Before you decide how to fill a role, it helps to know what the current approach is costing.
Most companies know what a search fee costs. What usually isn't tracked is everything else: the cost of an empty seat, of training someone new, of promoting from within, or of a hire that turned out to be the wrong fit. That means the decision between a search firm, internal TA, or waiting it out gets made without those numbers.
We bring the math to that decision: what the current path is costing, and what the alternative would cost instead.
Every week a seat sits empty, the work slows, shifts to someone else, or doesn't get done. That cost compounds quietly.
When a leadership seat is open, someone more senior usually covers it on top of their own job. That's the most expensive labor in the building, spent on a role it was never budgeted to hold.
Promoting from within looks free. It rarely is. It opens a second seat, and the training time lands on the same team already covering the gap.
The wrong fit doesn't show up on day one. It shows up after you've onboarded, trained, and started depending on that person, and it reaches everyone who reports to them.
A search fee looks expensive in isolation. It looks different next to the cost of building and running an internal TA function. Sometimes the math says build. We'll show you that too.
We walk through the math with you, specific to your seat, not an industry average.