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Hiring in the HVAC sector isn’t cheap — but getting it wrong is far more expensive.
Whether you’re filling a critical engineering role or building out a full FM team, understanding how recruitment fees work helps you make better decisions and avoid wasted spend.
This guide breaks down what HVAC recruitment agencies charge, what impacts the cost, and how to choose the right pricing model for your business.
HOW MUCH DO HVAC RECRUITERS CHARGE?
Most HVAC recruitment agencies in the UK charge a percentage of the candidate’s annual salary.
Typical ranges:
10% – 15% → Lower-cost / high-volume recruitment
15% – 20% → Standard market rate
20% – 25%+ → Specialist or senior-level roles
For example:
£40,000 salary → £6,000–£10,000 fee
£70,000 salary → £10,500–£17,500 fee
The exact fee depends on the role, urgency, and recruitment model used.
For a clearer breakdown of how this works in practice check out our recruitment pricing page.
WHAT IMPACTS HVAC RECRUITMENT FEES?
Not all roles are equal — and neither are recruitment costs.
Key factors include:
1. ROLE SENIORITY
Senior hires (e.g. Contract Managers, Heads of FM) require:
Deeper market search
Longer hiring cycles
Higher risk
Fees are typically higher
2. SKILL STORAGE
Roles in high demand (e.g. experienced HVAC Engineers) can be harder to fill.
This means:
More headhunting
Fewer available candidates
Higher competition
3. LOCATION
Regional differences matter.
London & South East → Higher salaries + competition
Remote or hard-to-reach sites → Smaller talent pools
4. URGENCY
Urgent hires often require:
Immediate outreach
Prioritised delivery
More recruiter time
CONTINGENCY VS RETAINED RECRUITMENT COSTS
Understanding the pricing model is just as important as the percentage.
CONTINGENCY RECRUITMENT
No upfront cost
Fee paid only on successful hire
Typically 15%–25% of salary
Best for:
Mid-level roles
Ongoing hiring
Lower-risk recruitment
RETAINED RECRUITMENT
Upfront or staged payment
Dedicated search process
Often similar overall cost, but structured differently
Best for:
Senior hires
Confidential roles
Business-critical positions
If you’re weighing up both options, read our blog on Retained vs Contingency Recruitment.
ARE CHEAPER RECRUITMENT AGENCIES WORTH IT?
It’s tempting to go with the lowest fee — but this is where most hiring issues start.
Lower-cost agencies often:
Work on volume, not quality
Rely heavily on job boards
Spend less time qualifying candidates
This can lead to:
Poor hires
Longer time-to-fill
Repeat hiring costs
A cheaper fee doesn’t mean a better outcome
WHAT SHOULD YOU EXPECT FOR YOUR FEE?
A strong HVAC recruitment partner should deliver more than just CVs.
At a minimum, you should expect:
Market insight (salary benchmarking, availability)
Access to passive candidates
Pre-qualified shortlists
Interview coordination
Offer management
Support through to placement
If you’re not getting this, you’re overpaying — regardless of the percentage.
HOW TO CHOOSE THE RIGHT PRICING MODEL
There’s no one-size-fits-all approach.
USE CONTINGENCY WHEN:
You’re hiring regularly
Roles are easier to fill
You want flexibility
USE RETAINED WHEN:
The role is critical
You need a focused search
You want higher certainty
If you’re unsure, start here /blog/how-to-choose-the-right-hvac-recruitment-agency
WHY BUSINESSES WORK WITH HVAC RECRUITMENT
Pricing matters — but delivery matters more.
HVAC Recruitment supports employers across the UK with:
Specialist HVAC & FM focus
Strong candidate networks
Proven delivery with global FM providers
Transparent pricing structures
Consistent, high-quality shortlists
We focus on outcomes, not just activity.
SPEAK TO A SPECIALIST HVAC RECRUITER
If you’re reviewing your recruitment strategy or want to understand what approach is right for your business:
View our recruitment pricing or contact the team to discuss your hiring plans.
Frequently Asked Questions
How much do HVAC recruitment agencies charge in the UK?
Most HVAC recruitment agencies charge between 10% and 25% of the candidate’s annual salary, depending on the role, seniority, and recruitment model used.
Do you pay recruitment fees upfront?
For contingency recruitment, fees are only paid once a candidate is successfully placed. Retained recruitment involves staged payments, typically starting at the beginning of the search.
Why do recruitment fees vary so much?
Fees vary based on factors such as role difficulty, market demand, location, and the level of service required. Hard-to-fill or senior roles usually command higher fees.
Is it better to choose the cheapest recruitment agency?
Not necessarily. Lower-cost agencies often prioritise volume over quality, which can lead to poor hires and increased long-term costs. Value and delivery are more important than headline fees.
What is included in a recruitment fee?
A good recruitment fee should cover candidate sourcing, screening, interview coordination, offer management, and support through to placement. High-quality agencies also provide market insight and access to passive candidates.
