PRICING
FLAT-FEE RECRUITING FOR THE RESTORATION INDUSTRY
SALES & BUSINESS DEVELOPMENT ROLES
$8,500
- BDA’s Proprietary Sales Recruiting Process
- 50% Down, 50% Upon Acceptance
- Weekly Updates
- 90-Days No Questions Guarantee
OPERATIONS & LEADERSHIP ROLES
$7,900
- Restoration-specific screening
- Nationwide candidate sourcing
- 50% Down, 50% Upon Acceptance
- Weekly Updates
- 90-Days No Questions Guarantee
EXECUTIVE, SENIOR MANAGEMENT & C-SUITE ROLES
By Quote
- Custom Scope & Pricing
No Percentages, No Surprise Fees, No Hidden Costs
Comparison Chart:
| BDA Fixed-Fee Recruiting | Percentage-Based Recruiters | In-House Recruiting | |
| Cost Structure | Flat, predictable fee | 20–30% of first-year compensation | Fixed salary + overhead |
| Cost Certainty | High — known upfront | Low — cost rises with salary | Medium — ongoing expense |
| Incentive Alignment | Aligned to quality & fit | Incentive to close quickly | Dependent on internal KPIs |
| Industry Expertise | Restoration-only focus | Often generalist | Varies by hire |
| Candidate Reach | Nationwide + passive talent | Limited to recruiter network | Limited to internal reach |
| Hiring Speed | Controlled, disciplined | Fast, but often rushed | Often slow |
| Risk of Mis-Hire | Reduced through screening | Higher due to speed incentives | Depends on internal skill |
| Process Transparency | Clear pipeline updates | Often opaque | Inconsistent |
| Scalability | Flexible, per-search basis | Expensive at scale | Hard to scale quickly |
| Long-Term Cost Impact | Optimized for ROI | Frequently the most expensive | High overhead over time |
Comparison Chart:
| BDA Fixed-Fee Recruiting | |
| Cost Structure | Flat, predictable fee |
| Cost Certainty | High — known upfront |
| Incentive Alignment | Aligned to quality & fit |
| Industry Expertise | Restoration-only focus |
| Candidate Reach | Nationwide + passive talent |
| Hiring Speed | Controlled, disciplined |
| Risk of Mis-Hire | Reduced through screening |
| Process Transparency | Clear pipeline updates |
| Scalability | Flexible, per-search basis |
| Long-Term Cost Impact | Optimized for ROI |
| Percentage-Based Recruiters | |
| Cost Structure | 20–30% of first-year compensation |
| Cost Certainty | Low — cost rises with salary |
| Incentive Alignment | Incentive to close quickly |
| Industry Expertise | Often generalist |
| Candidate Reach | Limited to recruiter network |
| Hiring Speed | Fast, but often rushed |
| Risk of Mis-Hire | Higher due to speed incentives |
| Process Transparency | Often opaque |
| Scalability | Expensive at scale |
| Long-Term Cost Impact | Frequently the most expensive |
| In-House Recruiting | |
| Cost Structure | Fixed salary + overhead |
| Cost Certainty | Medium — ongoing expense |
| Incentive Alignment | Dependent on internal KPIs |
| Industry Expertise | Varies by hire |
| Candidate Reach | Limited to internal reach |
| Hiring Speed | Often slow |
| Risk of Mis-Hire | Depends on internal skill |
| Process Transparency | Inconsistent |
| Scalability | Hard to scale quickly |
| Long-Term Cost Impact | High overhead over time |