A recruiter account costs nothing to post with and nothing to run. Posting is unlimited and unthrottled, sourcing spends credits you can earn rather than buy, and where the marketplace is switched on you are paid when a client shortlists your candidate — not when they hire.
No posting fees, no hidden charges and no visibility restriction on a free post.
Paid to the recruiter when a client confirms a shortlist, in the marketplace where it is enabled.
Earned when a candidate you invited completes their profile; credits spend on unlocks and outreach.
Not the final hire, not the offer, not the joining date, not a retention period.
Onjob.io for recruiters is a free sourcing workspace with an earning model attached. Job posting is unlimited and free, with no visibility restrictions on a free post — the platform does not make you pay to be seen. Applications arrive against the job with an AI match score, and you can message a candidate from inside their application rather than exporting an email address.
The Talent Repository is the sourcing surface: a searchable candidate database with masked profiles, advanced filters, saved searches and AI insights, where a profile is unlocked with credits singly or in bulk. Credits are earned as well as bought — one credit for each candidate you invite who completes a profile — which means a recruiter with a network can source without spending money. Saved candidates go to talent pools, and outreach runs on campaigns, contact lists and email templates with analytics.
Where the vendor marketplace is enabled for your account, live client requirements appear as talent requests, each showing its shortlist fee per candidate before you decide to work it. You submit candidates with their consent, and payment is triggered by the client shortlisting — independent of whether they make an offer, whether the candidate joins, or whether they stay. That flag is off by default in production, so treat it as something to confirm for your account rather than assume.
Eight named tools, and the two that make it different from a job board are the repository and the credit economy.
Unlimited roles at no cost with no visibility restrictions, and a pipeline view where every application carries an AI match score against the job. This is the opposite direction from the candidate's score, which measures a job against them.
Search and filter the candidate base with masked profiles unlocked individually or in bulk, saved filters, an advanced filter dialog, AI insights and a hiring-performance card. Save what you find into talent pools for later.
Unlocks and outreach spend credits, and credits are earned free by inviting candidates who go on to complete a profile — one each. A full ledger records what was bought, what was earned and what each unlock cost.
Campaigns with analytics, audience import, contact lists, and both email and screening templates. It is a sequencing tool inside the hiring workspace rather than a separate subscription to reconcile.
User management with roles and per-permission checkboxes, so an agency can put sourcers, account managers and a principal on one account without everyone seeing everything.
Live client requirements as talent requests, each displaying its shortlist fee per candidate up front, plus a submission pool of your candidates across every requirement, filterable by skills, experience and expected pay.
From an empty account to a paid shortlist.
Free and personal domains are rejected, and email verification completes the signup. A recruiter account is live immediately — the company record is created with it.
A company record with a verified company email and phone number is required before the workspace opens. It is a blocking step, deliberately: the marketplace side depends on knowing who is submitting.
Post roles free, source the repository with credits, invite candidates to earn more credits, run outreach campaigns, or work live client requirements. Most recruiters do several of these at once.
Filter the repository, unlock the profiles worth unlocking, save them to a pool, and contact them by campaign or direct message. Applications to your own posted roles arrive scored in the same workspace.
Where the marketplace is on: create a proposal against a talent request, attach candidates with their consent, submit, and the wallet credits when the client confirms the shortlist. Payouts need PAN and KYC on file.
The eligibility list is explicit, and so are the requirements for being paid.
People with a network and no budget for a sourcing tool. Free posting plus earned credits means the cost of running is genuinely zero, and the shortlist fee is visible before the work.
Teams that need multi-user accounts with roles and permissions, a submission pool across many requirements, and outreach in the same place as the pipeline.
Advisors who place occasionally and want the tooling without a per-seat subscription — and who can see the fee on a requirement before committing sourcing time to it.
Small talent teams using it as free posting and a searchable candidate base rather than as an earning channel.
The rules of the earning model, and one thing to check before you count on a feature.
Between ₹500 and ₹2,000 per candidate is credited to your wallet the moment a client confirms a shortlist, and you can withdraw any time. Payouts require a complete, verified profile with PAN and KYC on file.
Yes. The earning event is the shortlist, and it is explicitly independent of the final hire, the offer being released, the joining date and any retention period.
Yes — each talent request displays its shortlist fee as an amount per candidate, so you can judge whether the sourcing effort is worth it before starting. It is a per-request field the client sets, not a fixed rate card.
Posting is free and unlimited with no visibility throttling. Sourcing spends credits, which you can buy or earn — one credit for each candidate you invite who completes a profile.
Yes. User management supports multiple users with roles and per-permission checkboxes, which is what makes it workable for an agency rather than a single sourcer.
Yes — candidates see recruiter requests in their own inbox and accept or decline them, and that consent is written back to your proposal. It is not a silent submission.
Talk to the group and a senior lead scopes it in writing, or go straight to the product's own site and look at it yourself. Neither route commits you to the other.
Name the number you need to hit. A senior lead replies within one business day and a costed plan follows within three working days.
The recruiter site: the toolkit in full, how credits and the shortlist fee work, and a free account with a work email.
Everything the group sells around Onjob.io for recruiters — the company that delivers it, the nearest siblings, and the full list.