What Is the Best Job Site to Find Candidates? Use Multi-Posting + Fixed-Fee Recruitment (UK, 2025)

Updated in October 2025

What is the best place to find candidates in the UK? A practical employer’s guide — with costs, steps, and a real example

In short: The best way to find candidates fast in the UK is to multi-post your job across major boards (Indeed, Totaljobs, Reed, CV-Library) plus LinkedIn, funnel applications into one shortlist, and optionally use a fixed-fee recruitment partner like Kamro to manage screening. Expect standard board fees of £89–£250 + VAT for premium placements.

Below we will walk you through the “why,” the “how,” and what works in 2025 — including a worked example and a mini case study.

What does “best place to find candidates” mean (in 2025 UK)?

Before we jump into which boards or tools, it helps to define what “best” actually means for you:

• Speed: How quickly you start getting quality applications (ideally within 24–72 hours)

• Cost efficiency: Cost per viable application or hire

• Reach & diversity: Access to multiple talent pools, not just one niche

• Ease / admin load: Minimising duplicate effort and inbox chaos

• Control and ownership: You own all the applicant data

• Risk mitigation: Avoid overpaying or relying on one source

Your priorities may differ if you're hiring for volume roles vs specialist/exec roles. The strategies below assume you want a solid mix: speed + control + efficiency.

Which UK job boards reach candidates best right now?

Here’s a comparison of major UK boards (generalist and niche) and their strengths/weaknesses in 2025:

Job Board / Tool	Strengths for Employers	Weaknesses / cautions
Indeed	Massive volume, free posting option, sponsored boosts	High noise, many low-quality apps, cost control needed
LinkedIn Jobs	Excellent for senior, specialist roles, proactive outreach	Expensive per click, lower volume for non-professional roles
Reed.co.uk	Strong UK presence; subscription model; reliable traffic	Premium fees for featured adverts; often needs screening
Totaljobs	Large database; good reach for technical / blue-collar roles	High cost for full visibility; first-time deals are reduced
CV-Library	Good breadth of CV database access	Lower brand visibility than Reed/Totaljobs
Niche boards (e.g. tech, healthcare)	Better match for specialised skills	Lower volume; may require layering with general boards

Example citations / pricing:

• Reed listings run between £89 and £250 + VAT for premium or featured adverts. Betterteam+1

• Totaljobs charges ~£219 + VAT for standard posts; new customers may get first post at ~£89. Recooty+2Betterteam+2

• Reed also offers monthly subscriptions starting ~£100/month allowing unlimited adverts and CV search. Reed

In 2025, many employers combine a few of these boards for coverage rather than betting on one.

How much does it cost to post a job in the UK (2025 realistic ranges)?

Board / Option	Typical Cost Range*	Notes / promo conditions
Reed (premium / featured)	£89 – £250 + VAT	First-time adverts often discounted at £89. Betterteam+2Reed+2
Totaljobs	£89 (promo) to £219+VAT	Standard full visibility is ~£219. Totaljobs+3Recooty+3Betterteam+3
CV-Library	~£75 + VAT (single listing)	Often used for CV access rather than solely job ads. Betterteam+2Recooty+2
Free / low cost	£0	GOV.UK Find a Job is free. Indeed offers free “basic” listings + paid boosting. Betterteam+2iSmartRecruit+2

*Prices exclude VAT. Always verify live rates on board sites.

Tip: If you are hiring regularly, a subscription model like Kamro's subscription recruitment model will help reduce cost and boost hiring quality.

How to get a shortlist fast — a 24-hour playbook

Here’s a step-by-step guide to accelerate response:

1. Prepare your advert smartly

   • Use a clear, targeted job title

   • State salary or salary band

   • Use 3–5 “must-have” requirements + 1–2 desirable

   • Add 2–3 screening / knock-out questions

2. Multi-post simultaneously

   • Use an ATS or multi-posting tool (or fixed fee recruiter) to send to ≥5 boards at once

   • Include Indeed, Reed, Totaljobs, CV-Library, plus LinkedIn

3. Promote early (boost / feature) if budget allows

   • On boards that allow promotion (Reed featured, LinkedIn boost etc.)

4. Monitor applications first 4–6 hours

   • Look for signal of quality

   • Discard totally irrelevant CVs quickly

5. Shortlist within 24 hours

   • Set a time block, have standard rubric

   • Identify top 5–10 and message them directly

6. Parallel outreach (optional)

   • On LinkedIn, message top matches

   • Ask internal referrals

7. Interview scheduling & followup

   • Schedule first interviews by day 3–4

   • Keep candidate experience fast to avoid drop-offs

Using this method, many roles see viable shortlists within 48 hours.

Is LinkedIn better than job boards?

LinkedIn excels for:

• Senior, leadership, niche technical roles

• Passive candidate outreach

• Precise targeting (skills, experience, location)

But job boards often beat LinkedIn for:

• Volume roles

• Broad reach, organic applications

• Lower per-applicant cost

Best approach: combine both. Use boards for batch incoming applications, LinkedIn for proactive outreach, especially for candidates who won’t see your ad.

Is a fixed-fee recruitment partner worth it? (Kamro’s angle)

A fixed-fee recruitment provider like Kamro offers a hybrid between DIY and full agency:

What Kamro typically includes:

• Simultaneous posting to multiple job boards

• Screening of all applicants

• Shortlisting of the top candidates

• Delivery of shortlist at a fixed price

Advantages:

• You offload admin / screening burden

• Predictable cost (no surprise markups)

• You keep all applicant data

• Faster turnaround (they’ve optimised workflow)

Trade-offs:

• You pay that fixed fee even if only a few candidates apply

• For very high senior roles, headhunting may still be needed

Worked example:

Suppose you need to fill two roles.

• If you posted both on Reed at mid-tier cost ~£150 each + Totaljobs ~£219 each = £738 + VAT total

• If Kamro’s fixed-fee is say £600 + VAT (illustrative) to multi-post, screen, and deliver two shortlists, you may save time and get more consistent quality.

(You should confirm Kamro’s specific rates — ideally show real examples of cost and time saved.)

Top 10 benefits of multi-posting + controlled shortlist

1. Faster time to shortlist

2. Lower cost-per-applicant

3. More candidate diversity

4. One central inbox / dashboard

5. Data on which channels yield best results

6. Less admin overhead

7. Reduced risk of missing good candidates

8. Better employer branding across multiple boards

9. Scalability for multiple roles

10. Predictable process for repeat hiring

    
    

Common mistakes and how to avoid them

Mistake	Consequence	Fix / Prevention
Posting only on one board	You limit reach and slow down hires	Always combine ≥ 3 sources
Vague job title / no salary	Lower click-through, irrelevant applications	Be clear, use band, include role level
No screening questions	You’ll waste time on poor fits	Use knock-outs (e.g. “must have X licence”)
Ignoring early signals	You miss the window to pivot	Monitor within first few hours
No follow-up / slow response	Drop-off in candidates	Respond within 24h, even “thanks, no fit”
Over-relying on a single channel	Risk if that channel underperforms	Spread your adverts; track data

Alternatives and comparisons

• GOV.UK Find a Job (free for employers) — good baseline exposure

• Referral / internal networks — often yield strong fits

• Campus / graduate fairs for entry-level roles

• Sector communities / Facebook/Slack groups for niche talent

• Executive search / headhunters for very senior roles

These can complement rather than replace job boards.

How long does each channel take to get a shortlist?

• Job boards — first viable applicants often arrive within 4–12 hours; shortlistable pool by 24–48 hours

• LinkedIn outreach — response windows can stretch 24–72 hours

• Fixed-fee providers — often commit to delivering shortlist within 3–5 working days

• Referrals / internal networks — can be immediate if network is active

Your monitoring window should focus on first 48 hours: check volume and quality trends, then decide whether to boost / pivot.

Mini case study: UK SME hires two marketing assistants

Background:A mid-sized UK marketing agency needed two assistants. The internal team had no recruiter. Budget was limited to £800 + VAT. Time was essential—they wanted candidates within 5 days.

What they did:

• Created a tight spec (title, salary band, 3 must-haves)

• Used Kamro’s fixed fee multi-post service (posting to Reed, Totaljobs, Indeed, LinkedIn)

• Received 65 applications in 48 hours

• Kamro filtered and delivered shortlist of 6 for each role by day 3

• Interviews scheduled on days 4 and 5

• Hires made within 7 days

Result:The agency saved ~50% in time compared to doing it themselves, avoided mis-posting or duplication, and had control of all candidate data.

You can adapt this structure in your own hiring process.

What recruitment trends matter in 2025?

• Salary transparency mandates — adverts increasingly require salary bands

• Advert inflation — board fees are rising as competition increases

• AI / automation — screening tools and match engines are more common

• Fixed-fee recruitment growth — more employers preferring predictable cost models

• Data-driven hiring — analysing channel performance for optimisation

Fixed-fee models like Kamro that multi-post and streamline screening are well positioned in this evolving landscape.

Pre-Post Checklist (printable)

•  Job title is clear and specific

•  Salary / band included

•  3–5 must-have requirements + 1–2 nice-to-have

•  Screening / knock-out questions set

•  Multi-post plan configured (boards + LinkedIn)

•  Budget allocated for boosts / promotions

•  First 4–6h monitoring schedule set

•  Candidate follow-up template ready

  
  

FAQs (short Q&A)

What is the best job site to find candidates in the UK?

Use a combination: Indeed + Totaljobs + Reed + CV-Library, plus LinkedIn. Multi-post to get maximum reach in the shortest time.

How much does it cost to post a job on Reed or Totaljobs?

Reed listings cost between £89 and £250 + VAT for premium/featured adverts. Betterteam+1 Totaljobs charges ~£219 + VAT for standard posts, with promotions for first-time users.

Are there free UK job boards?

Yes — GOV.UK Find a Job is free for employers, and Indeed offers free basic listings (with paid boosts).

Is LinkedIn better than job boards?

For senior or niche roles, LinkedIn is powerful. For volume hiring and broader reach, job boards tend to deliver more inbound applications.

Can I post to multiple boards at once?

Yes — many ATS or recruitment services (including fixed-fee ones) let you send one job ad simultaneously to many platforms.

Is fixed-fee recruitment worth it for SMEs?

Yes, if you want to reduce admin and unpredictability. A fixed-fee partner (like Kamro) can multi-post, screen, shortlist, and deliver for one package price.

What’s the biggest mistake employers make?

Using vague titles, posting on one board only, not including salary, and failing to screen/shortlist early.

What’s the fastest way to get a shortlist?

Multi-post early (9-10am), monitor within first few hours, filter with screening questions, message top candidates immediately.

Next Steps & CTA

If you’re ready to get a reliable shortlist quickly — without handling all the posting, screening, and admin — let Kamro run your hiring sprint. We post your role across multiple top job boards at once, screen applicants, and deliver a shortlist within days.

👉 Get a fixed-fee shortlisting sprint with Kamro👉 Download our UK Job Ad Checklist 2025 or Multi-Posting Launch Plan (24h) to guide your next hire.