Charging standards of Chengdu headhunting companies

As the economic and innovation center of Southwest China, Chengdu's headhunting industry fee standards are dynamically adjusted based on market supply and demand, industry characteristics, and service models. Companies need to comprehensively evaluate the fee logic based on job scarcity, recruitment cycle, and budget to balance talent acquisition costs and efficiency.

Charging standards of Chengdu headhunting companies：

I. Headhunting Fee Ratio Range

Chengdu headhunting companies' service fees are usually based on the candidate's pre-tax annual salary, with the mainstream range being 20% to 35%. The fee rate for entry-level positions (such as engineers and specialists) is mostly concentrated between 18%-25%, mid-level positions (such as department managers and technical managers) are 25%-30%, while senior management or rare technical positions (such as CTOs and algorithm experts) may exceed 35%. Foreign-funded or large headhunting companies, due to their wide resource network coverage and high brand premium, generally have higher rates than local agencies, with some high-end positions charging up to 40%. In addition, for scarce positions in fields such as artificial intelligence and semiconductors, headhunting companies may increase the rate by 5%-10% to cover additional costs.

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II. Headhunting Fee Models

1. Results-based payment: Companies only pay fees after the candidate joins and completes the probationary period (usually 3-6 months), with the percentage usually being 20%-30% of the annual salary. This model has low risk but may prolong the recruitment cycle, suitable for companies with high requirements for talent stability.

2. Advance payment + final payment: Companies need to pay 30%-50% of the total fee as a deposit, and the remaining fee is paid after the candidate joins. The advance payment is usually non-refundable, and the refund conditions in the contract terms should be noted.

3. Phased charging: The service is divided into stages such as resume recommendation, interview, onboarding, and probationary period completion, with 20%-30% of the fee charged for each stage. This model has high transparency, but headhunting companies may increase the overall rate due to the risk of candidate resignation.

4. Fixed fee model: For standardized positions or batch recruitment, headhunting companies may charge a fixed fee, with a single position fee of about 30,000-150,000 yuan, depending on the number and difficulty of recruitment. This model is suitable for positions with clear needs and low recruitment difficulty, but companies need to bear the cost risk of recruitment failure.

5. Project-based charging: For large recruitment projects, headhunting companies may charge project start-up fees, search fees, and evaluation fees, which are determined based on the complexity of the project and resource input.

III. Factors Affecting Headhunting Fees

1. Job scarcity and recruitment difficulty: Scarce positions in fields such as artificial intelligence and semiconductors, due to fierce competition for talent, may require headhunting companies to invest more resources, and the rate may increase by 5%-10%.

2. Candidate's annual salary level: The higher the annual salary, the higher the absolute value of the service fee, but the percentage rate may be adjusted according to the job level. For example, although the rate for executive positions is high, the absolute value is far higher than that of entry-level positions.

3. Headhunting company size and resources: Large headhunting companies, due to their wide industry coverage and rich talent pool, generally have higher rates than small and medium-sized agencies, but the service quality and delivery efficiency are more guaranteed.

4. Added value of services: Value-added services such as background checks, salary negotiations, and onboarding guidance may be charged extra, and the percentage increase in the rate needs to be negotiated. Some headhunting companies provide free talent maps or industry research services, which may reduce the overall cost.

5. Market supply and demand relationship: In hot industries (such as the Internet and finance), the competition for talent is fierce, and headhunting companies may increase their rates; while in unpopular industries or during economic downturns, rates may decrease.

6. Guarantee period clause: The guarantee period is generally 3-6 months. If the candidate resigns or is dismissed during this period, the headhunting company may refund part of the fee or recommend again. This clause directly affects the payment conditions of the final payment.

7. Minimum fee threshold: Some headhunting companies set a minimum fee standard (such as 50,000-100,000 yuan), which must be paid even if the annual salary of the position is low, to ensure the project input cost.

The fee standards of Chengdu headhunting companies are a dynamic balance of market supply and demand, service value, and risk sharing. When choosing headhunting services, companies need to comprehensively evaluate the reasonableness of the rate, the flexibility of the model, and the added value of the service based on the characteristics of the position, the recruitment cycle, and the budget. At the same time, clarifying the fee details, payment nodes, and guarantee period responsibilities in the contract terms can effectively reduce the risk of cooperation and achieve a win-win situation in talent allocation and cost control.