Which EAHQ Plan Is Right For You?

Free isn't a trimmed-down trial designed to nudge you toward paying. It's a real, permanent option for two kinds of hirers in particular:

You hire an EA maybe once every couple of years, and you're not hiring right now. If your last EA hire was two years ago and your next one might be another two years out, a paid plan doesn't make sense at any price — you'd be paying monthly for months you're not using. Free lets you list a role the moment you actually need to, with no commitment sitting idle in between.

You want to see how EAHQ performs before committing to anything. You've got a role coming up, but you're not sure yet whether EAHQ is the right channel for it. Post it on Free first. If the response is strong, upgrading later takes two minutes — and now you're upgrading because you've seen it work, not because a sales page told you to.

What Free doesn't include — an editable company page, performance insights on your listing, and applications routed through EAHQ rather than externally — genuinely doesn't matter for either of these situations. That's the point: those limitations are exactly the things you're not going to miss if this is you.

You've got a single, one-off hire, and no reason to expect another one soon. A permanent hire, no immediate plans to grow the team, no second role on the horizon. Monthly gets you everything — an editable page, applications through EAHQ, a 7-day trial to make sure it's a fit — without paying for months you won't use afterward.

You want to actually know how your listing is doing, not just post and hope. This is where Free and Monthly genuinely diverge: Monthly includes market and role insights, so you can see how your listing is performing — views over time, and how that compares to similar roles — rather than posting into a void and finding out three weeks later whether it worked. If knowing that matters to you, even for a single hire, that alone can justify stepping up from Free.

You're hiring two roles within a few months of each other. This is the case worth doing the actual maths on, because the answer isn't obvious until you do. Two separate Monthly listings would cost £778 total. One Quarterly plan costs £759 — cheaper outright, before you even factor in the second thing Quarterly gets you: your listing stays continuously live the whole time, instead of going dark in the gap between two separate Monthly periods while you're between hires. If your hiring is clustered rather than spread out, Quarterly beats Monthly twice over, not once.

You need more than one person managing the account. Maybe that's you and a hiring manager, or you and HR, both needing dashboard access at the same time. Quarterly includes up to 3 users — Monthly only gives you one, and you'd be paying £15/month per extra seat on top to match what Quarterly already includes.

You're a recruiter placing EAs pretty much year-round. Beyond the price working out best per month, Annual is the only plan that includes candidate search — the ability to proactively search and reach out to candidates on EAHQ, not just wait for applications to come in. If placing EAs is a continuous part of what you do, that alone usually justifies Annual on its own (more on why this is recruiter-specific below). The higher daily submission limit and extra seats matter here too, if you're managing volume across multiple clients.

You're a company with genuinely ongoing hiring needs across departments. Not a single role, but a steady drumbeat of admin and EA hiring throughout the year. It's worth knowing that hiring need is often more constant than people expect, and not always for the reason you'd assume — our salary survey data consistently shows that EAs actively looking to leave a role aren't earning meaningfully less than those who plan to stay. Pay usually isn't the driver. If your organisation has any of the other, less obvious reasons people move on, ongoing hiring may be more of a fixture than a phase — which is exactly what Annual is built for, including the cheapest featured slot rate and room for more team members on the account. (For the full current breakdown, our salary data page always reflects the latest available survey data for your region.)

Two things worth being upfront about, since both are the kind of thing you might reasonably assume money changes — and it doesn't.

The newsletter doesn't play favourites. Every live role on EAHQ, whatever plan it's posted under, is eligible to go out in it. Being on Annual doesn't move your role above someone else's Free listing. The only thing that changes a role's position is an actual featured slot — and featured slots are deliberately capped, not sold without a limit, so candidates get a genuinely curated shortlist worth their time rather than a page of whoever paid the most. If we let plan tier buy placement, the newsletter would stop being worth opening — and then it stops being worth posting to as well, for everyone.

Candidate search is recruiter-only, on any plan. Worth answering honestly rather than leaving you to assume it's just a paywall.

It's not that recruiters are being rewarded and companies are missing out — it's that candidate search only works at all if candidates can trust who's looking at their profile. A candidate builds a profile on EAHQ expecting that recruiters — people whose actual job is matching candidates to opportunities across many different companies — might find and approach them, the same way that's always worked in this industry. That's a different, more expected relationship than any one of hundreds of individual hiring companies being able to directly search and contact someone who never applied to them.

If every company had that ability, most candidates would stop maintaining a full, searchable profile — and that would undermine the entire reason the candidate pool is worth searching in the first place. So this isn't a tier reward. It's what keeps candidate search worth having at all.

The good news: your actual path to great candidates on EAHQ is the same one that already works well — a strong listing that gets found by people actively looking, with a featured slot if you want more visibility. That's a complete strategy, not a consolation prize.

If none of these feel like an exact match, that's fine — hiring patterns don't always fit neatly into eight examples. Have a look at the full pricing page for the complete breakdown, or just get in touch. We'd genuinely rather point you at the right plan, even if it's the cheaper one.