Method
The handbook reads each provider's own published pages, records the values exactly as stated, and dates each reading. Values not on the site are recorded as "not published"; the survey never estimates, never infers from third-party listicles, and never uses a provider's claims about a competitor. Providers are included when they sell candidate-side recruiting, a practitioner who works for the job seeker, regardless of what they call it. The survey is repeated annually and re-read on request when a provider changes its published terms; write to editorial@reverse-recruiter.com.
How to read the numbers
A published price is a floor, not a total. Onboarding fees, minimum terms and add-ons change the cost of an engagement materially, which is why the survey records them separately. The fee model matters more than the price: the NRRA Code of Ethics requires fees to be structured so the practitioner's incentives stay aligned with the client's, and a fee that is only a percentage of salary fails that test. See How much does Reverse Recruiting cost? and what guarantees actually promise.
Engagement data
The second part of the report, anonymised engagement data from firms held to the NRRA standard (first-interview rate, weeks to first interview by level, channel that produced the shortlist), is published once each contributing firm's figures have been reviewed. iCareerSolutions reports a 97% first-interview rate across active engagements and is the first contributor.
Cite this report
Editor. Former executive recruiter, Founding President of the National Reverse Recruiter Association, creator of the Reverse Recruitment Method™, Founder & CEO of iCareerSolutions. About the editor · Editorial policy