Fixed Fee vs Percentage Recruitment: Which Works for Irish Skilled Trades?

For Irish employers hiring welders, fitters, electricians, technicians or other skilled trades, recruitment pricing can affect the budget and the incentives built into the service. A percentage-based fee often rises with salary, while a fixed fee gives a clearer price for a defined scope. Neither model is automatically better. Employers should compare what is delivered, how candidate quality is measured and which risks remain with the business.

What Irish employers need to know

The target search topic for this guide is recruitment company fees. The goal is to help employers make a better hiring decision using the actual role, the service required and the evidence available. Avoid treating any search phrase as proof of eligibility or as a substitute for a written role brief.

How percentage-based recruitment works

Under a percentage model, the fee is calculated using an agreed salary basis. Clarify which salary figure applies, whether allowances or guaranteed payments are included, when the fee becomes payable and what happens if the salary changes before the start date. The model may be familiar for permanent recruitment, but it can make costs harder to compare across roles with different pay structures.

How fixed-fee recruitment works

A fixed fee sets a price for a defined deliverable or hiring process. It can make budgeting easier, especially where multiple similar roles are being filled. The agreement should state whether the fee covers one candidate, one successful start or a broader campaign, and whether extra services or repeated sourcing rounds incur additional charges.

Compare like with like

Create a comparison table that lists sourcing, screening, technical assessment, interviews, references, offer support, permit coordination, relocation and aftercare. Mark each as included, optional or excluded. If one quote includes only candidate introduction and another includes case coordination, comparing the headline fees will mislead the decision.

Model the economics of several hires

For recurring trade vacancies, calculate the expected total cost for one, five and ten successful hires. Include any setup fees and the possibility of candidate withdrawals or unsuccessful checks. Use realistic assumptions and label them clearly. Do not assume the lowest price per candidate means the lowest cost per employee who actually starts.

Protect quality and accountability

Whatever pricing model you choose, define the candidate profile, assessment standard, reporting cadence and replacement terms. A fixed fee without quality criteria can reward activity rather than outcomes; a percentage fee without clear deliverables can leave the employer unsure what it purchased. The contract should align payment with a clearly defined service.

A practical checklist before you commit

• Write a clear role brief with must-have skills, salary, location and timing.
• Agree how candidate competence will be assessed and verified.
• Compare full service scope, fees, exclusions and replacement terms.
• Assign an owner to each recruitment stage and outstanding action.
• Measure successful starts, time to productivity and retention, not CV volume alone.

Frequently asked questions

Is fixed-fee recruitment better for bulk hiring?

It can improve predictability when roles and deliverables are consistent, but capacity and replacement terms still matter.

Does a percentage fee guarantee a better candidate?

No. Candidate quality depends on sourcing, assessment, role clarity and decision-making, not the fee calculation alone.

What should I ask the agency to quote?

Request a total cost for the exact number and type of hires, with the full scope, exclusions, payment milestones and replacement terms.

Official resources and next steps

For immigration and employment-permit questions, use current official guidance because eligibility, fees, remuneration criteria and processing dates can change. Where the answer depends on a particular occupation or candidate, verify the case-specific requirements before committing to a hiring plan.

Get an employer hiring quote · Check role eligibility · Official Irish employment permits guidance · Current minimum annual remuneration thresholds

Editorial note: This article is general employer information, not legal advice. Confirm current official requirements for the exact role and case before acting.