You pay when we deliver. Not for seats.
A small placement fee when your hire shows up, then a larger success fee only if they stay 90 days. No subscriptions, no per-seat charges, no setup costs. If they leave early, you don't owe the success fee — and we replace them free.
Traditional staffing agencies charge 15–25% of first-year wages whether the hire works out or not. Job boards charge for posts that may never produce a hire. We charge in two stages, both tied to outcomes that matter to you: a successful start, then a successful 90 days.
Placement fee, charged when your hire completes their first shift. Covers our cost-to-deliver.
Success fee, charged only if your hire is still working at 90 days. If they leave early, you owe nothing — and we replace them free.
$1,500 blended per 90-day-retained hire. Volume discounts available for crew hires and yearly commitments.
What's included
- 01
AI screening of every applicant.
Every applicant runs through our scoring model — built and validated against thousands of real cleaning hires — to surface the strongest fits. No paid résumé sourcing, no LinkedIn scraping, no inflated applicant counts.
- 02
Human curation by our ops team.
Our team reviews the AI shortlist before anything reaches you. We catch what the AI misses, verify availability, and only deliver candidates who are actually ready to start.
- 03
A pre-screened shortlist in 3–7 days.
A focused list of candidates curated to the role, delivered to your inbox. Each one comes with an explainable AI score, predicted retention, and a clear next action. Need more? We send another batch.
- 04
Interview scheduling, follow-ups, ghosting recovery.
We handle the back-and-forth. Candidates who go quiet get re-engaged automatically. You don’t chase, we do.
- 05
Free replacement if they leave within 90 days.
If your hire quits, gets terminated, or stops showing up within 90 days of their start date, we deliver a replacement at no charge — and you don't owe the success fee. No fine print, no forms to fight.
Nothing on top of the per-hire fee. No fine print.
- Per-seat licensesYou’re not buying software. You’re hiring people.
- Setup or onboarding feesYou pay nothing until we deliver a hire who actually shows up.
- Long-term contractsUse us for one role or a hundred. There’s no commitment.
- Job board feesPosting, sourcing, sponsored ads — all included in the per-hire fee.
Versus traditional staffing.
A typical cleaning company filling a single role at $18/hr through a traditional agency pays $5,600 to $9,400 in placement fees alone — before factoring in retainer or sourcing costs.
The questions everyone asks.
- 01
What if I don’t hire anyone from the shortlist?
You don’t pay. Both the placement fee and the success fee are contingent on you actually hiring someone we deliver. If none of them are right, we send another batch — no charge for the first one.
- 02
What if they quit in week 4?
You owe only the placement fee. The success fee is waived because they didn’t reach the 90-day milestone, and we deliver a replacement at no additional cost. The placement fee on the replacement isn’t double-charged either — it carries over.
- 03
Why two stages instead of one bill?
Because a hire who quits in week 4 isn’t the outcome you paid for. The two-stage model ties the bigger part of our fee to the outcome you actually care about — someone who sticks. It also keeps your up-front cost low while we earn our keep over the next 90 days.
- 04
Do you offer volume pricing?
Yes. Three or more hires in one batch, or ten or more over a year, both unlock meaningful discounts on the success fee. Tell us what you need and we’ll quote.
- 05
When exactly does each stage get charged?
The placement fee is invoiced once your hire completes their first shift. The success fee is invoiced on day 90 of their employment, conditional on them still being on your team. Both are payable on standard terms.
- 06
Are there setup fees, integration fees, anything else?
No. The two-stage per-hire fee is the only fee. We don’t charge for the dashboard, for AI scoring, for replacement candidates, or for ongoing communication with our ops team.