Prepared by Business Executive Group · October 29, 2026
How to use this resource
Choose a common scenario
State the role, agreed compensation basis, number of hires and expected service period. For relief, use the same dates and hours. For advertising, use the same campaign duration and spending limit.
Map when each charge becomes payable
List deposits, milestones, placement fees, subscriptions, advertising spend and pass-through charges only when they appear in the proposal. Record whether charges are refundable, credited or still due if the search stops.
Work through more than a successful hire
Calculate a completed hire, an employer cancellation and a search that ends without a hire. If repeat hiring is likely, ask what changes for the next hire and whether eligibility conditions apply.
Resolve differences before signing
Compare the same services and identify excluded employer work. Ask the provider to correct unclear terms in the written proposal. The signed agreement, rather than this worksheet, determines the actual obligations.
A worked example
Illustrative arithmetic only: a proposal with two $2,000 completed-work milestones and a $3,000 hiring milestone totals $7,000 if all three are earned. If the agreement makes the first two payable even without a hire, that no-hire scenario is $4,000. These example amounts are not BEGHR or competitor prices.
Apply the decision to the actual Dallas vacancy
Dallas-Fort Worth contains distinct work locations across North Dallas, Collin County, Denton County, the eastern communities, the Mid-Cities and the Fort Worth side. A Dallas label alone does not describe that geography. Keep Celina, Prosper, McKinney and Frisco visible as individual hiring locations, and state any travel between practices rather than implying that the entire metroplex is one practical commute.
A strong employer brief separates patient care, procedures, records, mentoring and management time. Document the actual hospital addresses, normal shifts and any rotation before outreach begins. For leadership appointments, specify who controls staffing, clinical standards and operational decisions. For experienced associates and specialists, describe the work and established resources without promising unverified demand, compensation or candidate availability.
Give every provider the same hospital address, clinical scope, work schedule, compensation structure and decision dates. Compare the plan for that brief. A result appearing for a city search does not prove a provider has a local office or available candidates there.
Review Dallas-area hiring context · Assign credential-check responsibilities
Complete your worksheet
Work in this browser, then download your notes. Entries are not sent to BEGHR and are cleared when you reload or leave. Keep candidate names and private records in your approved hiring system.
Continue with the related hiring guidance · All employer resources