— Subscription IT Recruitment
Subscription IT recruitment with flat monthly fee and unlimited hires
One fixed payment per month covers your active vacancies. You hire as many people as you need from each open role. Cancel any month. Money-back guarantee on every plan.
Pricing
From $1,499/month
Vacancies
Up to 10 active at once
Hires
Unlimited per active vacancy
Commitment
Month-to-month, cancel anytime
Guarantee
Money-back on all plans if we don't deliver
— Why companies switch
Why companies switch from commission to subscription IT recruitment
The standard IT recruitment model charges 15–25% of first-year salary per hire. For a $120,000 developer, that is $18,000–$30,000 per placement. For a $150,000 architect, it is $22,500–$37,500. The agency's invoice grows with the seniority of the candidate, which means their financial interest and yours are not aligned.
The subscription model removes that conflict. You pay a fixed amount every month regardless of who gets hired or what they earn. We have no incentive to push expensive candidates. We have every incentive to close the role fast and well, because that is what keeps you on the plan.
You're filling more than two IT roles per year
At three hires per year, per-hire fees on a commission model will cost more than twelve months of the Basic plan in a single placement. The subscription breaks even on the first or second hire for most companies.
Your hiring needs are ongoing
Companies that hire continuously, scaling engineering teams, replacing attrition, building out new functions, need a recruitment partner who knows their environment. The subscription model gives you that continuity without the cost of a full-time in-house recruiter.
You've been burned by a commission agency pushing expensive candidates
Commission creates a conflict of interest. The agency earns more when the candidate earns more. Our flat fee removes that. We recommend the candidate who fits, not the one who inflates our invoice.
You want predictable recruitment spend
Finance teams like fixed costs. The subscription turns recruitment, historically an unpredictable line item, into a number you can plan around. No surprise invoices when a strong candidate accepts an offer above the expected salary band.
— Pricing
Three plans of subscription IT recruitment
The standard IT recruitment model charges 15–25% of first-year salary per hire. For a $120,000 developer, that is $18,000–$30,000 per placement. For a $150,000 architect, it is $22,500–$37,500. The agency's invoice grows with the seniority of the candidate, which means their financial interest and yours are not aligned.
The subscription model removes that conflict. You pay a fixed amount every month regardless of who gets hired or what they earn. We have no incentive to push expensive candidates. We have every incentive to close the role fast and well, because that is what keeps you on the plan.
Money-back guarantee on every plan. If we do not deliver 3 qualified candidates within your first month on any plan, we refund your payment in full.
— Our case studies
Our case studies
Dot.Cy
Cyprus, Greece, UAE / Europe remote
Dynamics CRM, .NET
Dot.cy needed recruitment support for Developers, Project Managers, Consultants, and Support and Deployment Specialists across office and remote positions. Over two years, Talentuch placed 11 professionals, several of them closed on the first or second candidate submitted.
Solutions Metrix
vs. Subscription or per-hire placement
Creatio, SugarCRM, Dynamics CRM, Salesforce
Rapid growth outpaced what the internal HR team could handle. Solutions Metrix needed Consultants and Sales and Marketing specialists for their Canadian team, plus Creatio and Salesforce professionals for a new division in India. Three years of collaboration. 40+ experts hired. More than half are bilingual in English and French.
Teqhou
vs. An internal HR generalist running recruitment
D365 F&O, D365 CE
Teqhou had skill shortages across their Microsoft Business Solutions portfolio. Talentuch sourced specialists across Europe and Turkey and managed candidate engagement through Teqhou's full selection process. Seven qualified team members hired.
ProCoders — Project Manager
Project Management, Web Development
35 candidates submitted · 2 offers extended · 1 accepted · 3 months to fill
ProCoders needed a senior Project Manager with advanced English, full-cycle web development experience, and the ability to manage multiple teams and clients simultaneously. Talentuch completed the search in three months, submitted 35 qualified candidates, and filled the position.
ProCoders — WordPress Developer, Albania
Albania
2 candidates submitted · 1 hired · 32 days including client-initiated pause
A limited local talent pool, budget constraints, and a mid-project hiring freeze made this search difficult. Talentuch ran a full market analysis, built a database of warm leads, and kept candidates engaged through the pause. The role was filled in 32 days from first engagement to accepted offer.
— What's included
What's included on every subscription IT recruitment plan
No plan has a cut-down version of the service. The difference between plans is the number of active vacancies, not the quality of what you receive.
Dedicated account manager
One person owns your account. They know your roles, your team, and your hiring history. You are not re-briefing a new recruiter every time you open a search.
Custom headhunting strategy per role
Every vacancy gets a sourcing plan built for that specific role and your specific market. We map competitors, identify target profiles, and run direct outreach.
Technical recruiter screening
Every candidate goes through a 30–45 minute structured interview with a recruiter who specializes in their domain. You see 2–4 screened profiles per role, not a pile of unfiltered CVs.
Detailed interview summary per candidate
Each profile includes the CV, recruiter notes, skills assessment, motivation, salary expectations, availability, and English level. Everything you need to decide on an interview in one document.
Weekly progress reports
You know where every active search stands every week. If a search is moving slowly or the profile needs adjusting, you hear it from us before you have to ask.
Priority response
Questions and updates turned around fast. No waiting three days for an email back on a candidate you want to move forward.
Offer negotiation and close support
We stay in the process through compensation discussions and employment terms. The search does not end when you make an offer, it ends when the candidate accepts and joins.
What clients say
— How it compares
How subscription compares to what you're probably doing now
vs. Commission-based recruitment
A single senior hire on commission costs more than six months of the Standard plan. Two hires costs more than a year. On subscription, you can make ten hires in a month and the invoice does not change. The model only works against you if you hire nobody, which means the agency has an incentive to perform, not just to invoice.
vs. Building an internal recruiting team
An in-house IT recruiter in Canada costs $70,000–$90,000 per year plus tools, benefits, and management time. The Basic plan costs $17,988 per year. The Standard plan costs $41,988. You get a dedicated account manager, a technical recruiter, and the sourcing infrastructure of a 15-person team for less than one junior in-house hire.
vs. Traditional placement with Talentuch
If you are filling three or more roles per year, subscription is almost always cheaper than per-hire fees. Most clients who start on traditional placement switch to subscription after the second or third hire once the math becomes obvious.
— Cancellation
What happens when you cancel subscription IT recruitment plan
Month-to-month means month-to-month. You can cancel at any time. Active searches that are close to completion can be wrapped up or handed over, we discuss what makes sense based on where each role stands. There is no cancellation fee and no minimum term.
If you pause and want to restart later, your account history, candidate pipelines, and search context stay on file. Restarting is faster than starting from scratch.
— FAQ
Common questions
Yes. If you open more vacancies than your current plan covers, upgrading is straightforward. Downgrading takes effect at the start of the next billing cycle.
Any open role that Talentuch is actively recruiting for. When a role is filled or you decide to pause a search, that slot becomes available for another vacancy. You control which roles are active at any time.
No. You pay the monthly plan fee and nothing else. The first intake sessions and onboarding are included in your first month.
The Enterprise plan covers up to 10 active vacancies simultaneously. If you regularly exceed that, talk to us — we have options for high-volume hiring programs that are not listed as standard plans.
The same as Standard. If we do not deliver 3 qualified candidates within your first month on any plan, we refund your payment in full. The guarantee applies from your first active search, ask us to confirm the terms in writing before you start.
No. Each active vacancy uses one slot. You cannot run duplicate searches for the same role across multiple slots. If you need to hire five people into the same role simultaneously, that counts as one vacancy with unlimited hires, there is no reason to open it more than once.
No. If you have three slots on the Standard plan and only use two in a given month, the unused slot does not carry forward. The plan is priced for capacity, not usage.