If you are evaluating a China recruitment agency, this guide explains how foreign employers should buy recruitment services in China — and how to avoid volume-only vendors.
What a China hiring partner should own
- Role success profile and scorecards
- Multi-channel sourcing (including passive talent)
- English / Mandarin screening notes
- Interview coordination across time zones
- Offer strategy and drop-out risk management
- Optional handoff to China EOR partners
Explore our positioning: China Recruitment Agency.
Fee models explained
Contingency
Pay on successful hire. Common for mid-level professional roles. Align on exclusivity windows and replacement guarantees in writing.
Retained / executive
Upfront commitment for dedicated research. Use for leadership and scarce skills.
Project / multi-role
Shared pipeline and reporting when you are hiring a pod (e.g., 5 engineers).
Red flags
- Guaranteed “50 CVs in 48 hours” with no scorecard
- No market salary feedback
- Cannot explain employment models (entity vs EOR)
- Only posts jobs publicly (no passive outreach)
- Poor English communication to your hiring managers
Questions to ask before you sign
- Which cities and functions do you actually close?
- Who screens candidates — and in which language?
- What does a weekly pipeline report look like?
- How do you handle candidates with competing offers?
- Can you coordinate remote hiring and EOR onboarding?
Proof over promises
Review case studies and speak with references in your industry.
Ready to compare approaches? Book a hiring consultation with HireFromChina.