Hiring support built around the role, urgency, and level of search

Not every hire needs the same recruiting model. Some roles move well on contingency. Others need a flat-fee structure or a more dedicated retained search. Machota Solutions offers flexible options based on the type of role, level of urgency, and hiring goals of your business.

Contingency Search

Best for companies that want recruiting support without an upfront commitment. You only pay if I make the hire. This model works well for many mid-level or business-critical roles where the

need is real, but a retained structure is not necessary.

Individual hires, mid-level type roles, companies that want low upfront risk and searches

where speed matters, but exclusivity is not required.

Flat-Fee Search

For companies that want budget certainty, a flat-fee structure can be a smart alternative to traditional percentage-based recruiting. This works especially well for defined role types and growing

teams that want a clear cost from the start.

Predictable budgets, repeatable role types, small businesses that want pricing clarity and

situations where percentage-based fees feel too high.

Retained / Exclusive Search

For executive, confidential, or especially difficult searches, retained support allows for a more dedicated process, deeper market coverage, and a tighter client partnership. This is the best fit when the role has major business impact and the cost of a bad hire is high.

Leadership or sensitive hires in hard-to-fill niche roles and searches where

market mapping and deeper outreach are required.

What working together looks like

Intro call to understand the role, urgency, and hiring context

Honest feedback on market, comp, and search difficulty

Targeted outreach and candidate evaluation

Shortlist of qualified, relevant candidates

Ongoing communication throughout the process

Support through interviews, offer stage, and close

Why companies typically call me

The job posting is live, but the right people are not applying

Hiring managers are tired of weak candidate flow

The position matters too much to leave to chance

The role has been open too long