Joyful Jobs

Entry- to Mid-Level Direct Hires

Nonprofit pricing: $2500 per hire

For-profit pricing: $3000 per hire

Pricing for this category includes entry-level, professional, associate, and manager positions.

All pricing is for a retained search, meaning that we will screen any candidates sourced by your company’s efforts as well as our own. Joyful Jobs employs various methods of locating candidates plus we conduct first-round phone interviews, so the fee is due regardless of where the selected candidate was sourced from. Joyful Jobs is truly your “outsourced recruiter” handling all administrative tasks related to hiring.

Director-Level Search

$8000 per hire

All pricing is for a retained search, meaning that we will screen any candidates sourced by your company’s efforts as well as our own. Joyful Jobs employs various methods of locating candidates plus we conduct first-round phone interviews, so the fee is due regardless of where the selected candidate was sourced from. Joyful Jobs is truly your “outsourced recruiter” handling all administrative tasks related to hiring.

Executive-Level Search

$12,000 per hire – in addition to normal services, pricing also includes any required planning and coordination with hiring team and board members.

Includes C-suite or VP-level positions.

All pricing is for a retained search, meaning that we will screen any candidates sourced by your company’s efforts as well as our own. Joyful Jobs employs various methods of locating candidates plus we conduct first-round phone interviews, so the fee is due regardless of where the selected candidate was sourced from. Joyful Jobs is truly your “outsourced recruiter” handling all administrative tasks related to hiring.

Add-Ons and Other Services Available

• Creation of job description: $200
• Compensation analysis and recommendation: $200
• Reference checks: $50 per candidate for completing 3 references
• Recruitment Process Outsourcing (RPO): discounts available for bulk hiring of 3+ jobs
• Consulting on specific talent acquisition/management topics or issues (hiring processes, employee engagement and development, culture, employer branding, onboarding/offboarding, annual reviews, etc)
• Selecting and implementing an applicant tracking system (ATS)
• Fractional Chief Talent Officer services
• Building an in-house recruitment team (consulting with your leadership team to create the recruiting team’s goals, structure, and long-term plan; hiring and training a team of recruiters; equipping your new team with SOPs for your hiring process)