Cost calculator & comparison
Placement or temporary staffing: What does each cost?
What does a recruiter cost – and when is temporary staffing cheaper? With permanent placement you usually pay a one-off fee of 20 to 35% of the annual gross salary – only on success. With temporary staffing you pay per hour worked. The calculator shows what pays off for your role.
Two routes, two pricing models
Permanent placement
The person is hired by you directly. The recruiter receives a one-off fee – typically 20 to 35% of the first annual gross salary, and more for executive and specialist roles. There is no rate fixed by law; what you agree applies.
Temporary staffing (employee leasing)
The person stays employed by the staffing provider and works at your company. You pay a billing rate per hour worked. It is well above the hourly wage because it covers wages, employer contributions, holiday, sick leave and the provider's margin. In return you stay flexible and carry no hiring risk.
Cost calculator: placement or temporary staffing?
Enter the figures for your role and your offers. The defaults are example values.
Placement
One-off fee, then per month €4,000 salary + €840 non-wage costs
- One-off fee
- €12,000
- Ongoing per month
- €4,840
- Total over 12 months
- €70,080
Temporary staffing
No fee, per month 150 hrs × €40
- One-off fee
- €0
- Ongoing per month
- €6,000
- Total over 12 months
- €72,000
Over 12 months, placement is €1,920 cheaper.
Tipping point: up to month 10 temporary staffing tends to pay off, from month 11 placement.
The link contains the figures you entered – for example for a LinkedIn post or an email to colleagues.
Real fees instead of estimates
Post the position anonymously: vetted recruiters propose candidates, each with their fee. You compare – and only pay once you hire or deploy someone.
- Set up in a few minutes
- No calls from recruiters
- Contact details only after your release
Indicative calculation excluding VAT. Not included, among other things: a takeover fee after temporary staffing, onboarding, bonus payments and the cost of a bad hire. Not an offer and not advice.
Which fits when?
Placement fits when …
- the role is to be filled permanently,
- you want to tie the person to your company,
- the role is hard to fill (specialists and executives).
Temporary staffing fits when …
- the need is temporary or fluctuates (peaks, cover, projects),
- you would like to get to know someone on the job first,
- it has to happen quickly.
What to look out for
When is the fee due?
A success fee is typical: it is only due if an employment contract is concluded. The exact timing is set by your contract with the recruiter.
What if the person leaves during probation?
Many contracts provide for a replacement or a partial refund. Clarify this before you accept.
For temporary staffing: licence and takeover
The staffing provider needs a licence for employee leasing – SilentHire checks it in advance. Ask about the takeover fee in case you hire the person permanently later.
See the costs before you say yes
- 1You post your role anonymously – free of charge for companies.
- 2Recruiters propose candidates and state their fee as a percentage or their billing rate.
- 3You compare the proposals including their terms and only then decide.
Frequently asked questions about costs
What is the difference between placement and temporary staffing?
With placement you hire the candidate permanently yourself and pay the recruiter a one-off fee, mostly 20 to 35% of the annual gross salary. With temporary staffing the person stays employed by the staffing provider, and you pay a billing rate for every hour worked. Placement tends to pay off for roles to be filled permanently, temporary staffing for temporary or fluctuating needs.
Who pays a recruiter's fee?
As a rule the company filling the role – not the candidate.
How high is a recruiter's commission?
The fee – often called a commission – is mostly 20 to 35% of the first annual gross salary. It can be more for executive and specialist roles. There is no rate fixed by law.
What does a headhunter cost?
Headhunters usually charge like recruiters: a fee as a percentage of the annual gross salary. For targeted direct search of executives (executive search) the fee is often paid in instalments, part of it when the assignment is placed and regardless of success. So clarify in advance whether a pure success fee is agreed.
When is the fee due?
A success fee is typical and is only due once an employment contract is concluded. The exact timing is set by your contract with the recruiter.
Is temporary staffing cheaper than a placement?
For short assignments usually yes, because there is no fee. The longer the assignment lasts, the more a permanent hire via placement pays off. The calculator on this page shows the tipping point for your figures.
What does it cost to take over a temporary worker?
If you hire a person from temporary staffing permanently, the staffing provider may charge a reasonable placement fee if one was agreed (Section 9(1) no. 3 of the German AÜG). A clause that forbids the takeover altogether, however, is invalid. In many contracts the fee decreases with the length of the assignment. Check this rule before signing – it can shift the tipping point in the calculator.
Does SilentHire cost anything for companies?
No. Use is free for companies. Costs only arise in the cooperation with the recruiter you choose – the agreed fee for a placement or the billing rate for temporary staffing.
Guide values as of October 2026.