Robert Half is a global staffing and recruiting firm, but figuring out price is less about finding a public rate card and more about understanding which model you’re buying: contract talent, permanent talent, or executive search. Their employer pages focus on booking a consultation, not publishing fixed package prices.
For permanent placements, Robert Half states in its SEC filing that fees are paid by the employer and are generally calculated as a percentage of the new employee’s annual compensation. The same filing also references a 90-day guarantee period in revenue recognition assumptions.
Robert Half Pricing Overview
Permanent Placement (success-fee model)
Robert Half’s 10-K says permanent placement fees are generally a percentage of annual compensation, paid by the employer (not the candidate). In practical terms, this is usually a one-time placement fee tied to the salary package you hire at.
Contract Talent (bill-rate model)
For contract staffing, Robert Half’s filing describes revenue drivers as average hourly bill rates and hours worked by engagement professionals. That’s the classic staffing structure where your spend scales with time and role mix.
Executive Search (retained-search path available)
Robert Half also offers executive search via a retained-search team, which is typically priced differently from standard contingent hiring.
Why pricing feels less transparent upfront
On Robert Half’s hiring pages, the flow is consultation-led (“book consultation”) rather than fixed public pricing. So budgeting usually requires a custom quote based on role seniority, hiring type, volume, and location.
Hidden Costs to Watch Out For
Contract-to-perm conversions can trigger a separate one-time fee
If you start with contract talent and later convert that person to a permanent employee, Robert Half notes that clients typically pay a one-time conversion fee. This is one of the most common budget surprises when companies begin with “temporary” hiring but later decide to retain top performers.
The bill rate includes more than pay
In contract staffing, Robert Half explains that clients pay a fixed rate for hours worked, while Robert Half employs and pays the engagement professional. Their filings also show cost components like payroll taxes, benefit costs, and reimbursable expenses, plus pay-bill spread dynamics. In other words, your bill rate is not just the candidate’s wage.
“Guarantee” language exists, but terms matter
Robert Half’s 10-K references a 90-day guarantee period in how they estimate permanent placement outcomes. On at least one Robert Half market/specialty page (Australia HR), they explicitly describe a 90-day replacement guarantee with terms and conditions.
The practical takeaway: don’t assume one global guarantee policy, confirm exactly what applies to your contract, geography, and role type.
Quote-based workflows make side-by-side cost comparison harder
Robert Half’s hiring flow is consultation-led (“Book consultation”) and built around contract talent, permanent talent, and executive search options. That’s useful for customization, but it also means you usually won’t get a single public list price to benchmark instantly against alternatives.
What You’d Really Pay by Hiring on Robert Half
Robert Half doesn’t publish a universal public price list, so the practical way to budget is to model the cost by hiring track and plug in the quote you receive.
Their own materials show a consultation-led process, permanent placement fees that are generally a percentage of annual compensation, and contract pricing tied to bill rates and hours worked.
Permanent placement (percentage-of-salary model)
Use this formula:
Total fee = annual compensation × quoted fee %
Illustrative scenarios (not official public Robert Half rates):
- If your candidate’s annual compensation is $120,000 and your quoted fee is 20%:
$120,000 × 0.20 = $24,000 - If annual compensation is $120,000 and your quoted fee is 25%:
$120,000 × 0.25 = $30,000
This is the right way to compare proposals side by side when firms quote different percentages. (Robert Half states fees are generally a percentage of annual compensation.)
Contract talent (bill-rate × hours model)
Use this formula:
Total spend = hourly bill rate × hours worked
Illustrative scenario:
- $85/hour consultant
- 40 hours/week
- 13 weeks
Step by step:
- 40 × 13 = 520 hours
- 520 × $85 = $44,200
Robert Half describes contract pricing in this structure: clients pay a fixed rate for hours worked, and revenue is driven by average bill rates and hours.
Contract-to-perm (add conversion fee)
If you convert a contractor to permanent, Robert Half says clients typically pay a one-time conversion fee. So budget:
Total = contract spend to date + conversion fee
Illustrative scenario:
- Contract spend to date: $44,200
- Negotiated conversion fee: $12,000
- Combined cost impact: $56,200
That’s why teams should ask for conversion terms in writing before starting a contract assignment.
Quick budgeting checklist before you approve
For an apples-to-apples Robert Half estimate, ask for:
- the exact permanent fee percentage (and compensation components included),
- the hourly bill rate for contract talent,
- overtime/holiday billing rules,
- and the contract-to-perm conversion fee structure.
This turns “quote-based pricing” into a predictable hiring model you can forecast.
Advantages of Hiring With Robert Half
Faster time-to-shortlist for urgent roles
Robert Half repeatedly positions its hiring speed as a strength, stating on multiple talent pages that companies can often hire “in as little as 48 hours.” That can be a real advantage when you’re filling business-critical roles under tight deadlines.
Large talent reach and local coverage
Robert Half highlights a broad footprint with 300+ locations and reports 2 million+ contract and permanent placements. It also cites a proprietary database of 30 million candidates for contract talent searches. For employers, that usually means better odds of finding niche profiles faster.
Multiple hiring models in one partner
If your needs change during the year, Robert Half offers flexibility across contract talent, permanent talent, and executive search instead of forcing one fixed model. That makes it easier to start with one approach and pivot as headcount plans evolve.
Specialized recruiting by function
Robert Half’s core talent solutions are organized around specialized tracks (finance and accounting, technology, marketing and creative, legal, and administrative/customer support). This specialization can improve candidate-role fit versus a generalist staffing flow.
Tech-enabled matching plus recruiter guidance
Their hiring pages emphasize a recruiter-led process supported by AI matching and local market context. For hiring managers, that combination can reduce manual screening effort while still keeping human judgment in the loop.
Disadvantages of Hiring With Robert Half
Upfront pricing is hard to benchmark quickly
Robert Half’s hiring flow is consultation-led (“book consultation” / connect with a recruiter), so you usually won’t find a simple public price list to compare side by side in minutes.
Permanent-hire fees typically rise as compensation rises
Robert Half states permanent placement fees are generally a percentage of the new employee’s annual compensation. That means higher-salary hires can push recruiting fees up significantly.
Contract-to-perm can add a separate conversion cost
In its filings, Robert Half notes that when clients convert contract talent to permanent roles, clients typically pay a one-time conversion fee. If you don’t model this early, your “temporary-first” plan can cost more than expected.
Contract spend can expand with duration and utilization
For contract staffing, cost is tied to hourly bill rates and hours worked. In practice, extensions, overtime, or broader role scope can increase total spend faster than teams expect.
Model and terms can vary by service line and market
Robert Half offers multiple hiring paths (contract, permanent, executive search, temp-to-perm), which is useful, but each path may carry different commercial terms, so you need the exact agreement details before committing.
Transparent Pricing: South vs. Robert Half
When companies compare hiring partners, pricing clarity becomes just as important as candidate quality. South takes a different approach: a model built to remove uncertainty and give you full control over your hiring budget.
Instead of upfront deposits, subscription layers, or hard-to-track margins, South uses one clear flat monthly rate. It’s straightforward, predictable, and designed for teams that want to scale without guessing what the next invoice will look like.
Here’s how it works: you pay your talent directly through South, and South’s service fee is included in one consolidated monthly invoice. That means one payment, no hidden extras, and no surprises later. Your costs stay consistent month to month, which makes forecasting, headcount planning, and hiring decisions much easier.
This gives you visibility from day one. You can clearly see what you’re investing in talent and what you’re paying for service, so budget decisions stay simple as your team grows.
South is built to act as a hiring partner, not just a vendor. That includes helping you benchmark compensation, identify strong-fit candidates, and understand current market expectations before you commit.
If you want to compare options with real numbers, check South’s salary benchmarks for remote Latin American talent by role and industry, or schedule a free call for a custom quote based on your hiring goals. You only pay if you hire.
The Takeaway
Robert Half can be a solid option if you need speed, broad talent reach, and flexibility across contract and permanent hiring. But from a budgeting standpoint, the key is to look beyond the initial quote and model the full cost path, especially if there’s a chance you’ll convert contract talent to full-time later.
Before signing, make sure you have clear answers on the fee structure, conversion terms, guarantee conditions, and how costs scale with compensation and hiring timeline. That’s what separates a manageable hiring investment from an expensive surprise.
If your team values predictable monthly costs and wants to build long-term LATAM capacity with less pricing complexity, South is worth comparing side by side. You can schedule a free call, get a custom quote based on your hiring plan, and only pay if you hire.
Frequently Asked Questions (FAQs)
Does Robert Half publish fixed pricing on its website?
Usually no. Pricing is typically quote-based and depends on the hiring model (contract, permanent, or executive search), role type, market, and contract terms.
How are Robert Half permanent placement fees usually structured?
Permanent placement is generally structured as a success fee tied to the hired candidate’s annual compensation. The exact percentage and terms depend on your agreement.
Is there a fee if I convert a contract professional to full-time?
In many cases, yes. Contract-to-perm arrangements often include a one-time conversion fee, so it’s important to confirm the conversion schedule before starting the engagement.
What impacts contract staffing costs the most?
The biggest drivers are bill rate, hours worked, engagement length, and role seniority. If the scope expands or timelines extend, total spend can increase quickly.
Does Robert Half offer guarantees or replacement terms?
Guarantee language can exist, but details vary by contract, service line, and geography. Always verify what is covered, how long coverage lasts, and what conditions apply.
What should I ask before signing with Robert Half?
Ask for the full fee formula, payment timelines, conversion terms, guarantee conditions, and any extra costs not included in the base quote. Getting this in writing makes cost forecasting much easier.
