Is LinkedIn Recruiter Good ? LinkedIn raises price of recruiter product Linkedin Recruit Microsoft

Linkedin’s Price Hike

In the ever-evolving landscape of professional networking and talent acquisition, LinkedIn has long stood as a pivotal platform connecting millions of professionals globally.

Now. Linkedin’s Phase 2 Begins

As part of its continuous efforts to innovate and offer enhanced services, LinkedIn recently announced a significant price hike for its flagship recruiter product, LinkedIn Recruiter.

This adjustment is set to take effect in Phase 2 of 2024, impacting organizations and recruitment agencies that rely heavily on LinkedIn’s robust tools for sourcing top-tier talent.

By raising the cost of this premium service, LinkedIn aims to reinvest in these functionalities; or so they say.

But the Market is dictating differently. The market is saying that they don’t need Linkedin.

Our team spoke to a recuiter last week who stated ” we called their bluff “. When Linkedin sent them a email letting them know of the price change, they canceld. And other companies are following suit.

Linkedin Recuiter wants you to think it is a Vital part of your Tech Stack,

Its not.

As Phase 2 of 2024 approaches and this new pricing structure comes into play, stakeholders must weigh their options carefully—balancing budget constraints against the undeniable value that an enhanced LinkedIn Recruiter can deliver in today’s fast-paced job market.

For businesses that depend on efficient recruitment solutions, understanding the rationale behind this price increase is crucial.

It reflects not just an inflationary adjustment but a strategic move to fund continued innovation and maintain a competitive edge. While some organizations may feel the immediate financial pinch, many will recognize it as an investment toward accessing superior tools that can ultimately yield better hiring outcomes.

What is LinkedIn Recruiter Good for ? Is LinkedIn Recruiter worth it?

The competition for top-tier candidates is intense, prompting organizations to seek more efficient ways of identifying and engaging potential hires.

With these comprehensive features designed to simplify and optimize the recruiting process, it’s clear why LinkedIn’s decision to raise prices reflects an enhanced value proposition for users looking toward 2024.

Why is Linkedin raising their price? And is Linkedin Recruiter Really that valuable?

The decision by LinkedIn to raise the price of its Recruiter product, effective in Phase 2 of 2024, is driven by several strategic and market-driven factors. One primary reason is the significant enhancements and new features that have been integrated into the platform.

Like many other companies, LinkedIn faces increased operational costs, including higher expenditures for research and development, data storage, and cybersecurity measures. Passing some of these costs onto users helps ensure that LinkedIn can continue to invest in maintaining and improving its infrastructure.

These improvements justify a higher price point as they significantly enhance recruiters’ ability to find suitable candidates swiftly.

Which LinkedIn Recruiter plan is best ?

Additionally, Microsoft’s broader strategic goals influence this pricing adjustment. As LinkedIn’s parent company since 2016, Microsoft aims to integrate its suite of products more closely with LinkedIn services.


This synergy creates added value for enterprises using both platforms but also necessitates further investment into development efforts.

Overall, while the price increase may initially seem burdensome for some users, it reflects an enhanced service offering designed to meet evolving market demands while ensuring sustainable growth for both LinkedIn and Microsoft.

LinkedIn Recruiter and LinkedIn Recruiter Lite

The recent announcement of a price increase for LinkedIn’s Recruiter product, set to take effect in Phase 2 of 2024, is poised to significantly impact current users.

Firstly, the immediate concern for existing users will be budgetary constraints. Companies, particularly small to mid-sized enterprises with limited recruiting budgets, may find it difficult to absorb the higher costs. This could lead to tough decisions about whether to continue using the service or seek alternative solutions. Some organizations might reallocate funds from other areas or negotiate bulk licensing deals in an attempt to mitigate the financial impact.
However, smaller firms without such flexibility may have no choice but to downgrade their subscription levels or discontinue use altogether.


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