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The Real Cost of DIY Hiring in 2025: Why Job Boards May Be Bleeding Your Budget

By rebecca in Uncategorized
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Hiring in 2025 is no longer just about finding the right person—it’s about doing it efficiently, and without burning cash along the way. So Let’s talk about the rising cost of job boards!


Indeed—still the biggest name in recruiting platforms—recently raised its prices for contacting candidates in their resume database. A license now gets you contacts at $4 per person, but without one, it’s $5 per message. That’s right: $5 just to email someone who may not even be looking for a job.


And what do you get for that investment? Not much.


On average:

  • Only 30% of candidates respond to outreach

  • Of those, only half are actually interested

  • Meaning, for every $100 spent, you might get 2 to 3 potential candidates—who still may not be a fit


That’s a costly gamble, especially when you’re not even sure you’re reaching the right people.


If you’re thinking about posting jobs instead, buckle up. Indeed now recommends a MINIMUM of $60 daily ad budget to stay visible to job seekers. Run a listing for 30 days, and you’ve spent $1,800—on one role. That doesn’t include the time spent managing ads, filtering resumes, or chasing candidates who ghost you mid-process.


And it’s not just Indeed. Platforms like ZipRecruiter and CareerBuilder also require daily budgets, and while some cost a little less, none offer the reach or performance that justify the spend without a strategy.


In-house HR individuals everywhere are talking about it. On Reddit, where hiring professionals often vent and share strategies, entire threads are dedicated to the frustration around job board pricing. One user said, “The cost of posting a job on Indeed is getting insane,” while another added that they’ve shifted budget from advertising to sourcing tech because the return on job board ads simply isn’t worth it anymore. Many agree: it’s become a lose-lose for both recruiters and candidates.


On top of that, Indeed recently walked back their Pay-Per-Application pricing model, a bold experiment they launched to offer more value. The idea was to only charge employers for applications they accepted, but the rollout caused confusion, surprise billing spikes, and frustrated small businesses that couldn’t keep up with the rejection deadlines. As HR Dive reported, even the best-intended pricing innovations can backfire when the tech and communication just aren’t ready. In the end, many companies were left paying more and doing more manual cleanup—not less.


Why is this happening?

Because job boards are reacting to a shrinking market. According to the Indeed Hiring Lab 2025 Report, job postings are down 10% year over year. And the Class of 2025 is entering a job market that’s slower and more selective. Platforms like Indeed are likely increasing costs to offset this reduced volume—and employers are footing the bill.

There’s a softening job market, fewer openings being posted, and more competition for high-quality talent. Job boards, like any other business, are adjusting prices to compensate for lost volume. Fewer job openings mean job seekers are more passive, and reaching them is harder.


So, what’s the smarter move?

Partnering with a staffing agency.

You pay only when someone starts working, and you get:

  • Access to talent not actively job hunting

  • A pre-screened, curated pool of candidates

  • None of the wasted hours on job ad writing, inbox filtering, or ghost follow-ups


And with the right staffing partner, you’re not just filling a seat—you’re making strategic hires faster and more affordably. Think about it: when you factor in what you’re already spending on pay, payroll taxes, workers’ comp, general liability, and employee benefits, the true cost of hiring adds up quickly. With temp-to-hire staffing, those burdens shift off your plate. You only pay for the hours worked, and the agency handles the rest. Not only does that reduce your risk, but it also frees up your internal team to focus on core priorities instead of chasing resumes or managing compliance headaches.


In today’s market, the DIY hiring model is both time-consuming and cost-prohibitive. If your job board bill is starting to look like a second payroll, it’s time to rethink your strategy.


Let us help you stop hunting—and start hiring smarter.


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