The software solutions on our shortlist are all priced on a per user per month basis. Expect to pay anywhere from about $20 per user per month on the low end to $75 per user per month on the high end. Additional features and implementation fees may apply as well.

Assuming you’re looking for the middle-of-the-road solution price wise, here’s a rough estimate of cost broken down by the number of users:

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Recruiting agency software is typically an end-to-end solution. This means it covers everything in the recruiting pipeline; sourcing, applying, screening, interviewing, offering, hiring, and onboarding. 

This means that when you purchase a recruiting software solution, you’re actually getting multiple tools in one. These usually include:

• Sourcing tools: AI-powered sourcing tools scan job boards and social media to deliver qualified candidates right to your system. Some software solutions take this a step further by grabbing that information and immediately creating candidate profiles in your system, ranking them amongst the rest of your talent pool. 
• Applicant Tracking System (ATS): Staffing software’s ATS operates similarly to an HR team’s ATS. However, there are a few reporting tweaks specifically tailored to staffing agencies. There are individual recruiter performance metrics, placement activity trackers, customizable goals,and KPIs reporting.
• Candidate Relationship Management (CRM): Staffing CRMs are comparable to a regular customer relationship management system but with more specific functionality towards recruiting agency use cases. Such specific functions include passive candidate tracking, recruiter workflows, and automated relationship management.
• Candidate assessment: Built-in assessment tools allow you to test job seekers right in your staffing platform. Doing so automatically filters out unworthy candidates, saving you time from numerous phone screens and interviews. Therefore you can focus on the top talent. Having assessments on your recruiting platform also means you trim the fat from your tech stack.
• Interview scheduling: Automatically schedule interviews, cutting down on back-and-forth emails to make job seekers’ and recruiters’ lives easier.
• E-signatures and background checks: Built-in screening tools simplify your tech stack, making collecting the documents you need much easier.
• Detailed reporting and analytics: With the dashboards and data you get from your candidates, you can forecast future hiring trends.
• AI and automation: Automation allows you to consistently engage talent with minimal effort. Little things such as text updates, automated email responses, and chatbots make the candidate feel like they are being constantly guided through the hiring process instead of waiting in limbo. ‍
• Timesheets, commission, and expense tracking: You might not even need another software vendor to track important back office information. Some solutions have it all in-house.

Here are some important questions to ask when demoing staffing software:

• Does your product integrate with my current tech stack?
• Can your product actually streamline my tech stack by having multiple functions under one roof?
• What modules of your ATS and CRM are tailored to the staffing industry specifically? 
• Are there onboarding and implementation fees? 
• What features do your customers get the most value out of? 
• How long does it take before your customers see ROI?
  

These are just some examples. Think about your specific use case, and build out specific questions from there.