Pay-per-lead for Staffing and recruiting agencies in Canada and the US
Pay-per-lead for Staffing and recruiting agencies
Reach employers with hiring needs that match your recruiting focus. We qualify the role, hiring volume and timeframe before your team discusses the search.
Pay-per-lead for staffing and recruiting agencies 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
✓ Staffing and recruitment agencies selling permanent, contract or temporary hiring services to employers in defined markets.
✓ An employer evaluating recruiting support for a vacancy, hiring program or workforce requirement. A job seeker asking for work is not an employer lead.
✓ 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 industry, role family and hiring location fit your recruiting capability.
Gate 2: Hiring influence
The contact influences hiring or staffing-vendor decisions.
Gate 3: Open role or need
The business describes an open role, expected hiring need or supplier-review opportunity.
Gate 4: Employment type and timing
Employment type, timing and any vendor-onboarding requirements are identified.
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
Staffing agencies
Requested conversation
An employer evaluating recruiting support for a vacancy, hiring program or workforce requirement. A job seeker asking for work is not an employer lead.
Handoff detail 1
Employer details, contact role and hiring locations.
Handoff detail 2
Role families, employment type and stated hiring timetable.
Handoff detail 3
The source conversation and known internal recruitment or supplier arrangements.
Handoff detail 4
Business-development owner and separate meeting, signed terms, job order and placement 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.
Employer leads with a hiring requirement your recruiters can fill.
Bring your business-development team conversations about roles, hiring plans and supplier needs. Keep employer demand separate from candidate interest so your recruiters spend time on the work your agency wants.
Prepare the next conversation.
A discovery meeting should clarify hiring demand and who can approve agency support. Signed supplier terms, an active job order and a successful placement are different events.
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 owners and business-development leads at staffing and recruiting agencies ask
Questions we get asked.
Are these employer leads or candidates?
Employer inquiries. Candidate acquisition is a separate service and should not enter the same qualification or performance reporting.
Can we target contract staffing only?
Yes. Define employment type, role family, employer size and geographic coverage so permanent and temporary requirements are not mixed.
Does a job posting mean the company is qualified?
No. Confirm agency interest, vendor access and the actual decision-maker before treating the company as a buying opportunity.
What does a qualified appointment cover?
The hiring requirement, timing, current recruiting approach and the process for engaging a supplier.
How could pay-per-close be defined?
The parties must distinguish signed terms, job orders, placements and collected fees. A generic closed-won label is not enough to set the commercial event.
Can we exclude current clients and open searches?
Yes. Agree account exclusions and ownership before campaign activity so existing business is not claimed as newly sourced.
