Add the role title and facility name to personalize the recommendation summary and example comparison.
Role assessment
Choose the answer that best reflects the role as it exists today.
Question 1 of 8
XenHirely
Hiring Effort Assessment
Answer a short set of questions to determine the level of hiring effort required for this role. The result helps align delivery expectations, timeline, and fee to the actual work involved.
Client-ready summary
A clear recommendation, commercial view, and effort-based comparison built from the questionnaire results.
Designed for a concise one-page client summary.
Final recommendation
This role is classified as Band 2 because it reflects a moderate level of hiring effort. Talent availability is medium, hiring coordination is medium, and screening depth is medium. Together, those conditions increase the effort required to identify, validate, and move the right candidates through the hiring process.
Band 2
Moderate hiring effort due to market constraints, coordination load, or screening depth.
Delivery window
6 weeks
Typical execution window for this hiring effort level.
Committed fee
$20,000
Effort-based fee for a committed engagement.
Best fit when the role is confirmed
What this means
Balanced effort
A practical level of search effort that usually calls for structured outreach, tighter screening, and managed coordination.
More than a simple fill
Less than an enterprise search
Talent availability
Medium
How difficult it is to find qualified, willing candidates for this role.
Hiring coordination
Medium
How much coordination, alignment, and process effort is required to close the hire.
Screening depth
Medium
How much validation and screening rigor is required because of the consequence of a mis-hire.
Final recommendation after reviewing role conditions and baseline guardrails.
XenHirely triangle
What drives the recommendation
XenHirely bands are driven by three structural factors. Together, they explain why two roles with similar salaries can require very different hiring effort.
Talent availability
Can we realistically find enough qualified candidates?
Driven by credentials, geography, and compensation competitiveness.
Hiring coordination
How much process effort is required to close the hire?
Driven by stakeholders, urgency, and decision speed.
Screening depth
How costly would a mis-hire be?
Driven by facility impact, leadership visibility, and operational consequence.
Commercial options
Payment timing, guarantee, and risk-sharing
Choose the commercial structure that best matches how your organization wants to share commitment and risk for the same hiring effort band.
Committed fee
$20,000
Fixed effort-based fee for the assigned band.
Committed
Best when you want delivery commitment
Pay starts at engagement through milestone payments. The committed model reserves hiring capacity, includes a guaranteed delivery window, and provides a 25% fee credit toward the next search if submitted candidates are not delivered within the agreed window, subject to unchanged role scope, unchanged compensation, and client SLA compliance.
Contingent fee
$26,000
1.3 × committed fee due to outcome-based compensation risk.
Contingent
Best when you want flexible commitment
Pay occurs when the candidate joins. The contingent model keeps the same effort band underneath but carries a 30% premium because the compensation is success-based and there is no delivery-window guarantee.
Same band. Different commercial structure. The hiring effort required for the role does not change. Only the commercial structure changes based on how commitment and risk are shared.
How XenHirely differs from traditional recruiting modelsModel comparison ▾
The contrast below helps explain why XenHirely prices hiring by execution effort rather than salary level.
Traditional contingency recruiting
Pricing basis
Salary percentage, often 20–30%.
Commercial structure
Paid only if a hire occurs.
Operational behavior
Speed and volume can dominate because the incentive is to win the placement.
Pricing logic
Fee rises automatically as salary rises, even when execution effort does not.
Outcome alignment
Transaction-based with limited visibility into effort drivers.
Retained search
Pricing basis
Typically 25–33% of salary.
Commercial structure
Milestone payments tied to search activity, not hiring outcome accountability.
Operational behavior
Structured search process with research, outreach, and shortlist development.
Pricing logic
Fee remains linked to compensation level rather than the real delivery effort required.
Outcome alignment
Activity-based engagement rather than outcome-based accountability.
XenHirely effort-based model
Pricing basis
Execution effort required to deliver interview-ready candidates.
Commercial structure
Choice between Committed and Contingent.
Operational behavior
Structured sourcing, validation, and coordination aligned to role complexity.
Pricing logic
Fee tied to effort required, not compensation level.
Outcome alignment
Clear link between hiring effort, delivery window, and commercial structure.
What drives pricingPricing logic ▾
This makes the pricing logic easy to explain during a client conversation.
Traditional pricing drivers
Salary level
Urgency pricing
Opaque margins
Risk loading
XenHirely pricing drivers
Talent availability
Hiring coordination
Screening depth
Example cost comparisonSalary-based vs effort-based ▾
Example role
Director of Nursing
Facility
—
Sample salary
$180,000
A simple example helps show how salary-based models can price the same role very differently.
Contingency agency
$45,000
25% of salary for this example role.
Pricing method
Salary percentage.
What it rewards
Transaction completion.
Retained search
$54,000
30% of salary, usually paid across activity milestones.
Pricing method
Salary percentage with milestone billing.
What it rewards
Search activity and process progression.
XenHirely
$20,000
Effort-based Band 2 committed fee for this example role.
Pricing method
Band-based execution fee.
What it rewards
Right-sized delivery effort.
Understanding the three hiring effort driversExplainer notes ▾
These notes give clients and Account Executives a simple baseline for what each driver means and the possible values it can take.
Talent Availability
How difficult it is to identify enough realistically qualified candidates for the role.
Standard
Broader qualified market, more common credentials, or better location flexibility.
Medium
Some narrowing due to specialization, geography, compensation limits, or passive outreach dependency.
High
Structurally scarce market due to rare credentials, shortage geography, or other major supply constraints.
Hiring Coordination
The amount of process management, stakeholder alignment, and candidate movement required to close the hire.
Standard
Direct decision path with fewer stakeholders and faster interview-to-offer flow.
Medium
Moderate coordination across managers, HR, operations, or multiple interview steps.
High
Layered approvals, slower decisions, turnaround conditions, or heavy candidate management burden.
Screening Depth
The consequence to operations, leadership confidence, or organizational exposure if the hire is misaligned.
Standard
Impact is largely contained within one department or function.
Medium
Meaningful facility or regional consequence requiring stronger fit and validation.
High
System-wide, executive, or board-visible consequence if the hire underperforms.