“Your recruitment site shouldn’t get more expensive because your agency is getting bigger, nor if you’re bigger than your competition.”

If the recruitment website vendor told you that you need to pay more for how many jobs you post, how many staff you have, how many pages you use, how many visits your site gets, and how many features you use, then you are talking to the wrong vendor.

If you are speaking with an advisor who promotes this kind of vendor, you are speaking with someone who is promoting the wrong vendor.

If you pay a membership fee to an entity that promotes these vendors. They are promoting the wrong vendor and are often paid to do so!

Just because you can, doesn't mean you should. RecruiterWEB could charge this way we just don't. We want to be honest about our platform and what it costs to deliver you services, and it does not cost us to provide the following:

• RecuriterWEB allows unlimited job posts
• RecruiterWEB allows unlimited staff members
• RecruiterWEB allows unlimited pages
• RecruiterWEB allows unlimited use of our features
• RecruiterWEB allows unlimited traffic to your website
• RecruiterWEB allows unlimited support
• RecruiterWEB does not pay for any memberships to promote us

So you have a choice: you can pick a vendor who sets their fees based on fair pricing, or you can pick a vendor who charges you based on unproven metrics and based on how big or successful your agency is.

We prefer that you keep all the rewards from your success. RecruiterWEB cutting prices, not corners.

Frequently asked questions when buying a recruitment website

 

“What’s wrong with per-job-post pricing for recruitment websites?”

Because it penalises growth: the more roles you advertise, the more you pay—despite the vendor’s underlying costs often not increasing in line with job volume.

“Is it normal for a recruitment website vendor to charge per staff member (per seat)?”

It’s common, but it’s not necessarily fair. If your website cost rises simply because you hire more consultants, you’re paying a “success tax” rather than paying for real cost-to-serve.

“Why do some vendors charge based on website traffic or visits?”

Traffic-based pricing can be used to monetise your marketing success—your costs rise as your site performs better, even though higher traffic doesn’t automatically mean the vendor’s delivery costs rise proportionally.

“Should my recruitment website get more expensive as my agency grows?”

Your post’s position is no, your site shouldn’t cost more just because you’re bigger than competitors or because your agency is doing well.

“What are the biggest ‘bad pricing practices’ to watch out for?”

Examples your blog calls out:

• Charging more for the number of jobs posted
• Number of staff/users
• Number of pages
• Traffic/visits
• Number of features used

“What does ‘fair pricing’ look like for a recruitment website platform?”

Fair pricing is typically based on the actual cost of delivering the service (platform + support), not on “unproven metrics” tied to your size or success.

About the Author

Darren Revell is the Founder and Director of RecruiterWEB. With over 20 years of experience in the recruitment technology sector, Darren helps agency owners optimise their digital infrastructure and eliminate unnecessary operational costs through transparent, flat-fee web solutions. His work focuses on replacing legacy "success tax" models with efficient, cloud-native platforms.