You know exactly what you're looking for.
The brief is clear, the team is available to move fast, interviews, feedback, decisions. No need to iterate for weeks.
Success-based recruitment
We commit to the result, not the promise.
A mutual commitment: you trust us with the mission, we do everything to succeed, from brief to end of probation.
The model
Success-based, the Bluecoders way
Success-based recruitment is a simple commitment: we search, we find, we present the right profile, and we get paid when the mission is done.
No fixed fees, no retainer. A model that pushes us to give our best on every mission, and that aligns our interests with yours.
When to choose success-based
3 situations where success-based is the right call
You have a critical role to fill.
A senior, rare, strategic profile, the one who's going to change something in your team or your product. You need someone who genuinely hunts, not just posts.
You want a partner whose commitment doesn't depend on a contract, but on conviction.
We commit to missions we're convinced we can succeed. If that's not the case, we tell you.
How it works
Our 5-step success-based method
01
Understanding the need
A real in-depth conversation: business context, team dynamics, what's already been tried. An honest read on the market and the attractiveness of your opportunity.
02
Precise targeting
Network, direct outreach, pipelines, targeted broadcast, every lever activated with one priority: the profiles that truly match, not a shortlist filled quickly.
03
In-depth qualification
Every profile presented has been met. Trajectory, motivations, fit with your team and current challenges, not just skills on paper.
04
Our analysis
A focused shortlist with our read on each profile, strengths, things to watch, and why it could work for you. You decide with full information.
05
Commitment
Decision support, offer accompaniment, candidate follow-up through the end of the probation period. Recruitment doesn't stop at the signature.
Benefits
What success-based brings you
A tailored partnership
Every mission is built around your context, stakes and constraints, not a standard formula applied to everyone.
Rare and hard-to-find profiles
Our network and expertise let us go after the profiles that are hard to find, the ones generalist firms can't reach.
A model with no fixed fees
You pay on mission success, no retainer, no monthly fees. We share the risk with you.
RPO vs success-based
Which one to choose? Our comparison
Hesitating between the two models? Here are the concrete criteria that make the difference. And remember: the two combine very well.
| Criterion | RPO | Success-based |
|---|---|---|
| When to activate | Evolving brief, recurring hires, need for internal structure. | Clear need, specific profile, reactive team. |
| Commitment | Defined duration, full-time or part-time based on your needs. | Per mission, no minimum duration. |
| Target profiles | All levels, including junior. | Senior, hard-to-find and strategic profiles. |
| Budget | Fixed and predictable cost (daily rate). | Payment on mission success. |
When to activate
RPO
Evolving brief, recurring hires, need for internal structure.
Success-based
Clear need, specific profile, reactive team.
Commitment
RPO
Defined duration, full-time or part-time based on your needs.
Success-based
Per mission, no minimum duration.
Target profiles
RPO
All levels, including junior.
Success-based
Senior, hard-to-find and strategic profiles.
Budget
RPO
Fixed and predictable cost (daily rate).
Success-based
Payment on mission success.
Our clients
They trust us
Our results
And it works!
Behind these numbers, what really matters is strong human collaborations and tech teams that are built to last.
- +0 years
- of expertise in tech
- +0
- successful placements
- +0
- engineer profiles in our database
4 Dev Full-Stack JS, 2 EM
average time: 1 month
1 Founding Engineer
average time: 3 weeks
1 ML Engineer
average time: 6 weeks
Lead Data Engineer
average time: 1 month
2 Dev Back-end
average time: 6 weeks
1 Product Manager
average time: 1 month
1 SRE Senior
average time: 2 months
1 Architecte technique
average time: 2 months
1 Mobile iOS Senior
average time: 1 month
1 Data Engineer
average time: 3 weeks
2 DevOps
average time: 1 month
1 Engineering Manager
average time: 2 months
4 Dev Full-Stack JS, 2 EM
average time: 1 month
1 Founding Engineer
average time: 3 weeks
1 ML Engineer
average time: 6 weeks
Lead Data Engineer
average time: 1 month
2 Dev Back-end
average time: 6 weeks
1 Product Manager
average time: 1 month
1 SRE Senior
average time: 2 months
1 Architecte technique
average time: 2 months
1 Mobile iOS Senior
average time: 1 month
1 Data Engineer
average time: 3 weeks
2 DevOps
average time: 1 month
1 Engineering Manager
average time: 2 months
Client testimonials
What our clients appreciate
"They understood our tech and human needs."
Great experience working with Bluecoders. They really understood our needs, both on the tech side and the human side, and that made all the difference.
Founding Engineer hire, 3 weeks
Jean-Luc Manceron
CTO at FullEnrich
"Real follow-through over time."
We've worked with Bluecoders on several tech hires, and every time the team has been serious, responsive and professional. A strong understanding of our needs. Highly recommended!
4 Full-Stack JS Devs, 2 Engineering Managers, 1 month
Deborah Rippol
DRH at Joko
"Tailored support, start to finish."
Very happy with the hires we made with Bluecoders. Their guidance and the advice they provided throughout the process were genuinely valuable.
Engineering Manager hire, 2 months
Jean-Louis Villeminot
CTO at Naboo
The Bluecoders network effect
Why our success-based is different
Our consultants alternate between success-based and RPO missions. This dual exposure constantly feeds our talent pool: we know the candidates before you need them, and stay in touch between missions. For you, that means faster, sharper shortlists.
FAQ
Your success-based questions, answered
How are your fees calculated?
A percentage of the candidate's gross annual package, adjusted to the mission's complexity, the target seniority and the volume entrusted over the year. We confirm the rate in the commercial proposal.
Is there any exclusivity?
We discuss it case by case. For a critical role or a rare profile, exclusivity is often a signal of mutual commitment that lets us invest fully. In every case, it's negotiated together, not imposed.
What happens if the hire doesn't go through?
A standard replacement guarantee if the candidate leaves during the probation period, under the conditions defined in the contract.
What types of profiles do you work on?
The full range of tech roles, from individual contributor to C-level, from junior profile to senior expert.
Can it be combined with RPO?
Yes, and that's even our recommendation for scale-ups: RPO handles the day-to-day and success kicks in for rare profiles or occasional spikes.
A recruitment need?
We take the time to understand your context first. Tell us about your need, we'll get back to you quickly.