Talentline for Varncombe Engineering
Recruitment agency pitch deck: time to hire and fee model
A recruitment agency pitch deck has to prove to a hiring firm that the agency fills roles like theirs faster than they can alone, that the people it places stay, and that the fee model fits how many roles they need. Talentline, an invented recruiter, pitches Varncombe Engineering, an invented consulting firm that needs nine engineers by June, with results by level and two ways to pay.
Every slide, in order
The whole deck as it renders, one slide after another. Read it the way the audience would.
The structure
What each slide is doing, so you can reuse the order even with different content.
- Slide 1cover
- States the hiring goal the agency is pitching to own, with the client named.
- Slide 2intro
- The client's hiring problem in one sentence, from their own numbers, so the pitch starts with their risk.
- Slide 3metrics
- The three numbers an engineering firm should judge a recruiter on: speed, retention and volume in their discipline.
- Slide 4process
- The search in six steps with the day each lands, so the client knows when to expect a shortlist.
- Slide 5metrics
- Recent roles filled by level, so the client can see results for the exact levels it needs to hire.
- Slide 6pricing
- Contingent against retained terms side by side, so the client can choose how much commitment to give for how much priority.
- Slide 7timeline
- The first four hires with dates, so the client can line them up against its project milestones.
- Slide 8checklist
- What the agency needs from the client to hit the timeline, because slow feedback is the most common reason a search runs late.
- Slide 9testimonial
- A client in the same industry describing a similar hiring push, so the numbers have a voice.
- Slide 10closing
- One contact and a start date for the brief, so the next step is booked.
Slide by slide
Slide one states the goal: nine engineers by June. Slide two sets out the problem from the client's own numbers, three roles filled in six months and 74 days to fill each. Slide three gives the agency's headline results. Slide four is the search in six steps, from a one hour brief to an accepted offer. Slide five is results by level. Slide six compares contingent and retained terms. Slide seven dates the first four hires against the hospital design programme. Slide eight lists five things the agency needs from the client. Slide nine is a client who hired six engineers in four months. Slide ten books the brief.
How to adapt this deck
An agency placing temporary or contract staff should replace the fee slide with margin on hourly rates and show fill rates for shifts rather than time to hire. A pitch for a single senior role should drop the timeline of four hires and add a slide on the candidate market, how many people at that level exist within reach and why they might move. An agency in a new sector without a track record should show its process and its screening panel more fully and say plainly that the results table covers a different discipline.
What hiring firms and industry bodies look for
The CIPD describes recruitment as defining the role, attracting applicants, managing selection and making the appointment, and a hiring firm wants to know which of those the agency takes off its hands. Professional bodies such as the Recruitment and Employment Confederation in the UK and the RCSA in Australia and New Zealand publish codes of practice their members follow on fees, candidate consent and honesty with clients. In practice a hiring manager asks how fast, how good, how long they stay and what it costs, which are slides three, five and six.
What makes this deck work
Three numbers a hiring manager trusts
Slide three leads with a 31 day median time to hire, 92 percent of people still in the job after twelve months and 140 placements in the same discipline. Retention matters as much as speed, because a fast hire who leaves in month four costs the client twice.
Results at the levels being hired
Slide five breaks the 140 placements into five levels, from 38 graduates to 12 principals, with median days and retention for each. Varncombe mostly needs senior structural engineers, so it can read the 34 day median and 28 of 31 retained for that exact row.
Both fee models priced on one role
Slide six prices contingent at 18 percent and retained at 20 percent on the same 112,000 dollar engineer: 20,160 against 22,400 dollars. The client sees the 2,240 dollar difference beside what it buys, exclusivity, a ten day shortlist and a six month replacement.
Questions people ask
What should a recruitment agency pitch deck include?
The client's hiring problem, your results in their discipline, your search process with timings, results by level, your fee options, a plan for their first hires, what you need from them, a client reference and a next step. This example covers each in ten slides.
Which recruitment metrics should I show a new client?
Median time to hire, retention after twelve months and placements in the client's field are the three that matter most. Break them down by level if you can, because a client hiring senior people cares about your senior results, not your average across every role.
How do I present contingent and retained fees?
Side by side, as percentages of base salary, with a worked example on a typical role from the client's own list. Say what the higher fee buys, such as exclusivity, a guaranteed shortlist date or a longer replacement period, so the client compares value rather than rate.
Should a recruitment pitch name past clients?
Only with their permission. A named testimonial from a firm in the same industry is the strongest proof, but results by level work without names. Anything describing a candidate should leave out details that would identify them, and placement numbers should come from your own records rather than estimates.
How do I show a search process without it looking generic?
Put a day against each step and say what is different about yours, such as a senior engineer on technical screens or a market map before any advert. A process with days attached becomes a promise the client can check.
Can I reuse the deck for a client in another sector?
Yes. Keep the structure and rewrite the problem, the results table and the timeline for that client. The generator can draft a new version from a prompt, and the AI assistant can change slides one at a time, with each change shown as a preview first.
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