Talk through your hiring needs
Bring your key roles, locations and current spend. We listen and identify where recruiting is falling short.
What to bring
Job titles, locations, current platforms and recruitment spending.
Buy smarter.
Know what’s working.
Bring your Indeed, LinkedIn, Glassdoor and other recruitment spending into one clear plan. Understand labor pressure, reduce waste and invest where the hiring need supports it.
Your platforms should
work as a strategy.
One clear view of your recruitment advertising spend, across every platform.
We review your Indeed, LinkedIn, Glassdoor and other recruitment investments together. We look for overlapping products, weak conversion and gaps in visibility before recommending another purchase.
Then we weigh labor pressure: the competition for the people you need, in the locations you hire. A difficult market may call for more targeted investment. A healthy candidate pipeline may call for less.
- Review total spending and cost per qualified applicant
- Compare candidate quality, reach and application conversion
- Align the platform mix with your roles and hiring market
- Review financial and performance reporting together
Your budget.
More expertise.
You pay the same gross price for participating products. Vendor commissions fund our standard agency services.
$0additional agency fee
for standard services on participating products
for standard services on participating products
Commissions vary by vendor and product. RPO and separately scoped services are priced separately.
The right tools.
One experienced agency.
Agency-level expertise. Established vendor relationships. A platform mix chosen around your hiring needs.
Talent SolutionsSilver Channel PartnerView LinkedIn’s partner directory ↗
A sample of the recruitment technologies we work with.
Our Process
Build a plan around the data
Review the hiring market together. Choose the platforms and budget that fit your goals, including opportunities to reduce waste.
What we review
Your hiring market, compensation context and existing advertising performance.
Review results and improve
See what your investment is doing. We manage campaigns, review performance and adjust the plan with your team.
What you’ll see
Regular campaign reporting and a conversation about what to adjust.
Recruitment advertising questions.
How should we set our recruitment advertising budget?
Set the budget around the roles, locations, number of hires and qualified candidate pipeline you need. Bessire reviews current costs and results across Indeed, LinkedIn, Glassdoor and other tools before recommending an investment. There is no single budget that fits every employer or hiring market.
What is labor pressure, and why does it affect hiring costs?
Labor pressure is competition for the skills you need in a particular hiring market. Candidate availability, competing vacancies, compensation and your hiring timeline can all affect the difficulty and cost of attracting applicants. We review those conditions alongside your results; advertising alone cannot fix an uncompetitive offer or unrealistic role requirements.
Should we spend more on Indeed, LinkedIn or Glassdoor?
Choose the platform mix around your roles, target candidates and existing results. Bessire compares the tools as one recruitment strategy, looking for unnecessary overlap and gaps in reach. Our vendor-neutral role lets us recommend the mix that serves your hiring goals.
Which recruitment advertising metrics should we track?
Track platform spend, application conversion, cost per qualified applicant, interview progression and hiring outcomes where your systems can connect them. Compare similar roles and locations over time. Define what makes an applicant qualified before judging performance; more applications alone do not establish better candidate quality.
What is an Agency of Record, and do we keep control?
An Agency of Record (AOR) authorizes Bessire to represent your interests with participating recruitment advertising vendors. You control the budget. Our relationship is non-exclusive and can be discontinued with 60 days’ notice. We coordinate vendors, review performance and recommend what serves your goals, including reducing unnecessary spending.
Is there an additional agency fee or an ATS replacement requirement?
Standard agency services on participating products carry no added agency fee; vendor commissions compensate Bessire and vary by product and vendor. We review your existing applicant tracking system (ATS) and workflows before recommending changes. RPO and separately scoped services are priced separately.
Let’s find out what your recruitment
investment could do better.
Fifteen minutes. Your hiring challenges, your current approach, and an honest conversation about what could improve.