Best recruiting platforms
- Cost per hire
- $2,800
- Internal cost (the hours)
- $5,400
- External cost (ads and agency)
- $11,400
The numbers on this page come from the inputs you enter and the method stated: 3,600 seconds to an hour, 52 weeks to a year, twelve months to a year, and nothing else. No industry shrinkage figure, no occupancy benchmark and no assumption about your attrition; every one of those is yours to enter.
A recruiting platform bundles several jobs into one product, and the question worth asking is whether the bundle beats the parts for a desk your size. For a small employer it usually does, and the reason is not features but the record: separate tools mean the same candidate exists in several places, each integration is a thing that can break, and the history that your figures depend on ends up split. One adequate product that holds the whole record is generally worth more than three excellent products that hold thirds of it. Against that, a platform is bought as a whole, so you pay for parts you do not use and you are exposed to the vendor being weak at one of the jobs you actually need. This page sets out how to judge that trade for a small desk, and which parts of a platform are worth being fussy about.
Open the Free recruiting software Free to use. No account, no card, no trial clock.
Why bundles usually win at small scale
One record, no integrations to maintain, and one export at the end. A small desk has no capacity to maintain connections between products, and the failure mode of a broken integration is silent: candidates stop syncing and nobody notices for a fortnight.
Be fussy about the record, relaxed about the rest
Insist on a source, a date, a stage with its change date and an outcome. Be willing to accept adequate scheduling or an unremarkable careers page, because those are visible when they are weak and a poor record is not visible until you need it.
What to check in a bundle
Which parts you can turn off, whether an unused part is doing anything in the background, and what the export contains. A platform that cannot be narrowed is one you will grow to resent as the unused parts clutter every screen you use daily.
Will it do what you need for Best recruiting platforms?
Tell us how your team plans its staffing today and where the number gets argued; a person who has built one answers.
Best recruiting platforms: common questions
Is a platform more expensive? Per month, often yes; in total, frequently not, once several subscriptions and the hours spent maintaining connections between them are counted.
What if the platform is weak at one thing I need? Then check whether that thing is the record. If it is, choose differently. If it is scheduling or advertising, a point tool alongside is a reasonable compromise.
Do I have to use all of it? No, and you should ask what can be switched off. In particular, confirm that any scoring or ranking feature is not active while you believe you are only using the pipeline.
Orgplanly Pro
Keeping what you make
The worksheet answered today's question. Pro keeps the answer: the plan you just worked saved against the team it belongs to, re-opened at the next review instead of rebuilt, branded and exported for the budget meeting.
- Download the finished checklist or intake form as a file the client accepts
- The paperwork goes out clean, without the Kickoffo watermark
- Re-use the checklist for the next client instead of rebuilding it
- Your firm's logo on every checklist and form you send
- Export every client's onboarding at once when the account review or the buyer asks
- Send the plan for review from the record, not a spreadsheet
- Not part of Orgplanly today; your billing stays where it is
- Not part of Orgplanly today; your ledger stays where it is
$90per month, whole team
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