Success-fee recruitment
Recruit for an agreed fee payable when the success conditions in your agreement are met.
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Recruitment
Find the talent your business needs to grow.
Work with a recruiter who understands the gaps in your team and the people you need next.
What clients say
We worked together on two key hires for the business, and both have turned out to be excellent additions to the team. … The candidates he introduced were high quality, well matched and, importantly, have proven themselves after joining.
When I joined CPX, one of the priorities was building and strengthening our Talent Acquisition capability. Nick played an instrumental role in making that successful, supporting us in hiring more than 70 employees within just nine months.
He wasn’t one of those recruiters who saw someone in a new leadership position and immediately started hounding them with calls and emails. He was respectful, patient, attentive, and genuinely focused on understanding what we needed and building a trusted partnership.
Choose time, a project or a success fee
Use embedded or fractional recruitment when you need agreed recruiter time. Choose a project for defined deliverables. A success-fee arrangement links payment to agreed success conditions. Ask which approach fits your roles, hiring volume and internal capacity.
Recruitment options
Embedded recruitment
A recruiter working as part of your team for an agreed period.
Fractional recruitment
An agreed number of days or hours for ongoing hiring support.
A recruitment project
A defined piece of work such as market mapping, assessment design or a campaign.
Recruitment for Emiratisation projects
Our Emirati specialists understand Emiratisation requirements and the local recruitment market. They can help define roles, identify suitable Emirati candidates and support assessment and onboarding. Tell us your hiring priorities and the outcomes your programme needs.
Two conversations, two clear agreements
First, define the problem with Hyring. Then agree the detailed requirements with your specialist. Both conversations have a separate written record for your firm to confirm.
Defining the problem
Hyring and your firm
Define the problem, priorities, specialist experience, budget and timing.
Capture the brief
Record the scope, desired outcomes, essential requirements and anything still to be clarified. Your firm reviews and confirms the notes.
Agree the next action
Name the person responsible, what they will do and when they will respond. Use this brief to identify the right specialist.
Specialist intake call
Your specialist and your firm
Confirm the detailed requirements, delivery targets, timelines and responsibilities.
Agree the feedback
Set job-related criteria before reviewing candidates: technical skills, communication, internal stakeholder or external customer focus, delivery, judgement and collaboration.
Record evidence, strengths, gaps and follow-up questions. Your firm and team own the hiring decision.
Track decisions and follow-up
Record who reviews each candidate and by when, any clarification needed, the decision and its reason, and who will update the candidate.
Common questions
Does matching decide who gets hired?
No. Matching helps identify relevant experience. Hyring reviews specialist fit, the recruiter assesses candidates, and your hiring team makes the decision.
What will the engagement cost?
Ask for a written proposal covering the scope, capacity, fees, delivery targets, payment terms and change or cancellation arrangements. Compare the full proposal with your alternatives.