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In our business, which as I mentioned was really more of a highly skilled contingent staffing model it was straight hourly rate to the client. We would undercut the big firms like Accenture and hire away their senior folks who would be working 60-80 hours a week for a salary of say $120k per year. We'd pay them an hourly rate that would get them the same pay working 40-50 hours per week, bill them at say $130 per hour and make a good margin. Their same rate from Accenture to the client would have been over $200 per hour. Win/Win.
The keys were, hire really good people who are at a stage in their life where they want a better work/life balance but still get a charge out of doing good/challenging work and know what client service means. Give the ones who want to move up, sell and make more money the opportunity. Get out of their way. Value the staff who just want to do a good job and don't care about titles or climbing the ladder.
We had contracts that protected us against our clients hiring away our folks. If they did, we got a placement fee from the deal.
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Jerry
1983 911 SC/Carrera Franken car, 1974 914 Bumblebee, 1970 914-4, 1999 323ti
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