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Advice for Employers and Recruiters

Pay-Per-Application (PPA) or Cost-Per-Application (CPA) Packages

Anita Jobb AvatarAnita Jobb
November 27, 2023

At College Recruiter, we make it easy and cost-efficient for employers to hire candidates with 0-5 years of experience.

Many candidate sources charge you by job posting volume, the number of clicks to jobs, or a subscription fee for their service – without any expectation of the results you’ll receive.

You only pay for results with College Recruiter. Our revolutionary approach to hiring removes all risk of paying for low-quality candidate traffic and guarantees you only pay for the value you receive – applicants to your jobs. After all, you hire applicants. Why pay for anything else?  

Here’s how it works:

1. Automated Scrape. We’ll scrape all jobs from your career site/ATS or import an XML feed of all the jobs you’d like us to run.

2. Targeted Distribution. We publish your job opportunities on as well as 300+ college career sites, virtual career centers, e-learning platforms, and early-career-focused job sites.

3. Pay for Results.  We charge only for the completed applications we deliver through your ATS up to your budget amount – which removes all risk of paying for poorly-converting candidate traffic and guarantees you only pay for the value you receive.  

What is the cost? 

You set your budget based on the number of hires you need and the estimated number of applications it will take to reach your hiring goal.  We provide a recruitment marketing budget calculator with various hiring inputs to walk you through the budget creation process.

You set your target cost-per-application (CPA). You might already know what your average CPA is now from other vendors if you divide the number of applicants you receive by your costs. We can use that number as your CPA target, or below we’ll walk you through average CPA rates based on market benchmarks by job category. Note: CPAs vary greatly based on job category, location, employer’s application process, and market competition for the same applicants.  

Chat with our wizard to see different packages tailored to your hiring needs

Diversity Outreach.  Our applicants are 15% more racially diverse than the population, but we’ll also help you proactively reach a targeted job seeker pool of your choice through a quarterly email campaign as a bonus for agreeing to work with us for a year. 

We have a 20 million double-opt-in audience of students and recent graduates, including those from HBCUs and Hispanic-Serving institutions.   Our granular filtering capabilities allow you to target by school (1, 2, or 4 year), major, degree (certificate, Associate’s, Bachelor’s, Master’s, or PhD), year of graduation (2019-27), languages, diversity (race, gender, veterans, disabilities), and any combination of these.  We’ll create an email campaign on your behalf and send it to your selected candidates once we have your approval, and then follow up with a full performance report.

If you’d like to learn more, read through our detailed media kit to see the problems we address and how we are helping similar customers.  Or request a demo and our team will be happy to consult with you.

Early career hiring at scale couldn’t be easier.

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