Per-Seat Recruiting

Build your team without paying per hire.

Per-Seat gives you a full-time Axe recruiter for a fixed monthly fee — embedded in your team, handling up to eight active roles at once. Built for companies hiring six or more roles in the next twelve months.

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See how it compares

The Contingency Ceiling

Past three hires, contingency stops making sense.

01 — Cost compounds

At 22.5% per hire, six roles costs $162,000. Per-Seat is a fraction of that.

02 — Knowledge resets

Every new firm relearns your business. Per-Seat compounds it.

03 — Pipeline disappears

Contingency rewards filling roles, not building pipeline.

04 — Offers fail late

Contingency closes on acceptance. We close on ramp.

The Model

A recruiter who learns your business. Not a vendor who restarts.

Per-Seat embeds a full-time Axe recruiter into your team for a fixed monthly fee. Branded under your company. Integrated with your ATS. In your standups. Owning your hiring calendar.

One seat handles up to eight active roles at a time. For most growth-stage companies, that’s a full year of hiring.

Per-Seat fits when you:

  • Hire 6+ roles in 12 months
  • Want one recruiter, not a rotation
  • Need pipeline that compounds
  • Value predictable cost over per-hire fees
  • Plan to scale a function, not fill a vacancy

The Math

Per-Seat saves real money at volume.

Sample math: Series B company hiring at $120K average base. Pricing in USD.

Total 12-month savings

$264,000

At 12 hires per year vs. contingency at 22.5% fee.
At 6 hires, Per-Seat saves $102,000.

ComparisonContingencyPer-Seat (1 Active Seat)
Per-hire cost22.5% of $120K = $27,000Included in seat
Cost for 6 hires$162,000$60,000 (12 months)
Cost for 12 hires$324,000$60,000 (same seat, no add'l)
Savings at 6 hires—$102,000
Savings at 12 hires—$264,000
Pipeline retained between hiresNoYes
Offer-stage managementLimitedIncluded
ATS integrationNoYes
Replacement guaranteeVaries90 days, refund or 365-day credit

At 6 hires, Per-Seat saves $102,000. At 12 hires, savings exceed $264,000. Beyond the first six hires, every additional role in the same year is effectively free — and your recruiter's knowledge of your business compounds with each search.

What's Included

Everything a recruiter needs. None of the agency theater.

01

01 — Dedicated recruiter

Full-time. Named. Calibrated to your industry.

02

02 — Eight active roles per seat

Real capacity for parallel hiring.

03

03 — Market mapping

Competitor pools and passive candidates, built before reqs open.

04

04 — Direct sourcing

LinkedIn Recruiter, Boolean, internal database, AI-assisted — included.

05

05 — Weekly reporting

Pipeline, market signals, comp benchmarks, forecast.

06

06 — 90-day guarantee

If a hire separates, refund or replacement credit valid 365 days.

How Per-Seat Works

Six stages. One recruiter. Twelve months.

STAGE 1

Week 1 — Discovery & calibration

Your business, your roles, your ICP, your comp.

STAGE 2

Week 1–2 — Market mapping

Talent pools surfaced before the first req opens.

STAGE 3

Week 2–3 — Pipeline build

Active sourcing. Ongoing, not one-time.

STAGE 4

Week 3+ — Submission & evaluation

Calibrated shortlists. Structured screening.

STAGE 5

Ongoing — Offer management

Negotiation, counter-offers, close. Owned.

STAGE 6

Ongoing — Continuous operation

Pipeline maintained between hires. Next role anticipated.

Engagement Scale

Right-sized capacity. Per-seat rate drops as you scale.

1 Active Seat

Starting point

  • ✓ One full-time recruiter
  • ✓ Up to 8 active roles
  • ✓ For 6–15 hires per year
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Most Popular

2 Active Seats

Most common

  • ✓ Two full-time recruiters
  • ✓ Up to 16 active roles
  • ✓ For 15–30 hires per year
  • ✓ Per-seat rate reduces
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3+ Active Seats

Scale capacity

  • ✓ Three or more recruiters
  • ✓ 24+ active roles
  • ✓ For 30+ hires per year
  • ✓ Volume pricing applies
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Fit

Per-Seat fits some companies. Not all.

✓ Strong Fit

  • Hiring 6+ roles in 12 months
  • Series A through growth-stage / PE-backed
  • Building or expanding a function
  • Want one recruiter who stays
  • Ready for a 12-month partnership

— Probably Not Yet

  • 1–3 roles per year — use Contingency or Retained
  • Single executive search — use Retained Search
  • Unpredictable, one-off hiring

Industries

Per-Seat works across every vertical Axe staffs.

Healthcare · Behavioral Health · Sales · Technology · Material Handling · Executive Search · Life Sciences · Industrial · B2B Services · Channel · Financial Services

Why Axe

Built by operators. Not by recruiters who became operators.

01 — Operators, not brokers

Our recruiters built teams. They speak your language.

02 — Specialized by motion

SaaS sales, clinical hiring, technical talent — no generalists.

03 — Disciplined screening

Our 6-stage framework. Every search. No shortcuts.

04 — Direct sourcing

No job boards. Active outreach, passive engagement.

05 — Manager references

Direct manager validation. Not candidate-controlled peers.

06 — Offer-stage ownership

We lose the finalist? That’s a recruiter failure. Treated as such.

Questions

Things buyers ask before signing.

RPO outsources your entire TA function. Per-Seat embeds a recruiter inside it. Leaner, more flexible, scales with you.
12 months. Both sides invest in calibration that compounds.
You commit to one Active Seat per month. Partial-month flexibility through proration.
Yes. Seat count adjusts with proration applied. Per-seat rate drops as you scale.
If a hire separates within 90 days — for any reason — choose refund or a 365-day credit toward a replacement search.
Yes. Greenhouse, Lever, Workable, Ashby, BambooHR, HubSpot, Salesforce, Bullhorn — your recruiter works in your system.
Kickoff within 7–10 business days of contract signing.

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Let's talk.

A 30-minute scoping call. No pitch deck. Pricing in USD.

  • ✓7–10 day kickoff
  • ✓90-day replacement guarantee
  • ✓One recruiter, your team