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
No fee until your candidate has started in the role.
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
If we don't hire, you pay nothing: that is what forces us to accept only the missions we know we can deliver.
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 would rather a firm turned down a mission than promised it to you.
We only accept the missions we know we can deliver. 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
Profiles who are not on the market: already in a job, approached directly, never through a job ad.
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 partners
They trust us
Defence, Industry & Sovereignty
- Safran.AI
- Cegelec Défense
Deeptech, AI & Science
Business & Tech Solutions
Defence, Industry & Sovereignty
Hiring in a security-cleared environment?
Security clearances, restricted-access zones, programme confidentiality: a dedicated practice, led by Caroline, supports these hires.
Our results
Since 2016, in figures
Behind these numbers, what really matters is strong human collaborations and tech teams that are built to last.
- +10 years
- of expertise in tech
- +30
- tech leaders and experts hired
- +200,000
- engineer profiles in our database
- C
1 Mechatronics Manager
Cegelec Défense · time to hire: 30 days
- T
Head of Data
Therapanacea
4 Dev Full-Stack JS, 2 EM
Joko · time to hire: 1 month
- S
Engineering Manager, AI & Algo Product Manager, ML Engineer
Safran.AI · time to hire: 40 days
1 Founding Engineer
FullEnrich · time to hire: 3 weeks
- T
1 Embedded Software Engineer
Traak · time to hire: 15 days
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 salary, set according to seniority, how rare the profile is and the volume entrusted to us. The rate is written in the commercial proposal. You only pay when the candidate joins.
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?
You pay nothing. Our fee is only due when the candidate joins.
What if the new hire leaves during the probation period?
The replacement guarantee applies: we restart the search. Its terms are written in the contract.
Can you recruit without revealing our company name?
Yes. The job ad is anonymised. Your company name is only shared at the right time, with shortlisted candidates.
What types of profiles do you work on?
The tech and engineering roles of our three practices: Defence, Industry & Sovereignty, Deeptech, AI & Science, and Business & Tech Solutions. From individual contributor to C-level.
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?
Describe what you need. A recruiter from your sector will call you back.