sentiment analysis.
For executive recruitment, technology helps with initial sourcing and screening. But human judgment remains essential for assessing leadership qualities, cultural fit, and executive presence.
Fixed fee agencies investing in these technologies can deliver retained-search quality at lower costs.
Increased Demand for Flexible Hiring Solutions
The economic environment in 2025 remains uncertain for many UK businesses.
Companies need senior talent but want flexibility in how they acquire it. Fixed cost models appeal because they provide budget certainty.
We're seeing increased interest in interim executives as businesses test leaders before making permanent commitments.
Executive Candidates More Open to Moves
Economic uncertainty also affects executives themselves.
More senior leaders are actively exploring opportunities rather than waiting to be headhunted. Company loyalty has decreased. Career progression increasingly requires moving between organisations.
This shift favours fixed fee recruitment. The pool of active executive candidates continues growing.
Focus on Diversity at Senior Levels
Diversity in executive leadership is finally getting serious attention.
Businesses recognise that diverse leadership teams make better decisions and drive better performance. But hiring diverse executives requires broader search strategies.
Fixed fee approaches can actually support diversity goals by casting wider nets and considering candidates who might not be on traditional headhunters' radars.
Remote and Hybrid Executive Roles
Remote work has reached executive levels.
Many director and some C-suite positions now offer hybrid or fully remote arrangements. This expands the candidate pool dramatically.
For fixed fee recruitment, this is positive. Geographic limitations matter less. A Kent-based business can hire a Finance Director living in Manchester or Edinburgh.
Pressure on Hiring Timelines
Businesses can't afford lengthy executive searches anymore.
Competitive pressure and market dynamics require faster hiring. The traditional 12-16 week retained search timeline feels too slow.
Fixed fee recruitment's faster approach (6-8 weeks) aligns better with current business needs.
Frequently Asked Questions
Can fixed fee recruitment agencies find C-suite candidates like CEOs and CFOs?
Yes, though it's less common than for director-level roles. Some UK agencies like Kamro specialise in fixed fee executive recruitment including CFO, COO, and CTO positions. Success depends on the agency's networks, the role's complexity, and market conditions. For CEO positions or board-level appointments, retained search often remains more effective due to the extensive headhunting required. However, for CFOs, CTOs, and COOs in SMEs and mid-market companies, fixed fee can work brilliantly and save you £30,000-£50,000 per hire.
How much does it cost to hire a director using fixed fee recruitment in the UK?
Fixed fee recruitment for director-level roles typically costs £1,500-£3,000 per campaign in the UK. This compares to 25-35% of salary with traditional retained search. For a director on £100,000 salary, you'd pay around £2,500 via fixed fee versus £25,000-£35,000 via retained search. The fixed fee covers everything: advert creation, multi-channel posting, CV screening, initial interviews, and shortlist creation. You can hire multiple candidates from one campaign without additional charges. At Kamro, our fixed fee executive recruitment starts from £1,500 with transparent pricing and no hidden costs.
What's the main difference between fixed fee and retained search for executive hiring?
The main differences are cost structure, payment terms, and approach. Fixed fee charges one set price (typically £1,500-£3,000) paid only when you hire, focuses on active candidates, and delivers results in 4-8 weeks. Retained search charges 25-35% of salary in three staged payments including upfront fees, focuses heavily on passive candidates via headhunting, and takes 8-16 weeks. Both can find excellent executives. Fixed fee works best for director and senior manager roles where active candidates exist. Retained search suits C-suite roles requiring extensive headhunting. The cost difference is enormous, often £25,000-£50,000 per hire.
Is fixed fee recruitment worth it for executive level positions?
Absolutely, for the right situations. Fixed fee works brilliantly for director-level roles, heads of department, and senior managers where you have clear requirements and a competitive offer. You'll save £20,000-£50,000 per hire compared to retained search without compromising quality. It's particularly worthwhile for growing SMEs, businesses hiring multiple senior roles, or companies that need to control costs carefully. However, fixed fee may not suit ultra-specialised C-suite roles, highly confidential searches, or situations requiring pure passive candidate strategies. The key is choosing an experienced agency like Kamro that genuinely understands executive recruitment.
How long does fixed fee executive recruitment take compared to retained search?
Fixed fee executive recruitment typically takes 6-8 weeks from starting your search to receiving offer acceptance. Retained search usually takes 8-16 weeks. The time difference isn't about speed but approach. Retained search firms spend several weeks on market mapping and research before even approaching candidates. Fixed fee recruitment starts active sourcing immediately. Both methods need time for interviews, decision-making, and negotiations. Remember that executive candidates often have 3-month notice periods, so actual start dates may be several months after acceptance regardless of recruitment method. The faster approach combined with cost savings makes fixed fee attractive for director-level roles.
Can I use fixed fee recruitment if I've never used it before for executive roles?
Yes, and many businesses successfully use fixed fee for first-time executive hires. The key is choosing the right agency. Look for proven executive placement experience, industry knowledge, and strong references. At Kamro, we work with businesses new to fixed fee recruitment all the time. We guide you through the process, explain what to expect, and provide support throughout. Start by having an initial consultation to discuss your needs. Ask about their executive placement success rate and request case studies of similar roles. If you're uncertain, consider starting with one executive role via fixed fee. If it works well, use the same approach for future senior hires and save significantly.
What happens if the fixed fee recruitment doesn't find suitable executive candidates?
Reputable fixed fee agencies offer guarantees to protect your investment. At Kamro, if your chosen candidate leaves within the agreed guarantee period (typically 30-90 days), we provide a free replacement search at no additional cost. Most quality fixed fee agencies include similar guarantees. However, it's rare that executive searches produce no suitable candidates when working with experienced agencies. We typically present 3-6 qualified candidates for executive roles. The risk is much lower than with retained search, where you pay significant fees upfront regardless of outcome. Always clarify guarantee terms before engaging any recruitment agency, whether fixed fee or retained.
Are there any types of executive roles that definitely need retained search instead of fixed fee?
Yes, some executive roles are better suited to retained search. These include: CEO positions for established companies, board-level and non-executive director appointments, highly confidential replacement searches, ultra-specialised roles with tiny candidate pools (like quantum computing expert with biotech experience), global searches requiring extensive international networks, and turnaround specialists for companies in crisis. For these situations, the dedicated approach, extensive headhunting, and strategic consulting that retained search provides justify the higher cost. However, most director-level roles including Finance Directors, Operations Directors, IT Directors, Sales Directors, and HR Directors work very well with fixed fee recruitment, saving you significant money without compromising quality.
Conclusion
Fixed fee recruitment UK services can absolutely work for executive level hiring, particularly for director and senior manager positions.
You can save £20,000-£50,000 per hire compared to retained search without sacrificing quality. The key is choosing an experienced agency that understands executive recruitment.
At Kamro, we specialise in fixed fee recruitment for businesses across Kent and the Southeast. We've successfully placed directors, heads of department, and senior managers across multiple sectors.
If you're considering executive hiring, start by exploring fixed fee options. The worst case scenario is it doesn't work and you've learned something valuable. The best case scenario is you find the perfect executive and save enough money to invest in other priorities.
Ready to discuss your executive hiring needs? Contact Kamro today for a no-obligation consultation. We'll help you determine whether fixed fee recruitment is right for your specific situation, and if so, we'll create a tailored approach to finding your next senior leader.
The traditional recruitment industry has convinced businesses that executive hiring must be expensive. It doesn't. With the right partner and approach, you can build your leadership team cost-effectively without compromising on quality.
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