“Recruitment is expensive.” Is it really?

It’s a phrase I hear often. “Recruitment agencies are expensive.”

But is it expensive, or have you just never really experienced the value?

Recruitment is an investment. And like any investment, the return depends on how it’s managed. And who’s managing it.

To me, recruitment is never a one-size-fits-all service. The idea that all hiring needs can be treated the same is where things start to go wrong. Let me explain.

1. Sometimes, you’re not in a rush.

You might not have a live vacancy. You’re just curious about the market.

You’re thinking: if the right person came along, you’d find space for them. That’s a smart, proactive mindset. You’re building for the future, not fire-fighting. And in that case, recruitment should be steady. Targeted. Informed. Not urgent or reactive.

This is exactly where contingent recruitment works a treat. You don’t need all the bells and whistles. Just someone who knows the market and can quietly keep an eye out for quality people that fit what you’re building.

2. Sometimes, it’s business critical.

Maybe someone’s left. Somebody is on long term leave. Perhaps you've just landed a new contract and you need resource. Fast.

This is when recruitment gets time-sensitive. But that doesn’t mean it should be rushed. It still has to be the right person. Not just the first available one. And that’s where having a recruiter who understands your sector and can move quickly makes all the difference.

You need a structured go-to-market approach. A credible partner who takes your brief into the sector with focus and professionalism. No spray and pray. Just proper, strategic hiring.

At M-TWO Search, we ask for a commitment fee on this kind of work. It’s £500 up front, deductible from the final invoice. It shows us you’re serious about the process. In return, we treat it as a priority vacancy and move at pace with the right level of attention.

3. Sometimes, you need to keep it quiet.

Succession planning. A strategic move. Or replacing someone who hasn’t left yet.

Whatever the reason, you don’t want the market talking. You don’t want your team spooked or suppliers second-guessing. You need to operate under the radar and still reach the best people. That’s where credibility, connections and trust come in. Not everyone can do this discreetly or well.

This is proper high-level recruitment. While the percentage fee we charge is the same as in scenarios one and two, we ask for a bigger commitment fee here.

There are levels to unlocking the very best talent in the industry. That upfront support helps us invest the time, tools and discretion needed to do it right.

Each of these scenarios is different. Different urgency. Different risk. Different end goals. So it makes no sense to approach them the same way.

That’s why I tailor my approach depending on what the business needs. My clients choose the level of service that works for them. Same fee. Just structured differently.

So, the next time someone says “recruitment is expensive,” I see that as an opportunity to dig deeper. To ask: expensive compared to what? A failed hire? Wasted time? Lost revenue?

Or is it just that no one’s ever shown you what good recruitment really looks like?