Recruiting, like all other sales, used to be about the one on one human connection. In the past, you needed someone to make an introduction to get your foot in the door. However, with the internet and software development, we have new social norms for getting connected. For example, we get in cars with people we don’t know, we go to group social gatherings without a personal invitation, and we meet our true love by swiping right. It’s a social introduction through broadband. Consequently, none of those introductions require a human connector anymore. The same is true with how we get connected to our work.

Below, we discuss the top internet solutions that make finding Talent and getting jobs easy and the cost of talent acquisition of each platform.


  • A matching platform with a Talent management system.  
  • Best for matching with Talent to fill jobs that require a specific set of skills that are entry-level or expert.  
  • Used by employers to find Talent for skills-based –operational (marketing, sales, production, finance, delivery, human resources), trade or technical jobs.  

pepelwerk Cost of Talent Acquisition

  • Implementation: $0 
  • People metric: $0 
  • SEO Advertising: NA 
  • Admin users or Recruiters: $0 
  • Match: $150 per job when you get your first match with unlimited matches until the position is filled. 


  • Social and Jobs Advertising platform 
  • Best for connecting with established professionals with 5 plus years of working experience in a specific leadership role or industry.  
  • Used by employers to find people to fill – operational management, executive and subject matter experts. 

LinkedIn Cost of Talent Acquisition

  • Implementation: $0 
  • People metric: NA, they have candidate numbers by post and charge an Annual Fee Based on the type of Corporate Account $$$ 
  • SEO Advertising: per click per job post $$$ 
  • Admin users or Recruiters: $6k/per recruiter seat – price depends on the corporate account 
  • Match: NA – they don’t provide matching, they provide recommendations for job applicants based on your job post.  


  • Advertising platform 
  • Best for getting a volume of resumes from an infinite array of job seekers.  
  • Used by employers (because of habit) to get a volume of exposure for a job opening.  

Indeed Cost of Talent Acquisition

  • Implementation: $0 
  • People metric: NA, they have candidate numbers by post 
  • SEO Advertising: per click per job post $$$ 
  • Admin users or recruiters: price vary based on the volume of jobs you post 
  • Match: NA- they don’t provide a match, they provide a resume dump 

There is an art to using these tools in the right combination to make recruiting easier. Therefore, recruiters use these core tools together. They use LinkedIn to get their managers and they use pepelwerk to get their skills-based Talent. Of course, the wise ones use Indeed sparingly because they don’t want volume, they want quality.  Once employers register for pepelwerk, they are given tools and instructions on how to make the transition to pepelwerk easy. In other words, skills-based matching frees employers from the outdated and laborious process or systems they are using. Employers transitioning to pepelwerk are able to reduce overall spending on advertising and applicant tracking systems. In addition, employers will improve matching with Talent and decreased their time on useless steps. Above all, employers can reclaim that time to focus on their business and the people making the business possible.