Send a scoped brief with a budget attached. I hand you three to five people from the roster who actually fit it. You choose. Money moves before work starts.
Three ways to engage: a full time hire, one person on contract or retainer, or a team assembled across disciplines.
The fee
Fifteen percent flat, paid by you, on every engagement type.
The person doing the work keeps their entire rate. Nothing is taken from them, at any point, for any reason.
For comparison: agencies commonly take twenty to twenty five percent of first year salary on a permanent placement, and mark contract rates up thirty to fifty percent on top of what they pay the contractor. Those figures were read on 11 August 2026.
What comes with it
A ninety day replacement or refund on full time placements.
A five thousand dollar minimum engagement.
Why the roster is worth paying for
Everyone on it was reviewed by two people against four published criteria, on shipped work rather than on an interview performance.
Then there is a second filter. Being on the roster is not the same as being right for your brief. The short list you get is a judgment against your actual scope, and that judgment is what the fee buys.
What you will not be asked for, and what you cannot ask for
Nobody here does unpaid work. No spec pitch, no sample deliverable, no take home, no trial project. That applies to your brief the same as everyone else's.
If that is a problem, this is the wrong roster, and I would rather say so now than after you have written the brief.
Standing
Both sides rate every engagement. Two poor ratings from clients puts a member under review. A member who abandons a client is removed.
That runs in both directions and it is why the roster stays worth hiring from.