Section 01
Company & Project
Basic context about your business. This affects how we price the search and what we can guarantee on timeline.
How long has your business been operating? required
New operations carry early-stage risk that affects pricing. This reduces naturally as your track record develops.
Please select one.
Are you currently running your own job postings for this role? required
Active job postings mean we're competing for the same candidates simultaneously. Pausing your ads while we work together removes the premium entirely — and we coordinate so nothing overlaps.
Please select one.
Employment classification required
Please select one.
Do you offer a paid training period?
A structured paid training program with a dedicated trainer. Daily manager coaching alone does not qualify.
Section 02
The Role
Sub-industry, position type, location, and volume all directly affect your per-seat rate.
Sub-industry required
Please select a sub-industry.
Describe the role required
Please describe the role.
Position type required
Please select one.
Work location required
Remote roles draw from a national pool — that reduces your per-seat rate. On-site is priced for local market sourcing.
Please select one.
Seats to fill required
More seats = lower per-seat rate. A single-hire search carries a surcharge that disappears at 5 seats.
Please enter a number between 1 and 500.
Section 03
Compensation
The single biggest lever in your rate. How you pay determines how hard the search is — and the rate reflects that directly.
Compensation structure required
Straight commission is the most difficult structure to source for. Adding any guaranteed income floor removes the premium immediately.
Please select one.
Guaranteed base pay — annual required
The income floor regardless of performance. Being below market adds a surcharge; being at or above it removes it.
$
Please enter the annual base pay.
On-target earnings (OTE) — full year including all variable pay required
This is the number we socialize to candidates during sourcing. If it's too low, we can't attract competitive candidates. If it's too high and most people don't actually earn it, your rate goes up and early attrition rises.
$
Please enter the OTE.
Variable pay as a share of total OTE required
How much of the OTE promise depends on performance.
Please select one.
What percentage of your current team actually earns at or above OTE? required
This is your OTE credibility. Candidates will ask your current team. High credibility works directly in your favor on price.
Please select one.
Section 04
Candidate Requirements
How specific you are about who you'll accept determines the pool size — and directly affects your rate and how quickly seats fill.
Experience level required required
The more specific the spec, the thinner the pool and the harder the search. Opening the spec even partially produces a meaningful rate reduction and faster submission volume.
Please select one.
Licensing or credentials required
Section 05
Timeline & Retention
When you need people and how well you keep them both affect your weekly minimum and deposit.
When do you need the first hire to start? required
Compressed timelines carry an urgency surcharge. Giving us more lead time removes it.
Please select one.
12-month retention rate for this role required
What percentage of people hired stay 12 months? This affects your weekly minimum — not the per-seat rate. Be honest: if turnover is high, the minimum reflects the real cost of repeated sourcing.
Please select one.
Employer reputation in the candidate market
Have you worked with WorxWeb before?
Anything else we should know?
Engagement risk profile — based on your answers so far
Well-calibratedElevatedHigh risk
Complete the form to see your full risk profile. Lower risk = lower weekly minimum and deposit.
