How much should you spend on recruitment advertising? Start with the hires, not the clicks.
A useful campaign budget works backward from hiring volume, occupational difficulty, local market, urgency, and how many usable candidates are typically needed for one hire.
There is no credible universal price for every role.
One hourly job in a broad labor market and twenty urgent specialty-clinical openings should not receive the same media budget. Supply, competition, conversion, and application friction differ.
Define requested hires and the actual deadline, not only an arbitrary monthly spend.
Use role and market information to shape the initial budget, then refine it with existing results and available advertising rates.
Review funded investment, actual spend, qualified inquiry cost and hiring progress before expanding.
Plan the investment around the hiring target.
Compare a focused starting investment, recommended plan and expanded campaign. Refine each option for your role, location, timeline and available media.
When the goal is a real hiring outcome
A budget must be large enough to test meaningfully. Spreading an inadequate amount across too many jobs and channels can prevent learning.
Available channels and costs are confirmed before launch.
Start with the jobs you need to fill.
Example: compare a 30-day plan for one specialty role with a 90-day plan for 20 recurring roles. Investment and channel mix should not match.
- Bring your jobsAdd one or more jobs or connect them through your employer account.
- Approve the approachReview audience signals, initial media allocation, and the planned budget.
- Fund and measureActivate supported placements and review available job-level candidate outcomes.