Indeed has its place. As one channel out of many, it works. As your entire hiring strategy, it doesn't, and the cost shows up in unfilled trucks, slow-pay placement fees, and the senior tech you never reached because he never visited Indeed.
What it is
A job board. You post, they distribute, candidates apply.
A complete talent function. Programmatic ads (including Indeed), passive outreach, AI-powered ATS, expert recruiters, employer branding.
Cost model
Pay per click or sponsored job posting. You pay regardless of applicant quality.
One flat monthly fee. Includes ad spend, technology, and recruiters. No per-hire fees.
Reach
One platform. Indeed only.
300+ job sites and niche trade boards. Plus passive outreach to people not on any job site.
Candidate quality
You filter the firehose. Most applies aren't qualified.
Pre-screened by senior recruiters. AI scores every applicant. You only see the ones worth interviewing.
Job copy
You write it. (Or copy/paste from your last posting.)
We rewrite every job description with our blue-collar conversion playbook.
Career page
Your Indeed company profile. Lives on Indeed.com.
Custom career page on your domain. You own it.
Senior / passive talent
Doesn't reach them. They aren't searching.
Outbound recruiting motion. Daily prospecting to named senior candidates in your market.
Time-to-hire
3 to 6 weeks (when applicants come). Often longer.
Often under 14 days from kickoff to first qualified candidates.
Who runs it
You and your service manager. Between calls. After hours.
Dedicated senior recruiter on your account daily. Backup coverage so it never stops.
Reporting
Indeed dashboard. Limited to ad performance.
Weekly reporting plus monthly strategy review. Pipeline, hires, time-to-hire, retention.
When to use it
As one channel in a broader hiring strategy.
When hiring is critical to growth and you can't afford to keep losing months to it.