Your fee is too high: staffing sales answers
The short answer
Do not cut the fee. Ask what too high is measured against: another firm, the salary or the cost of the open role. Then talk about what the fee pays for, such as screening, speed and a replacement period. If the buyer has had a hire leave, show how your terms cover that risk.
Take this call against an AI buyerWhy buyers say it
The fee is a large number on one page, and the buyer sees it before the first candidate. They fear paying for a hire who leaves, or for resumes they could have found themselves. A high fee looks like a high risk.
How reps lose the deal on it
- They offer a lower fee on the spot. The buyer now doubts the terms.
- They list services and no outcome. The buyer pays for a hire, not a process.
- They skip the replacement terms. The buyer's real fear is a hire who leaves in three months.
Stronger lines to say
- “Fair to say. Compared to what? Another firm, or what the open role costs you every month it stays empty?”
- “Here’s what the fee covers: how we screen, how fast I can send candidates, and what happens if the hire doesn’t work out.”
- “If you want, let me present one to three candidates first. You see the quality before you decide whether the fee makes sense.”
Questions reps ask about it
What is the difference between a contingency and a retained fee?
A contingency fee is paid only when the buyer hires your candidate, so the buyer carries no cost until then. A retained search is paid in stages for a committed search. Explain which one you are quoting and why it fits this role. Many buyers compare the two unknowingly.
How do I explain the replacement terms?
Plainly, with the terms: how long it runs, what happens if the hire leaves, and what the buyer must do. Put it in writing and do not stretch it. Clear replacement terms are the best answer to a high fee.
How do I answer when the buyer says they can find people on job boards?
Agree that they can, then ask how the current opening is going. The fee pays for the people who are not applying, the screening and the time the hiring manager gets back. If the role has been open for months, that is the cost to compare against.
Related objections
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