Tech recruitment you pay for while they stay
Permanent, contract and executive hiring for technology teams in London, New York and San Francisco. Our 20%* fee is paid in 12 monthly instalments from your hire's start date, and the payments stop if they leave.*Loyalty discount available for repeat clients. See our fees in full
You speak to Mark or Mike directly: 26 and 19+ years in tech recruitment
Hires that stay, found fast
Every figure comes from our own placement records. We stay close to every client and every hire through the first 12 months and long after, which is how we know who is still in the job.
"With over 20 years in hiring, we are confident in our abilities and our historical data. It's why we have no trouble offering our clients a 12 month guarantee."
of permanent hires still in role at 12 months
average time to fill a permanent role
to a contract shortlist, with paperwork raised
Ways to hire
Choose how you pay and how much risk you share
Four ways to work with us, all with published fees.
Pay While They Stay
A 20% fee paid as 1.67% of base salary a month for 12 months. If your hire leaves, for any reason, the month you let us know is the last payment. You get 12 months of protection instead of the usual 12 weeks.
See how it worksSingle invoice
20% of base salary, invoiced when your hire starts, or 18% when you give us three or more roles. If they leave within 12 months, we refund the months after you let us know: the same protection as paying monthly.
See feesContractors in days
IR35-compliant contractors for projects, launches and cover. Shortlist and paperwork raised within 3 days, with options to suit your budget and market day-rate data to plan against.
See market day rates
CTO, VP and C-suite
We have run executive searches for decades. What is new is how you pay: 25% of base salary only, one third at engagement and the balance monthly over 12 months. If your new leader leaves, the payments stop.
Start a confidential conversationHow we compareA 12 month rebate, not 12 weeks
Most agencies refund part of their fee if a hire leaves in the first 8 to 12 weeks.Most agencies offer a 60 to 90 day guarantee, usually a replacement rather than a refund. With Pay While They Stay, your protection lasts the full 12 months, because you only pay for the months your hire stays.
| What you are comparing | Typical agency | Hurren & Hope Pay While They Stay |
|---|---|---|
| Fee | 15 to 25% of first-year salary | 20% of base salary, or 18% when you give us three or more roles |
| What the fee is worked out on | Usually base salary, but some agencies add guaranteed bonus, car allowance or other pay | Base salary only. Bonus, commission, car allowance, equity and benefits are never included |
| When you pay | All of it when your hire starts | 12 monthly instalments from the start date |
| Rebate period | 8 to 12 weeks, on a sliding scale | 12 months: the month you let us know they are leaving is your last payment |
| A £90,000 hire leaves in month 5 | The rebate period has ended so you have spent up to £22,500 with nothing to show for it | You have paid £7,500 and nothing more is owed |
| What you are comparing | Typical agency | Hurren & Hope Pay While They Stay |
|---|---|---|
| Fee | 15 to 25% of first-year salary | 20% of base salary, or 18% when you give us three or more roles |
| What the fee is worked out on | Usually base salary, but some agencies add guaranteed bonus, car allowance or other pay | Base salary only. Bonus, commission, car allowance, equity and benefits are never included |
| When you pay | All of it when your hire starts | 12 monthly instalments from the start date |
| Guarantee | 60 to 90 day guarantee, usually a replacement rather than a refund | 12 months: the month you let us know they are leaving is your last payment |
| A $180,000 hire leaves in month 5 | The guarantee has ended so you have spent up to $45,000 with nothing to show for it | You have paid $15,000 and nothing more is owed |
Hurren & Hope fees for UK clients are plus VAT.
Talk it through with someone who has built high-demand teams internally and via agency for over 25 years
A short call about your role, your team and your timeline. No slides, no obligation.
Case studiesTeams we built, and what happened next
Founding CTO hired. Company acquired by Cognizant.
Inawisdom, an AWS Premier Partner, built its founding technology team with us, from startup through to acquisition in 2020.
Read the case study40+ hires, an AI-first pivot and a new engineering hub.
Lavanda, a VC-backed Finch Capital proptech, pivoted to AI-first engineering, hiring some of its first harness engineers, and built a Philippines team alongside its UK team, with fees paid monthly through Pay While They Stay.
Read the case studyFrom 30 to 240 people without losing the culture.
Derivco grew its Ipswich engineering and product operation eightfold, hiring for skill and for fit with its values.
Read the case studyIn their own words
Recommendations from the people we hire for, and the people we place.
5.0 on Google from 156 reviews. Read them on Google
"Simply put, Hurren & Hope are the benchmark of how recruiters should act."
Chief People Officer, One Beyond
"I've worked with a lot of recruiters. Hurren & Hope are the rare ones who stay invested after the hire is made."
Chief of Staff, Kaius
"If you are looking to simply fill a job, Hurren & Hope are not for you. If you want someone to understand your business needs, help shape a strategy and then fulfil that plan, we would highly recommend them."
Managing Director, Insight Energy
"Don't mistake Hurren & Hope for just a recruiter. They are a true business partner."
Senior VP of People, Derivco
"Hurren & Hope bring an integrity and honesty to recruitment that's so important when bringing talent into an organisation. They're not looking to make a quick buck or a short term gain."
Chief Information Officer, NHS Professionals
"Our business and team wouldn't be as strong without Hurren & Hope's contribution and efforts."
CEO, IJYI
"They placed one of our first engineers, who's still with us and excelling. I'd work with them again in a heartbeat."
Chief of Staff, Kaius
"We have just recruited our third team member with their help. Their understanding of our business and network of excellent candidates has made these hires easy."
Finance Director, Insight Energy
"Hurren & Hope take the time to understand the requirements of a role and are not afraid to challenge your perceptions."
Transformation Director, STL Technologies
"Hurren & Hope are a preferred supplier for Penguin Random House and gave excellent, personable service through a challenging, complex integration."
Systems Specialist, Penguin Random House
"If you're looking for a true partner in executive hiring, one who prioritises long term success over quick placements, I highly recommend Hurren & Hope."
Talent Acquisition Manager, Saffron Building Society
"They take careers seriously and make sure placements align with long-term aspirations."
Engineering Director, MATRIXX Software
"What stood out most was their focus on fit, not just for the employer, but for me as a candidate."
RevOps and GTM Leader, placed candidate
"They care equally about candidates and clients, and want to understand the problem that needs to be solved rather than just make a deal."
CX and EX Strategic Leader
"Their knowledge of my requirements and their attention to detail are unmatched."
Director of Recruiting Operations
"What set Hurren & Hope apart was that they truly listened."
Market Development Lead, placed candidate
"Hurren & Hope have found us many excellent recruits that have gone on to be very successful with us."
Director of Product Engineering, Derivco
"Hurren & Hope break every stereotype."
Client Advisor, placed candidate
Your hiring expertsBuilt by recruiters, run by experts
Hurren & Hope was set up in 2013 by two recruiters who had worked in-house, agency side and in RPO. Between us we have made 6,906 placements as Hurren & Hope and 9,606 across our careers.
Pay While They Stay started in 2025 from a conversation with Dan Taylor, commercial officer at Lavanda, a proptech client that was paid by its own customers only while those customers stayed. We thought recruitment fees should work the same way.
About Hurren & Hope
Useful if you are hiring or looking
Tech salaries and day rates
Benchmarks for London, New York and San Francisco, refreshed every month.
Live technology roles
Permanent and contract roles we are recruiting for right now.
This week in tech, by city
A short weekly briefing for London, New York or San Francisco.
Raising, or just closed a round?
Aligned is our hiring model for venture-backed teams. Part of the fee is deferred and only becomes payable when we help you hit your next funding event. If there's no event, the deferred amount isn't due. Defer up to 75% to your next round, dependent on your Aligned score.
Frequently asked questions
How does Pay While They Stay work?
Our fee is 20% of base salary, paid as 12 monthly instalments of 1.67% from your hire's start date. For a £90,000 hire that is £1,500$180,000 hire that is $3,000 a month. If they leave, for any reason, the month you let us know is the last payment. UK fees are plus VAT.
What if I would rather pay one invoice?
You can. The fee is 20% of base salary, invoiced on the start date. If your hire leaves within 12 months, we refund the fee for every month after the month you let us know, so you are never penalised for paying up front.
What do tech recruitment agencies charge?
In the UK, contingency agencies typically charge 15 to 25% of first-year salary, paid in full when the hire starts, with a partial rebate if the hire leaves in the first 8 to 12 weeks. Retained executive search usually costs 25 to 35% of first-year compensation, paid in thirds before anyone starts. Hurren & Hope charges 20% of base salary for permanent roles and 25% of base salary for executive search, and you can pay either fee monthly through Pay While They Stay.
What is the difference between contingency and retained recruitment?
With contingency recruitment you pay only when someone is hired, usually as one invoice on their start date. With retained search you pay part of the fee up front to secure a dedicated search, usually in thirds before anyone starts. Pay While They Stay sits between the two: for permanent roles nothing is paid up front, then the fee is spread over 12 monthly instalments that stop if the hire leaves.
How do I choose a tech recruitment agency in London, New York or San Francisco?
Look for a specialist in technology hiring with published fees, a rebate period that protects you beyond the first few weeks, retention figures they can back up, and experienced consultants you speak to directly. Hurren & Hope publishes its fees, gives 12 months of protection through Pay While They Stay, and 94% of its permanent hires are still in role after 12 months.
Do you recruit CTOs and other technology leaders?
Yes. Hurren & Hope Executive Search recruits CTOs, VPs of Engineering and other C-suite technology leaders in London, New York and San Francisco. We have run executive searches for decades; what is new is that you can pay monthly and the payments stop if your new leader leaves.
Do you help startups hire their first engineers?
Yes. We hire founding engineers and first developers for venture-backed startups. If you have raised, or are raising, our Aligned model on hurrenandhope.vc defers part of the fee until your next funding event.
How quickly can you fill a role?
Our average time to fill a permanent role is 23 days. For contract roles we aim to send a shortlist, with paperwork raised, within 3 days.
Do you recruit in the US?
Yes. We recruit technology teams in London, New York and San Francisco, and help UK and US companies hire elsewhere through employer of record partners.
Do you charge on bonus, commission or benefits?
No. Our fee is worked out on base salary only. Bonus, commission, car allowance, equity and benefits are never included. Some agencies do include them, so check how "salary" is defined in any terms you are comparing.
What does executive search cost?
25% of base salary only, with no bonus or benefits added. Most retained search firms charge 25 to 35% of total first-year compensation, paid in thirds before anyone starts. We take one third at engagement and the balance monthly over 12 months, stopping if your new leader leaves. The search itself is the same senior, confidential process we have run for decades.
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Why clients stay with us