How WorkSolve Talent Compares to Traditional Staffing Models

Most staffing agencies operate within one of several common placement models. While each has its uses, they all share the same flaws: high cost, unpredictable results, and limited flexibility. Work Solve Talent was built to replace those outdated models with a modern, scalable subscription approach.

Direct Hire (Permanent Placement)

Traditional Model – How it works:

The client pays a one-time fee, typically 20–25% of the candidate’s first-year salary, once the hire is made. For example, hiring a $120,000 engineer could cost $24,000–$30,000 in fees.

Downsides:

• Large upfront expense—tens of thousands per hire.
• High risk if the candidate leaves within months (most “replacement guarantees” are limited or slow to execute).
• One-off transactions instead of continuous support.

Our Approach:

With our subscription, you get unlimited recruiting support during your plan for a flat monthly fee starting at $1,500. That means predictable spend, multiple hires covered under one plan, and a far lower financial risk.

Contract-to-Hire (Temp-to-Perm)

Traditional Model – How it works:

The agency employs the worker as a temp, covering payroll, taxes, and insurance. The client pays weekly invoices with a markup—sometimes 50–100% above the worker’s pay rate. After a trial period, the client may hire the worker full-time, often paying an additional conversion fee.

Downsides:

• Expensive markups (the worker earns $40/hr, but you pay $80/hr).
• Limited control—the worker is technically employed by the agency, not you.
• Payroll risk shifted to the agency—which is why costs are inflated.

Our Approach:

We don’t inflate payroll costs or hide behind conversion fees. Every candidate we provide is your employee from day one, fully integrated into your payroll and culture. You save money, gain loyalty, and avoid middleman markups.

Engaged Search (Partial Retainer)

Traditional Model – How it works:

The client pays a small upfront retainer (10–15%) to “engage” the agency and secure commitment. The rest of the 20–30% fee is due once the candidate is placed.

Downsides:

• Still just as expensive as direct hire, only spread out.
• Upfront fees are non-refundable, even if the agency under-delivers.
• Often leads to long timelines and slow results.

Our Approach:

We eliminate both ghosting and upfront retainers. Your subscription ensures continuous pipelines of vetted candidates without surprise invoices or sunk costs. You get results quickly—usually within days, not months.

Retained Search (Exclusive, Executive-Level)

Traditional Model – How it works:

For executive or C-suite searches, agencies demand a retainer: ⅓ of the fee upfront, ⅓ midway, and ⅓ at completion. These searches are exclusive, with costs ranging from $50,000 to $200,000+ per hire.

Downsides:

• Extremely expensive—six-figure fees are common.
• Slow searches (3–6 months average).
• High risk—if the executive leaves, your investment vanishes.

Our Approach:

We support executive searches with the same dedication, but without the bloated retainers. With our flat pricing, you get white-glove sourcing support for critical hires while maintaining predictable, affordable costs.

Project-Based Staffing (Task-Specific)

Traditional Model – How it works:

Agencies supply workers for a specific project (software rollout, marketing campaign, IT migration, etc.), often as contractors.

Downsides:

• Temporary loyalty—contractors leave when the project ends.
• Knowledge drain—skills walk out the door, forcing you to rehire later.
• Markup costs similar to contract-to-hire.

Our Approach:

Instead of cycling in temporary staff, we help you build sustainable permanent teams who stay with you beyond the project. That means long-term ROI, retained expertise, and stronger company culture.

Executive Search / Headhunting

Traditional Model – How it works:

Agencies charge heavy retainers (⅓ upfront, ⅓ midway, ⅓ upon hire) to identify and recruit top senior leaders. These searches often run $100,000+ per placement.

Downsides:

• Long timelines—months before results.
• High retainers—large sunk costs with no guarantees.
• All-or-nothing risk—if the leader leaves, you start over.

Our Approach:

We provide executive sourcing as part of our subscription service. That means ongoing access to senior-level pipelines without six-figure retainers. You pay the same predictable monthly fee, whether you’re hiring mid-level engineers or senior executives.

Recruitment Process Outsourcing (RPO)

Traditional Model – How it works:

An RPO provider embeds into your HR function, taking over recruiting end-to-end. Costs often exceed $100k+ annually, locked into long contracts.

Downsides:

• Extremely expensive and rigid.
• Requires long-term contracts that are hard to exit.
• Better suited to Fortune 500s than startups or mid-size firms.

Our Approach:

We deliver the best of RPO (continuous sourcing and support) without the cost or rigidity. Our subscription lets you start small, scale up, or pause when needed—on your terms, not locked into theirs.

The Work Solve Difference

The old way of recruiting was built on high fees, hidden markups, and rigid contracts. We believe hiring should be faster, more transparent, and cost-efficient, without sacrificing quality.

That’s why WorkSolve Talent combines AI-powered sourcing with a subscription model that keeps costs low, talent pipelines strong, and growth moving forward.

Instead of paying for outdated recruiting models, you’re investing in a smarter, more predictable way to build your team, designed for the realities of today’s market.