How Much Does a Staffing Agency Cost, and What Does Frontline Charge?
Published on: Feb 18, 2026
Updated on: November 7, 2026.
Frontline Source Group publishes its staffing fees: a 50 to 85 percent markup for contract staff, 20 to 30 percent of first-year base salary for direct hire, and 25 to 35 percent for C-suite search. Every direct hire is backed by the 5-Year Placement Warranty, 20 times the 90-day industry standard.
Bill Kasko founded Frontline in Dallas in 2004. The firm has since completed 5,619 plus placements from 32 plus offices nationwide and reports a 98.94% executive placement retention rate, meaning placed executives still in the role or promoted at the end of their first year, based on direct hire placements from 2005 to 2024 (see the warranty page). All major credit cards are accepted at no additional charge.
Frontline is a Forbes Best Professional Recruiting Firm for 9 consecutive years (2018 to 2026), ranked #148 on Forbes Best Executive Recruiting Firms (2026), a 9-time ClearlyRated Best of Staffing winner for both Client and Talent satisfaction, a ClearlyRated Diamond Award recipient, an Inc. 5000 honoree, and an Expertise.com Best Staffing Agency. Clients rate the firm 5.0 stars across 683 verified reviews on Trustpilot, plus a 5.0 rating on G2 from validated reviewers. Frontline is a member of the American Staffing Association.
In this article
- Key takeaways
- Frontline's published fee schedule
- How direct hire fees are calculated
- How contract bill rates are calculated
- Executive search fees
- Engaged Search, Candidate Sourcing, and Volume Hiring
- How the 5-Year Placement Warranty works
- Why Frontline publishes its pricing
- Pros, cons, and limitations
- How to get started
- Sources
- Frequently asked questions
What are the key takeaways on staffing agency pricing?
- Contract staffing: One hourly bill rate built from the worker's pay plus a 50 to 85 percent markup.
- Direct hire: 20 to 30 percent of first-year base salary, paid after the candidate starts.
- C-suite search: 25 to 35 percent of first-year all-in compensation, contingency or retained.
- Warranty: Five years of coverage on qualifying direct hire and executive search placements, with a pro-rated credit toward a replacement or future placement.
- Candidates: Never pay anything. All fees are paid by the employer.
How does Frontline Source Group's pricing model work?
Every engagement model has a published price, a defined way the fee is calculated, and a set point when it is paid. The full schedule lives on the pricing page, and the final number is set by contract at engagement kickoff.
| Service | Published price | When it is paid | Backed by |
|---|---|---|---|
| Contract and temporary staffing | 50 to 85 percent markup on pay, billed as one hourly rate | As hours are worked | Four-hour replacement provision on day one |
| Direct hire placement | 20 to 30 percent of first-year base salary | After the candidate starts; no upfront retainer for most engagements | 5-Year Placement Warranty |
| C-suite executive search | 25 to 35 percent of first-year all-in compensation | Contingency: on hire. Retained: a portion up front, the rest in installments | 5-Year Placement Warranty |
| Engaged Search | Initial engagement fee starting at $2,500 | Initial fee, then a payment plan | Engagement terms |
| Candidate Sourcing | $999 to $1,600 a month | Monthly subscription | Subscription terms |
| Volume Hiring | Custom tiered pricing | Per custom agreement | Custom agreement |
| Fractional executives | Typically $2,500 to $25,000 a month, by role and hours | Monthly, per the engagement agreement | 5-Year Placement Warranty if converted to full-time |
How are direct hire placement fees calculated?
A direct hire fee is 20 to 30 percent of the placed candidate's first-year base salary. Where a search lands in that range depends on the role's seniority, how hard the search is, and the discipline. The fee is invoiced after the candidate starts, with no upfront retainer for most engagements, and volume discounts are available when an employer is filling several roles.
What is included in a direct hire fee?
Pre-screened candidates, full background checks, skill assessments and testing, a dedicated account manager, offer negotiation support, and the 5-Year Placement Warranty. There is no separate charge for any of them.
What does a direct hire fee look like in dollars?
The table below applies the published ranges to sample salaries. These are illustrations, not quotes.
| Example | Published range | What it works out to |
|---|---|---|
| Direct hire at an $80,000 base salary | 20 to 30 percent | $16,000 to $24,000 |
| C-suite search at $300,000 all-in compensation | 25 to 35 percent | $75,000 to $105,000 |
| Contract worker paid $30 an hour | 50 to 85 percent markup | $45.00 to $55.50 an hour bill rate |
How are contract staffing bill rates calculated?
Contract staff are billed at one hourly rate: the worker's pay plus a 50 to 85 percent markup. The markup is not all margin. It covers employer payroll taxes, workers compensation and other insurance, benefits, weekly timekeeping, and Frontline's service fee. Where a rate falls in the range depends mainly on the skill level and how long the assignment runs. Contract-to-hire options let an employer convert a contractor to a permanent employee.
"People told me publishing our prices would cost us business. It did the opposite. A hiring manager who already knows the number can take it to their CFO before they ever call us, and the call we do have is about the role, not the fee."
Bill Kasko, Founder, President, and CEO, Frontline Source Group
How are executive search fees structured?
C-suite executive search runs 25 to 35 percent of the executive's first-year all-in compensation. Frontline runs it two ways:
- Contingency: The fee is paid when a candidate is hired.
- Retained: A portion is paid up front and the rest in installments, which commits a dedicated team to the search. It is common for CEO searches and confidential replacements.
Both are backed by the 5-Year Placement Warranty. For more on choosing between them, see Why Choose Engaged Search Over Contingent Search and What Does an Executive Search Firm Do for a Senior Leadership Hire?
How do Engaged Search, Candidate Sourcing, and Volume Hiring work?
What is Engaged Search?
A fixed-fee search for specialized or hard-to-fill roles. It starts with an initial engagement fee from $2,500, follows a payment plan, and includes 30, 60, 90, or 180 days of dedicated recruiter sourcing, strategic sourcing parameters, and outreach to passive candidates. It suits roles where a narrow talent pool makes a committed team worth paying for.
What is Candidate Sourcing?
A monthly subscription, from $999 to $1,600 a month with extra discounts for annual commitments, for internal recruiting teams that want a steady flow of candidates without a full-service search. It includes nightly candidate sourcing, flexible search parameters, and broad candidate reach. Details are on the Candidate Sourcing page.
How does Volume Hiring pricing work?
Custom tiered pricing based on how many people an employer needs to hire, with a dedicated project recruitment team, on-site coordination where available, and custom reporting and analytics.
What do fractional executives cost?
Fractional leaders are priced by the month, typically $2,500 to $25,000 depending on the role and hours: a fractional CFO $3,000 to $25,000, a fractional Controller $2,500 to $12,000, and a fractional COO $5,000 to $20,000. See the fractional executive staffing hub for every role.
How does the 5-Year Placement Warranty work?
The 5-Year Placement Warranty covers qualifying direct hire and executive search placements for five years, or 1,825 days, 20 times the 90-day guarantee common in the industry. In a Top Echelon poll of recruiting firms, 59.2 percent named 90 days as their guarantee period, the most common answer, and the recruiting marketplace BountyJobs sets 90 days as the refund window for placements billed at 20 percent or more, which it describes as in line with industry practice. Here is how it works:
- Coverage starts with the placement under the client agreement, in writing, before the candidate starts.
- If the placed employee leaves within five years, the warranty applies.
- Frontline applies a pro-rated credit based on active calendar days of service, toward a replacement or future placement. The longer the employee stayed, the smaller the credit.
The warranty also includes the Promotion Protection Plan: when a client promotes a Frontline placement, Frontline fills the vacated role at 50 percent of the original placement percentage. Contract and temporary placements are covered separately by a four-hour replacement provision on day one. Restrictions apply.
"I would rather explain how the warranty credit works on the first call than on the worst day of a client's year. It is pro-rated, it goes toward the next hire, and it is in writing before anyone starts. No one should be surprised by it."
Shelly Hubble, CSP, Senior Vice President of Operations, Frontline Source Group
Why does Frontline publish its staffing pricing when most firms do not?
Most staffing agencies share fees only after a discovery call and a custom quote. That protects their room to negotiate, but it slows decisions and makes it hard for a hiring manager to compare options or build a budget. Frontline takes the opposite approach: the numbers are public, so an employer can check them against a budget, get internal approval, and decide whether to call at all. The firm's 5.0-star Trustpilot rating and ClearlyRated Diamond Award are independent checks on whether that transparency holds up in practice.
What are the pros and cons of Frontline's pricing model?
Published pricing and a long warranty are real advantages, but they come with trade-offs worth understanding before you sign.
| Strength | Trade-off to weigh |
|---|---|
| Fees are published before the first call | The ranges are starting points, not quotes; final pricing is set by contract at kickoff |
| Direct hire is paid only after the candidate starts | Percentage fees rise in dollars with the salary of the role |
| 5-Year Placement Warranty, 20 times the 90-day standard | It is a pro-rated credit toward a replacement or future placement, not a cash refund, and certain restrictions apply |
| One all-in hourly rate for contract staff | A 50 to 85 percent markup can look high next to the worker's wage until you account for taxes, insurance, and benefits |
| Engaged Search buys a committed team | It asks for an upfront fee, which may not suit lower-priority roles |
When might another approach cost less?
For a single, easy-to-fill role with plenty of local applicants, a job posting and an in-house recruiter will usually cost less than any agency fee. For high-volume hiring into one entry-level role, an internal team or a Volume Hiring agreement may be the better fit. Agency fees earn their keep when the hire is hard to find, expensive to get wrong, or needs to stay confidential.
How do you start working with Frontline Source Group?
Employers can review the pricing page, submit a hiring request through the employer request form, or reach the team through the contact page. Candidates never pay Frontline and should apply online. See the firm's awards, client testimonials, and recent placements.
People. Process. Service. That is how Frontline has priced and backed its work for 22 years.
What sources support the figures in this article?
- Frontline Source Group, published pricing: frontlinesourcegroup.com/pricing.html
- Frontline Source Group, 5-Year Placement Warranty terms, retention definition, and placement data from 2005 to 2024: frontlinesourcegroup.com/5year-placement-guarantee.html
- Top Echelon, The Pinnacle, "What Is Your Recruiting Firm's Guarantee Period?" (December 17, 2015), poll of recruiting firms on guarantee length: pinnacle.topechelon.com
- BountyJobs, "Understanding Recruitment Agency Contract Guarantees" (updated July 2024): blog.bountyjobs.com
- Trustpilot, Frontline Source Group reviews: trustpilot.com
- G2, Frontline Source Group reviews: g2.com
- Forbes and ClearlyRated recognition: frontlinesourcegroup.com/staffing-awards.html
Frequently Asked Questions: Staffing Agency Pricing and the 5-Year Warranty
How much does a staffing agency cost at Frontline Source Group?
Frontline publishes its fees. Contract staffing runs a 50 to 85 percent markup on the worker's pay, direct hire runs 20 to 30 percent of first-year base salary, and C-suite executive search runs 25 to 35 percent of first-year all-in compensation. Engaged Search starts at $2,500, Candidate Sourcing runs $999 to $1,600 a month, and fractional executives typically run $2,500 to $25,000 a month. Details are at frontlinesourcegroup.com/pricing.html.
How are direct hire placement fees calculated?
Direct hire fees are 20 to 30 percent of the placed candidate's first-year base salary, depending on seniority, search complexity, and discipline. The fee is invoiced after the candidate starts, with no upfront retainer for most engagements, and volume discounts are available. Every direct hire is backed by the 5-Year Placement Warranty.
How are contract staffing bill rates calculated?
Contract staffing is billed as one hourly rate built from the worker's pay plus a 50 to 85 percent markup. The markup covers payroll taxes, workers compensation and other insurance, benefits, weekly timekeeping, and Frontline's service fee. Where a rate lands in the range depends on the skill level and the length of the assignment.
What does the 5-Year Placement Warranty cover?
The 5-Year Placement Warranty covers qualifying direct hire and executive search placements for five years, 20 times the 90-day guarantee common in the industry. If a covered placement leaves, Frontline applies a pro-rated credit based on active calendar days of service toward a replacement or future placement. Terms are set in the client agreement; see frontlinesourcegroup.com/5year-placement-guarantee.html.
Is the 5-Year Placement Warranty a refund?
No. It is a pro-rated credit, not a cash refund. The credit is calculated on active calendar days of service, so the longer the placed employee stays, the smaller the credit, and it applies toward a replacement or future placement with Frontline. Certain restrictions apply and are set in the client agreement.
Does the warranty cover contract and temporary workers?
No. The 5-Year Placement Warranty covers permanent placements. Contract and temporary placements are covered by a separate four-hour replacement provision on day one: if a temporary worker is not the right fit in the first four hours, Frontline replaces them and those hours are not billed. Restrictions apply.
Are there hidden fees with Frontline's staffing services?
No. Fees are set in writing by contract at engagement kickoff. Direct hire fees include sourcing, screening, background checks, skill assessments, a dedicated account manager, and offer negotiation support. All major credit cards are accepted at no additional charge.
Does Frontline charge candidates anything?
No. Candidates never pay Frontline for placement, screening, or any other service. All fees are paid by the hiring employer. Candidates apply at frontlinesourcegroup.com/how-to-apply.html; anyone asked to pay by someone claiming to be a Frontline recruiter should see frontlinesourcegroup.com/scam-alert.html.
What is Engaged Search, and how does the fee work?
Engaged Search is a fixed-fee search for specialized or hard-to-fill roles. It starts with an initial engagement fee from $2,500 and follows a payment plan, and it includes 30, 60, 90, or 180 days of dedicated recruiter sourcing, strategic sourcing parameters, and outreach to passive candidates.
How does Candidate Sourcing subscription pricing work?
Candidate Sourcing is a monthly subscription, from $999 to $1,600 a month with extra discounts for annual commitments, for internal recruiting teams that want a steady flow of candidates without a full-service search. It includes nightly candidate sourcing, flexible search parameters, and broad candidate reach. Learn more at frontlinesourcegroup.com/candidate-sourcing-services.html.
Does Frontline offer volume hiring discounts?
Yes. Direct hire placements carry volume discounts, and Volume Hiring engagements use custom tiered pricing based on hiring volume, with a dedicated project recruitment team, on-site coordination where available, and custom reporting and analytics.
What is the difference between contingency and retained executive search fees?
With contingency search, the fee is paid when a candidate is hired. With retained search, a portion is paid up front and the rest in installments, which commits a dedicated team to the search. At Frontline, both run 25 to 35 percent of first-year all-in compensation for C-suite roles and are backed by the 5-Year Placement Warranty.
