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The Cost of Hiring — and Why Boutique Recruiting Pays Off
Self-recruiting or using traditional agencies might seem cheaper upfront — but both come with hidden costs. Our tailored, boutique recruiting model delivers better outcomes, faster onboarding, and higher ROI than agencies that charge a percentage of annual salary.
Traditional agency markups add up fast
Typical recruiting agencies charge between 30% and 35% of a candidate’s first-year salary.
For a $100,000 assistant role, that means paying $20,000+ in fees — on top of your internal time and training costs.
The hidden price of doing it yourself
Most leaders underestimate the cost of time lost screening, interviewing, and re-hiring.
According to Engagedly, the average cost per hire is around $4,700, and it can reach $28,000+ for senior or executive roles. That doesn’t include:
Opportunity cost of your hours
Every hour you spend screening, emailing, or scheduling candidates is an hour you’re not leading, building, or closing deals.
If your time is valued at $300/hour and you spend just 25 hours recruiting, that’s $7,500 in opportunity cost — before you even make a hire. Multiply that by the time lost if the first hire doesn’t work out, and the cost easily doubles. A white-glove recruiting partner preserves your focus where it matters most: growth and decision-making.
Reduced quality of candidates from open job boards
Open job boards attract generalists, not the discreet, high-judgment professionals that make exceptional Executive, Personal, or Virtual Assistants.
Boutique and concierge recruiters like us access private referral networks, vetted talent communities, and pre-qualified professionals with proven track records in tech, venture, and corporate sectors. The difference between a “task-doer” and a “force multiplier” can mean thousands in efficiency and retention gains.
Turnover from poor fit or lack of vetting
The biggest hidden cost of DIY recruiting is starting over. A poor fit can lead to friction, low output, and eventual resignation — forcing you back to square one.
According to HR research from the U.S. Department of Labor, a bad hire can cost up to 30% of the employee’s first-year earnings. Our concierge-level vetting process — including behavioral interviews, scenario simulations, and cultural alignment — dramatically reduces turnover and protects your investment long-term.
Why our tailored, white-glove model wins long-term
Our concierge recruiting model eliminates inflated fees and replaces them with precision and partnership.
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Fixed, transparent pricing
no surprise markups or hidden percentages
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Curated candidate networks
sourced from trusted, pre-vetted circles
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Rigorous vetting
role-based scenarios, communication testing, and cultural alignment
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White-glove replacement support
if alignment shifts, we help adjust or replace quickly
Quick Guide: Cost Comparison
METHOD
TYPICAL COST
pros
cons
Self-Recruiting / DIY
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Low direct cost (job boards, internal time)
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No agency markups
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Full control over hiring
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Can tailor interviews directly
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No third-party involvement
-
High time investment
-
Weak candidate vetting
-
Greater risk of turnover or poor fit
Traditional Recruiting Agency
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15%–30% of first-year salary
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≈ $15K–$30K for a $100K role
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Established recruiting network
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Faster shortlists
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Familiar industry process
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Expensive, recurring costs
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Markups for replacements
-
Less transparency and flexibility
VA Agencies (Subscription Model)
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$3K–$5K per month (≈ $36K–$60K/year)
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$5K vetting fee
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Onboarding/setup fee ($1K–$2K)
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Turnkey service
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Access to large offshore talent pool
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Offers managed onboarding/training
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High monthly cost
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Rotating staff and limited customization
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You don’t own the relationship or data
DIRECT ACCESS
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Fixed, one-time transparent placement fee
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Boutique, white-glove candidate matching
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In-depth vetting included — scenario testing, references, cultural fit
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No recurring subscription costs
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Long-term stability and partnership
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Concierge-level onboarding guidance
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One-time investment upfront
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No ongoing training or staff management (you own the relationship)