Features
How to Post a Job to Multiple Job Boards at Once
Quick answer: An applicant tracking system is the practical way to post one job to many boards at once — AvaHR reaches 100+ boards from $99/mo, Breezy HR reaches 50+ and has a free tier covering one active position, and Workable reaches 200+ from $299/mo. All of them also collect the replies in one pipeline, which is the bigger win.
Posting a job manually to Indeed, then ZipRecruiter, then a trade board, then your own website takes about forty minutes and produces four separate inboxes of applicants. Doing it once and getting one pipeline takes about five.
The tool category that does this is an applicant tracking system. There is no meaningful standalone "multiposting" product worth buying separately any more — distribution comes bundled.
What it costs, side by side
| Platform | Typical monthly cost | Billed as |
|---|---|---|
| AvaHR | $99–$457/mo | Flat per plan |
| Breezy HR | $0–$439/mo | Flat per plan |
| JuggleHire | $79–$149/mo | Flat per team |
| Zoho Recruit | €0–€50/recruiter/mo | Per recruiter seat |
| Workable | $299–$719/mo | Flat per plan, banded by headcount |
Pricing above was taken from each provider's own pricing page in August 2026. Always confirm the current numbers before buying — hiring software pricing changes often, and the three billing models in this category (flat per plan, per recruiter seat, and per employee on your payroll) make headline prices hard to compare without doing the arithmetic for your own headcount and number of open roles.
What reaches how far
- Workable — 200+ boards, from $299/mo. The widest reach here.
- AvaHR — 100+ boards, from $99/mo, included on every plan. Best reach per dollar.
- Breezy HR — 50+ boards, including on the free Bootstrap plan. The only way to do this at zero cost.
- Zoho Recruit — premium boards from Standard at €25/recruiter/mo.
- JuggleHire — Indeed XML feed and Google for Jobs sitemap, from $79/mo.
Raw board count is a weak metric — most of the value sits in the same handful of destinations. What matters is whether Indeed, ZipRecruiter and the boards specific to your trade are covered.
The part people miss
Distribution is the smaller half of the benefit. The larger half is that every applicant from every board lands in one pipeline. Without that you are reconciling four inboxes by hand, replying to the same person twice, and losing candidates in the gaps.
If your actual complaint is "I keep losing applicants", distribution was never your problem — consolidation is, and it comes in the same box.
Free and paid boards
Most boards accept free organic postings; visibility is the variable. Sponsored posts on Indeed and paid slots on ZipRecruiter buy placement, and an ATS does not make those free — it just means you write the posting once and choose where to pay.
Google for Jobs is worth understanding separately: it is not a board you post to. It indexes structured job data from your careers page. Every tool above generates a compliant careers page, so you get into Google for Jobs simply by having one.
Doing it well
- Write for the board, not your org chart. "HVAC Service Technician" gets found; "Field Operations Specialist II" does not.
- State pay. Postings with a salary range get materially more applications, and several jurisdictions now require it.
- Use knockout questions. Wider distribution means more volume; filtering is what keeps that useful.
- Check the mobile application takes under two minutes. Distribution is wasted if the form loses people.
- Keep your careers page live even between roles — it feeds Google for Jobs and collects speculative applicants.
Pricing
| Platform | Plans | What that actually gets you |
|---|---|---|
| AvaHR | Lite $99 · Plus $165 · Premium $332 · Max $457+ | Per month, billed monthly; annual billing saves up to 17%. Unlimited candidates on every plan. Lite covers 3 live jobs and 1 user; Plus 50 jobs and 5 users; Premium unlimited jobs and 25 users. 7-day free trial. |
| Breezy HR | Bootstrap $0 · Startup $157 · Growth $273 · Business $439 | Per month; annual billing includes 2 months free. Unlimited users on every plan, including the free Bootstrap tier — but Bootstrap allows only 1 active position at a time. SMS and Breezy Intelligence are paid add-ons on all tiers. 14-day trial. |
| JuggleHire | Light $79 · Pro $149 | Per month, flat for the whole team rather than per recruiter — Light includes 5 team members and Pro is unlimited. Light caps the database at 5,000 candidates; Pro is unlimited. Aimed at placement agencies more than direct employers. 14-day trial, card required. |
| Zoho Recruit | Free €0 · Standard €25 · Enterprise €50 | Per recruiter per month, billed annually (EUR pricing shown; check your region). Active jobs are capped per licence: 1 on Free, 10 on Standard, 20 on Enterprise. 15-day trial and a 45-day money-back guarantee. |
| Workable | Standard $299 · Premier $599 · Enterprise $719 | Per month at the 1–20 employee band, billed annually ($3,588/$7,188/$8,628 per year); the price rises with company headcount. Texting (+$89/mo), video interviews (+$109/mo) and assessments (+$59/mo) are add-ons on Standard. The AI agent runs on credits sold separately from $0.095–$0.12 each. 15-day trial. |
Pricing above was taken from each provider's own pricing page in August 2026. Always confirm the current numbers before buying — hiring software pricing changes often, and the three billing models in this category (flat per plan, per recruiter seat, and per employee on your payroll) make headline prices hard to compare without doing the arithmetic for your own headcount and number of open roles.
Frequently asked questions
What is an applicant tracking system?
An applicant tracking system (ATS) is software that collects job applications in one place, moves candidates through hiring stages, and handles the job postings, screening, and communication around that — instead of tracking applicants in an email inbox or a spreadsheet.
What is the best option for this use case?
AvaHR is our top pick for this use case, based on setup time, pricing, and how well it fits the way these teams actually hire — though the right choice depends on headcount and budget, which the sections above cover.
Do I need a paid ATS, or is a free plan enough?
A free plan or a job board alone is usually enough if you hire once or twice a year. Once you're running multiple open roles at a time, or more than one person is reviewing applicants, a paid ATS starts paying for itself in time saved.