Stage 3 — Own
When a market works, hire the person who made it work.
We run the campaign and we direct the work. If the market responds and you want the person who ran it, we introduce them as a permanent hire. The fee is published on this page, it is paid monthly, and it stops the day they leave.
There is no clause in any agreement we write that lets us stand in the way of that. There never will be.
Your first European hire is the least evidenced decision you will make.
That is not a recruiter problem. Recruiters are good at finding people. The problem is that nobody can tell you from an interview whether the market responds — to your product, at your price, in that language, to that pitch.
So you make the decision on the person and hope the market cooperates. And when it goes wrong you are left with the worst possible outcome: you still don't know whether it was the person or the market, so you cannot tell what to change.
| What the first year costs, fully loaded | €115,000–€125,000 year one, fully loaded |
|---|---|
| Interview time the decision rests on | about 90 minutes |
| Recorded work you have heard | none |
| Evidence the market responds | none until they start |
| If it fails, what you learn | nothing you can act on |
That figure is a German SDR, fully loaded — salary, employer contributions, recruitment, tooling and management time. It is the same role, and the same €52,000 base, used everywhere else on this page. Your market will differ. The shape of the problem won't.
A recruiter sells you a bet. We sell you the receipts.
You are not paying us to assess anyone. You are buying qualified meetings, and we document the work because that is how we run campaigns. If you later decide you want the person who ran yours, months of that record are already sitting there — and the decision to make an offer is yours, on your timetable, on your own initiative.
What you know before you decide
Same decision. Two very different information sets.
| A recruiting process | After a KLAR campaign | |
|---|---|---|
| The work | A CV and about 90 minutes of interviews | Months of recorded calls, scored against a published rubric |
| The market | A claim about it | Whether it answered, in which language, to which seniority |
| The meetings | None | Scored against all six criteria, recording attached |
2% of their new annual base salary a month, capped at 12 months.
It stops the day they leave. It is waived if you open a new market with KLAR at the same time.
The placement fee, worked through
| Amount | |
|---|---|
| Monthly | €1,040 per month |
| Cap at 12 months | €12,480 |
| If they leave in month five | You stop paying. Permanently. |
Nothing here is conditional on us.
You decide whether to make an offer. You decide when. You decide the terms. We introduce the person. After that, we have no role.
What we won't do
We will not stand in the way of an offer.
There is no permission, waiver or sign-off. The introduction is the whole of our role.
We will not remain in the employment chain.
After placement, you employ the person — directly, or through an Employer of Record you contract with. We are not that employer.
We will not run a search.
This is not recruiting an unknown person. It is introducing the person who already ran the campaign.
You probably don't have a European entity.
Most companies reading this page don't. That does not block a hire. It changes the vehicle.
Employer of Record
An Employer of Record employs the person locally on a compliant contract. You instruct the work. They run payroll, tax and statutory benefits. Typical list pricing is US$199–US$700 per employee per month. About 14 days from offer accepted to employed. We are not a party to that contract, we do not sit in the payment chain, and we do not take a margin on it.
| Route | Time to start | Who employs them | KLAR's role |
|---|---|---|---|
| Incorporate your own European entity | Months, plus a filing obligation you keep permanently | You | We make the introduction. Nothing else. |
| An Employer of Record | About 14 days | The Employer of Record | We make the introduction, and we can point you at providers we have seen work. |
| Run the market with us first | None — nobody is employed by you | We employ our reps, in market, and we direct the work | We run the campaign and carry the outcome. You buy qualified meetings, not payroll. |
Three things we'll be straight about
This is available. It is not guaranteed. The person can say no. The market can stop answering. You can stay on per-meeting billing indefinitely.
The limits
The person can decline.
An introduction is not an assignment. If they do not want the role, that is the end of it.
Prove can continue indefinitely.
You do not have to hire. The campaign terms do not get worse if you never do.
The vehicle is yours to choose.
Direct employment, an Employer of Record, or an entity you already run. We introduce. We do not pick the vehicle.
When you want the person, say so.
We'll make the introduction. The rest is an employment conversation between you and them. How a campaign runs.