Hiring Cost & Agency Comparison Pack

Editable cost model

Add up what a hire really costs, including the time your own team spends. Fill in your own AED figures for each route you are considering.

Role

[role title]

Annual or monthly salary used for fee calculations

[AED amount] — confirm whether the agency fee is based on basic salary or total package.

Weeks the role is expected to stay open

[number of weeks] for each route.

Vacancy cost is the value lost while the seat is empty: missed revenue, overtime, delayed projects or work pushed onto others. Use a figure your finance team will accept.

Scope checklist for agency proposals

Use this to check that every proposal covers the same ground. Ask for anything missing in writing before you sign.

• Roles covered, with titles and number of hires.
• Fee basis stated: percentage, fixed fee or retainer.
• Salary basis for the fee defined: basic, total package or first-year earnings.
• When the fee is triggered: offer, acceptance or start date.
• Payment schedule and any upfront or staged payments.
• Exclusivity terms and how long they last.
• Replacement guarantee: length, conditions and exclusions.
• Refund terms, if any, and when they apply.
• What happens if you hire a candidate the agency introduced, later or for a different role.
• Who owns candidate data and how it is handled.
• Sourcing approach and where candidates will come from.
• How candidates are screened and what evidence comes with each CV.
• Expected time to a first shortlist (ask them to commit to it).
• Number of candidates per shortlist.
• Named consultant and how often they will report progress.
• Termination terms and notice.
• Agency licence or registration, where applicable. Check the current requirements with MOHRE.
• Extra costs: advertising, assessments, travel or relocation support.