Traditional agencies take 15% of a SGD 60,000 annual salary. That's SGD 9,000, regardless of effort.
Why fixed-fee recruitment
Hiring environments have changed. Business owners and HR leaders face growing pressure around cost predictability, wage compression, and internal scrutiny.
While traditional agencies charge fees based on a percentage of the candidate’s annual salary, Tyson Jay’s fixed-fee recruitment model is designed to provide organisations with:
Cost comparison for a SGD 60,000 hire
Savings may vary based on role complexity and Tier selection. The above illustrates a Tier 2 fixed-fee engagement.
How it works
What’s Included in Our Recruitment Service
Every candidate assessed on experience, suitability, communication, and hiring requirements before presentation.
All successful placements include a three-month replacement guarantee.
Fees are only payable upon successful placement. Zero financial risk before a hire is made.
Case Study
8 Days
40–55%
Estimated fee savings
3 Functions
Filled successfully
Testimonials
FAQs
Everything you need to assess whether our model is the right fit for your organisation’s hiring strategy.
Traditional recruitment agencies typically charge a percentage of the successful candidate's salary. Tyson Jay's fixed-fee model is based on the recruitment effort, market availability of talent, and search complexity, not the candidate's compensation. This gives you transparent, predictable recruitment costs before the search begins.
Every engagement, regardless of tier, receives the same quality of recruitment service and candidate management. Our fee structure reflects the recruitment effort and search complexity required, not the standard of service you receive.
No. Your fee is determined by the agreed tier, not by what the successful candidate earns, including salary, bonuses, AWS, or allowances.
Yes. All successful placements include a three-month replacement guarantee.
Tier classification is based on the recruitment effort required for the search. We consider factors such as talent availability, sourcing strategy, specialist expertise, market competitiveness, and whether the search requires targeted or confidential hiring. The examples shown are indicative only, and the final tier is confirmed before the search begins.
Yes. The same job title may fall under different tiers depending on the nature of the search. For example, a Software Engineer with a broad local talent pool may be assessed as Tier 2, while another requiring niche expertise in AI, machine learning, or high-performance computing may be assessed as Tier 3. Every engagement is individually scoped before work begins.
