Engagement
Two engagements.
One standard.
Whether the mandate is a single principal hire or an embedded talent function across a Cayman platform, the calibration, discretion, and accountability are the same.
Model 01
Recruitment-as-a-Service
An embedded talent counsel for institutions hiring with continuity — calibrated monthly retainer plus a capped placement fee per principal placed.
5–9%
of first-year salary
Model 02
Traditional Search
For a single, consequential hire — partner, CFO, fund principal — billed on success milestone.
20%
of first-year salary
Compare Models
Side-by-side at a glance.
| Feature | Recruitment-as-a-Service | Traditional Recruitment |
|---|---|---|
| Pricing | 5–9% of first-year salary, capped | 20% success fee per placement |
| Commitment | 12 months (6-mo performance review) | Per-search, no commitment |
| Pipeline | Continuous, always-on | Reactive, per-role |
| Integration | Embedded in your tools & rituals | External vendor |
| Time-to-shortlist | ~3 days (avg) | ~3–6 weeks (avg) |
| Best for | Ongoing hiring, scaling teams | One-off critical hire |
Transparent Pricing
No surprises. Ever.
Recruitment-as-a-Service
5–9%
of placed candidate's first-year salary — predictable and capped.
- Fixed monthly retainer + 5–9% placement fee
- Unlimited active searches
- 6-month built-in guarantee
- No surprise or hidden fees
Traditional Search
20%
success fee on placement — billed only when you hire.
- 20% success fee per placement
- Zero retainer or ongoing costs
- 6-month replacement guarantee
- Billed only when you hire
Talent Acquisition Architectures
Retainer Loop vs. Reactive Mandate
Executive search in regulated markets is won by continuous intelligence and speed. Recruitment-as-a-Service keeps the candidate pipeline active and warm, while Traditional Search builds it from a blank slate every time.
Continuous Loop Architecture (RaaS)
Pre-emptive Sourcing
We continually map candidate availability and nurture confidential relationships. When you open a role, candidates are already calibrated, shortening shortlist delivery to 3–7 days.
Discrete Linear Architecture (Traditional)
Reactive Sourcing
Each engagement is a distinct project starting from zero. Sourcing, mapping, and outreach only begin after the mandate is signed, requiring 1–2 weeks for initial shortlist calibration.
Common Questions
Everything you need to know before the brief.
- What is the difference between RaaS and Traditional Search?
- Recruitment-as-a-Service (RaaS) is an embedded, retainer-based model where Selah operates as an ongoing talent partner — handling unlimited active roles, proactive sourcing, and pipeline management across 12 months. Traditional Search is a single-mandate engagement: one critical hire, paid on successful placement at a 20% success fee with no long-term commitment required.
- How much does executive recruitment cost in the Cayman Islands?
- Under the RaaS model, fees are 5–9% of first-year salary (capped) plus a monthly retainer — approximately 40% lower cost per hire over 12 months compared to traditional search fees. Traditional Search is charged at 20% of the placed candidate's first-year salary, payable only on successful placement.
- How long does an executive search take?
- Under RaaS, we typically deliver a qualified shortlist within 3–7 business days. Traditional Search mandates produce a shortlist within 1–2 weeks. Both timelines assume a thorough calibration intake — our NDA-presumed briefing session — is completed at the outset.
- Do you use public job boards or LinkedIn postings?
- No. Every search is conducted through our proprietary network and targeted confidential outreach — no public job boards, no LinkedIn postings, no broadcast outreach. This protects both your confidentiality as an organisation and the candidate's current employment position.
- What industries do you recruit for in the Cayman Islands?
- We place elite C-suite and Operations talent across six regulated verticals: Finance & Legal, Crypto & Tech, Construction & Real Estate, Health & Allied Health, Luxury Hospitality, and Education. Sourcing discretion and rigorous professional calibration remain identical across every placement.
- What happens if a placed candidate leaves within the guarantee period?
- Both engagement models include a 6-month guarantee. Under Traditional Search, if a placed candidate exits within 6 months for any non-redundancy reason, we conduct a replacement search at no additional fee. Under RaaS, a replacement is prioritised within the active engagement as part of the retainer relationship.
- Do you understand CIMA regulations and WORC permit requirements?
- Yes. CIMA registration requirements, key-person licensing, and WORC work-permit structures are mapped during the calibration intake and factored into candidate assessment — so shortlisted candidates are vetted for both competence and eligibility before they reach your desk.
Next Step
Ready to discuss your mandate?
A 15-minute private consultation. No obligation. We respond within one Cayman business day.