NP Hiring

For Employers

What hiring a nurse practitioner actually costs you

A flat-fee posting, sponsored ads, and an agency search, side by side on cost per applicant and cost per hire, with an optional overlay for what the empty seat costs while you wait.

We sell postings, so only our prices are filled in. Enter the other two channels from your own invoices. A channel you leave empty shows “not comparable” instead of a zero.

We sell job postings. Only our prices are filled in, and they are the prices you pay at checkout. Enter every figure for the other two channels from your own invoices. A channel you leave empty shows “not comparable” instead of a zero.

Your hiring plan

Flat-fee posting on NP Hiring

During our launch promo every post is free through December 31, 2026 (60 days, every feature, no card required). From January 1, 2027: your first post is $249, every post after that is $349 for 60 days ($6 a day), or buy 5 posts for $1,245. Renewals add 60 days: $199 for a promo, intro or pack post, $249 for a $349 post. Every post includes 25 candidate unlocks and 25 direct messages.

Starts at 25, the number of candidate unlocks a posting includes, not an expected response. Replace it with what your postings actually draw.

Each renewal adds another 60 days, up to 365 days after the post first went live. It does not add unlocks or messages.

Sponsored / cost-per-click, from your invoice

Completed applications, not clicks or impressions.

Agency / contingency search, from your agreement

Starts at the cited national median (BLS OEWS, Nurse Practitioners (29-1171), median annual wage, May 2025). Replace it with your budgeted base.

Optional: what the vacancy itself costs

Zero by default, which turns the overlay off. Enter what an unfilled seat costs you per day (coverage, lost visit revenue, overtime). The three time-to-fill fields start at our 60-day posting window, not a market average, and use the same number for all three channels.

Days from posting to accepted offer, on your own history.

Days from launching the campaign to accepted offer.

Days from engaging the agency to accepted offer.

Your cost per hire, flat-fee posting

$0

1 free post during the launch promo and 0 renewals at $199, for a total of $0. That is the launch promo doing the work: every post is free through December 31, 2026 (60 days, every feature, no card required). Switch to the January 1, 2027 option above to see what the same roles cost once it ends.

Cost per hire by channel. Flat-fee figures are priced from our published rates. The other two rows use only the numbers you entered.
ChannelSpendApplicantsPer applicantPer hirePer hire + vacancy (off)
Flat-fee posting$025$0$0n/a
Sponsored / cost-per-clickNot comparable. Enter the sponsored spend per role from your own invoice.
Agency / contingency searchNot comparable. Enter the contingency rate in your agency agreement.

Cost per hire is spend divided by hires, and nothing else. It says nothing about candidate quality, retention, or the recruiter time each channel consumes. An agency fee buys screening work that a posting does not, and this comparison cannot price that. Weigh it alongside the number, not against it.

How this comparison is built

What it assumes

  • Cost per hire is total channel spend divided by hires. Cost per applicant is total channel spend divided by applicants. Nothing else is folded in.
  • Our prices are the ones you pay at checkout. During the launch promo every post is free through December 31, 2026 (60 days, every feature, no card required). From January 1, 2027: your first post is $249, every post after that is $349, or buy 5 posts for $1,245. Every post runs 60 days and includes 25 candidate unlocks plus 25 direct messages. Renewals add 60 days: $199 for a promo, intro or pack post, $249 for a $349 post.
  • The promo result is a real price for a dated window, not a rate: a plan modeled on the promo costs nothing on our side until the promo ends, so the calculator lets you price the same roles on the January 1, 2027 ladder as well.
  • The intro price is scoped to the employer's email domain rather than to a login: one intro-priced post at $249 per employer email domain, lifetime, shared across everyone at your organization; every post after it is $349. A five-recruiter health system therefore gets one intro-priced post between all five, not one each, so a multi-role plan modeled per post shows at most one intro post and prices every other post at $349. Posts made free during the promo do not use the intro price up.
  • The 5-post pack option buys a pack for every 5 roles and posts the rest one at a time at $349, or from one more pack when that costs less. A pack uses up your domain's intro price, so with the intro price applied the calculator also prices your first post at $249, bought before any pack, and keeps whichever total is lower. Pack posts renew at $199.
  • Every figure for the sponsored-ad and agency channels is yours. The calculator supplies no typical cost per click, contingency rate, time-to-fill, or applicant-to-hire ratio.
  • A channel with nothing entered is reported as not comparable, never as zero. A zero in a cost column would read as free.
  • The applicant-volume default of 25 is the number of candidate unlocks a posting includes. It is a plan feature, not an expected response rate. Replace it with what your own postings draw.
  • Time-to-fill defaults to 60 days, the posting's run length rather than a market average, and the same default applies to all three channels. The vacancy overlay only affects the result once you enter a cost per day unfilled, which starts at zero.
  • First-year base, the figure an agency contingency rate is applied to, starts at the cited national median of $132,300 (BLS OEWS, Nurse Practitioners (29-1171), median annual wage, May 2025). Replace it with your budgeted base.

What it does not include

  • Candidate quality and retention. A cheaper hire that leaves in four months is not cheaper, and this calculator cannot see that.
  • Your own team’s time. Screening, scheduling, and interviewing all cost money, and they differ sharply between channels: an agency fee buys screening work that a posting does not.
  • Benchmarks for what other employers pay per click, per applicant, or in agency fees.
  • Sourcing tools, ATS subscriptions, careers-site costs, and referral bonuses. Add them as part of a channel’s spend if you want them counted.
  • Offer declines and backfills. Both raise real cost per hire, and both are specific to your process.

Sources

Questions about hiring cost

How is cost per hire calculated?
Total spend on a channel divided by the hires that channel produced. This calculator does that for three channels side by side and adds an optional overlay for the cost of the seat sitting empty: time-to-fill multiplied by what a day of vacancy costs you. It leaves out recruiter salaries, ATS licenses, and overhead, which make the number harder to check and to compare between employers. To include them, add them to a channel's spend.
Why does this not tell me the typical cost per hire in healthcare?
We sell one of the channels being compared, and industry cost-per-hire figures come from surveys that each define which costs count in their own way. This comparison uses our published prices plus the numbers on your own invoices and in your ATS.
Is a flat-fee posting really cheaper than an agency?
It depends on your roles. A contingency fee is a percentage of a first-year salary, so it scales with the salary. A posting is a fixed price that does not: free during the launch promo, then $249 for your first post and $349 after, or 5 posts for $1,245. The calculator totals our side from our published rates (posts, renewals, and the intro price if your domain still has it) and prints that as the cost per hire your other channels have to beat. It then applies your own contingency rate to your own base. Spend is not the whole comparison. A contingency agency does the sourcing and first-pass screening, carries the risk of not placing anyone, and is paid only on a hire. A posting puts the role in front of candidates and leaves the screening with you. The real question is whether the fee difference is worth more to you than the work it buys.
What should I use for time-to-fill?
Your own history, from the day a role opened to the day an offer was accepted. The field starts at 60 days because that is how long a posting runs, and the same default applies to all three channels. Time-to-fill has no effect on the result until you enter what a day of vacancy costs you.
How do I work out what a day of vacancy costs?
Start with what you are actually spending to cover the gap: locum or agency coverage day rates, overtime for the staff absorbing the work, or the visit revenue the empty schedule is not generating. The default is zero, and the vacancy columns stay off until you enter a figure.
What does a posting include, and what does it cost?
Every post (promo, intro, or featured) runs 60 days, is featured, and includes 25 candidate profile unlocks and 25 direct messages. During the launch promo every post is free through December 31, 2026 (60 days, every feature, no card required). From January 1, 2027: your first post is $249, every post after that is $349, or buy 5 posts for $1,245. Renewals add 60 days: $199 for a promo, intro or pack post, $249 for a $349 post. The calculator uses the same prices you pay at checkout.
Who exactly gets the intro price?
Your employer email domain does, not your login: one intro-priced post at $249 per employer email domain, lifetime, shared across everyone at your organization; every post after it is $349. It does not reset for each new recruiter who signs up. If a health system with five recruiters fills five roles on the per-post ladder, one of those posts is $249 and the other four are $349 each. Posts made free during the launch promo do not use it up. That matters when you model a multi-role plan here, so uncheck the intro-price box in the calculator if anyone at your domain has already bought a post.

Next steps for hiring teams

Salary benchmark

Median and quartile posted pay by state, before you set a range.

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Pricing

The rates this calculator uses, in full.

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How to hire guide

Screening, interviewing, and offer mechanics for these roles.

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Post a role

Free through December 31, 2026, every feature included.

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For employers

What the board does for hiring teams.

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Employer resources

Templates, guides, and benchmarks in one place.

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