The Dirty Truth About Mark-Ups: How Much Money Do Staffing Firms Really Make?

Introduction

Ask any consultant how much they’re getting paid — and then ask the client what they’re paying for that same role. You’ll notice a huge gap. That’s the markup, and it’s the lifeblood of every staffing company.

But here’s the dirty truth: most people in the industry — including many recruiters — don’t fully understand how deep the rabbit hole goes. Let’s break down how staffing markups work, how much firms actually make, and who really profits from every placement.


What Is a Markup in Staffing?

A markup is the difference between:

  • What the client pays the staffing firm, and

  • What the consultant gets paid.

Example:

  • Client rate: $95/hour

  • Consultant pay: $60/hour

  • Markup: $35/hour

That $35 is what covers the staffing firm’s costs — and their profit.


The Average Markup in the US IT Staffing Market

Staffing Type Typical Markup Range
W2 Consultant 25% – 45%
C2C (Corp-to-Corp) 15% – 30%
H-1B Consultants 30% – 55%
Direct Client Roles 50% – 100%+ (rare but real)

💡 The more layers between consultant and client, the higher the markup.


Where Does the Markup Go?

Staffing companies don’t just pocket the whole spread. Here's a rough breakdown:

  • Recruiter Commission – 10–15%

  • Bench Cost/Overhead – 5–10%

  • Employer Taxes/Insurance (W2) – 7–9%

  • Admin/BD Team Costs – 3–5%

  • Profit Margin – Whatever remains

👉 So, on a $35/hr markup, maybe $10–12/hr is pure profit — if the consultant is billing consistently.


The Shady Side: When Markups Become Exploitation

  • Consultants being paid $40/hr while clients are billed $120/hr.

  • Multiple middle vendors taking 10–15% each.

  • H-1B consultants unaware of their actual bill rate.

  • "Fake end clients" to justify low pay.

Some staffing firms take advantage of inexperienced consultants or those on restrictive visas. It’s legal — but ethically murky.


Why Staffing Firms Defend Their Margins

To be fair, staffing isn't free money. Good firms provide:

  • Resume polishing

  • Interview coaching

  • Immigration support

  • Payrolling and tax compliance

  • Marketing + lead generation

They earn their cut — but only when they’re transparent and ethical about it.


How Much Do Staffing Firms Really Make Annually?

Let’s break down a simple math model:

  • 20 consultants placed

  • Average markup: $30/hr

  • Avg billing: 160 hours/month

  • Total profit: $30 × 160 hrs × 20 consultants = $96,000/month
    → That’s $1.15 million/year, assuming full utilization.

📌 Now imagine a firm with 50–100 active consultants.


Consultants: How to Know If You're Being Lowballed

  • Ask for your bill rate (you have a right to know).

  • Compare it with Glassdoor/Indeed average bill rates.

  • Negotiate on renewals or project extensions.

  • Build relationships with Tier-1 vendors and go direct.

  • If you’re in demand — use multiple vendors to compare offers.


The Future of Markups: AI and Transparency

With AI tools scanning rates, and platforms like Wand, Fieldglass, and GSA Schedules exposing more client rates, the days of extreme markups are fading.

Consultants are smarter. Recruiters are being held accountable. And clients want to pay for value — not layers.


Final Word

Markups aren’t evil. They’re the foundation of how the staffing business works. But excessive markups without value are exploitative — and eventually, unsustainable.

If you’re a staffing firm: Be transparent and build trust.
If you’re a consultant: Know your worth and ask questions.


Call to Action

Have you experienced an unfair markutp? Know someone who got lowballed?

Drop a comment, share your story, or ag someone who needs to see this. Let’s push for a more honest staffing ecosystem.


IT staffing markups, recruiter commissions, consultant bill rate, H-1B consultant pay, staffing profit margins, vendor layers in staffing, real markup examples


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How One H-1B Consultant Made $140K in 8 Months — And You Can Too

Introduction

The US IT staffing ecosystem is competitive, especially for H-1B consultants who must juggle visa constraints, market saturation, and skeptical clients. But in the right hands, the same market can be a goldmine.

Meet Ravi, a mid-level full-stack developer from Hyderabad, now working in Texas. In just 8 months, Ravi pulled in $140,000 in take-home pay — all while on an H-1B visa. No fake projects. No proxies. Just smart moves.

Let’s break down how he did it — and how you or your consultants can too.


Step 1: Picking the Right Niche — Not the Noisy One

“I skipped Java roles and went deep into Node + AWS microservices.”

Ravi realized that Java developer roles were overcrowded. Instead, he positioned himself as a Node.js + AWS cloud-native expert, targeting:

  • Serverless architectures

  • Lambda functions

  • CI/CD pipelines with AWS CodePipeline

💡 Lesson: Don’t be a generalist. Pick a specific, growing niche and dominate it.


Step 2: Partnering With a High-Paying Vendor — Not a Body Shop

“I negotiated directly with a Tier-1 vendor after 3 rejections.”

Ravi initially went through multiple subcontractors, each shaving 10–20% of his margin. Eventually, he pitched himself directly to a Tier-1 vendor on LinkedIn and got a W2 with $100/hr.

💡 Lesson: Eliminate middle layers. Even if you’re on H-1B, you can negotiate better pay if your talent is market-ready.


Step 3: Killer Resume + Video Intro = 4 Interviews in a Week

“I used a one-page, keyword-rich resume with a 1-minute intro video.”

His submission included:

  • A tight resume customized to the JD

  • A short Loom video explaining 2 recent AWS projects

  • 3 client references

He received 4 interview requests in 5 days, including one same-day interview.

💡 Lesson: Presentation matters. A consultant is a product — package it well.


Step 4: Saying “No” to Benching

“I was benched only once — for 4 days.”

Between projects, Ravi:

  • Built a GitHub portfolio of mini-projects

  • Sent 15 personalized emails/day to vendors

  • Reached out to ex-clients for references

Result? He got placed again in under a week.

💡 Lesson: Don’t wait to get benched. Market yourself daily.


Step 5: Passive Income From Referrals

“I referred 6 friends and made $6,000 in bonuses.”

Most firms offer $500–$1,000 referral bonuses. Ravi:

  • Shared job leads in Telegram groups

  • Asked for resumes and handled submissions

  • Collected bonuses without any bench time

💡 Lesson: Turn your network into income, even if you’re not a recruiter.


The Math Behind the Money

Source Amount
Base rate ($100/hr) ~$128,000
Referral bonuses (6) $6,000
One freelance side gig $6,000
Total in 8 Months $140,000

What You Can Learn From Ravi

✅ Be niche-focused, not jack-of-all-trades
✅ Skip bottom-tier vendors
✅ Submit with a pitch, not just a resume
✅ Stay on the market, even when placed
✅ Monetize your network — legally and smartly


Final Word: It's Possible

If you’re an H-1B consultant (or a recruiter working with one), Ravi's path isn’t magic — it's method.
And in US IT staffing, method beats luck every time.


Call to Action

Know an H-1B consultant looking for top-paying projects?
Share this article. Or better yet — become their recruiter and take a cut of the success.


H-1B consultant success, high paying US IT jobs, quick placements, how to earn more in IT staffing, recruiter tips, passive income referrals, real consultant earnings


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The Dirty Truth About Mark-Ups: How Much Money Do Staffing Firms Really Make?

Introduction Ask any consultant how much they’re getting paid — and then ask the client what they’re paying for that same role. You’ll not...