How to choose a specialist UK job board
Start with the vacancy you need to fill. A specialist board is worth testing when it can show that it reaches people with the right skills, sector experience and location. Use this shortlist to decide whom to ask for a quote.
Three boards to consider
This is an editorial shortlist by hiring need. The directory includes paid listings. Listing status does not determine inclusion or order here. Prices are advertised examples checked on 9 November 2026 and should be confirmed with the provider.
Charity and non-profit roles: CharityJob
Consider it for paid roles at charities, NGOs and social enterprises. Its recruiter page advertises a £285 Basic paid-job advert for 30 days. Confirm VAT and any eligibility conditions. Volunteer listings have separate terms.
CharityJob directory profile · Employer options and pricing
School and college roles: Eteach
Consider it for teaching and education support vacancies. Its pay-per-vacancy page lists a 30-day advert at £399 + VAT. Ask how applications will reach your team and whether a multi-vacancy package makes sense.
Eteach directory profile · Employer options and pricing
West Midlands public sector roles: WMJobs
Consider it for local government and wider public sector vacancies in the West Midlands. Ask whether your organisation can advertise, what the standard listing includes and what a single vacancy would cost. We did not verify a public single-ad rate.
Ask every board the same questions
- How many relevant candidates did you reach in this location or specialism in the last 90 days?
- What is the full cost for one vacancy, including VAT, advert duration, alerts and any extras?
- Can candidates apply through our recruitment system, and can we identify where each application came from?
- What reporting will we get on advert views, applications and completed applications?
Run a fair test
Use the same job description and application process across channels. Tag each application link or record source in your recruitment system. Compare cost per shortlisted applicant, then interviews and hires where you have enough data. Record results by role and location so you can make a better decision on the next vacancy.