Permanent team members. More than one way to find the right one.
BigFoot combines targeted recruiting with two ways to structure the search, so you can choose what fits the person you need, the urgency and how you want to pay for the work.
SEARCH TRACKPermanent hireTargeted recruiting for the person you want to keep.
DIRECT HIRESkilled technicians, sales engineers, HR, operations and other people worth searching for.
TWO WAYS TO STRUCTURE DIRECT HIRE RECRUITING
Same search discipline. Different economics.
Choose traditional Contingent Search when you want zero upfront commitment, or Engaged Search when you are ready to commit to the search and want a lower placement fee in return.
CONTINGENT SEARCH
Pay when you hire.
Traditional success-fee recruiting with no placement fee unless you hire someone we introduce.
Standard fee: 20% of first-year compensation
90-day replacement guarantee
No upfront placement fee
Works well when you prefer success-based economics
We find, screen and introduce people who fit the role. The standard fee is 20% of first-year compensation, due when you hire someone we introduce. A 90-day replacement guarantee is included with Contingent Search.
FIELD NOTEWe are searching for the person, not waiting for the resume.Direct Hire works best when the search reaches beyond the people already applying.
600+people placed across BigFoot
28Direct Hire placements with one long-term client
Humantargeted search and screening
WHO WE SEARCH FOR
The permanent people behind operational businesses.
Direct Hire is not limited to office jobs or executives. We recruit across the full organization—from experienced technical people and supervisors to HR, operations, sales and administrative professionals.
Operations ManagersHR & People LeadersPlant & Production SupervisorsAdministrative & OfficeSales & Account ManagementTechnical & Skilled Specialists
OPTION 02 · ENGAGED SEARCH
Put some skin in the game. We lower the fee.
Commit upfront to a focused search and lower your total placement fee. Start at $2,000 upfront for an 18% fee instead of 20%; larger commitments can reduce the rate further. Your upfront payment counts toward the total—not on top of it. Explore the calculator to see the options for your role.
ENGAGED SEARCH SAVINGS CALCULATORSee what commitment saves you.Your upfront payment is credited toward the total fee—it is not an additional charge.
ESTIMATED FIRST-YEAR COMPENSATION$120,000
$70K$100K$130K$160K$200K
Slide to the estimated first-year compensation for the role.
Hiring above $200K? Let's scope the search together—executive and highly specialized searches may need a custom engagement.
UPFRONT COMMITMENT$6,000Save $6,000 vs. standard contingency · $18,000 total out the door
$2K$4K$6K$8K$10K
YOU SAVE VS. 20% CONTINGENCY$6,000Standard contingency would cost $24,000.
TOTAL OUT-THE-DOOR PRICE$18,00015% total fee · $6,000 now + $12,000 at placement
The search works best when the role is real, compensation is market-aware, interview availability is clear, and both teams can exchange feedback quickly.
Aligned roleWe agree on the actual must-haves before recruiting starts.
Market-aware compensationWe compare the role against the market and flag obvious friction early.
Responsive processYour team is ready to review, interview and give useful feedback.
Focused searchWe search, screen and present people worth meeting instead of flooding you with resumes.
COMMON QUESTIONS
Direct Hire questions, answered.
What is the difference between Contingent Search and Engaged Search?
Contingent Search requires no upfront search commitment and uses the agreed success fee when you hire. Engaged Search adds an upfront commitment and reduces the placement fee in return.
How does the Engaged Search discount work?
The starting point is a $2,000 upfront commitment for a 10% discount on the standard contingency placement fee. Higher commitments can unlock larger discounts. Final commercial terms are confirmed before the search begins.
Who is Engaged Search best for?
Employers with an active opening who are ready to interview, provide feedback, and make a timely hiring decision. It is especially useful when you want stronger alignment on the search and are comfortable making an upfront commitment.
Do I have to choose the commitment level before talking with BigFoot?
No. Start with the role. We can review the market, the search difficulty, and your hiring process first, then recommend whether Contingent or Engaged Search fits better.
Will BigFoot still tell us if the role itself is the problem?
Yes. We would rather flag a compensation, schedule, requirement or process issue early than keep recruiting into a search that is set up to struggle.
NOT SURE WHICH MODEL FITS?
Tell us who you’re looking for. We’ll recommend the best approach.
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