How We Work
How we charge, and what you get for it.
Two things decide whether an agency is worth dealing with. Whether the person screening understands the work, and whether you can see what you are paying. Here is where we stand on both.
Pricing Models
Four ways to pay us.
Different hiring problems need different commercial shapes. We are straight about which one we are proposing and why.
Percentage Markup
Contract hiring. An agreed percentage on top of the contractor's pay rate. This is the standard model for ongoing contract volume and the one most of our clients run on.
You see the pay rate and the markup as separate lines, so you always know what the contractor earns and what we make.
Fixed Markup
Startups and early-stage teams. A set amount per hour on top of the pay rate, agreed once and unchanged after that.
When you are watching every dollar, a flat number is easier to plan around than a percentage. It also means a rate rise to keep a good contractor goes to them rather than growing our fee.
Contingent
Permanent hiring. A percentage of first-year salary, invoiced only when your hire actually starts.
No retainer, no upfront cost, and nothing to pay if the search does not produce someone you want.
Retained
Senior, fractional and interim. Staged fees against agreed milestones, for C-level, architect and interim searches.
Scarce senior roles do not get filled by racing three other agencies. A retained search buys committed time and a proper market map instead of a scramble.
Work It Out
Pick a model, drag the number, and see what the fee looks like.
The percentages shown here are examples, not a price list. Monthly figures assume roughly 160 billable hours. Your actual rate is agreed and written into the contract before anything starts.
Delivery
Three Models, One Agreement
Most programs end up using more than one. Holding three contracts with three suppliers to do that is friction you do not need, and it is usually where accountability goes missing.
Onshore
People in your market and on your hours, for roles that need to sit close to the business.
Offshore
Capacity out of India and wider Asia, for build and run work where cost and scale matter more than sitting together.
Nearshore
Latin America and Europe, for overlapping hours without onshore cost. Useful when a program needs daily contact but not a local office.
Why We Stay Small
One Person, Start To Finish
We are not trying to become a body shop with a hundred recruiters and a lead-routing system.
At scale, the person who took your brief is not the person who screens the candidates, and neither of them is the person who calls you about the offer. Detail gets lost at every handover and what reaches you is a keyword match.
Staying small is the mechanism, not the marketing. It is what makes a two-day shortlist possible on a hard role, because the person searching was in the briefing and does not need it explained twice.
Takes The Brief
Sits in the call, asks the awkward questions about budget and scope, and writes it down.
Runs The Search
Works their own network first, then the wider market, and screens every person themselves.
Handles The Offer
Manages the rate conversation with both sides, so nothing is lost in translation.
Stays After The Start
Checks in through the engagement and is still the person you call when something changes.
Who We Are
EZAI Is A Division Of Agility IT
Agility IT is a Canadian boutique IT staffing, recruitment and consulting firm. EZAI is its talent practice for enterprise platform work across India, Asia, Europe and Latin America.
Head Office
Canada, with recruiting and delivery across India, Asia, Europe and Latin America.
Clients
EV and mobility, financial services, energy, and technology consulting firms who need platform depth on their own delivery teams.
Practices
ServiceNow, SAP, Java, mainframe modernization, AI and GenAI engineering, cloud, data and enterprise applications.
Engagements
Contract, contract-to-hire, permanent, delivery pods, and fractional or interim leadership.
Also From EZAI
An automation practice building voice agents, agentic AI and RPA for businesses that want the work done rather than a proof of concept. See AI Automation
Common Questions
What people ask on the first call.
Which pricing model will you put me on?
Percentage markup for most contract hiring, contingent for permanent, retained for senior and fractional searches, and fixed markup for startups and early-stage teams. We will tell you which one we are proposing and why before you sign anything.
What does a fixed markup actually mean?
A set amount added to the contractor's hourly pay rate, agreed once. If the pay rate rises later to keep the right person, our fee does not rise with it.
How fast is a shortlist, really?
24 to 48 hours on most hard platform roles. Where it takes longer it is usually because the brief and the budget do not agree, and we say that on day one rather than letting a search go quiet.
Do you work outside your listed practices?
Rarely, and we say so up front. Taking a brief we cannot fill wastes a month of your time and costs us the relationship.
Can you supply a team rather than individuals?
Yes. Small delivery pods across onshore, offshore and nearshore, under the same agreement as individual placements.
Do you place part-time or fractional senior people?
Yes. Fractional CIOs, CTOs, heads of platform and architects on a few days a week, plus interim cover for a gap or a program.
What happens after someone starts?
We check in through the first weeks and stay in contact for the whole engagement. Most of our people are contractors, so we also know when they are coming free, which usually helps both sides.
How do you handle contracts and compliance?
Contracts, right to work and onboarding paperwork are done before the start date, across every region and delivery model, under the single agreement you already signed.
Worth a twenty-minute call.
Whether you are hiring or looking, the first conversation tells you quickly whether we are useful to you.