How much does an IT headhunter cost in 2026?
Short answer: in France, an IT headhunting firm usually charges between 20% and 30% of the hired person's annual gross salary. For a senior developer earning €55,000 a year, that means €11,000 to €16,500 per hire. Some firms work on a flat fee, with a fixed price agreed before the search starts.
The three fee models
Success fee (contingency): you only pay if someone is hired. Fees are around 15 to 25% of annual gross salary across all roles, and closer to 20 to 30% for tech and engineering profiles.
Exclusive mandate (retained): the firm is paid in instalments, part of it at kick-off. Expect 25 to 35% of annual compensation. This is the model for leadership roles and highly confidential searches.
Flat fee: a fixed price for a mission, regardless of salary. Observed amounts range from €5,000 to €20,000 depending on the firm and the scope.
Worked example: a senior developer at €55,000
Success fee at 20%: €11,000 for one hire.
Success fee at 30%: €16,500 for one hire.
Two hires on a 25% success fee: €27,500.
Flat fee: the same price whether you hire one or two people on the mission.
The higher the salary and the more similar profiles you hire, the wider the gap between success fees and a flat fee.
What drives the price
How rare the profile is: a cloud architect or a security expert takes more searching than a generalist developer.
Seniority and salary: on a success fee, the price follows compensation automatically.
Location: near Geneva, competition from Swiss employers makes the approach longer.
Exclusivity: a firm with exclusivity commits more and often charges a retainer.
The guarantee: most firms replace the hire if they leave during the probation period. Check the length and the conditions.
What about Source To Match?
I offer a flat-fee sourcing mission: €12,000 for one month of sourcing in 4 sprints, with unlimited hires on the mission. If you hire two people, that is €6,000 per hire. You also keep the market map and all the data from the search.
How to choose the right model
One very rare and urgent role: an exclusive mandate or a success fee can be enough.
Several similar roles at the same time: a flat fee is almost always cheaper.
A budget that must not move: a flat fee avoids surprises linked to the final salary.
An HR team that wants to build skills: sourcing training can cost less than two outsourced hires.
Frequently asked questions
Is the percentage based on gross or net salary?
On annual gross salary, and sometimes on total compensation (base plus guaranteed bonus). Ask for the basis to be stated in the proposal.
Do you pay anything if nobody is hired?
On a success fee, no. On an exclusive mandate, the retainer is still due. On a flat fee, you pay for the search work and keep the list of people approached and the market analysis.
Is a headhunter more expensive than hiring in-house?
Not necessarily. A tech role that stays open for months also has a cost: delayed projects, an overloaded team, a bad hire. The right comparison is the firm's fee versus the cost of the vacant role.
Sources: fee ranges published by Leonar (2025, "How much do recruitment agencies charge"); Source To Match offer as of November 2026.
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