IT Recruitment & Staffing

Most recruiters find people.
We find people who stay.

Every recruiter says they find the right fit. We're among the few who stake our fee on it.

See how it works Request a Talent Fit Audit →
80%
Of annual salary — what replacing one IT professional costs on average.
Source: Gallup, 2024
52%
Of employees who left voluntarily say their manager could have done something to prevent it.
Source: Gallup, 2024
13.2%
Annual turnover rate in IT — the highest of any sector. One in eight of your IT team leaves every year.
Source: LinkedIn Workforce Report
Placed at
Fluvius Proximus NMBS Engie AGFA Healthcare Tessenderlo
The problem we solve

Three patterns that cost
companies every year

IT recruitment fails in predictable ways. None of them are solved by sourcing harder. They're solved by understanding why people leave.

01
The hire who leaves after 9 months
Skills checked out. The CV was perfect. But three months in, it wasn't working — and nobody caught it in time. You paid the fee. You did the onboarding. And now you start over.
02
The mismatch nobody saw coming
Technical fit is measurable. Cultural fit, management alignment, growth trajectory — those aren't. And they're almost always why someone leaves. Most recruiters never look at the manager side of the equation.
03
The recruiter who disappears
Once the invoice is paid, you're on your own. No follow-up. No check-ins. No accountability. The recruiter's incentive ended the moment you signed the contract.
Mixus operates differently — by design

Not a different pitch.
A different model.

Every element of how we work is built around one outcome: hires that last. That changes how we charge, how we match, and what happens after placement.

Paid intake
Talent Fit Audit
Before we source a single candidate, we spend time understanding why people leave — and why they stay — at your company. This is a paid engagement. Because a real intake takes real work.
€1,200 – €2,500 · Results in 5 business days
Our framework
Why We Stay
Our matching goes beyond skills. We assess cultural alignment, management style fit, and growth trajectory — the factors that actually drive retention, not just placement.
Includes manager assessment as a retention factor
Fee structure
Paid over 6 months
We don't collect our full fee at placement. Our fee is structured over 6 months — because our success is measured by whether the hire is still there, not by whether the contract was signed.
Aligned incentives. No disappearing act.
Post-placement protocol

We don't stop at placement.
Neither should you.

Four structured check-ins with both the candidate and the hiring manager — because retention is a result, not a promise.

Month 1
First check-in
Early signals. Is the role what was promised? Is onboarding on track?
Month 3
Integration check
Team fit, manager alignment, first friction points — addressed before they become problems.
Month 6
Retention checkpoint
Final fee payment tied to continued placement. Our interests are still aligned with yours.
Month 12
Annual review
One year in. Growth trajectory, satisfaction, next steps — for both sides.
Fee structure

A fee structure built
on accountability

Few recruiters structure their fee over 6 months. Because few are confident enough in their placements to stake their revenue on it. We are.

How our fee works
Day 1 — Hire starts
First part of the fee is due. Placement is confirmed.
Months 1–5 — We stay close
Check-ins at month 1 and 3. We track how the hire is integrating.
Month 6 — Hire is still there
Second part of the fee is due. Our job is done when retention is real.
"Our incentive ends when your hire is still there. Not when they sign."
Ready to reduce IT turnover?

Start with a conversation.

Tell us about your current IT hiring situation — no pitch, no obligation.

Get in touch See how it works →