Why Hire with Paul?

Recruitment has a reputation problem. High fees, poor communication, and weak candidate experience are the complaints I hear most often. At the heart of this is the multi-agency contingency model, which dominates the industry.

The Issue with the Multi-Agency Model

When several agencies compete for the same role but only one gets paid, service quality suffers. Fill rates are often around 25%.

That means recruiters need to work on four vacancies just to make one placement.

The result?

• Volume over quality
• Poorly written adverts
• CVs are sent with little screening
• Candidates treated badly
• Employer brands damaged

Fees feel high because they must cover not only the successful role, but also all the time spent on failed ones.

Why Do Employers Still Use It?

I asked my HR network why the multi-agency model remains the default.

The answers were consistent:

• It limits liability. If no one delivers, you don’t pay. Recruiters are seen as a backup to internal hiring efforts.
• It’s familiar. It’s how the industry has sold itself for decades.

The downside is that you end up with scattergun service, patchy delivery, and a poor candidate journey.

What Happens When You Work Exclusively

If you choose one recruitment partner, everything changes.

Instead of being sold candidates, you can have honest conversations about strengths and weaknesses. Candidates get equal representation, and your brand is protected.

Exclusivity allows recruiters to invest more time.

Fill rates rise considerably, which means fees can be fairer and service can be better.

It also forces you to ask: Are you hiring a skilled recruiter who can deliver, or a polished salesperson focused only on winning your business?

Why My Model Is Different

I’ve worked in recruitment since 2000, with most of my time spent in the HR space.

Over that period, tools and technology have advanced massively, but the commercial model hasn’t moved at all.

That’s why I set up Hire with Paul. 

My approach is built on fixed fees linked to consulting days.

No random percentages, just clear pricing for the time and expertise required.

If you just need some additional options, someone to manage the whole assignment or something in between, then I have a solution for you.

• Candidate Attraction Solution: a long list of candidates for your process.
• Full Lifecycle Recruitment: end-to-end support through to offer and onboarding.
• Flexible Consulting: additional days of support on top of the long list service.

The Benefits

• Fair fees that reflect actual work
• Improved candidate experience
• Stronger protection of your employer brand
• A longer replacement guarantee than contingency recruiters typically offer

This Isn’t for Everyone

If you’re tied to the multi-agency way of working, my model will feel different. 

But if you’re ready to commit, you’ll benefit from:

• Better value
• Higher service levels
• A more respectful and professional hiring process

My Promise

• I’ll only take on assignments I believe I can deliver.
• I’ll provide service that reflects 20+ years in recruitment.
• We’ll get the job done and have some fun along the way.