Job portals emerged at a time when looking for work meant browsing newspapers or walking around a shopping mall checking storefronts for job ads. They were a huge improvement. They worked for twenty years.
In 2026, their model is breaking down on two levels – economically for companies and experientially for candidates. Let's look at why.
The economics no longer add up
The classic portal model is simple: you pay for the listing, not for the result.
- Listing: 250 – 500 €
- Average number of responses: 20 – 60
- Of which relevant: 3 – 8
- Of which invited to interview: 1 – 3
- Of which hired: 0 or 1
The real cost per hire through a portal today comes out to 500 – 2,000 €. And that's without any guarantee. If no one is found, the money is gone.
Staffing agencies offer a result, but for a commission of 15–25% of the annual salary. For a mid-level position, that's easily 4–8 thousand euros.
In between, there's a gap being filled by AI tools with a pay-per-evaluation model – you pay for each CV processed, not for the listing or for the placement. For the same number of candidates, the cost is significantly lower.
Candidates are moving elsewhere
The second problem is even bigger – candidates are stopping using portals. Not all of them, but the best ones.
Why? Because they have to:
- Create an account.
- Fill out a profile with 30 fields.
- Upload a CV.
- Write a cover letter.
- Apply via a button, with no idea whether anyone will actually read it.
For passive candidates (those who aren't actively looking for a job but would consider a better offer), this barrier is too high. And passive candidates are usually the highest quality ones – because they're already employed somewhere today.
Where they're going instead
Three directions:
- LinkedIn and referrals – especially for IT, office, and management positions.
- WhatsApp and conversational channels – especially for operational positions (manufacturing, warehousing, HoReCa, transport). If this interests you, check out Surikado for companies.
- Direct search on the employer's website – people go to the website of the company they want to work for and look for "careers" there.
Portals remain relevant for certain segments – especially for classic admin positions and certain regions. But their role is no longer "the universal first place to post a listing".
What to do about it now
If you currently hire mainly through portals, there's no need to panic – but there's also no need to wait. A practical step:
- Split positions into two groups based on where candidates actually look for them.
- For operational positions, try an alternative to portals for 60 days (e.g. WhatsApp-first recruitment).
- Measure cost per hire, not cost per response. The number will surprise you.
Portals won't disappear. But their share of the mix will keep shrinking, and companies that adjust their mix sooner will end up with better teams for the same budget.
