Contingency recruitment
Contingency recruitment can work for hard technical roles when the search is specific, the employer is ready to move, and the recruiter is held to evidence rather than resume volume.
In plain English
Contingency recruitment means the employer pays only when they hire a candidate introduced through Reynolds Works. The current fee is 15% of first-year base salary, subject to written terms agreed before search.
Before the search starts
Contingency recruitment means the employer pays only when they hire a candidate introduced through Reynolds Works. The current fee is 15% of first-year base salary, subject to written terms agreed before search.
Before a shortlist, Reynolds Works checks role urgency, approved fee terms, hiring authority, compensation fit, feedback speed, candidate consent, and written terms.
A useful intake covers live vacancy, compensation range, interview path, fee approval owner, decision timeline, and known hiring blockers.
How Reynolds Works judges fit
| Filter | Strong signal | Risk signal |
|---|---|---|
| Role evidence | Clear evidence of commercial service work | Generic title match with little operational proof |
| Offer fit | Pay, schedule, travel, and start window are realistic | Compensation or rota details are hidden until late |
| Consent and availability | Candidate understands the role and agrees to be represented | Profile is forwarded before interest or consent is confirmed |
How Reynolds Works protects the search
Before search starts, Reynolds Works agrees the role filters, candidate representation rules, fee percentage, and feedback path. That keeps the search useful for employers and respectful for candidates.
Current contingency fee: 15% of first-year base salary, due only if a hire is made under written terms.
No candidate submission without role-specific consent.
Role intake covers systems, credentials, territory, pay, schedule, availability, and hiring process.
Focused on commercial refrigeration, BAS-controls, commercial HVAC service, UK F-Gas refrigeration, and UK BMS.
FAQ
Prepare the role, territory, compensation range, technical must-haves, false positives, interview owner, and fee approval path.
The search verifies role urgency, approved fee terms, hiring authority, compensation fit, feedback speed, candidate consent, and written terms.
No. Candidate representation requires role-specific consent before an employer receives identifying details.
Reynolds Works checks the role requirements, candidate interest, pay fit, availability, location or travel fit, and consent before an employer receives a profile.
Ready when the role is real
Reynolds Works will tell you whether the role fits the launch wedge and what must be clarified before candidates are approached.