— Traditional Placement
Test the quality,
then commit
Pay per hire. No monthly fee, no retainer, no subscription until you decide you want one. The right starting point when you have one urgent role and a new recruitment partner you haven't worked with yet.
Fee model
Per successful hire no monthly charge
Commitment
None close one role, then decide
Guarantee
If the hire doesn't work out, we find you another one
First candidates
3–5 business days from intake meeting
Best for
Single urgent IT roles first-time clients
— When it makes sense
Four situations where traditional placement fits
Not every company is ready to commit to a monthly subscription with a recruitment agency they've never worked with. That's a reasonable position. This model exists for exactly that situation.
01
You have one role to fill right now
A senior developer left, a project just got greenlit, or a client contract came in that requires a specific skill. You need one hire fast and you're not planning a hiring wave. Pay per hire makes sense — you only pay when the role closes.
02
You've never worked with Talentuch before
You've read the reviews, you like the model, but you want to see the quality of our work before signing up for a monthly plan. Traditional placement is a one-role test drive. Most clients who start this way switch to subscription after the first hire.
03
You're filling a role with an unpredictable timeline
Some roles take two weeks. Some take three months. When you genuinely don't know how long a search will run, paying a flat monthly fee for a search that drags creates unnecessary pressure. Per-hire pricing removes that tension.
04
Your budget is approved per hire, not per month
Some finance teams approve recruitment spend as a hiring cost, not an operational expense. If your budget structure works that way, traditional placement fits naturally — you invoice against the hire, not against the calendar.
— The process
From intake to offer accepted
The recruiting process is the same whether you are on a subscription or paying per hire. You get the same recruiters, the same screening, the same candidate profiles. The only difference is the fee structure.
01
Intake call with the hiring manager
We meet the person making the final decision. We cover the role, what good looks like, what past hires got wrong, and any non-negotiables. This takes one hour. It is the most important hour of the whole search.
02
Sourcing and direct outreach
We search our internal database and run direct outreach to passive candidates. For IT roles — whether you're hiring a PHP developer, a DevOps engineer, or a Microsoft Dynamics consultant — the best candidates are not actively applying. We go to them.
03
Technical recruiter screening
Every candidate goes through a 30–45 minute interview with a recruiter who specializes in their domain. We assess technical background, motivation, culture fit, and English level. You receive 2–4 screened profiles, typically within 24–48 hours of sourcing completion.
04
Candidate profiles and submission
Each profile includes the CV, recruiter notes, a skills summary, salary expectations, and availability. Everything you need to decide whether to interview — without a back-and-forth to gather basic information.
05
We stay in the process until the offer is accepted
While your team runs interviews, we keep candidates engaged. The gap between initial interest and signed offer is where most placements fail. We manage that gap — offer negotiations, counter-offer situations, and contact until day one.
— How we compare
Not all pay-per-hire models are the same
Most contingency recruitment agencies send CVs to every client and see what sticks. We run one dedicated search at a time, with a recruiter who specializes in your role.
Most contingency agencies
Generalist recruiters covering every sector
CV dumps — high volume, low qualification
Same role sent to 10 clients simultaneously
Disappear once the CV is submitted
No screening — you do the filtering
Commission incentive pushes expensive candidates
Talentuch traditional placement
Technical recruiters who specialize by domain
2–4 screened profiles per role, not 20 raw CVs
Dedicated search — your role gets focused attention
Active candidate management through offer close
Structured 30–45 min screening interview per candidate
Replacement guarantee if the hire doesn't work out
— What's included
What you receive for every placement
Every traditional placement includes the same deliverables as our subscription model. There is no cut-down version for per-hire clients.
Full Candidate Profile
CV, recruiter notes, skills summary, motivation, salary expectations, availability, and English level assessment — compiled before the profile lands in your inbox.
Custom Headhunting Strategy
We map the talent pool for your specific role and geography before sourcing begins. This means knowing which companies to target and which profiles to approach first.
Technical Recruiter Screen
Every candidate you see has been through a structured interview with a recruiter who has placed that role before. You don't filter — we filter first.
Weekly Progress Updates
You know where the search stands every week. If we hit a wall on a specific profile, we tell you and adjust the search criteria with your input.
Offer Negotiation Support
We handle the difficult part — compensation discussions, counter-offers, notice period negotiations. Both sides get support through the close.
Replacement Guarantee
If the hire doesn't work out within the cooperation period, we re-open the search at no additional fee. The placement is not complete until the person sticks.
5 specialists placed
3 recruitment locations
Tech stack:
Expanding Network and Customer Operations in Bulgaria and Beyond
The client partnered with Talentuch to recruit Network Engineers, Wireless Engineers, Customer Account Managers, and other roles in Bulgaria, Costa Rica, and the US. Talentuch managed the full recruitment lifecycle, including candidate shortlisting, interviews, and offer support, ensuring timely delivery and strategic alignment with the client’s expansion goals.
36 specialists found
4 recruitment locations
Tech stack:
Streamlined Recruitment & Market Insights
Talentuch was engaged to help source candidates for open positions, reduce time-to-fill, improve recruiting practices, and provide market insights to refine candidate criteria. Over a two-year partnership, Talentuch team delivered over 200 candidate profiles, helping the client hire 20 highly qualified professionals across multiple departments. Beyond direct recruitment, Talentuch provided market research, vacancy forecasting, and strategic guidance to optimize hiring outcomes.
23 developers found
2 recruitment locations
Tech stack:
Scalable Hiring With Speed, Transparency & Expertise
A growing tech company partnered with Talentuch to expand their engineering team. Talentuch consistently delivered qualified candidates within 4–5 days, providing detailed summaries of experience, motivation, and expectations. The team managed interviews, supported negotiations, and maintained a 31-day Time to Fill over six months.
— Placement guarantee
We stand behind every hire
Traditional placement comes with a replacement guarantee. If the candidate leaves or doesn't work out within the guarantee period, we re-open the search at no additional charge.
This is not a common practice among IT recruitment agencies. Most per-hire models end at the offer letter. Ours ends when the hire holds. The guarantee period runs from the candidate's start date and lasts until the end of our cooperation. For new clients, we also have a refund policy.
— How we compare
Not all pay-per-hire models are the same
Most contingency recruitment agencies send CVs to every client and see what sticks. We run one dedicated search at a time, with a recruiter who specializes in your role.
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
— Other models to consider
When traditional placement is not the right fit
Traditional placement works well for one role or a first engagement. If your situation looks different, one of these is likely a better match.
— FAQ
Common questions
Real engagements, real results. Each of these started as a single role.
The fee is a percentage of the placed candidate's first-year salary, charged on successful hire. The exact percentage depends on the role and seniority level. We confirm the fee at the start of the engagement — no hidden costs, no charge until the hire is made.
If the placed candidate leaves or is let go within the guarantee period — which runs from their start date until the end of our cooperation — we re-open the search at no additional fee. Terms are confirmed in writing before the engagement starts. For new clients, we also have a refund policy.
Most contingency staffing agencies operate on volume — send as many CVs as possible and see what sticks. We run a dedicated search for your role with a technical recruiter who specializes in that domain. You receive 2–4 screened profiles, not 20 unfiltered CVs. The recruiter has placed that role before. That changes the quality of what lands in your inbox.
Yes, and most clients do. After the first hire you have seen the process, the quality of candidates, and how we work. Switching to the subscription model is straightforward — we set up the account and move any active searches over. You can check testimonials from our clients on Clutch.
Yes. Traditional placement is available for every role we work on, including SAP consultants, Microsoft Dynamics specialists, senior DevOps engineers, and other hard-to-fill positions. The search process is the same regardless of seniority — what changes is the sourcing strategy and the candidate pool we target.
We deliver the first candidate profiles within 3–5 business days of the intake meeting for most roles. For senior or specialized positions — SAP architects, niche DevOps stacks, Microsoft Dynamics 365 — expect 5–10 days for the first shortlist. We give you a specific timeline at intake based on the role, not a generic estimate.