The average cost per hire in Pakistan ranges from PKR 45,000 for entry-level positions to PKR 350,000+ for executive roles. This includes job board costs, agency fees, background verification, compliance documentation, and internal time costs. Major cities like Karachi, Lahore, and Islamabad typically have 25-40% higher costs than smaller cities.

Compliance costs include EOBI registration, social security enrollment, labor law documentation, and statutory filings. These typically cost PKR 1,500-6,000 per hire depending on the city and company size. Additional costs may include workers' compensation setup and provincial labor compliance requirements. Learn more about compliance and record keeping requirements in Pakistan.

Most recruitment agencies in Pakistan charge 10-20% of the annual salary, with executive search firms charging up to 25% for senior roles. Some agencies offer fixed-fee structures ranging from PKR 30,000-PKR 300,000 depending on the position level and industry sector. Local agencies typically charge lower rates than international firms.

Rozee.pk job postings range from PKR 3,000-20,000, LinkedIn job posts cost PKR 8,000-40,000, Indeed offers free basic postings with premium options from PKR 2,000-15,000, and BrightSpyre charges PKR 5,000-25,000. Package deals and annual subscriptions provide better value. See our detailed comparison of top recruitment platforms in Pakistan.

Background verification costs range from PKR 1,000-8,000 depending on the level of checks required. Basic verification (education, address) costs PKR 1,000-3,000, while comprehensive checks including employment history, character verification, and police clearance can cost PKR 3,000-8,000. Government document verification may add PKR 500-2,000 extra.

Hidden costs include: offer letter printing and courier (PKR 300-800), medical examination fees (PKR 800-5,000), equipment procurement and setup (PKR 8,000-40,000), workspace allocation costs, IT system access setup, mandatory training programs, insurance enrollment, and opportunity cost of vacant positions. Also consider regional variations in wages and salary regulations and employee benefits requirements.