Why Recruitment Shouldn't Be Activity Based
Most recruitment models reward activity. More CVs sent. More interviews scheduled. More meetings booked. None of these things correlate with the outcome you actually want — a great hire who stays and performs. Activity-based recruitment incentivises volume, not quality.
How activity-based models fail
When a recruiter is measured on CVs sent, they send more CVs. When they are measured on interviews scheduled, they push marginal candidates through. The incentive structure creates a process that feels busy but produces mediocre results. Founders end up spending more time reviewing irrelevant profiles than meeting great candidates.
What outcome-based recruiting looks like
We charge based on the outcome — a successful placement. One-time monthly salary, with a third upfront and the remainder on hire. This aligns our incentive with yours: we only succeed when you do. There is no reason for us to send you candidates who are not genuinely right, because padding a shortlist does not serve either of us.
Why this produces better hires
When the recruiter is invested in quality over quantity, every part of the process improves. The brief is more thorough. The shortlist is more focused. The candidate experience is better. And the result is a hire who was chosen for fit, not just presented to justify activity.