PRICING
Priced below contingency, retained, and in-house recruiting.
Venn’s salary-indexed monthly pricing produces a 24-month total that runs below the three real alternatives — contingency placement fees, retained search fees, and the loaded cost of an in-house recruiting function.
THE COMPARISON
At a senior hire ($150K base), the math runs like this.
Worked example at T3 Senior salary of $150K, 24-month total cost across the four alternatives. The Venn column shows the actual contracted total; the others show industry-typical ranges and structures.
| Row | Venn | Contingency | Retained | In-house |
|---|---|---|---|---|
| Pricing structure | $1,125/mo flat across 24 months | $33,750 paid at hire (22.5% of $150K base) | $45,000 paid in three installments — signing, midway, hire (30% of $150K base) | $170K loaded Director of Talent Acquisition + tools, sourcers, and agency leakage allocated per senior hire |
| Total at 24 months | $27,000 | $33,750 | $45,000 | $340,000 ($170K × 2 years) |
| If the hire leaves at month 12 | Replacement search at no additional cost; monthly billing continues | New search starts from zero; new 22.5% fee | New search starts from zero; new 30% fee | Same in-house team runs the search; overhead continues |
| Effective 24-month total if a re-search is needed | $27,000 (no re-search fee) | $67,500 (double placement fee) | $90,000 (double placement fee) | $340,000 (overhead continues) |
Worked at T3 Senior $150K base salary. Contingency rate assumes 22.5%, the industry-modal rate; retained rate assumes 30%. In-house figure assumes a Director-of-Talent-Acquisition loaded cost of $170K (base + benefits + equity + employer taxes), excluding tools, sourcers, and agency leakage that typically add 15–30% to the total. Re-search assumption: one replacement during the 24-month window.
THE RATE CARD
Five tiers. Indexed to the target salary band.
Monthly rate = target salary × 0.0075, capped at the relevant tier’s monthly rate. Locked at SOW signing and recalculated on the hire’s actual start salary; flat across the 24-month engagement after that.
01
Entry
$65K–$100K
$695
/mo starting
$14,400 at $80K midpoint × 24 mo
02
Mid
$100K–$125K
$895
/mo starting
$19,800 at $110K midpoint × 24 mo
03
Senior
$125K–$175K
$1,195
/mo starting
$27,000 at $150K midpoint × 24 mo
04
Leader
$175K–$225K
$1,595
/mo starting
$36,000 at $200K midpoint × 24 mo
05
Executive
$225K+
$1,995
/mo starting
$46,800 at $260K midpoint × 24 mo
Salary × 0.0075 formula caps at the tier rate. The monthly rate is set at SOW signing using the target salary band and recalculates to the actual base salary on the hire date. Transition-month proration is handled per the engagement letter.
HOW THE MATH WORKS
Monthly billing across 24 months.
The monthly rate is set at SOW signing based on the target salary band. On the hire’s actual start date, the rate recalculates against the actual base salary: rate = salary × 0.0075, capped at the tier rate. The recalculated rate is flat for the full 24-month engagement. No escalators. No inflation adjustments. No renegotiation.
Either party may cancel the engagement pre-hire with 30 days’ written notice. Payments for months worked are non-refundable; the client has no further obligation after the 30-day notice. Post-hire, the 24-month commitment is mutual: the client commits to the monthly rate, Venn commits to replacement searches at no additional cost. Two narrow qualifying-events exceptions exist in the engagement letter (acquisition without contract assumption; company dissolution).
A monthly rate. A 24-month window. A guarantee that covers all of it.
Want to walk through the math on a specific role?
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