Frequently Asked Questions

IQTalent uses transparent, hourly billing with no hidden fees or commissions:

• Research On-Demand: $80/hour
• Candidate Sourcing: $80/hour
• On-Demand Recruiting: $120/hour
• Executive Search: Custom pricing
• RPO On-Demand: Flexible project-based pricing

Cost comparison example: A $150,000 salary hire through traditional agencies costs $30,000-45,000 in commissions. The same hire through IQTalent typically costs $5,000-8,000 in billable hours – a savings of 70-80%.

Source: IQTalent Pricing

Research On-Demand ($80/hour) World-class candidate research using AI, automation, and expert sourcing to identify and compile contact information for ideal candidates.

Candidate Sourcing ($80/hour)
Research plus initial outreach and qualification to deliver a vetted list of interested, pre-qualified prospects.

On-Demand Recruiting ($120/hour) Full-cycle recruiting support that scales with your needs, managing the entire process from sourcing to offer negotiation.

RPO On-Demand Scalable recruitment process outsourcing without long-term contracts, perfect for rapid growth or major expansion projects.

Source: IQTalent Services

Because of our billable hours model, our cost per hire is typically less than traditional contingency search firms. The costs are dependent on the time spent in finding the right candidate. Hard to fill searches for roles with very specialized skill sets that will take more time to fill than more general roles. Our services are not based on transactions; we build lasting relationships with our candidates and our clients, resulting in finding high-quality talent at a marginally reduced cost-per-hire.

No minimums, no contracts, no long-term commitments. IQTalent’s on-demand model means:

• Start with a single role or project
• Pay only for hours actually worked
• Pause or stop services anytime without penalty
• Resume services with full context when needed

Perfect for: Seasonal hiring, project-based growth, M&A integration, or testing recruiting approaches before larger commitments.

Our goal is always to augment your team and promote it. To that end, we use your technology and your processes, and yes, if it is your preference, we’ll use an email address on your server.

We’re all about making your job easier and adapting our process to your team’s internal processes. If you have an applicant tracking system in-house, our team will work within that platform as if they were your own employees.

Yes. IQTalent adapts to your processes rather than forcing you to adapt to theirs:

• Use your existing ATS and workflows
• Integrate with your corporate email systems
• Follow your interview and evaluation processes
• Maintain your company branding throughout candidate experience
• Provide real-time reporting through your preferred platforms

Philosophy: “We become an extension of your team, not a replacement for it.”

Unlike traditional agencies, you own all candidate data permanently:

• Complete candidate profiles and contact information
• All communication history and notes
• Interview feedback and assessments
• Pipeline data for future hiring needs
• Relationship history for ongoing talent community building

This data ownership ensures you’re building long-term recruiting assets, not just filling immediate roles.

Absolutely. This flexibility is core to IQTalent’s on-demand model:

• Scale up: Add recruiters instantly during hiring surges
• Scale down: Reduce hours during slower periods
• Pause: Stop services without penalty between projects
• Resume: Restart with full context and relationship continuity

No minimums, no contracts, no penalties for changes.

No, because of the vast differences in time to fill based on the role requirements and the geography of the opportunity, it is impossible to guarantee a placement period. However, our team fills most positions within 60 days.

The average number of positions we can cover with 40 dedicated hours per week depends on the industry, region, and type of job. For example, a pipeline of petroleum engineers will be much harder to fill than a pipeline for client success call center positions. Generally, our consultants can manage 8-10 requisitions per 40-hour workweek for entry to mid-level positions and approximately 3-5 roles per 40-hour workweek for director-level and above roles. However, we always offer a discovery call as part of our process to help determine needs before diving into a new client partnership. When we plan your engagement, we will tell you what you can expect for your specific role(s) and region.

Transparency. We offer total transparency between our team and yours, and our data is your data. You can even keep all the candidate data from the search if you choose. Since we are not a commission-based firm, we are not in competition with your in-house team; we work in collaboration with them. We will arrange a weekly phone call in conjunction with a weekly email that outlines the progression of the search and the candidates sourced.

Yes. We adapt to your processes and expectations. We will work together to set goals for performance and ways to measure the achievement of these goals during our initial kickoff call and during each subsequent weekly update call.

Yes, we can! In fact, this is why we created our unique recruiting services model, to help with BIG talent acquisition issues. We’ve placed candidates across the United States and in Europe, Australia, Asia, and South America. We have sourcing, research, and recruiting experts all over the country, ready and waiting to tackle your workforce challenges. We work directly with your hiring manager to manage expectations regarding large projects. We will set a transparent timeline according to how many open requisitions can be handled per person and meet your expectations accordingly.

See How We Work

At IQTalent, we have an extremely low attrition rate. Very few of our employees turn over, and many of those who do move on often will “boomerang.” That is, we have a history of employees who have left for other opportunities but chose to return to IQTalent due to our culture and employee engagement. Our goal is to find the best fit for each engagement and place the recruiter or sourcer with the most relevant experience on each search. We do move our consultants around from time to time, changing clients and altering teams if necessary. However, if you have a team or team member with whom you work exceptionally well, we will strive to keep these same consultants on your engagement.

We fill positions from CEO to General Counsel to Sales Director to Front End Engineer and more. We focus on professional and management-level positions. Our team has filled roles in nearly every function imaginable.

We have expert recruiters with over a decade of experience across a variety of industry verticals. Our entry-level sourcing and research associates undergo an extensive 4-week training program. They are trained to use the most up-to-date research and recruiting technology and receive an advanced course on Boolean search methodology. During training, they work on live searches side by side with experienced researchers. Upon graduation from training, our associates’ candidate sourcing skills are second to none. They have access to the best recruiting tech stack the industry offers to find the top passive candidates for any role.

The “recruiter scam” on the rise right now primarily targets candidates who have posted their resumes to legitimate sites, allowing criminals to access a base of knowledge about their victims. Over time, the criminal poses as a recruiter and develops a rapport with the victim, working to extract personal information from the candidate. Often, the scammer will fraudulently claim to be from a legitimate firm. Recruiters can help protect candidates from falling for this scam by encouraging them to pay attention to red flags like: poorly written outreach with misspelled words and incorrect grammar, a job description that doesn’t match their qualifications, an offer being extended without an in-person or virtual interview, limited details about the role, or receiving requests for personal data/money.

Tej Dhond, Operator, Astara Capital: “Jeremy and Emmalina did an outstanding job throughout the project. They worked around the clock for us. Highly recommend those two!”

Eduardo Gonzalez, Studio Art Director, Super Evil MegaCorp: “IQTalent was amazing. Our recruiter was very informed, fully aware, and results-oriented. We expedited our process because of our partnership with IQTalent.”

Joe Connelly, VP of Worldwide Sales, XMOS: “The quality of candidates and how quickly they forwarded those candidates through was best-in-class. The final cost was far less than the traditional commission model and far less than I expected.“