Not all staffing agencies operate the same way, and the differences often only surface after you’ve signed — in slow shortlists, hidden fees, or candidates who don’t match what was promised. These questions surface that upfront.
1. What’s included in your bill rate or placement fee?
Some agencies quote a low headline rate, then add fees for onboarding, background checks, or replacement guarantees separately. Get the full, all-in number before comparing agencies on price.
2. What’s your average time-to-shortlist for a role like this one?
A specific number, not “it depends,” is a good sign they’ve actually tracked this. Ask for a recent example close to your role type.
3. Do you have an existing bench for this skill set, or will you be sourcing from scratch?
An existing, pre-vetted pipeline for your role type is a major speed advantage. Sourcing from zero takes meaningfully longer — worth knowing upfront so your timeline expectations are realistic.
4. What does your screening process actually involve?
Ask specifically: resume screen only, or technical assessment, reference checks, background verification? A vague answer here often means a thin process.
5. What’s your replacement guarantee if a placement doesn’t work out?
Most reputable agencies offer some window (30–90 days is common) where they’ll replace a hire at no additional cost if it’s not a fit. Get this in writing.
6. How do you handle exclusivity vs. non-exclusive search?
Exclusive engagements often come with better rates and more agency effort, since they’re not competing with four other firms on the same req. Ask what pricing looks like both ways.
7. Who’s actually doing the sourcing — a dedicated recruiter, or a shared pool?
A named recruiter with context on your company and role tends to deliver a more relevant shortlist than a generic sourcing team working many clients at once.
8. Can I speak to a current or recent client with similar hiring needs?
A reference specific to your role type or industry tells you more than a generic testimonial.
9. What’s your conversion fee structure for contract-to-hire?
If you’re considering contract-to-hire, get the conversion terms — flat fee, prorated, waived after a threshold — spelled out before starting the engagement, not at the point you want to convert.
10. How do you handle it if the first few candidates aren’t a fit?
This reveals a lot about their process. A good agency treats early misses as a calibration signal and adjusts quickly; a weak one just keeps sending similar candidates hoping one sticks.
Why asking these upfront matters
Most staffing relationship problems trace back to misaligned expectations set before day one — not the agency being incompetent, but neither side being explicit about rates, guarantees, or process. A few direct questions at the start prevents most of that friction later.
Want straight answers to all ten of these before you commit? Talk to Scadea — we’ll walk you through our process, rates, and guarantees upfront.