Flat-Fee Direct Hire Search · Inland Empire & Orange County
Everyone has the same list. Almost nobody does the work.
Access to talent stopped being a differentiator years ago. Your team, your last agency, and we ourselves all work the same market. What separates a good hire from an expensive mistake is bandwidth and judgment — and that is the part nobody puts a price on. We do, below.
No fee until your hire starts
Hiring well is a full-time job. Nobody at your company has spare time.
So you call an agency — and trade one problem for two more.
Bandwidth
Your team isn’t slow. It’s outnumbered.
The candidates you want aren't hidden — they're just never reached, because reaching them takes sustained follow-up that a recruiter carrying twenty open roles cannot give any one of them. Whoever owns this search at your company owns everything else too, and the search gets what's left.
SHRM Talent Trends and Gem Recruiting Benchmarks, 2026.
Quality
Anyone can find a good resume. Almost nobody can test what’s behind one.
Most agency recruiters are generalists working whatever req came in this week. They're skilled at sourcing and they ask reasonable, generic questions — but they've never done the job, so the document is the only evidence they know how to read. You end up interviewing the people a resume oversold, and never meeting the ones it undersold.
We'll tell you when a weak résumé is worth your afternoon, and exactly why.
Cost
And the better you pay your hire, the more your agency makes.
A percentage fee is a conflict of interest written into the contract. It also means you can't put a number in front of your CFO until the offer is already accepted — and the number climbs the moment you decide to compete harder for someone you actually want.
Typical Inland Empire agency range is 20–25% of first-year salary.
What it costs
Our fee is priced on the work.
Theirs is priced on your candidate's paycheck.
Say you're hiring an AP clerk. Move the salary and watch which number reacts.
You keep $6,100
Raise the offer to win the person you actually want, and their fee climbs with it. Ours was set before the search started.
Flat fees from $4,900, priced by the difficulty of the search — never by the salary.
How we screen
Ask any agency what they ask candidates.
Then compare their answer to ours. This is part of our controller screening — the same depth applies in operations, supply chain, HR, marketing, and sales.
“Tell me about your month-end close experience.”
Every candidate we send arrives with a written brief on how they answered — not a forwarded resume.
How it works
Three steps, and the first two are free.
Book the intake
Half an hour on the role, the market, and what it will actually take to fill it. You keep what we work out together whether or not you hire us.
Meet 3 or 4 people
Within five business days, screened against the job and delivered with a written brief on each. You interview candidates, not applicants.
Hire, backed a full year
Free replacement through day 30, half price through month twelve. The fee is due when your hire starts, not before.
Fair questions
What you’re probably wondering.
If you’re cheaper, what am I giving up?
Overhead, not effort. No branch offices, no bloated management layers and salaries, no national ad budget, no sales floor carrying quota. Every search includes intake, market and pay mapping, direct sourcing, functional screening, written briefs, interview coordination, candidate prep, references, and offer negotiation.
We already work with an agency.
Most of our clients did too. Put us on one role alongside them and compare what arrives. You'll know inside a week, and it costs you nothing unless you hire someone we sent.
What if the hire doesn’t work out?
Through day 30, we run the search again at no additional charge. Through month twelve, at half the original fee. Most guarantees in this market end at ninety days — which covers the hiring accident, not the hire who couldn't do the job.
I don’t have approval to spend anything yet.
The intake is free and the fee isn't owed until your hire's first day. You'll have an exact number to take to your CFO before you commit to anything.
Start here
Book the intake. It costs you nothing.
Half an hour on the role, the market, and what it will really take to fill it. If it isn't the most useful hiring conversation you have this quarter, you've lost thirty minutes and nothing else.