5 Indeed Alternatives

Who should use it:

Budget-constrained small businesses can take advantage of MightyRecruiter’s free-to-use tools to hire employees. You can post as many open jobs as you need, receive resumes from unlimited candidates, and manage applicants as they go through the recruiting pipeline.

Why we like it:

Unlike Indeed and the others on our list that primarily offer free job postings, many of MightyRecruiter’s features are free to use. With one click, it posts your open roles on social media sites and popular job boards. It has many of the same tools as Indeed, including a resume bank of over 21 million candidates. Plus, it sends out email drip campaigns to coax certain talent to apply, manages in-house referrals, and lets you save candidates for other jobs.

The above functionalities are just some of the reasons why MightyRecruiter is one of our recommended job posting sites for employers. It even earned a spot on our list of best free ATS.

• MightyRecruiter services are free. It offers full access to its job posting and applicant tracking tools and includes unlimited resume searches, users, and open jobs.
• Note that job postings to premium sites, such as Monster and CareerBuilder, costs extra (call for a quote).

Where MightyRecruiter beats Indeed:

• It allows postings to external job boards and social media networks like Facebook and LinkedIn.
• It has robust analytics and reporting tools; it even captures candidate data for Equal Employment Opportunity (EEO) and Office of Federal Contract Compliance Programs (OFCCP) reports.
• Referral tools allow you to create and send email referral requests to designated employees to help boost hiring activities. MightyRecruiter also tracks which candidates were referred by employees, the application method, and the referral date.
• It has a MightySourcer extension you can add to Google Chrome to help you find candidates on social media sites, collect their social media profile information, and send an “invitation to apply” email directly from the extension.

Who should use it:

LinkedIn has a network of over 850 million professionals, industry experts, and leaders across different fields. Businesses looking to recruit qualified professionals can search through LinkedIn’s member profiles and reach out to potential applicants, including passive candidates or those not actively looking for a job.

Why we like it:

LinkedIn’s social media-style platform makes it a great tool for promoting your employer brand and showcasing your company culture to a large pool of professionals. It also offers job ads in a PPC pricing plan (Indeed offers similar plans), has more than 130 prepopulated job templates, and filters applicants that don’t match your requirements. With its promoted ads, emails, and text alerts, you can entice job hunters to apply to your postings. Unlike Indeed, LinkedIn does background checks, although these are through LinkedIn’s paid packages.

You can post to your connections, one job post at a time, for free. If you want to promote posts outside your connections, then LinkedIn offers a PPC model, which allows you to set a daily or total budget. LinkedIn determines prices based on location and competing jobs.

For additional hiring tools, LinkedIn offers the following candidate sourcing plans:

• Recruiter Lite: Call for a quote
• • This includes 30 InMail messages per month, over 20 search filters, standard InMail and job performance reports, recommended matches based on sourcing activity, and search access up to the third degree of your network.
• Recruiter: Call for a quote
• • This includes 150 InMail messages per month, over 40 search filters, custom reporting and pipeline analytics, candidate insights, recommended matches based on sourcing activity, search access to LinkedIn’s full network, ATS integrations, and multi-user collaboration tools.

Where LinkedIn beats Indeed:

• AI tools help create high-quality job descriptions you can add to job postings (LinkedIn also has a library of job description templates you can use).
• Reach out to potential candidates directly on LinkedIn by sending custom or auto-filled messages.
• Candidate insights offer visibility into the top skills of your most qualified applicants and help you find untapped or new talent pools.
• “OpenToWork” spotlight feature lets you know if a LinkedIn member is actively looking for a job, while its “More Likely to Respond” spotlight identifies candidates who are more likely to reply to your messages.

Who should use it:

Breezy HR ranked No. 1 in our best recruiting apps for small businesses guide and also nabbed a spot on our list of leading ATS. Like Indeed, it has job posting and resume search features, although you need to pay extra for the search option. It does, however, provide limited text messaging in each plan, plus the capability to buy more texting credits. This makes it a great alternative to Indeed if you are especially interested in mobile recruiting.

Why we like it:

As an alternative to Indeed, Breezy HR is also a good option for candidate sourcing and tracking applicants through the hiring process. With its multilingual platform, you can create a custom careers page, parse candidate resumes, and manage an employee referral program. And like MightyRecruiter, it can track EEOC and OFCCP data for compliant reporting.

However, unlike Indeed and MightyRecruiter, which offer free job postings, its free plan only allows you to post one active job at a time. Plus, Breezy HR can get pricey depending on the plan and add-on tools selected.

Plans

• Bootstrap: $0
• • This includes one active job post, unlimited users, resume parsing, job postings to over 50 job boards, a branded career site, and unlimited access to candidates added within the last 30 days.
• Startup: $189 monthly ($157 monthly if billed annually)
• • Bootstrap + unlimited positions and candidates, candidate questionnaires, customizable hiring pipeline stages, task management, mobile apps, reporting and analytics, live video meetings, and integrations with Slack, email accounts, online calendars, and background screening tools
• Growth: $329 monthly ($273 monthly if billed annually)
• • Startup + employee referrals, customizable scorecards and interview guides, multiple hiring pipelines, and a messenger tool you can add to the career site
• Business: $529 monthly ($439 monthly if billed annually)
• • Growth + candidate comparisons, email campaigns, custom roles and permissions, offer management, and integrations with HR information systems and assessment tools
• Pro: Call for a quote
• • Business + advanced reporting, data import/export options, and access to a dedicated account manager

Add ons

• SMS/Text Messaging: Starts at $41 monthly
• Candidate Match Score: Starts at $137 monthly ($35 monthly for single positions)
• Incognito Apply: Starts at $137 monthly
• • This removes all identifiable details (such as names and photos) from candidate resumes at the first stage of the hiring process.

Where Breezy HR beats Indeed:

• End-to-end recruiting tools cover all hiring tasks, from posting jobs to assessing candidates and preparing offer letters for new hires.
• Drag-and-drop hiring pipelines with customizable stages allow you to easily move and track candidates as they go through the recruiting process.
• Incognito Apply feature helps create a blind recruiting process designed to eliminate hiring bias.
• Extensive hiring resources include interview question guides, recruiting email templates, onboarding checklists, and 400 job description templates.
• Online platform create an employee referral program that helps you bring in more talents and reward team members with successful referrals.

Who should use it:

Startups looking to hire their first team can sign up for Zoho Recruit’s free plan, which comes with the basic tools you need to find employees. While the free plan is limited to one active job post at a time, Zoho Recruit is still better than Indeed because it distributes your open position to free job boards (including premium ones if you pay for it). With Indeed, job postings are limited to its website.

Why we like it:

Zoho Recruit ranked No. 1 on our list of best recruiting software (Indeed ranked No. 5, as of this writing) because of its customizable hiring platform and wide job posting reach. It posts to more than 300 job boards—free and paid—as well as to social media. Like Breezy HR, it lets you create drip campaigns to reach out to past candidates or other talent to encourage them to apply. It also has unique features for handling the hiring and tracking of temp workers.

However, Zoho Recruit’s free plan only comes with one active position, unlike that of MightyRecruiter (and Indeed), which offers free job postings. You also have to pay extra if you want an online portal where employees can send their referrals and track candidate status (this is included in Breezy HR’s paid plans).

Plans for Corporate HR

• Free: $0
• • This includes one active position, candidate management, interview scheduling, and email management.
• Standard: $30 per recruiter monthly ($25 per recruiter monthly if billed annually)
• • Free + 10 active positions, postings to premium job boards, candidate sourcing, social recruiting, resume management, employee referrals, hiring pipelines, standard reports, and over 50 integration options
• Enterprise: $60 per recruiter monthly ($50 per recruiter monthly if billed annually)
• • Standard + 20 active positions, AI candidate matching, candidate and staffing portals, recruitment automation, advanced customization and analytics, custom dashboards and reports, and integrations with Google Meet and Microsoft Teams

Plans for Staffing Agencies

• Forever Free: $0
• • This includes one active position, candidate management, interview scheduling, and email management.
• Standard: $30 per user monthly ($25 per user monthly if billed annually)
• • Forever Free + 100 active positions, postings to premium job boards, candidate sourcing, social recruiting, resume management, applicant tracking, talent pipelines, standard reports, and over 50 integration options
• Professional: $60 per user monthly ($50 per user monthly if billed annually)
• • Standard + 250 active positions, AI candidate matching, advanced reporting and analytics, screening tools, and candidate portals
• Enterprise: $90 per user monthly ($50 per user monthly if billed annually)
• • Professional + 250 active positions, client and staffing portals, custom roles and profiles, and integrations with Google Meet and Microsoft Teams

Add ons

• Video Interviews: $12 per job opening
• Vendor Portal: $6 monthly; requires an annual subscription
• • This includes an online portal where you can send open jobs to external recruiters and manage hiring leads.
• Employee License: $10 monthly for a pack of 10 licenses; requires an annual subscription
• • This license can be used by employees and hiring managers; it includes a referral portal where employees can refer candidates and track hiring status.

Where Zoho Recruit beats Indeed:

• Post jobs to over 300 job boards.
• One-click postings to social media sites (such as Facebook, WhatsApp, LinkedIn, and Telegram) and its “Apply with LinkedIn” tool make social recruiting easy for HR teams and recruiters.
• It offers separate portals for employee referrals, third-party recruiters, and clients to track candidates.
• AI tools help you parse resumes, screen applicant profiles, generate job descriptions for job postings, and find candidates that match your hiring requirements.
• Add selected candidate resumes or profiles from partner job sites (including Indeed) directly into Zoho Recruit with a click of a button.

Who should use it:

If you are targeting executive-level positions exclusively, Ladders may be a better option than Indeed and LinkedIn (or can also be used alongside the two sites). Ladders touts that its candidate pool consists of professionals with an average of 15 years of work experience, of which 89% have a bachelor’s degree and 36% have a master’s degree. The website also only accepts open jobs with a total compensation of $100,000 and more.

Why we like it:

Similar to Indeed, you can post job ads or search its database of resumes. Ladders ensures resumes are limited to two pages and contain the information you need. You can even call candidates directly from its software.

However, it doesn’t accept commission-only, financial advisory-related, part-time, and contractual positions (less than 12 months with total compensation under $80,000). Ladders also rejects jobs that are not US- or Canada-based. If your open roles fall under these categories, consider any of the Indeed alternatives on our list (including Indeed).

• Promoted Jobs Plan: $599 for a single post; $569 per post (three-pack); $539 per post (10-pack)

Sourcing Plans

• Lite Access: $299 monthly ($2,870 per year if billed annually)
• • This includes 50 resume views, 50 saved searches, candidate emails, search and filter tools, calls directly from the software, and access to a dedicated customer success manager.
• Full Access: $599 monthly ($5,988 per year if billed annually)
• • Lite Access + 500 resume views, 100 saved searches, and ATS integration
• Enterprise: Call for a quote
• • Full Access + dedicated job feeds, branded company pages, promoted job posts, and candidate sourcing tools

Where Ladders beats Indeed:

• Ladders helps classify candidates with its member evaluations that identify active and passive candidates. It even periodically requests members with older resumes to update their profiles.
• It has basic to advanced search tools that allow you to filter by role, level of experience, education, states or zip codes, one or more cities, asking compensation range, specialty positions, and work options (remote, on-site, or hybrid).
• CityHire email feature lets you target candidates in specific cities via customizable emails where you can showcase your company brand and promote job openings.
• Third Page tool comes with 27 million pre-answered interview questions from Ladders members, providing you with insight into candidates you found on its platform. You can also choose the questions or order new ones to help determine whether the applicants are a good fit for your open role and can proceed to the next hiring stage.