Hiring a new employee is a significant decision for any business. The right person can bring in skills, take pressure off the team and help the company grow. The wrong recruitment approach can lead to unnecessary cost, wasted time and a process that feels far harder than it should.

Before choosing a recruiter, it helps to understand the different ways recruitment services are usually set up. Many employers focus on the fee first. Cost matters, but it should sit alongside the quality of the process, the level of support and the type of role you are trying to fill.

Traditional percentage-based recruitment

The most familiar model is contingent recruitment. An agency searches for candidates and charges a percentage of the successful candidateʼs first-year salary once they are hired.

This can work well for employers who need quick support with a one-off vacancy. The drawback is that the final cost rises for senior or specialist roles because the fee is tied to salary. It can make budgets harder to plan, especially for smaller businesses that need to keep a close eye on cash flow.

It is worth asking what is actually included. A recruitment campaign should involve more than putting an advert online and forwarding applications. The value comes from understanding the role, reaching the right people, screening candidates and managing the process so you receive a shortlist worth your time.

Fixed-fee recruitment campaigns

Fixed-fee recruitment works differently. The business agrees the price of the campaign before the search begins, rather than paying a percentage based on the successful candidateʼs salary.

That gives employers more certainty. They can budget for the recruitment process at the outset and concentrate on finding the right person without worrying that a higher salary will automatically create a higher agency fee.

A well-run fixed-fee campaign can still cover the important parts of recruitment: creating the brief, writing the advert, promoting the role, searching for candidates, screening applications, arranging interviews and supporting the final decision.

This can be a useful option for small and mid-sized businesses that want professional recruitment help but need a more predictable cost structure.

Internal recruitment and DIY hiring

Some businesses decide to run recruitment themselves. At first glance, this can look like the most affordable option, especially if the owner or manager has hired before.

The real cost is o en time. Writing adverts, reviewing CVs, calling candidates, arranging interviews and following up can take many hours. If the person managing the process is already responsible for clients, projects and the wider team, recruitment can quickly become delayed or inconsistent.

Internal hiring can work when the business has the time and a clear process. Without those things, the vacancy may stay open too long or the team may settle for the first available candidate rather than the best fit.

Choosing the right model

The best recruitment model depends on the role, the urgency of the hire and the resources available within the business.

A straightforward vacancy with a large pool of candidates may need a different approach from a senior role that requires proactive outreach. A company making several hires may benefit from an ongoing relationship, while another may only need help with one crucial appointment.

The most useful question is not only, “What will this cost?” It is, “What support do we need to make a good hire?”

Kamro helps UK businesses run structured fixed-fee recruitment campaigns for permanent roles. We work with employers to understand the vacancy properly, attract suitable people and keep the process clear from the first conversation to the final decision.

The right partner makes hiring easier

A recruitment partner should take pressure off the business, rather than create another layer of administration.

They should understand what success looks like in the role, communicate well with candidates and give hiring managers the information needed to make a confident decision. They should also be clear about how the process works and what it will cost.

When recruitment is built around the needs of the business, hiring becomes easier to manage. You spend less time sorting through unsuitable applications and more time meeting people who could make a real difference.