CareerBuilder announced Pay for Performance fees less than a month after launching Pay Per Resume pricing. Taken together, the moves may indicate a newly granular approach to pricing.
Performance-based pricing will better align customer costs with outcomes, the company said. At the same time, it will allow employers to better optimize their hiring strategies. The approach “ensures organizations pay only when real, measurable results are achieved,” CareerBuilder believes.
Pay For Performance offers:
- Pay for results, which charges based on outcomes delivered.
- Greater flexibility allows customers to align their recruiting strategies with evolving business objectives, and also make adjustments to improve efficiency.
- Lower costs allow employers to tie charges to results, reduces upfront fees and provides more control over how a customer’s budget is applied.
“Our new performance-based solutions represent a paradigm shift in how we partner with businesses, aligning our success with theirs,” said CareerBuilder CEO Jeff Furman.
In Search of Better Pricing
When launching its Pay Per Resume option, CareerBuilder said the approach would make the hiring process more efficient and cost-effective. It was designed to provide businesses with “an affordable and flexible alternative to traditional recruitment fees,” the company explained.
CareerBuilder’s not the first company to edge into a pricing scheme based on something besides clicks. In 2022, Indeed said it would begin converting all of its customers to a pay for application model, but backed off after complaints from customers, especially small and medium-sized businesses, who said the approach was turning out to be more expensive.
In April, Indeed said it would hold off on a full transition in order to proceed more slowly. At the same time, the company maintained the pay-per-application model was the most beneficial to customers.
Research from Indeed Research shows that 52% of employers preferred a pay for results pricing model over pay for click (22%) or a per-post flat fee (22%).
By Mark Feffer
Mark Feffer is executive editor of RecruitingDaily and the HCM Technology Report. He’s written for TechTarget, HR Magazine, SHRM, Dice Insights, TLNT.com and TalentCulture, as well as Dow Jones, Bloomberg and Staffing Industry Analysts. He likes schnauzers, sailing and Kentucky-distilled beverages.
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