For years, Indeed has been the undisputed heavyweight of the recruiting world—the “default” setting for both hiring managers and job seekers. However, a recent viral discussion within the Evil HR Lady community reveals that the tide is turning. HR professionals are increasingly describing the platform not as a partner, but as a “monopoly” that is “nickel and diming” employers to death while delivering lower-quality results.

The consensus among recruiting experts is clear: the price of doing business on Indeed has skyrocketed, while the user experience for employers has become a minefield of hidden ads, arbitrary rules, and aggressive upselling.

A “Scam” Pricing Model?

The primary grievance cited by HR managers is the disconnect between cost and quality. Many report that even after sponsoring posts, they are met with a flood of unqualified applicants or “ghost jobs” that seem to linger in the system without purpose.

“Pricing model always feels like a scam. I do think they see Internal recruiting as the enemy not their customer, and want to become everyone’s recruiting agency as they hoard data.” — Susan M.

The frustration isn’t just about the dollar amount; it’s about the perceived lack of ROI. Users noted that they are now spending significantly more money just to achieve the same results they saw years ago.

“They are not worth the money these days that’s for sure — we aren’t getting our return on investment.” — KB W.

Arbitrary Rules and “Hidden” Ads

Adding to the financial strain are Indeed’s increasingly rigid posting algorithms. Recruiters shared stories of ads being suppressed for minor formatting issues or geographical proximity, making it nearly impossible for regional businesses to hire effectively.

“They will hide your ads for the silliest things… the best one was hiding a job because there was no space after a dollar sign when listing wages. We get less and less and they demand more and more $.” — Jennifer F.

Another recruiter, highlighted a disturbing trend where paid ads simply don’t appear in searches:

“I can’t stand Indeed! I just had a job posted… a paid sponsor ad not a free one… it doesn’t come up when I search it from my personal Indeed… I can’t wait to find another viable option and not spend another dime with Indeed.”

The “Karen” Incident: Customer Service Tension

Perhaps the most telling anecdote came from Karen, an HR pro who described a patronizing sales call that perfectly captures the current friction between the platform and its users. When she questioned if spending more money would guarantee better candidates, the sales representative admitted it wouldn’t, calling the price hikes “the price of doing business with us.“

The call ended on a bizarre note when the rep thanked Karen for being “pleasant,” admitting she was “nervous to call” because of the recruiter’s name—a nod to the “Karen” meme that highlights how defensive the platform’s representatives have become.

What Are the Alternatives?

With the “Indeed Tax” becoming a major budget drain, HR professionals are pivoting toward a “grassroots” and multi-platform approach:

The Verdict

While some, like Laura D., argue that “the only thing that matters is what the candidates are using—and they are using Indeed,” the sentiment in the industry is shifting from loyalty to resentment. As one member, Nichole, succinctly put it:

“Someone needs to start a new app that operates like Indeed originally did.”

Until that happens, HR departments appear ready to reclaim their budgets by moving away from the platform that many now view as a “featureless trash” monopoly.