How our pricing works
We do not publish a rate card, because HR fees genuinely depend on your headcount, scope and compliance position. What we do guarantee is a fixed written price before anything starts.
- Free consultation
- Written proposal
- No obligation
Why we do not list numbers. Quoting a fee before knowing your headcount and compliance position would be guesswork. Any provider who can price your requirement from a website page is either not scoping it properly, or is planning to change the price after signing.
Which model applies to you
The model is chosen by the nature of the work, not by your size. Most engagements are a single model; larger ones combine two.
Per employee, per month
The standard model for HR outsourcing and payroll. A per-head monthly fee covering the agreed scope, invoiced monthly.
Applies to: HR outsourcing, payroll management, Employer of Record
Per placement
A success fee charged on the candidate joining. Percentage of annual salary, or a flat fee agreed per role.
Applies to: recruitment and staffing
Retained search
A staged retainer for senior and executive roles, released against agreed milestones through the search.
Applies to: executive search
Fixed project fee
A single price for a defined deliverable with a fixed end date. No ongoing commitment.
Applies to: policies, audits, business plans, registration, websites
Six factors we price against
Knowing these before our call means you get a more accurate proposal faster.
- Headcount
- The number of employees in scope is the single biggest factor.
- Scope
- Payroll only is very different from the whole HR function.
- Sector & complexity
- Multi-site, shift-based or unionised environments carry more work.
- Compliance position
- Existing arrears or missing registrations add remediation work.
- Transaction volume
- Hiring velocity, joiners and leavers, and payslip complexity.
- Response commitments
- Agreed service levels and reporting frequency.
Whatever the number, these do not change
These are not add-ons or premium-tier features. They apply to every engagement.
- A written scope of work before anything starts
- A named account manager
- Fixed monthly or fixed project pricing — not open-ended billing
- Regular reporting against the agreed scope
- No charge for the initial consultation or the proposal
Pricing questions
If your question is not answered here, ask us directly — we will give you a straight answer rather than a sales pitch.
Ask a questionWhy are there no prices listed on this page?
Because HR outsourcing fees genuinely depend on headcount, scope, sector and your current compliance position. A published number would either be misleading or so hedged as to be useless. We give you a fixed written price after a short discovery call, and that conversation costs nothing.
Is there a minimum contract length?
Contract terms are stated in your proposal. Some services — particularly payroll and compliance — work best on an ongoing basis because the value comes from consistency, but the commitment is set out in writing before you sign anything.
What is not included in the monthly fee?
Third-party statutory contributions themselves (EOBI, Social Security, tax) are payable by you as the employer and are separate from our service fee. Your proposal lists every exclusion explicitly.
Do you charge for the initial consultation?
No. The discovery call and the written proposal are free, with no obligation to proceed.
Can we start with a small scope and expand later?
Yes, and most clients do. Starting with payroll or compliance alone is common, then adding recruitment or the wider HR function once the arrangement has proved itself.
How are recruitment fees structured?
Either a success fee payable on the candidate joining, or a staged retainer for senior searches. The rate is agreed per role in writing before the search begins.
Get a fixed price for your requirement.
A short discovery call, then a written proposal with a fixed price and a clear scope. Free, and with no obligation to proceed.