Next Role Studio Done-for-you job search

Next Role Recruiter · On this page How it works The Calibrator Trust Compare Outplacement Pricing FAQ Join the founding employer list

For HR professionals · In development

Hiring is hard enough. Finding the people shouldn’t be the hardest part.

Next Role Recruiter is the hiring side of Next Role Studio. Post a role, calibrate the Fit Score to what your team actually weighs, and receive a scored shortlist of professionals who chose to be discoverable — with the outreach already drafted and waiting for your approval.

Join the founding employer list See the Calibrator

Seats open first to a founding cohort of five employers. Sign-up opens at launch — joining the list holds your place and your founding pricing. Job seeker? Head to nextrole.studio.

Shortlist — Data & Analytics Manager Sample data

Fit 92Skills 30 · Industry 25

Fit 88Tools 20 · Scope 15

Fit 81Salary fit · Available now

Every score shows its working. Every message waits for your yes. Sample candidates shown — the live pool opens at launch.

The math

What you’re paying now for the same shortlist

One LinkedIn Recruiter seat

Full Recruiter seats are reported at roughly $9,000–$15,000 per seat, per year — before you’ve read a single resume, and the filtering is still on you.

One agency placement

Contingency agencies most commonly charge 20% of first-year salary — $20,000 on a $100K hire, every time you hire.

Next Role Recruiter — Core

$849/month for the whole hiring team — the calibrated shortlist, the drafted outreach, the pipeline, and offer tools as they roll out. Less than one agency placement, per year.

Market figures from published 2026 pricing trackers and staffing-industry fee surveys. Our pricing is founding pricing, confirmed when your cohort seat is confirmed.

How it works

From job description to shortlist, without the resume flood

Post the role. Paste your job description or answer six short prompts. We flag it privately if the salary band is under market — before you lose six weeks to it.
Calibrate fit. Set the hard gates and weight what matters at your company — skills, industry, scope, tools, salary alignment. Your definition of fit, not a generic algorithm’s.
Get the shortlist. Scored candidates from professionals who explicitly opted in to be discoverable, plus your own past applicants. Every score shows its evidence — and its gaps.
Approve the outreach. A three-touch sequence is drafted from each candidate’s actual background. Nothing sends without your yes — the same rule our job seekers trust us with.
Run the pipeline. Shared scorecards, stage tracking, and — as Phase 2 lands — offer letters with approvals and e-signature, all in the same system.

The signature

The Fit Score Calibrator — try it

This is the idea at the center of Recruiter, in miniature. Move the weights and watch a sample shortlist re-rank. In the live product there are nine factors, hard gates on top, and every calibration is saved and versioned — so the definition of fit you agreed on is the one on record.

Calibration — Data & Analytics Managerv3 · Sample

Skills depth 30 Industry experience 25 Tools & systems 20 Salary alignment 15

Sample candidates, sample numbers — the mechanic is the real one. Hard gates (work authorization, required licenses, location, salary ceiling, and a candidate’s blocked employer) always apply before any scoring, and a candidate’s current employer never sees them. Ever.

Built on consent

Serious tools for people who carry the liability

Opt-in only. Every professional in the pool chose to be discoverable. Confidential job searches are invisible — structurally, not by policy.
Explainable scores. No black box. Each Fit Score breaks down factor by factor, with the evidence it came from, because “the software ranked them” is not a defense — and you deserve to see the working.
Human approval, everywhere. Outreach, stage changes, and offers are drafted by the system and approved by a person. Always.
No protected-class inputs. The factor list is closed and reviewed: no name, photo, age, graduation year, or proxies for them.
Candidates can see and decline. Professionals see who is interested in them and can end contact with one click, honored across the platform.
No percentage-of-salary placement fee. Flat subscription pricing, published on this page. That’s the whole pricing model.

Honest comparison

How Recruiter stacks up against the tools you already know

We reviewed the leading recruiting platforms before building this. Here is where each one leaves a serious HR team — and what we are building to close the gap. Recruiter is in development; this is the standard it is being built to.

Greenhouse / Lever — structure, no candidates

Five-figure quote-only pricing, 500 integrations — and an empty pipeline you still have to fill yourself. Recruiter includes the structure (scorecards, interview kits, approvals) and the pool.

LinkedIn Recruiter — a rented database

Roughly $9,000–$15,000 per seat per year for profiles of people who never agreed to hear from you. Our pool is smaller and verified: every professional opted in, with salary targets and availability on file.

Workable / Ashby — software, self-serve

Strong all-in-one tools at $299–$400+/mo before add-ons — but you operate everything, and their AI can contact candidates on its own. With Recruiter, a human approves every message, and a studio-operated option exists if your HR team is one person.

Agencies — 20% of salary, every hire

$20,000 on a $100K hire, and the knowledge walks out with them. Recruiter is flat subscription pricing with no placement fee — and your calibrations, pools, and pipelines stay yours.

Only at Recruiter

A Fit Score you define, with the working shown and every version on record · candidates who can see who’s interested and decline with one click · a 3-employer contact cap that keeps the pool from being spammed · 30/90-day quality-of-hire check-ins after the start date.

Outplacement

Outplacement that does the work

Traditional outplacement mostly buys workshops and a resume template. We run your former employees’ actual searches — scored applications, recruiter management, weekly scoreboards — with the same discipline we’d want for ourselves. Priced per cohort.

The full Managed Search. Each departing employee gets the complete Next Role Studio search — criteria, a rebuilt resume and LinkedIn, scored applications, and a private portal — run by the studio, paid by you.
Visible progress. Weekly scoreboards show the cohort’s pipeline moving — applications in flight, interviews, offers — in aggregate, with each person’s own details kept private to them.
Human the whole way. Nothing sends without the employee’s yes, and a person — not a platform login — is accountable for their search.

Ask about a cohort

Founding pricing

Priced per company, by active roles — not per seat

Per-seat pricing is why hiring managers never get logins. Reviewer seats are free and unlimited on every plan; you pay for the work — active roles and outreach volume.

Recruiter Starter — for the solo HR pro

$399/mo · 2 active roles · 1 recruiter seat · 50 contacts/mo

Recruiter Core — the serious hiring team

$849/mo · 5 active roles · 3 recruiter seats · 200 contacts/mo · offer tools included as they launch

Recruiter Pro — multi-site, high volume

$1,699/mo · 15 active roles · 10 recruiter seats · 600 contacts/mo

Single-Role Sprint — hire rarely, hire well

$599 one-time · 1 role · 45 days · full Core features for that role

Founding employer cohort: the first five employers receive 40% off their first three months, with the founding rate locked thereafter, in exchange for honest feedback and — if we earn it — a testimonial.

Questions, answered straight

Employer FAQ

Where do the candidates come from?

Two places. First, professionals using Next Role Studio for their own job search who have explicitly opted in to be discoverable by hiring managers — with verified resumes, stated salary targets, and current-employer protections. Second, your own talent: past applicants and near-miss finalists you import, finally working for you instead of sitting in a spreadsheet.

Can a candidate’s current employer find them?

No. Candidates can block any employer, confidential searches are never shown, and the block is enforced by the system before any scoring happens — it is not a setting an employer can switch off.

How is the Fit Score different from keyword matching?

You set the weights and the hard gates for each role. Ratings are built from evidence in the candidate’s record — where a skill was used, at what scope — not keyword counts. Every score shows its full breakdown, and every change to the weights is versioned.

Does the system contact candidates automatically?

Never. Outreach is drafted for each candidate and waits in your approvals queue. Nothing sends without a person on your team approving it — that rule is the foundation of the whole studio, on both sides.

Do you charge a placement fee?

No. Flat subscription by active roles, published above. If you hire someone from the pool, that’s a success story for both sides — it isn’t an invoice.

When does it open?

Recruiter is in development now. The founding employer cohort — five employers — gets first access and founding pricing. Join the list and you’ll hear from us personally, not from a drip campaign.

Join the founding employer list