The Price Is (Not Always) Right
4 Proven Pricing Models for Staffing Platforms — and How to Choose the One That Won’t Break Your Business.
4 Proven Pricing Models for Staffing Platforms — and How to Choose the One That Won’t Break Your Business
Most staffing founders come in hot with a pricing model already in mind. Usually it’s what they’ve done before. What feels familiar. What worked—sort of—in the offline world.
But when you’re launching a platform, pricing isn’t just a number. It’s strategy. It’s speed. It’s your margin and your matching logic. It’s how you scale—or stall.
After launching over 50 staffing platforms across industries—from healthcare to hospitality to education—we’ve seen which pricing models thrive, which stumble, and which silently sabotage the whole operation.
Here’s a breakdown of the four most common models, when they actually work, and how to avoid the usual traps.
1. Fixed Rate by Client
“Here’s the job. Here’s the pay. Apply if you’re interested.”
This is the most familiar model, especially in per diem healthcare. The client sets the pay for a role or shift, and workers can take it or leave it.
Use this if:
- You’re filling roles fast and often
- Work is standardised (med-surg nurse, banquet server, warehouse loader)
- There’s a strong, compliant labour pool
- Clients want cost control with minimal complexity
✅ Simple, scalable, familiar
🚫 Less effective when worker skill levels vary wildly per job
2. Worker Bidding
“You set your rate. Let the best bid win.”
Ideal for roles where skill, experience, or niche fit really matters. It gives workers flexibility and clients the ability to pay for quality when it counts.
Use this if:
- You’re staffing specialised or creative roles
- Talent varies significantly in quality or credentials
- Clients care more about fit than speed
✅ Perfect for custom needs
🚫 Slower. Not ideal when time is tight or roles are repetitive
3. Platform-Set Rates
“All jobs of this type pay X. No surprises.”
This model keeps things simple. The platform defines pay by role or shift type, and both sides know what to expect.
Use this if:
- You want predictable margins and seamless matching
- Your platform owns service quality and brand consistency
- You’re scaling fast and want fewer decisions in the workflow
- Simplicity drives user adoption
✅ Clean. Scalable. Tap-and-go matching
🚫 Not great for roles where experience should influence pay
3.1. Worker Rate Cards (A twist on platform-set rates)
“For this role, I charge X — no negotiation.”
Workers define their own rates for specific job types, within a structured system. It’s not a free-for-all — just enough flexibility to respect worker expectations.
Use this if:
- You serve repeat gig workers (nurses, tutors, caregivers)
- Most roles follow a clear taxonomy
- You want automation with room for edge cases
- You want a balance of consistency and personalisation
✅ Structured freedom
🚫 Requires strong role definitions and a disciplined rate framework
TL;DR – Don’t Let Your Pricing Model Pick You
The pricing model you choose will shape your operations, your client satisfaction, and your bottom line.
Don’t default to what feels familiar.
Start with your market:
- Are roles standard or specialised?
- Is speed more important than fit?
- Do workers vary widely in what they bring to the table?
- Do your clients care about price control or quality differentiation?
Choose the model that fits the reality of your business — not just the comfort zone of your past.
Curious which model fits your platform best?
Book a call — we’ll walk through your market, team, and goals, and help you design a pricing strategy that actually works.
