Adecco is one of the biggest staffing brands globally, and companies usually consider it when they need volume hiring, temporary staffing, permanent recruitment, or broader workforce solutions. The challenge is that Adecco pricing is usually quote-based, not a simple public menu.
That means your real cost depends on the country, service type, contract terms, and conversion rules, not just the headline rate from a sales call.
Adecco Pricing Overview
Adecco pricing is typically structured by service model, then customized by market and contract.
Temporary Staffing (hourly/daily/monthly charge)
For temp staffing, clients usually pay a charge rate that includes worker pay plus staffing overhead. The exact rate is contract-specific and can vary by role, shift structure, and market conditions.
Permanent Recruitment (percentage-based fee)
In country-specific terms, Adecco may use a percentage of annual compensation for permanent placement. For example, some terms documents show 30% of annual gross target salary for many roles and 35% for IT.
Temp-to-Perm Conversion Rules
Conversion from temporary to permanent can trigger separate fees, often tied to time worked. In some country terms, these conversion costs step down as assignment hours increase.
Country-Specific Terms Matter More Than Brand-Level Messaging
Adecco’s global brand is consistent, but pricing mechanics can differ materially by local contract (fee triggers, taxes, conversion windows, payment deadlines, and administration clauses).
Hidden Costs to Watch Out For
Even if the initial quote looks clear, these are common areas where total spend increases:
Placement Fee Math Based on Total Compensation Definitions
Some contracts use annual “gross target salary” definitions, which may include more than base salary depending on local terms.
VAT / Taxes and Reimbursables
VAT and candidate-related expenses (such as interview travel in some terms) may sit outside the headline fee.
Temp-to-Perm Conversion Clauses
If you hire a temp worker permanently, conversion formulas can apply unless specific time thresholds are met.
Charge Revision Clauses
In some local terms, rates can be revised based on wage/cost changes or assignment duration conditions.
Payment Terms and Admin Charges
Short payment windows, reminder fees, and late-payment clauses can add up if invoicing processes are slow.
What You’d Really Pay by Hiring on Adecco
Because Adecco doesn’t use one global public rate card, budgeting works best with scenario modeling.
Example A: Permanent hire at $100,000 (30% fee structure)
- $100,000 × 0.30 = $30,000 placement fee
- Plus applicable taxes (where relevant)
- Plus any reimbursable expenses defined in the contract
Example B: IT hire at $140,000 (35% fee structure)
- $140,000 × 0.35 = $49,000 placement fee
- Plus applicable taxes (where relevant)
Example C: Temp-to-perm conversion (hour-threshold model)
Using a sample local model:
- Under 632 hours: 2.5× monthly salary
- 632–1264 hours: 1.5× monthly salary
- Over 1264 hours: no conversion charge (under that clause)
If monthly salary is $4,500:
- 2.5× = $11,250
- 1.5× = $6,750
- Over threshold = $0 conversion fee under that specific rule
These examples show why contract timing can change costs dramatically.
Advantages of Hiring with Adecco
Broad Service Coverage
Adecco can support temp staffing, direct hire, and workforce programs under one provider.
Scale
For larger teams or multi-location hiring, Adecco’s footprint can be a practical advantage.
Operational Support
For temp staffing programs, administrative workflows (like payroll handling) can reduce internal workload.
Disadvantages of Hiring on Adecco
Limited Upfront Pricing Transparency
You usually need a proposal and contract review to understand real costs.
Country-by-Country Complexity
Fee structures and legal terms can vary significantly by market.
Contract Clauses Can Shift Total Spend
Conversion rules, taxes, reimbursables, and payment terms can materially change the final number.
Transparent Pricing: South vs. Adecco
Adecco is often a strong fit when companies need large-scale staffing infrastructure and multiple workforce models.
South is a better fit when the priority is straightforward LATAM hiring economics with cleaner monthly forecasting and less contract complexity. If your goal is building dedicated long-term remote talent in U.S.-aligned time zones, a simpler pricing model can make planning much easier.
The Takeaway
Adecco can work very well for companies that need enterprise-level staffing capacity. But from a budgeting perspective, this is not a “quick price-check” purchase; it’s a contract-detail purchase.
Before signing, confirm the exact fee formula, compensation basis, conversion triggers, tax treatment, payment terms, and any rate-adjustment language. That’s the difference between a predictable hiring cost and an invoice that keeps growing after launch.
If you want to compare this against a simpler LATAM hiring model, schedule a free call with South and evaluate both options side by side before committing.
Frequently Asked Questions (FAQs)
Does Adecco publish fixed public prices?
Usually no. Pricing is generally quote-based and contract-specific.
Can Adecco charge different fee percentages by role?
Yes, depending on local contract terms and role category (for example, some terms differentiate IT vs. non-IT).
Are temp-to-perm conversions always free?
No. Many contracts include conversion formulas tied to hours worked or assignment duration.
Should I model costs beyond the placement fee?
Yes. Include VAT/taxes, reimbursables, conversion fees, and potential admin/late-payment charges.
What should I ask before signing?
Ask for the exact fee basis, trigger points, conversion rules, included vs. excluded costs, and payment timelines.
