Recruitment Proposal

Prepared for: [Client name / company] Prepared by: [Agency name / lead consultant] Date: [Date] Valid until: [Date + 30 days]

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1. Overview

[In 2–3 sentences: how many roles, the hiring goal, the target completion window, and the single headline commitment — e.g., target time-to-hire or number of qualified candidates per role. Write this last, read it first.]

2. Roles in scope

[List every role you've been briefed on. Counts, seniority, location/work model, and salary bands drive both sourcing and pricing — keep them precise.]

Role	Seniority	Location / model	Salary band	No. of hires
[Role 1]	[Level]	[On-site / hybrid / remote]	[$ range]	[n]
[Role 2]	[Level]	[Location]	[$ range]	[n]
[Role 3]	[Level]	[Location]	[$ range]	[n]

3. Sourcing approach

[Explain where candidates will come from and why that reaches the right people, not just whoever is actively applying.]

• Active outreach — [direct approach to passive candidates on [channels]]
• Talent pool / database — [pre-qualified candidates from prior searches]
• Referrals & community — [networks, niche communities, events]
• Job boards / advertised search — [where postings run, if used]

4. Screening process

[The stages every submitted candidate clears. Define what "qualified" means so the client knows your shortlist is filtered, not forwarded.]

1. CV & profile review — [against role criteria]
2. Structured screen — [competency / motivation / availability interview]
3. Assessment — [skills test, technical task, or portfolio review]
4. Verification — [references, right-to-work / eligibility checks]
5. Shortlist submission — [profile + screen notes + assessment results to client]

5. Timeline & service levels

Milestone	Commitment
First qualified shortlist	[e.g., within 10 business days of brief sign-off]
Qualified candidates per role	[e.g., 3–5]
Consultant response time	[e.g., within 1 business day]
Target time-to-offer	[e.g., 35 days from brief]
Search review cadence	[e.g., weekly pipeline call]

6. Fee structure & terms

[State the model and what triggers payment. Choose the row(s) that apply and delete the rest.]

Model	Fee	Payment trigger
Contingency	[%] of first-year base salary	On the hire's start date
Retained	[%] of first-year base salary	[⅓ on engagement, ⅓ on shortlist, ⅓ on placement]
RPO	[$/month] management fee + [$ / %] per hire	Monthly + on each start date

Invoicing terms: [e.g., invoices due within 14 days of the trigger event.]

7. Guarantee / replacement policy

[State the protection plainly.]

• If a placed candidate leaves or is dismissed within [e.g., 12 weeks] of their start date, we will [provide a free replacement search / issue a pro-rated rebate] under the terms below.
• [List exclusions, e.g., redundancy, role change, or non-payment of the original fee.]

8. Reporting

[How and how often the client sees progress.]

• [Weekly pipeline update: candidates approached, screened, shortlisted, in process]
• [Named account contact: [name / email]]
• [Dashboard / shared tracker access, if offered]

9. Next steps

[One clear action. e.g., "To begin the search, countersign below and return signed role briefs; we'll open sourcing within one business day."]

Accepted by: ______________________ Date: ____________

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Optional sections

• Track record: [Relevant placements, fill rate, or average time-to-hire for similar roles.]
• Account team: [Consultants running the search and their domain reach.]
• Exclusivity & candidate ownership: [Whether the search is exclusive; how duplicate submissions and prior-applicant conflicts are resolved.]