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6 Best Job Posting Sites for Employers of 2023

by Assessor

Online job boards are a recruiter’s primary tool thanks to their popularity among job seekers. For example, top websites like Zip Recruiter and LinkedIn have millions of monthly visitors worldwide. The best job boards facilitate the hiring process even further with intelligent recruiting software, sponsored job posts and company branding services.

Keep reading to learn more about our picks for the best job posting sites for employers, along with tips on how to write a successful job post.

Our Top Picks for Best Job Posting Sites for Employers

  • Zip Recruiter – Best for Large Scale Recruiting
  • Indeed – Best Free Job Posting Site
  • LinkedIn – Best for Executive and Upper Management Positions
  • HandshakeHandshake – Best for College Recruiting
  • Dribbble – Best for Scouting Designers and Creatives
  • Glassdoor – Best for Company Branding

Best Job Posting Sites for Employers Reviews

Why we chose it: We chose Zip Recruiter as the best job posting site for large-scale recruiting because it shares each job post across its network of 100+ job boards, which include LinkedIn and Monster.

Zip Recruiter can customize plans for both small businesses and large enterprises. Job post pricing ultimately depends on the size of your business, recruitment needs and number of job listings.

The most expensive option, the Pro Plan, has plenty of benefits, such as access to a resume database, traffic boost, Applicant Tracking System (ATS) integration and direct hiring through the platform.

It’s quite expensive, however, starting at $16 daily with one job post, and it can be hard to find candidates for mid- to senior-level jobs such as upper management. It works best for large companies looking to hire entry-level employees.

You can select daily, monthly or annual subscriptions for the following packages:

  • Standard: Posts sponsored job ads across Zip Recruiter’s network. A Standard daily subscription costs $16 for one job post.
  • Premium: posts sponsored job ads across Zip Recruiter’s network, features your ad more prominently in job alert notifications sent to job seekers, and allows viewing of Zip Recruiter’s resumé database. A Premium daily subscription costs $24 per job post.
  • Enterprise: Includes candidate matching, sponsored job ads, resume database, featured company pages, and ZipRecruiter Apply, an application tool accessible for web and mobile.

Why we chose it: We chose Indeed as the best free job posting site because it’s one of the largest online job search sites and allows recruiters to post for free.

Indeed has over 175 million resumés in its database, according to company data. For recruiters, these numbers mean increased visibility and higher chances of recruiting top talent.

The platform also has a wide array of features, such as easy ATS integration, candidate matching filters and assessment tests designed by professionals to gauge candidates’ abilities.

Employers also get mostly unlimited free job posts, although Indeed can decide how many or what type of jobs are allowed to be posted for free. While this might seem limiting, this can serve as a security measure to ensure that jobs posted are legitimate.

Products for employers include:

  • Indeed Hiring Platform: includes automated recruitment, candidate matching and virtual interviews
  • Free and sponsored job posting: choose between sponsored job posts, which rank higher on the search results, and email alerts while only charging you for the applications truly worth your while; or free job postings, which will lose visibility in the search results over time
  • Indeed Resume: features advanced search filters that scan millions of resumes to find qualified candidates
  • Indeed Apply: allows candidates to apply to your job from their phones

Why we chose it: We chose LinkedIn as the best for recruiting executive and upper management positions because it’s a popular networking tool for C-Suite candidates.

As a professional social media platform, LinkedIn hosts over 740 million members worldwide, many of which qualify for hard-to-fill positions. Recruiters can also view reviews and ratings from colleagues within the candidate’s network.

LinkedIn’s more interactive style allows for quicker and easier connections with potential employees, as well as providing a broader look at who each candidate is. This makes it a good option to find highly qualified professionals, as well as potential partners for smaller companies and startups.

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Business tools include advanced search filters, matching alerts, applicant tracking system (ATS), a company career page and increased advertising to qualifying candidates. Available recruiting plans include:

  • Recruiter for Professional Services: recruiting plan and tools tailored for staffing agencies
  • LinkedIn Recruiter Corporate: comprehensive plan for high-volume hiring needs
  • LinkedIn Recruiter Lite: a more affordable version of Recruiter meant for smaller businesses. The subscription costs $170 monthly or $1,680 annually.

Why we chose it: We chose Handshake as the best for college recruiting because of its mobile platform that connects college students with companies all over the country.

With Handshake, students can create a profile and receive personalized job recommendations, communicate with companies and submit job or internship applications directly through the app.

Handshake offers employers two products:

  • Handshake Core: Post jobs and internships, and connect with career centers for free
  • Handshake Premium: Post jobs and internships, connect with students and access additional recruiting tools, such as advanced search filters and up-to-date candidate suggestions

A Handshake Premium subscription is costly, with an annual cost of close to $10,000, but ultimately varies according to hiring needs and the specific features you purchase.

Why we chose it: We chose Dribbble as the best for scouting creatives because it showcases professional portfolios and its high traffic numbers mean that job posts have plenty of visibility.

Dribbble’s focus on creativity is evident as soon as you open it, with its layout resembling that of a Pinterest or Tumblr dashboard. Visual artists of all sorts — from graphic designers to animators — post samples of their work as well as entire portfolios for recruiters to look at.

It’s easy to navigate as you can select different categories according to your design needs. You can filter your search even further when you pay for a premium subscription plan. However, tarting at around $249 per month (when choosing quarterly billing), it’s quite expensive when compared to broader platforms like some mentioned above.

Dribbble offers two services for employers:

  • Job Board: posts a single job ad, and candidates can apply directly on the platform
  • Designer Search: view designer profiles and portfolios using specific search filters and direct messaging tools. You can search by current job title, salary expectations, location and more.

Job Board and Designer Search subscriptions can be purchased separately or as a bundle. Monthly plans cost $299, but go down to $249 a month if you sign up for a quarterly subscription. When you bundle both the Job Board and Designer Search options, you’ll pay $499 a month or $349 a month if subscribed to quarterly billing.

Why we chose it: We chose Glassdoor as the best website for company branding because employers can create a company profile that showcases their culture and values, which might help attract the right candidates from the get-go.

Glassdoor has become a go-to reference for job seekers looking for details on potential employers. They can view salary information, employee reviews and CEO ratings.

While not an actual job posting site, it’s an important resource that can get potential candidates knocking at your door and can give actual candidates more certainty about accepting a job.

Branding services for employers include:

  • Profile optimization with photos, videos and featured reviews
  • Templates for requesting reviews from your employees
  • Profile analytics that measure your page’s performance and engagement

Employers can sign up for Glassdoor for free and build a basic profile with reviews and basic analytics. You’ll need to contact sales for a quote for the Standard and Select plans, which offer additional branding and analytical tools at an added cost.

Other job search websites we considered

Most online job boards offer similar, if not identical, services. To avoid redundancy in our top picks, we didn’t include job boards that were alike or were already picked up by larger aggregator sites like Zip Recruiter or Indeed. Others didn’t make it because they offer less visibility or don’t include competitive recruiting tools.


Snagajob caters to the service industry and focuses on part-time positions. It has comprehensive onboarding integration and makes it accessible to employees, it’s very affordable and it only charges the $89 monthly subscription if you get any applicants. Unfortunately, its offerings are quite limited.


Monster offers employers three monthly subscription plans. It depends on the plan, but you can purchase up to five job slots and 250 resume views during each 30-day period. You can get a Starter subscription at $279 a month with one job post and 50 resume views, and cancel at any time. There’s also a Standard and Premium subscription for a monthly cost of $399 and $649, respectively.

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Craigslist is one of the largest, most popular classified ads websites. It’s a useful tool for recruiters, especially small businesses that can’t afford other job boards. Most locations within the US do charge per job post, but fees are incredibly affordable, ranging between $5 to $10 per post. However, Craigslist is infamous for spam content, illegitimate postings and outright scams.


SimplyHired is a smaller job board, with limited employer tools. However, you can post a job for free and only pay once you’ve made contact with the candidate. Job posts on SimplyHired are shared across multiple job boards, including Indeed, and fees start at $9.99. Although SimplyHired is very affordable, the company lacks the recruiting tools that other popular job boards offer, such as resume search and candidate matching.


Sponsored job ads from Talent.com will appear in its own network, Google search and LinkedIn. Talent.com also features tools similar to Glassdoor, such as salary data. The company’s Enterprise plan includes search filters, customized recruitment plans and compatibility with over 60 different applicant tracking systems.


Careerbuilder has a large database with over 80 million resumes, according to company data. Careerbuilder’s Talent Discovery Platform further helps streamline candidates with automatic matches, pre-written job descriptions and relevant labor market data that helps improve the job post. It does have some limitations, though, as there are only up to five job slots and no unlimited posting no matter how much you can pay.


Idealist focuses on job postings for non-profit organizations, government agencies or for-profit companies with a clear “social impact.” The platform charges a fee per job or internship post, depending on the type of company. It also offers a free applicant tracking system.

Wellfound, formerly Angellist Talent

Wellfound is a tech-centric platform useful for startup investors and tech talent. Startups can scout candidates and at the same time, attract angel investors searching for new projects. You can start posting jobs for free with the Starter plan, and upgrade to the Recruit-Pro or Recruit-Team plan if the need for additional features increases. The Recruit platform includes additional search filters, candidate matching, sponsored job postings, and an applicant tracking system.


Dice is a job market for recruiters and job seekers in the tech industry. Recruitment tools include a resume database, screening and sourcing candidates, company page branding and sponsored content. Dice’s key downside is a lack of free job posts or free trials. One job post costs $495, which is pretty steep, especially for a small business or startup.


Flexjobs promotes options for flexible and remote workers on its membership-only posting site. An Employer Membership grants you unlimited job posts and resume searches, along with ATS integration and additional search filters. However, freelancers on Flexjobs must also pay a subscription to find jobs. This arguably limits visibility if you’re looking for employees, because many job seekers may not be willing to pay for access when most other job boards are free.

Job Posting Sites for Employers Guide

In this guide, you can find information on both how to find the best job posting site for your business as well as recommendations on the best recruiting and hiring practices.

How to find the best job site for your business

With the multitude of job posting websites available, choosing where to post your job openings can feel almost as stressful as the hiring process itself.

An effective job site for employers should offer some or all of the following:

A wide pool of applicants

Access to a wide pool of applicants allows employers to find the best candidate based on their qualifications and skills. It also allows for a more inclusive hiring process by providing access to millions of candidates.

Job posting and post boosting

Many job posting websites allow employers to post openings for free. The downside is that free job posts generally have a limited reach, as websites are looking to encourage employer subscriptions or pay-per-post options. Employers who do so then have their posts boosted into top spots on emails and job lists.

Candidate screening and matching

A job post on a career website can be viewed by thousands or even millions of possible candidates. Many of these websites use automated intelligence to select the best contenders based on their qualifications, keywords in their resume, listed skills and how they answered questions during the application process. Employers are matched with the best applicants for them, and the recruiter can then set up interviews and contact their prospective hire.

Search candidates by skills

HR specialists and recruiters can also search for candidates that have already uploaded a resume and completed a profile on one of the job posting websites. Recruiters can search for potential candidates based on their skills, education level, experience and training.

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Other than candidate matching, it’s important to see if the website has effective filters that allow recruiters to search for the candidates they want according to their needs and overall company culture. Also, some websites provide aptitude tests that can add a more practical look into candidates.

Scheduling and conducting interviews

Recruiters can contact and set up interviews with potential hires through the website’s platform.

With the changes brought on by the pandemic, many job search websites now include a video interview feature.

Mobile app for applicants

Ensuring that job posts are accessible through mobile applications is essential in the recruitment process. According to Appcast, a leader in programmatic recruitment advertising and services, mobile job applications surpassed desktop applications for the first time in 2020.

In its study, 60.7% of job applications were completed on mobile devices compared to just 39.3% on desktop.

Applicant Tracking System (ATS)

An applicant tracking system is software that allows recruiters and HR professionals to scan a large number of applications during the hiring process. Acting as a centralized database, this software supports HR in processing applications, contacting candidates, and saving their information.

ATS software is better suited for large businesses and corporations managing a substantial number of applicants each year. It allows hiring managers and recruiters to post job openings throughout different platforms, contact applicants and conduct interviews, and even manage the onboarding process.

Many job posting websites like Indeed and LinkedIn have incorporated the use of ATS into their platforms. If you’re using a website to manage your hiring process, it’s very likely you’re using an applicant tracking system.

How to use job posting sites for employers

Once you’ve decided which website to use for job recruitment, it’s time to focus on writing the best job post. A successful job post needs to provide clear information in order to attract serious applicants. It should include aspects such as:

  • An overview of the position and its responsibilities
  • Qualifications and requirements
  • The company’s vision and mission
  • Company culture and values
  • Salary information

Well-written job post

Other than the characteristics of the job itself, a well-written job post can make all the difference in the success of the hiring process. It should invite the right readers to apply for the open position. When you’re trying to write the best job posting, think about the candidates you want to attract and:

  • Avoid using jargon, slang and clichés
  • Avoid whimsical titles for open jobs and stick to their traditional names
  • Write in simple language
  • Detail the job’s main duties and responsibilities
  • Proofread for spelling and grammar errors

Job postings need to seem serious and respectable. If a post seems thoughtless and done without care, it can be reflective of your company’s values. Also, grammar and clarity are more important than you might expect, especially to differentiate it from online scams, which are more abundant every day.

Salary information

Although states with pay transparency laws are becoming more and more common, it’s still not uncommon to find job postings without salary information. A good job post should include the exact compensation or at least a salary range. If the employer specifies the appropriate salary range for the position, it will invite the best applicants to apply for the position.

If the salary range for the position is not as high as others in the industry, a way to invite the best applicants to apply for the job is to include all the perks and benefits the company offers.

Bonuses, 401(k) or another type of retirement program, lunches, and mindfulness sessions are examples of some of the perks companies can include in the salary information section of their job posting.

For a more detailed guide on how to write an effective and reliable post, read our article How to Write a Job Posting.

What do you do after you have a pool of promising candidates?

Once you’ve found the perfect job posting site for you, or even have a hefty list of candidates, there are some steps you can take to not only pick the right employees, but ensure they accept the job as well.

  • Filtering candidates through an ATS that uses location, years of experience or any other field you need.
  • Check cover letters for a more in-depth look at each candidate, their experiences and their general personality and traits.
  • Ask coworkers and managers for input when looking through candidates.
  • Set up interviews in convenient ways that also take into account recent workplace trends, such as remote work.
  • Have all the job information at hand and structure the interview with time for any assessments, such as tests, to avoid wasted time. Anything left for another round could mean losing a great candidate.

Read our article on How to Hire Employees for more details on what to do after you’ve received enough applications.

How We Chose the Best Job Posting Sites

To choose the best job posting sites we researched 20 job posting companies and selected the best ones based on:

  • Free job posting, subscriptions or pay-for-post options
  • Recruiting tools such as resume search and candidate matching
  • Website traffic data
  • Mobile-friendly or mobile app available for job seekers

Summary of Money’s Best Job Posting Sites for Employers

  • Zip Recruiter – Best for Large Scale Recruiting
  • Indeed – Best Free Job Posting Site
  • LinkedIn – Best for Executive and Upper Management Positions
  • HandshakeHandshake – Best for College Recruiting
  • Dribbble – Best for Scouting Designers and Creatives
  • Glassdoor – Best for Company Branding

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