One-off hire
One or two roles to fill: no need for a full-time recruiter, just a partner who delivers.
Success-based recruitment
You pay when the hire is closed.
No retainer, no exclusivity: we commit to performance, you pay when the candidate joins. The historic Bluecoders model — ideal for one-off hires or rare profiles.
The model
Success-based, the Bluecoders way
Success-based recruitment means handing your brief to Bluecoders and only paying if we find the right candidate. Our fees are a percentage of the hired candidate's annual base package, with a rate tailored to the mission's complexity. No exclusivity is imposed: you keep your freedom, we commit to performance.
When success-based fits
The right moment for success-based
Rare profile
A demanding role that needs sharp headhunting and a deep French tech network.
Variable budget
You want to pay only when the candidate joins — no retainer, no duration commitment.
First project together
You test Bluecoders before potentially moving to RPO on more structural projects.
How it works
Our 5-step success-based method
01
Brief
Role scoping, context, stakes and target profile with the team and the hiring manager.
02
Sourcing
Sharp headhunting in our pool and the French tech market, activating our network and internal pipelines.
03
Screening
In-depth interviews: technical, motivation, cultural fit, mobility, personal constraints.
04
Presentation
Qualified shortlist with detailed write-ups and candidate prep for your interviews.
05
Closing
Offer negotiation support, candidate accompaniment through the end of the probation period.
Benefits
What success-based brings you
Zero financial risk
You only pay when the candidate joins. No retainer, no upfront fees.
No exclusivity
You stay free to work with other channels in parallel.
Rare profiles
Our strength: hunting hard-to-find tech profiles that aren't on the open market.
Mutual commitment
We prioritise clients who treat us as a strategic, fully-involved partner.
Probation safety net
We stay in touch with the candidate through probation to smooth their landing.
Tailored fees
Rate adjusted to the mission's complexity or the volume entrusted over the year.
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 use it | Structural hiring plans or volume waves. | One-off roles or rare profiles. |
| Pricing | Daily rate × days worked. | Percentage of the annual base package, due on hire. |
| Engagement | Defined duration (3 to 12 months). | Per mission, no duration commitment. |
| Best volume | Starting at 5-10 roles over the period. | 1 to a few roles. |
| Start time | 1 to 2 weeks (scoping + onboarding). | A few days (brief + kickoff). |
| Exclusivity | Recruiter dedicated to your account (full-time or shared). | No exclusivity imposed. |
| Target profiles | All types, including junior and repetitive profiles. | Senior and rare profiles. |
| Financial risk | Predictable fixed cost. | No cost if no hire is made. |
When to use it
RPO
Structural hiring plans or volume waves.
Success-based
One-off roles or rare profiles.
Pricing
RPO
Daily rate × days worked.
Success-based
Percentage of the annual base package, due on hire.
Engagement
RPO
Defined duration (3 to 12 months).
Success-based
Per mission, no duration commitment.
Best volume
RPO
Starting at 5-10 roles over the period.
Success-based
1 to a few roles.
Start time
RPO
1 to 2 weeks (scoping + onboarding).
Success-based
A few days (brief + kickoff).
Exclusivity
RPO
Recruiter dedicated to your account (full-time or shared).
Success-based
No exclusivity imposed.
Target profiles
RPO
All types, including junior and repetitive profiles.
Success-based
Senior and rare profiles.
Financial risk
RPO
Predictable fixed cost.
Success-based
No cost if no hire is made.
Our clients
They trust us
Startup
SMB
Enterprise
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
Our deep grasp of the stakes
“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.
Jean-Luc Manceron
CTO at FullEnrich
A partner you can count on long-term
“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 and real follow-through over time. Highly recommended!
Deborah Rippol
DRH at Joko
Our tailored support
“Very happy with the hires we made with Bluecoders. Their guidance and the advice they provided throughout the process were genuinely valuable. Thanks for everything!
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
What's the fee rate?
A percentage of the candidate's annual base package, adjusted to the mission's complexity, the target seniority and the volume entrusted across the year. We confirm the rate in the commercial proposal.
Is there any exclusivity?
Never imposed. You're free to mobilise other channels. Our commitment is one-sided: we work your mission as if we were the only ones on it.
What guarantee in case of failure?
A standard replacement guarantee if the candidate leaves during the probation period, under the conditions set in the contract.
How long until a first shortlist?
Usually 2 to 3 weeks after the brief, depending on the role's complexity and pipeline maturity.
Do you cover every tech profile?
Yes — from senior developer to tech leadership, including product, data and infrastructure profiles. For very junior profiles, RPO is often a better fit.
Can it be combined with RPO?
Yes — that's our recommendation for many scale-ups: RPO runs the day-to-day and success kicks in for rare profiles or occasional spikes.
Ready to find the missing piece of your team?
Let's talk about your hiring needs. A team member will get back to you quickly to qualify the brief and kick off the search.