Pay-per-lead for HR and payroll providers in Canada and the US
Pay-per-lead for HR and payroll providers
Reach employers reviewing their HR or payroll support. We qualify company size, current need and buying timeframe before passing the inquiry or scheduling a discovery call.
Pay-per-lead for HR and payroll providers means you pay per accepted lead: an inquiry that passes the qualification and exclusion rules we agree with you in writing before launch. Pricing runs USD $15 to $500 per accepted lead, quoted for your market, with no setup fee. A lead that fails the agreed rules gets a replacement, not a refund.
Eligible issues are replaced under written criteria
Time to first accepted lead
Timing is quoted after the audience, geography, qualification and campaign requirements are approved
No setup fee
Built for
✓ Payroll service businesses, HR technology providers and nonregulated HR operations consultancies selling defined services to employers.
✓ An owner, HR leader or finance decision-maker reviewing payroll or HR operations for an employer. Employee pay queries and job searches need separate routes.
✓ Teams ready to follow up on relevant inquiries and record the next steps.
Not for
× Requests for a service or territory outside the campaign scope.
× Buying contact records without an agreed qualification process.
× Campaigns without a receiving team or defined follow-up process.
Pricing
Pricing and what is included.
Indicative planning range. Your quote reflects the audience, territory, qualification and delivery requirements agreed for your campaign.
Fee
USD $15 to $500 indicative per accepted lead; audience, geography and qualification determine the quote; every fee is listed in your written quote before you sign.
Setup fee
None.
Volume
Sized to your market on the call. You set the monthly cap.
Replacements
A lead that fails the agreed qualification or exclusion rules is replaced. The review window and evidence requirements are set in the campaign agreement.
Term and notice
Defined in the signed agreement.
Delivery
Delivered through the agreed handoff with the source and available qualification evidence attached.
Time to first accepted lead
Timing is quoted after the audience, geography, qualification and campaign requirements are approved.
The employer’s workforce range, locations and service need match your offering.
Gate 2: Purchasing sponsor
The contact sponsors payroll or HR purchasing or can involve the right stakeholder.
Gate 3: Review trigger
The prospect identifies a review trigger, operational issue or upcoming change.
Gate 4: Timing and migration
Timing, migration constraints and decision process are recorded without collecting employee records.
What never counts
Requests outside the agreed service, customer profile or territory.
Invalid contact details and duplicates under the campaign agreement.
Existing clients, active opportunities and suppressed contacts excluded by your campaign rules.
Requests without the required permission for delivery and follow-up.
What you receive
What a delivered accepted lead looks like.
Agree the handoff with your team before launch. These industry-specific details help your team prepare the next conversation.
Industry
HR and payroll providers
Requested conversation
An owner, HR leader or finance decision-maker reviewing payroll or HR operations for an employer. Employee pay queries and job searches need separate routes.
Handoff detail 1
Employer website, contact role and broad workforce profile.
Handoff detail 2
Current process, stated need and review or migration timing.
Handoff detail 3
Source conversation and known stakeholder or procurement requirements.
Handoff detail 4
Sales owner and distinct discovery, demonstration, contracted and implemented stages.
How it works. Timing is quoted after the audience, geography, qualification and campaign requirements are approved.
1
You tell us who you want
Service area, customer type, the work you want and any exclusions. We agree the criteria in writing so every accepted lead can be checked against the same standard.
2
We do the work
Vivin runs the approved campaign and checks each response against the written qualification and exclusion criteria before delivery.
3
You get it with proof
Delivered through the agreed handoff with the source and available qualification evidence attached.
HR and payroll leads with a reason to review their provider.
A company expanding into a new jurisdiction, replacing payroll software and outsourcing HR support has different requirements. Position your service around the change you help manage, and make the buying conversation specific.
Prepare the next conversation.
Bring the person responsible for the process into the first conversation. A payroll demo, an HR service consultation and a migration assessment should have different agendas.
Campaign management and follow-up.
Vivin selects and manages the acquisition channels for your market. We agree the audience, qualification and delivery scope with you, then review the inquiries and conversations your team receives.
Choose your handoff
Pay-per-lead vs pay-per-appointment.
Factor
Vivin pay-per-lead
Pay-per-appointment
Billing unit
accepted lead
attended appointment
Delivery
Delivered through the agreed handoff with the source and available qualification evidence attached.
Booked through the agreed calendar workflow with the source and available qualification evidence attached.
Quality review
A lead that fails the agreed qualification or exclusion rules is replaced. The review window and evidence requirements are set in the campaign agreement.
Wrong fit, invalid details, duplicates and cancellations are replaced under the campaign agreement. No-shows are not billed. Review and rescheduling rules are agreed before launch.
Best fit
You want relevant inquiries for your team to follow up.
You want the initial conversation arranged for your team.
Questions founders and sales leads at PEOs, payroll and HR outsourcing firms ask
Questions we get asked.
Can you focus on employers of a particular size?
Yes. Workforce range, operating locations and service complexity can define the profile more usefully than industry alone.
Can the campaign target provider replacements?
Yes, when the prospect confirms a review or a problem. The existence of a current payroll provider does not itself establish switching intent.
Do leads include employee payroll data?
No. Initial marketing qualification should use business-level context. Employee identities, compensation and account details belong in the provider’s secure process.
What makes a useful appointment?
A relevant process owner, a defined need and an agenda suited to the product or service under discussion.
Could pay-per-close apply to recurring contracts?
Potentially. Define the new-customer event, implementation fees, recurring service value and attribution before agreeing any success-fee arrangement.
Can HR advice and payroll share the same page?
They can sit under one service family, but distinct buyer problems need separate routes. Regulated legal or financial advice requires its own scope review.
