Pay Per Slate is designed for employers who want a faster, more targeted alternative to job-board-only hiring. Receive a pre-defined slate of 3 to 5 candidates matched to your sales role.
Pay Per Slate helps employers move from “too many unqualified applicants” to a smaller, more useful candidate set they can review with confidence.
Focus on a tighter slate of candidates instead of sorting through a large pile of resumes.
Reduce recruiter review time and move more quickly toward interviews.
Choose a flat-fee candidate slate instead of open-ended recruiting costs.
You still own the interview process, selection, and final hiring decision.
Choose the candidate volume and depth of review that fits your role, urgency, and hiring complexity.
3 candidates
4 candidates
5 candidates
5 in-depth vetted candidates
Pay Per Slate gives employers a more structured and curated hiring path than relying on job ads alone.
Share your sales hiring needs, requirements, market, and timeline.
Get a defined package of candidates aligned with your selected slate tier.
Review the slate, move to interviews, and keep full control of the process.
This option is strongest when employers want a curated candidate package rather than a high-volume applicant flow.
| Feature | Traditional Recruiter | Job Board Only | Pay Per Slate |
|---|---|---|---|
| Candidate Curation | Yes | No | Yes |
| Flat Package Pricing | Usually no | Yes | Yes |
| Large Placement Fee | Usually yes | No | No traditional model |
| Best Use Case | Full outsourced search | Self-service hiring | Curated shortlist review |
| Employer Control | Moderate | High | High |
Pay Per Slate is ideal when employers want fewer but stronger candidates, especially for important revenue-driving roles.
A slate includes a defined number of candidates aligned with your selected package. Higher tiers can include more review depth and stronger vetting.
It depends on your need. A job post is a strong starting point, but Pay Per Slate is better when you want a curated shortlist instead of managing broad applicant flow.
Delivery timing depends on the role, market, and tier selected, but the model is designed to reduce review time and accelerate the hiring process.
Yes. Employers keep full control of interviews, evaluation, and final hiring decisions.
Choose the slate size that fits your hiring need and receive a more targeted candidate package without the usual recruiting fee model.