in short
No official scale sets the fee percentage for a recruitment in France. The rate depends on how rare the profile is, how urgent the hire is, and how much the role matters. With Muzzo, you set the fee yourself, between 5 and 30% of gross annual pay, and only pay it on hire.
why shouldn't the fee be the same for every role?
No public source sets a reference rate in France (read our guide how much does a recruitment agency cost). In practice, an agency or headhunter puts more time into a harder search: the fee should reflect that difficulty, rather than a single flat rule.
79%
of French SMEs (10 to 249 staff) that used an agency to hire an executive cite a strategic role among their reasons
Apec, Le recours des PME aux cabinets privés de recrutement, 2024 (in French) (opens a new window), 2023 data
52%
of French SMEs (10 to 249 staff) that used an agency to hire an executive had already tried to fill these roles themselves, without success
Apec, Le recours des PME aux cabinets privés de recrutement, 2024 (in French) (opens a new window), 2023 data
which factors push the rate up or down?
- How rare the profile is: a role under pressure in the job market takes longer to fill, and draws fewer spontaneous applications.
- Urgency: a role that needs filling fast justifies a rate that puts your search first for headhunters.
- Strategic stakes: an executive role, or a search that must stay confidential, takes more search time.
- Technicality: a profile whose skills are hard to assess in-house, for example a developer recruitment or an engineering recruitment, needs sector expertise.
how do you apply the 5 to 30% Muzzo range to a role's difficulty?
The rate stays yours to set, not a fixed scale. The table below shows how a role's difficulty can guide the choice, on the same reference salary.
| type of role | example | indicative rate | fee |
|---|---|---|---|
| standard role, frequent spontaneous applications | sales assistant | 5 to 10% | €2,500 to €5,000 |
| sought-after profile, fewer applications | experienced management accountant | 10 to 20% | €5,000 to €10,000 |
| rare, urgent or strategic role | finance director | 20 to 30% | €10,000 to €15,000 |
what mistakes should you avoid when setting the fee?
- Comparing against a market scale that does not exist: no public source sets a reference rate in France.
- Setting too low a rate on a rare or urgent role: specialised headhunters prioritise assignments worth their time.
- Forgetting the basis: a high rate on base salary alone can cost less than a low rate on a broader total pay (bonuses, benefits).
- Setting too high a rate on a simple role, where applications come in on their own: the budget is then poorly spent.
For the full breakdown of a quote (basis, rate, schedule), read our guide how much does a recruitment agency cost.
frequently asked questions
Is there an official fee scale in France?
No. No public source sets a reference rate: the fee is negotiated between you and the agency or headhunter.
Does the percentage apply to base salary or total pay?
That depends on the contract: check the basis before comparing two rates, since it changes the final amount as much as the percentage itself.
Should you set the same rate for every recruitment?
No. A standard role and a rare or strategic one do not need the same search effort: match the rate to the role's difficulty.
What is the minimum and maximum rate on Muzzo?
Between 5 and 30% of gross annual pay, set by you based on the role's difficulty, and paid only on hire.