Job Placement Services
Every week a specialized seat sits empty, your team absorbs the cost. Lost output, overloaded colleagues, work going to the wrong desk. We place attorneys, clinicians, engineers, and finance professionals in 23-35 days at roughly 50% less than contingency firms.
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The Real Cost of a Slow Search
Why Most Searches Fail
Law school enrollment is down roughly 30% since 2010. The pool of qualified lateral candidates is smaller than it has ever been. Law firms competing for that talent through job boards are running the same play as every other firm and fighting over the same candidates who chose to be visible.
The most qualified lateral candidates are not on job boards. They are passive: employed, performing well, and open to a move if the right opportunity reaches them directly. That window is 2-4 weeks before they accept another offer, usually from whoever was already in front of them. A search built on posting and waiting misses them every time.
Contingency firms are paid only when a placement closes. That structure misaligns their incentives: they submit high volumes of candidates rather than moving quickly on a targeted shortlist. The average contingency search takes 90+ days. By then, the best candidates have accepted offers from whoever prioritized speed.
Our recruiters source passive candidates directly. Milestone billing aligns our incentives with your timeline, not just the final placement fee. And we move: 23-35 days on average versus 90+ for traditional contingency. When the candidate window is 2-4 weeks, speed is the entire differentiator.
How It Works
We learn your organization, the role, and what a strong candidate actually looks like in your environment. 15 minutes. No fluff.
We go direct to passive candidates who are not on job boards but are quietly open to the right opportunity. This is where most searches fail.
You receive 3-5 pre-screened candidates. No stacks of resumes. No wasted interviews. You meet people who have already been qualified against your specific criteria.
Pricing Model Comparison
On a $175,000 attorney hire, a 25% contingency fee is $43,750 due at close. Here is how milestone billing at roughly 50% less compares across every factor that actually matters.
| Factor | BEG Milestone Billing | Contingency Recruiter |
|---|---|---|
| Payment structure | Milestone-based: payments tied to progress | Lump sum at close: 20-25% of first-year salary |
| Cost on a $175K hire | Roughly 50% less than contingency | $35,000-$43,750 due at placement |
| Incentive alignment | Aligned with your speed and quality of fit | Aligned with closing any candidate, fast |
| Candidate volume | 3-5 curated, pre-screened candidates | 20+ resumes submitted; you screen |
| Average time to fill | 23-35 days | 90+ days industry average |
| Replacement guarantee | 45 days, no additional charge | 30 days or less at most firms |
| Sourcing method | Direct passive candidate outreach | Job board postings and database |
| Focus on your fit criteria | Yes: shortlist qualified to your specifics | Volume approach; less selective |
| What happens if no placement | Milestone payments reflect work done | No fee owed but no urgency either |
What You Get
Common objection: "We already work with contingency recruiters."
Contingency firms charge 20-25% of first-year salary, typically $40,000-$60,000 per placement. We use milestone-based pricing. You pay for results at defined stages, not a lump sum at the end. The total cost is roughly 50% less. Our incentives are aligned with your timeline, so we move faster.
Common objection: "What if the placement does not work out?"
If the hire does not work out within 45 days, we replace them at no additional cost. Contingency firms typically offer 30-day guarantees at best, and many charge again for replacements. Our guarantee is longer, cleaner, and built into every engagement.
Common objection: "We have used recruiters before and wasted time on bad candidates."
You will not sort through 20 resumes hoping one sticks. Your dedicated search specialist builds a shortlist of 3-5 candidates screened against your specific criteria. You only meet people who are genuinely qualified. The first interview is a real conversation, not a screening exercise.
The Math on Waiting
One unfilled senior seat losing 40 hours of output per week. At $200 per hour, that is $8,000 in absorbed cost every week. At 12 weeks, that is $96,000 before the search even closes. A 23-35 day search closes that gap. A 90-day process built on job boards does not.
The Talent Window
Strong passive candidates are not on job boards. When they decide they are open to a move, that window is 2-4 weeks before they accept another offer, usually from whoever was already in front of them. A slow search does not find the best people. It finds whoever is still available after the market has moved.
No commitment. We will tell you exactly what we can do for your search and what it costs.
Industries We Place For
Every industry hires differently. Pick yours to see how we fill your hardest roles.
Fill open attorney, paralegal, and counsel seats without the contingency-fee gamble.
HealthcareClinical and nursing talent placed before burnout sets in.
FinanceControllers, accountants, and analysts including CPA-credentialed roles.
TechnologySoftware, data, and IT roles filled before your roadmap slips.
EngineeringQualified engineers sourced so your projects keep moving.
TradesProduction and skilled-trade talent to keep your line running.
ExecutiveFocused, confidential search for director and above leadership.
AccountingControllers, tax, audit, and CPA talent placed through the shortage.
SalesQuota-carrying AEs, sales directors, and VPs sourced direct, not posted.
CybersecurityCISOs, security engineers, and analysts filled in a tight market.
InsuranceUnderwriters, producers, and claims talent for an aging workforce.
Human ResourcesHR leaders, people ops, and talent acquisition placed fast.
ConstructionProject managers, estimators, and superintendents who deliver.
Supply ChainPlanners, logistics, and procurement leaders for a hot market.
MarketingDirectors, demand gen, and brand talent placed without the churn.
BankingCommercial lenders, credit, and compliance professionals.
BiotechRegulatory, clinical research, and QA talent for a regulated field.
ManufacturingPlant managers, quality, and operations leaders.
DentalAssociate dentists, specialists, and practice managers.
NonprofitExecutive directors, development, and program leaders.
Real EstateProperty, asset, and commercial real estate professionals.
EnergyProject managers, field engineers, and operations leaders.
ArchitectureProject architects, design directors, and BIM managers.
HospitalityGeneral managers, food and beverage, and operations leaders.
VeterinaryAssociate vets, specialists, and practice managers in a shortage.
GovernmentProgram managers, contracts, and compliance for cleared work.
FAQ
Specialized, hard-to-fill roles across legal, healthcare, finance and accounting, technology, engineering, skilled trades and manufacturing, and executive search. Legal placement is a primary focus, with particular depth in attorney, paralegal, and counsel searches for law firms and corporate legal departments.
We are not a staffing agency. BEG Job Placement Services is direct permanent placement with milestone-based pricing. You hire the candidate directly into your organization. We do not place temps, contractors, or interim staff. We place permanent hires, and the candidate is your employee from day one.
Same work, different label. What HR teams call talent acquisition, direct hire, or permanent recruiting, we deliver as a flat-fee placement: we recruit, screen, and place the hire, and you pay per placement. Job placement is the outcome, the role filled for you. If you want hiring tools and talent acquisition support your own team runs instead, that is our HR outsourcing service.
23-35 days on average, which is 2-3 times faster than the industry standard for contingency search. On your discovery call we give you a realistic timeline for your specific role and vertical. Legal roles in competitive markets move faster because we source passively rather than waiting for applicants.
Milestone-based and tied to real progress in the search, at roughly 50% less than contingency arrangements. The exact structure depends on the role, level, and vertical. We cover the full fee model on your discovery call before any engagement begins. No surprises.
Every placement carries a 45-day replacement guarantee at no additional charge. If the candidate does not work out within 45 days of their start date, we run a replacement search at no cost. Most contingency firms offer 30 days or less; some charge for replacements. Our 45-day guarantee is built into every engagement.
In legal we recruit across all major practice areas: litigation, corporate, real estate, employment, healthcare, IP, tax, and general counsel. For non-legal verticals we place in clinical and nursing, finance and accounting, technology and engineering, and executive search. Your discovery call confirms whether your specific role is in our active scope.
We source directly through professional networks, referrals, alumni channels, and targeted outreach to working professionals who are not actively job hunting but may be open to the right opportunity. We do not post jobs to job boards. Job board sourcing captures only candidates who are already visible to every other recruiter. The passive market is where the best people are, and reaching it requires direct contact.
Yes. Many organizations engage BEG on multiple simultaneous searches, particularly when a firm or department is scaling. We assign a dedicated search specialist to each role and run them in parallel. Volume across roles does not slow down individual search timelines.
On your discovery call we cover: the role title and specialty, the experience level required, compensation range, your timeline urgency, any previous search history and what went wrong, and what a strong candidate looks like in your specific environment. The more specific you can be about past misses and must-haves, the tighter the shortlist we build.
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