9.9% of first-year base salary, with an 18-month guarantee. That's less than half what traditional firms charge, and it's possible because we built our model around efficiency instead of a 20–30% fee. Every client gets the same two options: 9.9% for a 60-day exclusive search, or 15.9% if you'd rather work non-exclusive. There's a $6,500 minimum per placement, if you make a hire through us.

Base salary only. Bonus, commission, benefits, and profit sharing are never part of it. That matters most in sales: on a rep with a $100,000 base and $150,000 OTE, our fee is $9,900, not $14,850. Many firms bill on total first-year compensation, which quietly turns a headline rate into something much bigger. We'd rather the number you see be the number you pay.

No hidden ones. Everything is in a three-page agreement written in plain English. There's a $395 Engagement Commitment per search, invoiced only after the intake call (so we both confirm the fit first) and credited in full toward the placement fee. If you pay a placement invoice by credit card, there's a 3% processing fee; check and ACH are free. That's it.

Only on lower-salary roles: at 9.9%, when base salary is under about $65,650; at 15.9%, under about $40,880. Every search gets the same from-scratch research and headhunting regardless of salary, and the minimum is what lets us give an entry-level search the same effort as a director search.

We’ve built efficiency, not cut corners. #twiceasnice grew out of a lead-generation company, so we run recruiting like a disciplined, metrics-driven process instead of a commission chase. Every search is built from scratch and headhunted, so we don't pay to maintain stale databases or blast resumes. Our recruiters are salaried, not commissioned, so your fee isn't funding someone's big placement check. And clients commit to fast feedback, which keeps searches short. The model only works with long-term relationships, which is why 2,000+ employers keep coming back. We've published 2,000+ placements, with role, timeline, and fee, at placements.twonice.com.

With a traditional firm, it can. Firms built to charge 20–30% often treat clients who negotiate them down as second-tier, and the best candidates go to the highest-paying clients first. At #twiceasnice, the low fee is the standard, not a discount: all 2,000+ of our clients choose from the same two fee options. And because every search is built from scratch for one client, there's no shared candidate pool and no pecking order to be low on.

Traditional contingency firms commonly charge around 20% or more, and some calculate it on total compensation. On a $100,000 base salary, that's $20,000 or more vs. $9,900 with us, plus an 18-month guarantee instead of the usual 30–90 days. You keep the savings and get more protection.

For 60 days after the intake call, you don't pay any other recruiter or premium job board (like paid LinkedIn or Indeed posts) to fill the role. You can still post on your own site and use free channels. Exclusivity is what lets us invest real headhunting in your search without racing other agencies to be first with a resume, and it's how we keep the fee at 9.9%.

Never. You can switch to non-exclusive (15.9%) or cancel a search at any time. Our model depends on happy, long-term clients, not on contracts that trap anyone.

We're going out and engaging top talent just for you, so we need your feedback to make every interview sharpen the target. That means a weekly 15-minute check-in call and a goal of responding to submitted candidates within 48 hours. Fast feedback keeps strong candidates from taking other offers, and it's a big reason our searches move faster than typical ones.

Our goal is interviews within 7 days of intake, and clients interview offer-ready candidates in 21 days on average. Speed comes from building each search from scratch and headhunting people already doing the job, not waiting for applicants to show up.

Terms run from offer acceptance: Net 30 for exclusive searches, Net 15 for non-exclusive. If the start date comes later, the due date moves to the day after your hire starts, so you never pay for someone who hasn't shown up yet.

The placement invoice is voided. We only get our fee paid when your hire actually starts.

If the person we placed leaves or is fired, for any reason, within 18 months, we recruit a replacement for the same role at no cost and with the same intensity as the first search. Most firms stop at 30–90 days. We offer 18 months because we headhunt for long-term fit, and we're willing to stand behind it.

A replacement search. Your goal is a great hire in the seat, and a replacement keeps us working toward that at no cost rather than leaving you to restart alone.

We put it all in writing. The guarantee doesn't apply when the role itself goes away (layoffs or strategic shifts), it doesn't extend to the replacement hire, and it's void for that role if the placement fee isn't paid on time. There are no other exclusions.

If you hire someone we introduced, for any role, within 6 months, the same terms apply. That's half the 12-month window many firms use. The principle is simple: if our work led to a hire you wouldn't otherwise have made, we've earned the fee.

No. That's what recruiters do when they're guessing. We headhunt people already doing similar work, interview them for your role specifically, and only present candidates who meet your required experience: people you could realistically make an offer to.

No. Our recruiters are commission-free, so there's no incentive to oversell a candidate, push a salary up, or rush a close. Their job is confirming long-term fit, which is also what makes an 18-month guarantee possible.

Not without asking. We get your approval before publishing any case study or content that reveals anything beyond the fact that you're a client.

We specialize in the search itself, not in one candidate pool. Think about what a niche firm's pitch really means: if they have great candidates available right now, why haven't those people already been placed with the firm's long list of similar clients? And why are they still on the market if they're working with a firm whose job is to shop them around? We don't start with a list. We build every search from scratch, research who is doing the job well right now at comparable companies, and headhunt them for you alone. That's why we've placed people across 50+ sub-industries, from building products to medical devices to enterprise software. More than 2,000 of those placements are published at placements.twonice.com, so you can see searches like yours.

A specialist knows the candidates it has already met, and those candidates are being shown to every one of its clients, including your competitors. The best people for your role are usually working and not looking, which is why we headhunt. A from-scratch search finds people a specialist's database doesn't include and presents them only to you.

No. Every search is built from scratch for one client, so the candidates we approach for you are approached about your role, not shopped from a shared pool to whoever is hiring.

A dedicated four-person team: a Client Manager (your main point of contact), a Sourcer, a Senior Recruiter, and an Advertising Specialist/Recruiter Assistant. Everyone but the Advertising Specialist joins your kickoff call, so the people hunting for you hear your needs firsthand. Behind them, each team member has a functional manager who helps oversee your search through pause-point meetings and weekly team check-ins focused on tough searches. Our recruiters are commission-free, so nobody on your search is chasing the newest, easiest fee somewhere else. They're measured on finding the right long-term fit for you.

Traditional contingency recruiters often drift to whatever role is easiest to fill this week; their commission depends on it. Ours don't earn commission, and every client pays the same stable fee, so a hard search gets the same attention as an easy one. When a search runs longer, it's usually because the market is telling us something: the salary, title, or requirements don't match who's actually available. Our job is to show you that with evidence from real conversations with candidates, then adjust the target with you.

Because the process works. Every search follows the same steps: kickoff and research, targeted headhunting, screening specifically for your role, and weekly calibration with you. A consistent process is why we can deliver offer-ready candidates in 21 days on average, keep the fee at 9.9%, and stand behind placements for 18 months. Recruiting that depends on one person's Rolodex or instincts can't promise any of that.

No. Exclusivity limits other recruiters, not candidates. Because we headhunt, our reach is the whole market of people doing similar work, not just whoever responded to a post or sits in a database. Exclusivity is what lets us invest that effort in your search without racing other agencies to send the first resume. Our 9.9% fee allows us to share in the efficiency of that level of partnership.

Yes. Knowing where a candidate stands, including other offers, counteroffer risk, and timing, is part of confirming fit. It's also why fast feedback from you matters: strong candidates rarely stay available for long. And to be clear, if they are interviewing elsewhere, it’s not through us. We only present candidates to one client.

Every candidate we present has been interviewed for your role specifically, against the experience you require and what we learned about your team at kickoff. Then every interview you hold sharpens the target: your weekly feedback tells us what's working, and we recalibrate the search around it. Our clients typically see just five candidates from us before making an offer – we’re good at sharing a highly qualified short list of niche talent.

Yes. #twiceasnice has placed many senior executives, alongside individual contributors, managers, and directors. The same process that works for any role works at the top: a search built from scratch, targeted headhunting of leaders already succeeding in comparable roles, and screening for long-term fit. An 18-month guarantee matters even more at the executive level, where a wrong hire is most expensive. You can browse senior placements at placements.twonice.com.

Yes. We regularly recruit for foreign-owned companies building or growing a U.S. team, including Canadian, Indian, Korean, Chinese, German, and Japanese-owned employers, and you can browse those placements by headquarters country at placements.twonice.com. To hire directly, you'll want to be registered as an employer in the U.S.

On sticker price alone, a flat fee can be lower on higher salaries. Ask what the fee buys: flat-fee services often rely on job-board postings and applicants rather than headhunting, and guarantees are commonly around three months. We headhunt every role from scratch, present only candidates interviewed for you, and back the hire for 18 months. The question isn't the cheapest invoice; it's the lowest cost for a hire who stays.

With recruitment-as-a-service you pay every month whether or not you hire. With us, you pay only when a hire actually starts, and if they leave within 18 months, we replace them at no cost. For most companies making one to a handful of hires a year, that's less money and far less risk.

Because almost no one else built a recruiting firm to make it possible. #twiceasnice was founded in 2017, is based in Boston, and has worked with 2,000+ employers across the U.S. and Canada. We publish our placements, with role, timeline, and fee, at placements.twonice.com (2,000+ and counting; only highly confidential searches are held back), and we have 300+ client and candidate reviews across Google and Clutch. Our full client agreement is three pages in plain English, and you can talk through the model with our President, Patrick Cahill, before you commit.

Yes. We have many references and are happy to share them. Most clients find they don't need that step: after meeting with us, reviewing our agreement, meeting the search team, and reading the third-party verified reference calls on Clutch, they're comfortable moving forward. You can also review 2,000+ published placements, filterable by industry, region, and role, plus 300+ reviews across Google and Clutch. Not one of those reviews is a client saying we didn't do what we said we would.

The headline rate is only half the story. Ask every firm: Is the fee on base salary or total compensation? Is there a minimum or deposit, and is it credited? Do you owe anything if the hire never starts? How long is the guarantee, is it a refund or a replacement, and what voids it? How long after an introduction can they claim a fee? Can you cancel without a penalty? A firm with nothing to hide will answer all of these in writing. Ours is three pages, in plain English.

When you're not ready to partner with a firm. If you'd prefer a "here's the job description, send me who you've got" approach, we're not the right fit. We build every search from scratch with you: a kickoff to define the target, weekly 15-minute check-ins, and fast feedback so every interview sharpens the search. That partnership is how we find top talent just for you and stand behind the hire for 18 months.