New: The WaveMakers Podcast is live — hear from top Workday® leaders. Listen now →
New: The WaveMakers Podcast is live — hear from top Workday® leaders. Listen now →
Direct Hire
Two companies can hire the same Workday title and need completely different people. We get clear on what success actually looks like in your environment first, then recruit and evaluate against it.
Analyst to executive.
Placeholder
Retention comparison graphic
Artwork to be supplied by the client
The Cost of Getting It Wrong
General boards flatten what makes the role real — the module, the deployment, the team, the environment. WDBeacon is built to show it.
We don't start every contract search by looking for whoever is available. Our network includes Workday people we've known, worked with and seen deliver, so we know more than what is written on a resume.
While the Role is Open
And if the title, scope or compensation are off, you can spend weeks recruiting against a role the market is unlikely to accept.
WDBeacon is a career platform built specifically for the Workday ecosystem. Employers can post openings directly, and add Signal Boost when they want more visibility.
After the Wrong Hire
Gallup estimates that replacing an employee can cost roughly one-half to two times that employee’s annual salary.
Source: Gallup
Direct Hire — Signature Search
A title, a cert list, and five years of experience tell you what someone has. They don't tell you who succeeds in this role, at this company — and that difference is where the hire is won or lost.
Placeholder
Pillar comparison graphic — Company A vs Company B
Artwork to be supplied by the client
01
What success actually requires, beyond the job description.
02
The factors that carry the most weight for this hire.
03
Search and evaluate against those priorities, not a keyword match.
04
Fit both ways: can they succeed here, and does the role give them a reason to stay.
05
Past the start date, backed by a 365-day guarantee.
“We’ve worked with every major staffing firm. Corner Office is the only one that truly understands the Workday ecosystem.”
Workday Program Director
Fortune 100 Retailer
Included
Not add-ons. Not an upgrade tier. This is what a Direct Hire search is.
During the search
Before and while we recruit
Before we recruit, we get clear on the real work, how success will be measured, the Pillars that matter most, and what will motivate the right person to move. At the same time we pressure-test the title, scope and compensation against our Workday-specific data.
During the active search you get a short read on what candidates are telling us, what we're seeing in the market, and anything we recommend adjusting.
Phase 01
After the hire
Once the offer is accepted
The hiring manager gets a concise summary of what mattered most to the person making the move, how it connects to the Pillars identified at the start, and what's worth remembering once they're on the team.
If a Direct Hire placement leaves or is exited for a covered reason during the first 12 months, we run the replacement search at no additional recruiting fee.
Phase 01
For the next 12 months
Ongoing, at no extra cost
Twelve months of access to our employer compensation dashboard, for Workday salary and rate benchmarking.
When exceptional Workday talent comes into our network and lines up with needs we know your team has, existing clients are the first people we think of.
Phase 01
Pricing
No upfront retainer. You pay when you hire.
You're not paying 25% for a 90-day experiment. You're paying for a Workday hire we're willing to stand behind for a full year.
Questions
Our direct-hire fee is 25% of the placed candidate’s base salary, paid on placement — not upfront. The fee is contingency-based, meaning you owe nothing until you hire. Every paying client also receives 12 months of WDBeacon Executive Compensation access.
No. Our direct-hire engagements are contingency-based. You pay when the candidate starts, not before. This aligns our incentive with yours — we only get paid if we deliver the right hire.
If a direct-hire placement leaves within the first year for any reason — voluntary or involuntary — we will conduct a full replacement search at no additional fee. The guarantee period starts on the hire’s first day and covers the full 365 days. It applies to direct-hire placements only.
You’ll receive a curated shortlist — not a flood of resumes. We evaluate the full market against the role’s priorities and present only candidates who meet the bar. The exact number depends on the role and market conditions, but the goal is quality over volume.
Every search begins with a Workday Role Clarity Session. We define what success actually requires — the scope, the environment, the motivators — and prioritize the factors that carry the most weight for this specific hire. That becomes the blueprint for the search.
We calibrate compensation, title and scope against current Workday market data before the search begins. Throughout the process we provide Market and Search Briefs so you can see where the role sits relative to the market, and we calibrate the offer before it goes out.
We recruit across every Workday functional area — Core HCM, Payroll, Benefits, Time & Absence, Talent & Performance, Compensation, Recruiting — as well as Financials, technical and integrations roles (Extend, Studio, EIB / Core Connectors, Reporting, Security, Orchestrate) and Planning & Analytics roles (Adaptive Planning, Prism). We cover every level from Analyst through VP / Exec.
Yes. We place Workday leaders at every level — Managers, Directors, VPs and executives. These searches often require the most calibration up front, because the scope and expectations vary so widely from one organization to the next. The Role Clarity Session is especially valuable here.
We'll talk through what you need, what the market looks like, and whether the search makes sense as scoped.
