Successful hires
740+
Years placing IT roles
10+
Countries covered
60+
Before you choose a model, one thing stays the same across all of them
You get the same recruiters, the same technical screening process, and the same 2 to 4 qualified profiles per role regardless of which model you pick. The difference between models is how we structure the engagement and how you pay. Not the quality of what we deliver.
Every candidate goes through a 30 to 45 minute structured interview with a recruiter who specializes in their domain before a profile reaches you. That is true whether you are on a per-hire arrangement or a full RPO contract.
— Find your fit
Which situation describes you?
One role
I have one urgent role and I've never used Talentuch before
Contingency placement. Pay per hire, no commitment until the role closes.
Multiple roles
I'm filling 2 to 10 roles and want a predictable monthly cost
Subscription. Flat fee, unlimited hires per vacancy, cancel anytime.
Ongoing hiring
I hire IT roles continuously and want someone who knows my company
Managed team recruiter. One recruiter, fully dedicated to your account.
High volume
I need to hand off the entire hiring function
RPO. We own sourcing, screening, coordination, and close end to end.
— The four models
Choose how you work with us
Each model is built for a different stage of hiring. Most clients start with contingency and move to subscription after the first hire. A few come straight to RPO because that's what the situation requires.
01
Start Here
Contingency Recruitment
Pay per hire. See the quality before you commit to anything.
First candidates
3 to 5 business days
Guarantee
Replacement included
Fee
Per successful hire
Commitment
None
The right starting point if you have one urgent role and you haven't worked with us before. You pay when the role closes. If it doesn't work out, we find you another candidate at no extra charge.
One role, full process
The same technical screening and candidate management as every other model. No cut-down version for per-hire clients.
Most clients switch after the first hire
Once you see how the process works, the subscription model becomes the obvious next step for most companies.
Good for unpredictable timelines
When you don't know how long a search will run, a flat monthly fee creates pressure. Per-hire pricing removes it.
02
Dedicated resource
Subscription
Flat monthly fee. Unlimited hires per vacancy. No invoice that scales with salary.
Hires
Unlimited per vacancy
Guarantee
Money-back, all plans
Pricing
From $1,499/month
Vacancies
Up to 10 active
Commission-based recruitment charges 15 to 25% of first-year salary. For a $120,000 developer, that is up to $30,000 per hire. Subscription replaces that with a fixed monthly fee regardless of who you hire or what they earn.
Basic — $1,499/month
One active vacancy, up to one hire per month. Dedicated account manager and weekly reports included.
Standard — $3,499/month
Up to three vacancies, unlimited hires per vacancy. Priority response and money-back guarantee.
Enterprise — $5,899/month
Up to ten vacancies, unlimited hires. Built for companies running a hiring program, not filling individual roles.
03
Full Outsourcing
Managed Team Recruiter
One recruiter, entirely yours. Embedded in your team, using your tools, learning your standards.
Focus
100% on your account
Start
1 to 2 weeks onboarding
Fee
Flat monthly
Commitment
Flexible, pause anytime
Most agencies split their recruiters across 20 clients. This model works the opposite way. One recruiter, fully allocated to your company, building knowledge of your stack, your culture, and your hiring standards over time.
Knowledge compounds over time
The third search for a Python developer is faster than the first because the recruiter already knows your requirements and your market.
Works inside your systems
Your ATS, your Slack, your interview process. The recruiter operates where your team operates.
Cheaper than in-house
An in-house IT recruiter in Canada costs $70,000 to $90,000 per year before benefits and tools. This model delivers the same dedicated focus for less.
04
One role
Recruitment Process Outsourcing
We own the entire hiring function. Your team shows up to interviews and makes decisions.
Team
Scales with volume
Best for
10+ hires per quarter
Pricing
Custom quoted
Minimum
3 months
We run sourcing, screening, candidate management, interview coordination, and offer negotiation. Everything except the final hiring decision. Built for companies that hire constantly or are scaling faster than their internal recruitment can handle.
Functional from week one
No 60 to 90 day ramp time. No carrying headcount through slow periods. We scale with your hiring volume.
One point of accountability
No coordinating between multiple agencies. One team, one process, consistent screening standards across every role.
First candidates in 5 to 7 days
From the intake meeting. Searches open and close faster because the team already knows your business after month one.
— Side by side
How the four models compare
Same quality of work across all four. Different structure, different pricing, different scale.
-
Contingency
Subscription
Managed Recruiter
RPO
Fee structure
Per hire
Flat monthly
Flat monthly
Custom
Commitment
None
Month-to-month
Flexible
3-month minimum
Number of roles
1
Up to 10
Unlimited
Unlimited
Dedicated recruiter
Assigned per search
Account manager
Fully dedicated
Full team
Replacement guarantee
+
Money-back
+
+
Reporting
Weekly updates
Weekly reports
Your cadence
Custom analytics
Best for
First-time clients, single urgent roles
2 to 10 active roles, ongoing hiring
Continuous hiring, culture-fit focus
High-volume, full outsourcing
— What happens after you reach out
Five steps, same across every model
The engagement model changes how we structure the work. The recruiting process does not change.
01
Intake with the hiring manager
We meet the person making the final decision. One hour. We cover the role, what good looks like, and what has not worked before.
02
Sourcing and headhunting
We search our database and run direct outreach to passive candidates. The best IT candidates are not applying to job boards.
03
Technical recruiter screening
Every candidate goes through a 30 to 45 minute structured interview. You receive 2 to 4 screened profiles, not a pile of CVs.
04
Candidate management
We keep candidates engaged throughout your interview process. The gap between initial interest and signed offer is where most placements fail.
05
Offer negotiation and close
We handle compensation discussions on both sides and stay in contact until the candidate joins, not just until the offer is extended.
They trust us:
What clients say
HR Manager, Dot.Cy Developments Ltd
"Talentuchs' approach focused on speed of service and quality at the same time."
5.0
Verified Review
HR Business Partner, GainChanger
"Talentuch has helped us close a variety of vacancies with great candidates in a limited market."
5.0
Verified Review
HR Business Partner, Bluefort
"We were impressed by the dedication and professionalism exhibited by the team."
4.0
Verified Review
Talent Acquisition Manager, Software Services Company
"We were impressed by their negotiation skills."
5.0
Verified Review
FAQ
Custom, based on your hiring volume, number of active roles, and the complexity of the positions. We quote after an initial conversation where we understand what you are actually hiring for. There is no standard rate card, the engagement is built around your situation.
Three months as RPO does not deliver its full value in a single month. The onboarding, calibration, and pipeline-building that happen in the first 60 days are what make month three and beyond efficient. After the initial term, the engagement rolls month-to-month.
It depends on your volume. Smaller programs — five to ten roles per quarter, typically run with one dedicated recruiter and an account manager. Larger programs are staffed with a full team, with each recruiter allocated to specific role types. We confirm the team structure during scoping.
No. RPO is designed for companies that want to run without building an internal recruiting function. We interface directly with hiring managers. If you do have an internal HR team, we integrate with them,they own onboarding, compliance, and employment terms while we own the recruiting pipeline.
After the initial three-month term, the engagement is month-to-month. If volume drops, we right-size the team. If hiring pauses entirely, you can pause the engagement. You are not locked into a fixed cost through a period when you are not hiring.
Our core expertise is IT and technical recruitment: software developers, DevOps engineers, QA, ERP specialists, product and leadership roles, and technical sales. If you have adjacent roles that sit close to those domains, we can discuss coverage. For pure non-technical functions, we are not the right partner.
You receive weekly pipeline reports covering every active role: candidate status, stage, next steps, and any risks flagged. We also run regular syncs with your hiring managers and leadership depending on the cadence you need. Recruitment stops being a black box.