For employers who want candidate flow tied to agreed screening criteria instead of paying only for job visibility or a large recruiter fee.
$35–$75
Per qualified applicant. Use custom pricing for hard roles.
The current $25–$35 starting price is too low for screened sales applicants. Raise the entry range and require written qualification criteria before launch.
| Tier | Recommended Price | Use Case |
|---|---|---|
| Basic Qualified Applicant | $35–$45 | Meets minimum criteria and completes the application. |
| Targeted Applicant | $50–$75 | Stronger match by industry, role, compensation, or geography. |
| Screened Applicant | Custom | Includes additional review notes or pre-interview filtering. |
Define qualified applicant, duplicate exclusions, employer response window, budget responsibilities, and disqualification criteria.
Keep this as a custom pricing page, not your primary homepage offer. It is powerful but requires tight rules.
It is an applicant delivery model where pricing is tied to candidates who meet agreed minimum criteria and complete the application process.
It should be a secondary or custom option because definitions of qualified can create disputes unless the criteria are very clear.
Use $35 to $75 per qualified applicant for most sales roles, with custom pricing for hard-to-fill or highly screened roles.
No. The model should be based on applicants who meet the agreed minimum criteria.
Use a written definition of qualified applicant, exclusion rules, duplicate rules, and a review window.