Insights — Sales & Commercial Recruitment — 4 min read
How Much Do Recruitment Agencies Charge in the UK in 2026?
Most UK permanent recruitment is still charged as a percentage of first-year salary. Here is how each fee model works, what it really costs and what to compare beyond the percentage.
In short
Most UK recruitment agencies charge for permanent hires as a percentage of the candidate’s first-year basic salary, payable when the candidate starts. The percentage is agreed individually and varies with seniority, sector and difficulty. Alternatives include retained search (staged fees for senior roles), flat fees, subscription recruitment and hybrid models that combine a monthly fee with a lower success fee.
Ask five UK recruitment agencies what they charge and you may get five different answers — a percentage, a retainer, a flat fee, a monthly subscription or some mix of them. The headline number rarely tells the whole story.
This guide explains the main fee models used for permanent recruitment in the UK, shows how each works with simple illustrative figures, and sets out what an employer should compare before signing anything.
The main UK recruitment fee models
| Model | How you pay | Typically used for |
|---|---|---|
| Contingency | A percentage of first-year salary, only when someone is hired | Most permanent mid-level roles |
| Retained search | Staged fees: on engagement, shortlist and appointment | Senior, executive and confidential roles |
| Flat fee | A fixed amount per hire, regardless of salary | Straightforward, high-supply roles |
| Subscription | A monthly fee for ongoing recruitment support | Businesses that hire regularly |
| Hybrid | A monthly fee plus a lower success fee per hire | Recurring hiring with predictable cost |
Contingency recruitment: percentage of salary
Contingency is the model most employers recognise. The agency is paid only if you hire a candidate it introduced, and the fee is a percentage of that person’s first-year basic salary. Percentages are set agreement by agreement — there is no official rate — and they tend to rise with seniority and scarcity.
The advantage is that you pay nothing unless you hire. The drawback is that the fee lands in full every time you make an appointment, and on a contingency basis several agencies may be working the same vacancy, which can reduce how much effort any one of them commits.
Retained and executive search
For senior leadership, board and confidential appointments, search firms often work on a retained basis: the fee is split into stages, with part paid when the assignment begins. In return the employer receives dedicated research, market mapping and direct headhunting. Evans handles these appointments through Executive Recruitment, where fees are agreed per assignment.
Subscription and hybrid recruitment
Subscription recruitment replaces some or all of the per-hire fee with a regular monthly payment. Hybrid models keep a smaller success fee alongside the subscription, so the recruiter is still rewarded for results. These models suit businesses that hire periodically throughout the year, because the cost becomes predictable and does not jump with each appointment.
Evans Recruitment Partner is one example of a hybrid model: £199 + VAT per month on a 12-month agreement, plus a 5% success fee when Evans places a candidate, with one active vacancy worked at a time.
Worked examples side by side
The figures below are illustrative. They assume a £40,000 basic salary and an illustrative 15% contingency fee. Real comparisons depend on the fee another provider actually quotes, the salaries involved and how many people you hire.
| Scenario | Contingency at illustrative 15% | Evans Recruitment Partner |
|---|---|---|
| One £40,000 hire in a year | £6,000 + VAT | £2,388 membership + £2,000 fee = £4,388 + VAT |
| Two £40,000 hires in a year | £12,000 + VAT | £2,388 membership + £4,000 fees = £6,388 + VAT |
| No hires in a year | £0 | £2,388 + VAT (the 12-month membership) |
The last row matters. A subscription costs money even in a year when you do not hire, so it suits businesses with genuine recurring demand. If you make one appointment every few years, contingency may be the simpler choice.
What to compare beyond the percentage
- Whether the recruiter actively sources and approaches candidates, or relies on adverts
- How candidates are screened before you see them
- Whether you receive a focused shortlist or a stack of CVs
- Replacement or rebate terms if a hire leaves early
- Exclusivity expectations and how many agencies will work the role
- What happens to the fee if you find the candidate yourself
- Payment terms and when the fee becomes due
Which model suits which employer?
Occasional hiring usually suits contingency. Senior, confidential or strategically critical appointments suit retained or executive search. Regular hiring of commercial, operational, technical and professional staff below executive level is where subscription and hybrid models such as Recruitment Partner make the most sense. Our comparison of subscription recruitment versus traditional agencies goes further into the numbers, and our guide to what a recruitment agency actually does for its fee explains what you should expect in return.
Conclusion
There is no single UK recruitment rate. Compare the total cost across the hires you expect to make, and compare the work behind the fee, not just the percentage. If you recruit regularly below executive level, Evans Recruitment Partner offers a transparent alternative: a predictable monthly cost and a 5% fee only when a hire is made.
Recruitment without the traditional agency fee shock.
Evans Recruitment Partner gives growing UK businesses ongoing permanent recruitment support for £199 + VAT per month, with a 5% success fee when Evans places a candidate. One active vacancy at a time, on a 12-month agreement.
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