- US Employers Are Paying Too Much for Hiring
Recruitment costs in the United States have reached historic highs, making it increasingly difficult for small businesses, startups, and even large companies to hire affordably.
According to the Society for Human Resource Management (SHRM), the average cost-per-hire is now over $4,700, and for many businesses, it can go well beyond $10,000 when factoring in job board fees, advertising, screening, and onboarding costs.
This rise in hiring expenses is largely due to the pricing models used by traditional job boards like Indeed, ZipRecruiter, LinkedIn, and Monster, where businesses face:
- High per-post fees, often ranging from $100 to $500 per job listing, with no guarantee of results.
- Pay-per-click (PPC) charges, where businesses pay for every click on a job post, even if the candidate isn’t qualified or doesn’t apply.
- Extra costs for job visibility, where job boards limit exposure unless employers pay for premium placements.
For many companies, especially small businesses with tight budgets, these costs make hiring an ongoing financial burden. But hiring doesn’t have to cost a fortune.
At WhatJobs, we provide a low-cost job posting solution that allows businesses to reach quality candidates without hidden fees, unpredictable costs, or excessive spending.
Post your job today at whatjobs.com/employers.
Why Traditional Job Boards Are Expensive in the US
Per-Job Posting Fees Are Unaffordable for Many Businesses
Traditional job boards charge employers per job posting, regardless of whether the position gets filled or not. This makes recruitment costs highly unpredictable.
- Indeed charges $5–$10 per job application, meaning employers often spend hundreds of dollars per role without hiring the right candidate [Indeed Pricing].
- ZipRecruiter charges a flat rate of $299 per month for a single job post, which quickly becomes too expensive for small businesses that need to fill multiple positions [ZipRecruiter Pricing].
📢 Bottom Line: Many US employers end up paying thousands per year for basic job listings, without any assurance of getting enough applications.
Pay-Per-Click (PPC) Models Drain Budgets Fast
One of the most frustrating aspects of modern job boards is the pay-per-click (PPC) model, which charges businesses for each click on their job post—whether the job seeker applies or not.
- Indeed and LinkedIn use PPC pricing, meaning that even if a job seeker clicks on your ad and doesn’t apply, you still pay for that interaction.
- Employers report spending over $1,500 per month on PPC job ads without seeing a significant increase in hires [Recruiter.com].
- ZipRecruiter uses a “pay-for-performance” model, where costs fluctuate based on demand, making it difficult for businesses to control their hiring budget.
📢 The Issue: Companies end up spending far more than they expected on job listings, only to receive few quality applicants.
Premium Job Visibility Costs Extra
Many job boards intentionally limit exposure for unpaid job postings. Employers often have to pay additional fees to keep their jobs visible.
- Glassdoor and Monster charge premium fees for boosted visibility, often doubling or tripling the cost of a basic listing.
- To get jobs in front of more candidates, businesses often pay extra for “featured” placements, where a single boost can cost hundreds per job.
📢 The Reality: Job boards push employers into spending more money just to compete for attention, creating an endless cycle of higher costs and unpredictable hiring expenses.
WhatJobs: The Cost-Effective Hiring Solution
WhatJobs is built differently. We offer affordable job postings with fixed pricing, wide reach, and zero hidden fees—so businesses can hire smarter, not spend more.
- Flat, low pricing – No per-click charges or expensive per-application fees.
- Broad job distribution – Your job automatically appears on Google for Jobs, search engines, and partner job sites.
- More applicants for less – Get high-quality candidates without overpaying for visibility.
- Ideal for small businesses – Budget-conscious employers can recruit effectively without unpredictable hiring costs.
📌 Comparison Table: WhatJobs vs. Expensive US Job Boards
| Feature | WhatJobs | Indeed | ZipRecruiter | |
| Cost per job | Low, fixed price | $5-$10 per application | $299/month+ | Pay-per-click |
| Pay-per-click fees? | ❌ No | ✅ Yes | ❌ No | ✅ Yes |
| Extra fees for visibility? | ❌ No | ✅ Yes | ✅ Yes | ✅ Yes |
| Candidate reach | ✅ Broad network | ✅ Large | ✅ Large | ✅ Large |
| Small business-friendly? | ✅ Yes | ❌ Expensive for startups | ❌ High costs for multiple roles | ❌ Expensive for small teams |
🔗 Start hiring affordably – whatjobs.com/employers.
Case Study: U.S. Employer Success with WhatJobs
📢 Company: A retail business in California struggling with high Indeed PPC costs.
📢 Problem: Spending $800+ per month without seeing enough qualified applicants.
📢 Solution: Switched to WhatJobs’ low-cost job postings.
📢 Results:
✔ Saved 50% on hiring costs compared to Indeed.
✔ Received 30% more applications without additional spending.
✔ Hired three employees within two weeks.
“We were spending hundreds on job ads every month. With WhatJobs, we cut our hiring costs in half and got better results.” – [Octagon Recruitment]
Post your job today at whatjobs.com/employers.
How to Post a Job in Minutes
📌 Step 1: Visit whatjobs.com/employers.
📌 Step 2: Choose a cost-effective job posting plan.
📌 Step 3: Write a clear, engaging job description and publish it.
📌 Step 4: Receive applications without breaking your budget.
📢 Pro Tip: Use optimized job titles to increase visibility and attract more qualified applicants.
Conclusion: Start Hiring for Less Today
Hiring doesn’t have to be expensive. With WhatJobs, businesses get:
✅ Low-cost job postings without hidden fees.
✅ More applicants without extra spending.
✅ An effective, affordable way to scale hiring.
Post your job today and start receiving applications – whatjobs.com/employers
Frequently Asked Questions
What is the true cost of hiring an employee?
Hiring goes beyond job board fees—it includes recruitment, onboarding, training, and lost productivity during ramp-up. According to SHRM, the average cost-per-hire in the U.S. is $4,700, but many businesses report spending three to four times that amount when factoring in internal resources and hiring delays. Time-to-hire also plays a big role—longer hiring cycles increase labor costs and slow business growth. Expenses like background checks, skills assessments, and advertising costs further add up, making affordability a key concern for many employers looking for sustainable hiring solutions.
Why is everyone hiring but not hiring in 2024?
Many businesses are posting jobs but delaying hires due to economic uncertainty, talent shortages, and unrealistic expectations. Companies want to scale, but budget concerns force them to reconsider hiring timelines. Many struggle with a gap between employer needs and candidate expectations—demand for higher wages, remote work, and better benefits often conflicts with company budgets. Additionally, AI-driven hiring tools have increased applicant pools, making it harder for recruiters to filter quality candidates efficiently. Businesses want to hire, but cost pressures and economic unpredictability make decision-making slower than usual in 2024.
What is the average cost of a bad hire?
A bad hire costs much more than wasted salary—it impacts productivity, team morale, and operational efficiency. The U.S. Department of Labor estimates that a bad hire can cost up to 30% of the employee’s annual salary. In high-skill industries, this can mean losses exceeding $50,000 per bad hire. Poor hiring decisions also lead to higher turnover, increased training costs, and project delays. A mismatch in skills, culture, or expectations can cause hidden expenses, including lost opportunities and reputational damage. Employers focused on cost-effective, quality hiring strategies reduce the risk of expensive recruitment mistakes.
