LinkedIn's hiring tools
| Tool | What it does | Watch out for |
|---|---|---|
| Job posts | Reach people with professional profiles and show work history in a standard format. | Reach is narrower for non-office roles, and promoted posts are an ongoing cost. |
| Recruiter | Search and message non-applicants by title, skills and location. Recruiter Lite is a smaller version. | Heavily searched profiles can receive many messages, so response rates may be low. |
Specification of alternative channels
| Channel | What it does | Watch out for |
|---|---|---|
| Indeed | Broad job board, strong for hourly and local roles. | Large applicant volumes can include many poor fits. |
| ZipRecruiter | Distributes one listing to many sites and suggests candidates. | Distribution increases reach, not fit. |
| Wellfound | Startup-focused board that shows salary and equity. | Less suited to large, traditional employers. |
| Handshake | Reaches students and recent graduates. | Relevant mainly to internships and early-career roles. |
| Applicant tracking systems (Greenhouse, Workable, Lever) | Organise applicants and interviews. | They do not source passive candidates on their own. |
| Employee referrals | Give strong fit signals from people who know your team. | Limited by staff networks, which can narrow the pool. |
| Agencies | Search, screen and shortlist candidates for you. | Expensive per hire, and quality varies. |
| Communities and events | Reach specialists directly. | Slow and relationship-based. |
Two cost models to compare, without prices
Subscriptions and seats
You pay for access whether or not you hire. This suits steady, continuous hiring.
Pay-per-result
Agencies and some sponsored posts charge for results. This suits occasional hiring, at a higher cost per hire.
This page lists no prices. Use each vendor's own pricing page or a quote for current figures.
Questions hiring teams often ask
Can we hire without LinkedIn?
Many teams do, especially for hourly, trade, local or early-career roles. Other channels can fit those roles better.
How do we know which channel works?
Track the source of every applicant and compare how each source reaches interview and offer.
How should we write outbound messages?
Short, specific messages to well-matched people tend to work best. Response-rate claims from vendors are the vendors' own figures.
Notes and disclaimer
This page is general information, not legal advice, and hiring law varies by location. It promises no hiring outcome. Product and company names belong to their owners and are used only to identify them. Contact: [email protected].