When to Use Contingency Hiring
Use Cases
Our Process Overview
We follow a streamlined yet thorough recruiting process to ensure quality hires. (See our How We Work page for a full methodology.) Here’s a quick overview of our contingency search process:
Discovery & JD Calibration:
We start with a kickoff to understand your needs and calibrate the job description together, ensuring it targets the right talent.
Sourcing & Screening:
Our team leverages an AI-assisted outreach engine and personal networks to source candidates. Every prospect undergoes rigorous technical screening, including AI-collaboration exercises to see how they utilize AI tools in their work.
Interview Sprint:
Once a top candidate is identified, we facilitate the offer and acceptance process, aligning on compensation and start dates. We stay with you through the final hire to ensure a smooth onboarding.
This end-to-end process is high-touch and transparent, designed to save you time while delivering great hires. Every step follows a repeatable checklist so nothing falls through the cracks.
What Makes Dynamic Sourcing Different?
We know you have options in choosing a recruiting partner. Dynamic Sourcing stands out through innovative methods and uncompromising quality standards:
AI-Collaboration Vetting:
For critical senior or niche roles, engage us exclusively with an upfront retainer. We dedicate our full resources to your search, including research and targeted outreach. A portion of the fee (about one-third) is paid to kick off the search, with the remainder due in milestones (shortlist delivered, hire made). Best for executive or hard-to-fill positions where a deeper, collaborative search is needed.
Two-Assessor Rubric:
We don’t rely on one person’s opinion. Every candidate is evaluated by two independent expert assessors using a structured scoring rubric. Multiple perspectives help reduce bias and ensure a fair evaluation, giving you a holistic view of each candidate’s strengths.
Job Description Calibration:
Our team works with you upfront to refine and calibrate your job description. By aligning on the role’s requirements and benchmarking the JD to market realities, we attract the right talent from the start. This step minimizes misalignment and speeds up the search by targeting candidates who truly fit your needs.
Together, these differentiators mean higher quality candidates and faster hires. We blend human expertise with AI-driven tools, all under a proven process that consistently delivers results. It’s a modern, tech-forward approach to contingency recruiting that you won’t find elsewhere.
Sprint Week: Accelerated Interviews and Feedback
When it’s time to meet candidates, we kick into Sprint Week mode: a focused, time-boxed interview sprint designed to maintain momentum and candidate engagement. Sprint Week means all finalist interviews are scheduled within the same 5-business-day period, rather than spread out over weeks. Clients commit to having key decision-makers available to interview candidates in a rapid succession. After each day's interviews, we conduct structured debriefs to capture feedback and recalibrate if needed. Feedback must be provided within 24 to 72 hours so that by the end of the week, you have a clear comparison of candidates. This organized, intense approach prevents losing strong candidates to slower processes and helps make confident, timely hiring decisions with real-time input from your team.
Transparent Fee Structure
Our contingency placement fee is 100% success-based. You incur a cost only when we fill your role. The typical fee is 20 to 25% of the placed candidate’s first-year base salary, a rate that’s competitive and in line with standard AI developer contingency fee arrangements in the tech recruiting industry. There are no upfront charges, retainers, or surprises. We put this fee structure in writing for every engagement, with agreed terms documented in the service agreement for full transparency. In other words, our incentives are directly aligned with yours – we only succeed when you make a great hire. This clear, performance-driven model gives you confidence that we’re working diligently to deliver the right candidate as quickly as possible. (For example, a $120K software engineer placement would yield a $24K fee at a 20% rate – only due after the hire starts, per our agreement.)
Client Partnership Requirements
Provide Timely Feedback: Commit to giving feedback on interviews within 72 hours. Quick feedback keeps top candidates warm and allows us to refine the search or proceed to offers without delay.
Ensure Decision-Maker Availability: Make sure hiring managers and key stakeholders can participate in the scheduled interviews during Sprint Week and join brief daily debriefs. Your involvement and availability are crucial for evaluating candidates and making prompt decisions.
Commit to Swift Decisions: Aim to make final hiring decisions shortly after the last interview (we’ll help by providing comparisons and insights). Moving quickly (while the iron is hot) increases the chance of securing your first-choice candidate before they entertain other offers.
By meeting these commitments, you enable us to maintain the pace and precision that define our process. When both sides are aligned and responsive, we consistently fill roles faster and with better-fit talent. We’ll guide you through these expectations in our kickoff, so you know exactly what to expect.
Ready to Get Started?
Don’t let critical roles stay open any longer. If you’re ready to harness contingency recruiting to land top tech talent, let’s talk. Book a 15-min intro call with our team to discuss your hiring needs and see how Dynamic Sourcing can accelerate your search. In just 15 minutes, we’ll explore your challenges, outline how our service can help (with no obligation), and answer any questions. Take the next step toward building your dream tech team – schedule your intro call now and let’s kick off your next great hire!