Individuals pay for certainty during a search. Companies pay for recruiter capacity, candidate experience and departures handled well. Every tier reads from the same ledger, which is why it costs less together than apart.
One person running 10–60 parallel processes with no system of record. The cost of the alternative is a missed follow-up, a competing offer accepted blind, or weeks spent on a channel that stopped converting.
$0
A full search, end to end. No card.
$14 / month
$120 a year. Same price with your own key.
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Each tier is sized to the hiring problem at that scale. The savings come from one place: recruiter hours no longer spent answering “where do I stand”, finalists who come back, and departures that cost single-digit dollars a month instead of thousands.
1–50 employees · up to 5 open roles
$49
per month · $490 a year
The problem at this scale. A founder or one recruiter fields 244 applications per role, loses the best candidates to silence, and has no data.
Cost case. 3–4 recruiter hours per role saved on status inquiries; one re-engaged finalist replaces $3,000–$8,000 of agency or sourcing spend; outplacement at $8 per seat-month instead of $3,000+ per participant.
Includes: 1 ATS connection (Greenhouse, Ashby or Lever) · 3 team seats · 10 outplacement seats a year
51–200 employees · 5–20 open roles
$199
per month · $1,990 a year
The problem at this scale. A two-person talent team and a dozen hiring managers; the process leaks at hand-offs and nobody owns the candidate's experience.
Cost case. A one-day reduction in time-to-fill across 60 hires a year is worth about $30,000 in recovered productivity at a $150K loaded salary; five points of offer acceptance on 60 offers avoids three restarted searches.
Includes: 2 ATS connections · 10 team seats · 40 outplacement seats a year · candidate-experience reporting
201–5,000 employees
$999
per month · $9,990 a year · +$4 per outplacement seat-month beyond 200
The problem at this scale. Hundreds of open roles, several ATS instances, procurement-grade requirements and a reputation to protect.
Cost case. Outplacement spend replaced or reduced by 60–80% per participant; recruiter capacity recovered (56% fewer recruiters per organisation since 2022); employer-brand risk from ghosting reduced, with evidence.
Includes: Unlimited ATS connections (Workday, iCIMS, SuccessFactors) · 50 team seats · SSO (SAML/OIDC) · API · data processing addendum
5,000+ employees
Custom
typically $5,000–$25,000 per month
The problem at this scale. Candidate experience is a board-level brand issue; workforce reductions are programmes, not events; data must satisfy security, legal and works-council requirements across jurisdictions.
Cost case. A single avoided class of candidate complaints, or a 10% reduction in outplacement vendor spend, pays for the platform.
Includes: Everything in Mid-market · SOC 2 report access · custom adapters · dedicated success manager · 99.9% SLA · security and procurement review · volume outplacement with named programme managers · single-tenant deployment option
Institutions — universities, bootcamps and outplacement vendors: $18–$30 per seat per year with a data processing addendum. Sold by quote during the pilot; the advisor dashboard and outcomes reporting are on the roadmap for 2027.