For companies
Contract with a recruiter – the checklist
Planning to hire a recruiter? These points should be settled before the first candidate profile arrives.
Why a clear contract matters
Predictable costs
You know up front what a hire costs and when the invoice comes.
No fee disputes
Clear rules on who earns the fee for duplicate introductions.
Covered during probation
If the person leaves early, it's settled whether there's a replacement or a refund.
Data protection settled
Candidate profiles only reach you with the candidates' consent.
The key contract points
- 1
Fee and basis
Percentage of annual gross salary and what counts – base salary, bonus, company car.
- 2
Due date
On signing, on the first working day or in instalments.
- 3
Replacement or refund
What applies if the person leaves during probation, and within what period.
- 4
Protection period
How long the fee is due if you hire an introduced person later – often 6 to 12 months.
- 5
Exclusivity and term
May only this recruiter search, how long does the assignment run, how does it end?
What is common?
Common are 20 to 35% of the first annual gross salary, due on signing or on the start date, and a replacement if the person leaves during probation.
More points to tick off
What is often forgotten and causes trouble later.
Scope of services
Search, pre-selection, introductions, interview support – what exactly is included?
First introduction counts
Whoever demonstrably introduced a person first earns the fee.
Candidate consent
Profiles only with documented consent, data kept only as long as necessary.
Confidentiality
Company name, role and salaries stay confidential with the recruiter.
Everything in writing
Put the agreement in writing – verbal arrangements are hard to prove later.
See the terms before you commit
On SilentHire every candidate profile shows the fee before you release contact. Duplicate submissions are detected automatically, candidate consent is documented with a timestamp, and all proposals stay visible to you. After the release, you sign the contract directly with the recruiter.
Free for companies. This overview is not legal advice.
Frequently asked questions: contract with a recruiter
Does the contract have to be in writing?
In writing is strongly recommended. Only then can fee, due date and protection period be proven clearly later.
What is a protection period?
The period during which the fee is also due if you hire an introduced person later or through another channel. 6 to 12 months is common.
When is the fee due?
Depending on the contract, on signing the employment contract or on the first working day. For executive search often in instalments from the start.
What if the person leaves during probation?
Many contracts include a free replacement or a partial refund. Without such a clause you usually have no claim – so agree on it in advance.
Do I need a contract with every recruiter?
Yes, with everyone who introduces candidates to you. For regular cooperation, a framework agreement saves time.
Last reviewed: 1 November 2026