Post a role free. Pay only for the shortlist.
Onjob.io puts employers, independent recruiters and candidates in one market. A role is posted free and stays free while it is open, several recruiters work it at once, and the only billable moment is a shortlist — never a percentage of salary.
Unlimited talent requests, live for as long as the role is open, charged only on shortlist.
Banded by role: entry and support, mid-level technical, then senior and niche.
No placement fee, no percentage of salary, no advance retainer, no long-term contract.
Skills, experience band, pay range, mode, screening questions and the shortlist fee you set.
What Onjob.io is
Onjob.io inverts the agency model from all three sides at once. An employer posts a talent request free and it stays visible to active recruiters for as long as the role is open. Multiple independent recruiters and vendors source against it simultaneously, each submission arriving with the candidate's full profile, an AI fit score against the requirement, and the submitting recruiter's own track record — compared in one view instead of across five email threads.
The commercial model is the point. An employer pays a small fixed fee per candidate they shortlist — roughly ₹200 to ₹300 for entry and support roles, ₹400 to ₹600 for mid-level technical roles, and ₹600 to ₹2,000 for senior and niche ones. There is no placement fee, no percentage of CTC, no advance retainer and no long-term contract, and anything skipped or rejected costs nothing. Traditional agencies typically charge between eight and twenty-five per cent of salary.
The other two sides cost nothing to use. A recruiter account posts without limit or visibility throttling and spends sourcing credits that can be earned rather than bought; where the marketplace is switched on, the recruiter is paid when a client shortlists their candidate rather than when a hire completes. A candidate account is free with no time limit: one profile built from an uploaded résumé, every live listing carrying a match score against it, and application tracking that reports what actually happened rather than going quiet.
One thing to know before planning around it: an employer account is not self-serve today. Client signup is closed on the platform and accounts are onboarded and verified by the team, so the route in is a conversation rather than a form. That is worth saying plainly rather than discovering after the job description is written.
What it does
What the model gives an employer, and what each submission arrives carrying.
A free, unthrottled recruiter side
Recruiters post without limit and without visibility restrictions on a free post, search the talent repository on credits they can earn rather than buy, and message a candidate from inside the application instead of leaving the tool.
A candidate profile that fills itself in
A candidate uploads a résumé and the profile completes itself — name, city, phone, summary and skills. Every listing then carries a match score against that profile, and tracking reports what happened to the application rather than going silent.
Free talent requests
Describe the role once — mandatory and bonus skills, experience band, pay range, work mode, open positions, screening questions — and it stays visible to active recruiters at no cost for as long as it is open.
Many recruiters, one requirement
Independent sourcers, staffing agencies and HR professionals work the same request in parallel, competing on quality. You can also invite recruiters and vendors you already trust alongside the open pool.
A submission that explains itself
Each candidate arrives with the full profile, an AI fit score against your requirement, and the submitting recruiter's track record — so you are judging the candidate and the source at the same time.
Shortlist and skip controls
One action advances a candidate and one skips them, and skipping is free. The shortlist is the only billable event, which is why the fee stays small and predictable.
A fee you set per request
The shortlist fee is a field on the talent request rather than a fixed rate card, and recruiters see it before deciding to work your role. A harder requirement can carry a higher fee and attract more effort.
Recruiter ratings
You are the only party who evaluates recruiters, and you can rate them. Their history and quality are visible before you trust a submission, which is what keeps the open pool honest.
How it runs
The five steps of the model, plus the step zero the marketing pages leave out.
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Open the account
Talk to the team. An employer account needs a work email, company email, industry, website, phone and postal address, and it is verified rather than self-served — client signup on the platform is currently closed.
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Post the talent request
Describe the role once, set the experience band, pay range and screening questions, and set the shortlist fee. Posting is free and unlimited, and the request stays live while the role is open.
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Recruiters submit
Several recruiters source against your request at the same time. Candidates are submitted with their own consent, so nobody is put forward without knowing.
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Review every profile
Compare submissions side by side with the AI fit score, the candidate profile and the recruiter's track record on each one. Reviewing costs nothing.
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Shortlist, and pay only for that
Advancing a candidate charges the fixed fee and pays the recruiter who found them. Everything you skip stays free, and nothing further is owed if you hire — no placement fee, no percentage.
Who it is for
The model suits employers who care about cost per shortlist rather than about a retained relationship.
Startups and SMEs
Teams for whom an eight-to-twenty-five per cent placement fee is the reason they do not use agencies at all. Paying per shortlist makes the cost knowable before the process starts.
High-volume hiring
Programmes where the constraint is throughput of qualified candidates rather than the search for one person, and where several recruiters working in parallel beats one agency working sequentially.
Niche and urgent roles
Requirements where a higher shortlist fee is a rational way to attract more sourcing effort, without committing to a retainer before anyone has been seen.
Cost-conscious in-house teams
HR teams that already have an applicant tracking system and want supply into it, priced per shortlist, rather than a second hiring process to run.
What it does not do
What the employer side is not — including a limit that is true today and that this page will not paper over.
- It is not self-serve today. Client signup on the platform is closed, and accounts are opened and verified by the team, so the honest route in is a conversation with us.
- It is not an applicant tracking system, and there is no ATS connector or export built. It supplies candidates alongside the system you already run. Pitch N Hire ATS →
- It is not a vendor management system. Governing a supplier bench with rate cards, timesheets and invoices is a different product entirely.
- It does not guarantee a shortlist, a timeline or a hire, and no first-response time is published here. What is fixed is the price of a shortlist and the fact that you are never charged for what you skip.
- If what you want is a retained search with a named partner rather than an open pool competing, that is a service: Executive search →
Answers
Do I pay per hire or per shortlist?
Per shortlist. You are never billed a placement fee or a percentage of salary when someone is hired — the fixed fee on the candidates you choose to advance is the only cost.
Is posting really free?
Yes — unlimited talent requests at no cost, live for as long as the role is open, and no charge for any submission you skip or reject. The first money that changes hands is the shortlist.
Who sends me candidates?
Freelance sourcers, staffing agencies and HR professionals from the open recruiter pool, plus any recruiters or vendors you invite yourself. Several work the same request at once.
What arrives with each submission?
The candidate's full profile, an AI fit score against your specific requirement, and the submitting recruiter's track record — so the source is evaluated alongside the person.
What does it cost per shortlist?
Roughly ₹200 to ₹300 for entry and support roles, ₹400 to ₹600 for mid-level technical roles, and ₹600 to ₹2,000 for senior and niche roles. You set the fee on each request, and recruiters see it before working it.
How do I open an account?
Through us. Self-serve client signup is closed on the platform at the moment, so tell us the roles you are hiring for and we will get the account opened and verified with the details required — work email, company email, industry, website, phone and address.
Two ways to start
Talk to the group and a senior lead scopes it in writing, or go straight to the product's own site and look at it yourself. Neither route commits you to the other.
Name the number you need to hit. A senior lead replies within one business day and a costed plan follows within three working days.
The employer proposition in full, including the per-shortlist bands and the comparison against a percentage-of-salary agency fee.
Related
Everything the group sells around Onjob.io — the company that delivers it, the nearest siblings, and the full list.