Recruitment Consultant Salary UK
Calculate your total take-home pay as a recruitment consultant in the UK, including base salary and commission. Enter your base salary and estimated annual commission to see exactly how much income tax and National Insurance you pay on both elements, and what your monthly net pay looks like in 2025/26.
Recruitment Consultant Pay Calculator (Base + Commission)
Recruitment Consultant Salary UK 2025: Base Pay, OTE, and Commission Explained
Recruitment consulting is one of the UK's most earnings-variable professions, with total compensation determined as much by personal billing performance and commission achievement as by seniority or years of experience. In 2025, the UK recruitment industry employs over 100,000 consultants across permanent placement, temporary and contract staffing, executive search, and specialist technical recruiting. Understanding how base salary, commission structures, and OTE combine to determine actual take-home pay is essential for anyone entering or progressing within the recruitment industry.
Recruitment Consultant Salary Benchmarks by Level UK 2025
| Level | Base Salary | Typical OTE | Commission at OTE | Est. Monthly Take-Home at OTE |
|---|---|---|---|---|
| Trainee / Resourcer | £18,000 – £22,000 | £22,000 – £30,000 | £4,000 – £8,000 | ~£1,570 – £2,030 |
| Junior Consultant (Year 1) | £22,000 – £26,000 | £30,000 – £40,000 | £8,000 – £14,000 | ~£2,030 – £2,634 |
| Consultant (Year 2-3) | £26,000 – £32,000 | £40,000 – £55,000 | £14,000 – £23,000 | ~£2,634 – £3,401 |
| Senior Consultant | £30,000 – £38,000 | £55,000 – £75,000 | £25,000 – £37,000 | ~£3,401 – £4,476 |
| Principal Consultant | £35,000 – £45,000 | £70,000 – £100,000 | £35,000 – £55,000 | ~£4,000 – £5,580 |
| Managing Consultant / BD | £40,000 – £55,000 | £80,000 – £120,000 | £40,000 – £65,000 | ~£4,476 – £6,370 |
How Recruitment Commission Structures Work
Commission in recruitment is typically calculated as a percentage of the gross profit (GP) generated from placements. For permanent recruitment, gross profit equals the fee charged to the client. For temporary and contract staffing, gross profit is the margin between the charge rate to the client and the pay rate plus on-costs for the worker.
Common commission structure types in UK recruitment:
- Tiered commission: Different commission rates apply at different levels of billing achievement against target. Example: 10% on GP up to £8,000/month; 15% on GP £8,001 to £12,000/month; 20% on GP above £12,000/month. This rewards high performers disproportionately and is the most common structure.
- Threshold (or cliff) model: No commission is paid until a minimum billing threshold is achieved (e.g., no commission until £5,000 GP per month), then a flat percentage applies to all billing above the threshold. Simpler but can demotivate consultants who miss the threshold.
- Flat percentage: A fixed percentage (typically 10 to 15%) applies to all GP from the first pound billed. Less common but straightforward.
- Retained or off-billing bonuses: Some firms pay annual or quarterly bonuses based on cumulative billing, client satisfaction, or management performance, in addition to monthly commission.
Billing Targets for UK Recruitment Consultants 2025
| Sector / Specialism | Typical Annual Billing Target | Typical Monthly Target | Notes |
|---|---|---|---|
| General permanent staffing | £80,000 – £120,000 | £6,500 – £10,000 | High volume, lower average fee |
| IT and technology | £120,000 – £200,000 | £10,000 – £17,000 | Higher fees, specialist knowledge required |
| Finance and accounting | £120,000 – £200,000 | £10,000 – £17,000 | Relationships key, ACA/ACCA candidates |
| Legal recruitment | £150,000 – £300,000 | £12,500 – £25,000 | Very high fees (20-25% of salary), lower volume |
| Executive search | £200,000 – £500,000+ | £17,000 – £42,000 | Retained fees, long processes, high-value placements |
| Contract / temp staffing | Measured in GP per week | £3,000 – £8,000 GP/week | Margin-based, requires large contractor base |
Tax on Recruitment Commission: Key Points
Commission earned by recruitment consultants is employment income and is taxed through PAYE in the pay period it is paid. This has several practical implications:
- Timing matters: A large quarterly commission payment received in a single month will be taxed in that month, potentially triggering a higher month-end PAYE deduction. However, the tax is recalculated cumulatively throughout the year, so any overpaid tax in high-commission months is refunded in subsequent months or at year end.
- Higher rate exposure: Consultants achieving OTE of £50,000 or more will have some income taxed at 40%. At £55,000 total annual earnings, the portion above £50,270 (£4,730) is taxed at 40%, costing an additional £946 in tax compared to if all income were at the basic rate.
- Pension contributions: Salary sacrifice pension contributions reduce gross pay and therefore reduce the amount subject to income tax and NI — this is an effective tax efficiency tool for high-earning recruiters.
Agency vs In-House Recruitment: Salary Comparison
Many recruitment consultants eventually consider moving in-house to a talent acquisition role. The transition typically involves trading commission potential for stability:
| Role | Agency (Base + OTE) | In-House Equivalent | Key Difference |
|---|---|---|---|
| Junior level | £22,000 base + £8,000 OTE | £26,000 – £30,000 fixed | In-house offers more stable income at entry level |
| Mid level | £28,000 base + £20,000 OTE | £38,000 – £45,000 fixed | Agency can earn more if consistently hitting OTE |
| Senior level | £38,000 base + £45,000 OTE | £55,000 – £70,000 fixed | Comparable total; agency offers higher ceiling |
| Head of level | £50,000 base + £60,000 OTE | £75,000 – £100,000 fixed | In-house head of TA roles well-paid at major companies |
London vs Regional Recruitment Salaries
London-based recruitment consultants earn a significant premium over regional colleagues, driven by higher client fee rates, more concentrated hiring activity in high-value sectors (financial services, technology, legal, professional services), and the higher cost of living. A London-based tech recruiter at senior consultant level might have an OTE of £85,000 compared to £60,000 for an equivalent in Leeds or Birmingham. Base salaries in London are typically 15 to 25 per cent higher than outside London for the same seniority level.
Frequently Asked Questions
What is the average recruitment consultant salary in the UK in 2025?
The average recruitment consultant base salary in the UK in 2025 is approximately £26,000 to £30,000 for a junior consultant with one to two years of experience. With commission, OTE averages £35,000 to £55,000 for consistent performers. High performers and senior consultants achieve OTE of £60,000 to £80,000 or more. London-based recruiters typically earn 15 to 25 per cent more in base salary than equivalent roles outside London.
How does recruitment commission work in the UK?
UK recruitment commission is typically a percentage of the gross profit or fee generated from placements. Common tiered structures pay 10% up to a monthly threshold, rising to 15% and then 20%+ as billing targets are exceeded. A consultant placing a candidate at £50,000 with a 15% fee generates £7,500 in fee revenue; at a 15% commission rate, they earn £1,125 on that single placement. Most firms pay commission monthly, quarterly, or on a combination basis.
How is commission taxed for recruitment consultants?
Commission is taxed as employment income through PAYE in the period it is paid. A consultant earning a £5,000 quarterly commission payment will have this taxed at their marginal rate: 20% if total income is below £50,270, or 40% on the portion above £50,270 if they are a higher rate taxpayer. National Insurance applies at 8% up to £50,270 and 2% above. No special tax treatment applies to commission payments.
What is OTE and how realistic is it for recruitment consultants?
OTE (On-Target Earnings) is the total pay if billing targets are 100% achieved. In practice, Year 1 recruiters typically achieve 60 to 80% of advertised OTE during their ramp-up period. By year two or three, consistent billers achieve or exceed OTE. The most realistic Year 1 expectation is approximately 70 to 80% of the advertised OTE figure. OTE is aspirational and should be treated as a ceiling rather than a guarantee.
What is the difference between agency and in-house recruitment salaries?
Agency recruiters earn base salary plus commission on placements (higher ceiling, more variable income). In-house talent acquisition professionals earn a fixed salary without commission: talent acquisition specialist £30,000 to £45,000, talent acquisition manager £40,000 to £60,000, head of talent acquisition £60,000 to £90,000 at major companies. In-house roles offer greater stability and growing in popularity, particularly at technology companies with continuous hiring needs.
Do recruitment consultants in London earn more?
Yes. London recruitment consultants earn 15 to 25 per cent more in base salary than regional equivalents. A junior consultant earning £24,000 outside London might earn £28,000 to £30,000 in London. More significantly, London billing targets are higher and fees generated from London-based placements (particularly in financial services, technology, and legal recruitment) mean commission earnings can be substantially greater. Top-billing London financial services recruiters can earn £100,000 to £200,000 in total annual compensation.
What are billing targets for recruitment consultants?
A typical junior recruitment consultant in general permanent staffing has an annual billing target of £80,000 to £120,000 in fees (£7,000 to £10,000 per month). Senior consultants in IT, legal, or finance specialist disciplines often have targets of £200,000 to £400,000 per year. Contract and temporary staffing consultants are measured on gross profit per week rather than fee value. Not hitting targets for sustained periods typically triggers performance management processes.