Starting a business or launching a desk is tough. You’re fighting to win clients, to earn revenue, to prove yourself. And in that chaos, it’s easy to fall into the trap of saying “yes” to every opportunity that comes your way. But over time, you learn that not all business is good business — and not all partnerships are built equally.
One of the hardest but most important lessons? Know your value. And be prepared to walk away.
Too many recruiters, consultants, and service providers operate from a place of scarcity — taking on one-sided engagements that overburden them with risk, offer no real commitment from the client, and leave them stretched too thin to truly deliver.
I know this because I’ve been there and I also know there’s a better way.
The Power of a Milestone-Based Approach
Today, over 95% of the work I do is milestone-based. This means clear deliverables, shared accountability, and staged payments linked to progress and results. Why? Because it fosters true partnership.
Instead of gambling your time, resources, and team’s energy on a client who may or may not commit — you both invest in the process.
This shared-risk model ensures both parties show up.
It aligns incentives.
It creates commercial buy-in.
And most importantly, it builds trust.
Contingent vs. Retained Recruitment: A Tale of Two Models
To illustrate this point further, let’s talk about recruitment models — particularly the difference between contingent and retained recruitment.
Contingent Recruitment
- You only get paid if you fill the role.
- You’re competing against other recruiters.
- The client often has low engagement or commitment.
- You may be working on 10–20 roles just to place 3–5.
Average fill rates? Often 15–25%, sometimes lower.
This means contingent recruiters are forced to take on 2–3x the volume of roles, spread across many clients, just to survive. The risk is entirely one-sided. The model rewards speed over depth. And both quality and partnership suffer.
Retained (or Milestone-Based) Recruitment
- You’re paid in phases (e.g., upfront, shortlist, placement).
- There’s mutual commitment from day one.
- You’re deeply engaged with the business and hiring manager.
- You take on fewer roles, but with higher quality and more focus.
Average fill rates? Often 85–95%, depending on the partner.
This model isn’t just better for recruiters — it’s better for the client. It ensures roles are filled faster, with better-fit candidates, and less wasted time on both sides.
Respect Comes From Boundaries
Here’s the truth: The more you value your time, the more others will too.
When you establish clear boundaries, transparent terms, and aligned incentives, you start to attract clients who respect your expertise and invest in outcomes, not just activity.
And yes — this means sometimes walking away.
But in doing so, you free yourself to do better work, build better partnerships, and ultimately, generate better results.
Final Thought: Be Kind, Be Strong
- Be kind to yourself. This industry is tough enough already.
- Be strong in your standards. Don’t compromise your value.
- Be prepared to walk away. Real partnerships aren’t built on desperation.
You’ll earn more respect, build a more sustainable business, and have far more impact by working with the right clients under the right conditions.
Ready to rethink how you work? Let’s talk.
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