A Lever Alternative With The Price On The Page

Anything that tracks applicants through a hiring process without being Lever. On this hub that means Greenhouse, Workable, iCIMS and Zoho Recruit. The useful question is not which platform has the longer feature list, because at this end of the market they will all move a candidate through stages and send a rejection. It is what the price is actually measuring, who configures the thing, and who still owns it a year later.

Lever sells software and quotes it against your team size and your hiring needs. We sell the work of running a hiring process, at a figure printed on this page. Their platform arrives complete and empty. Ours arrives configured around how you actually hire, and stays configured, because changing it as the company changes is the thing you are paying for rather than a project you have to fund again.

We do not know, and neither will you until you have been through their quoting process. Lever publishes no figure anywhere, and the three add ons are quoted separately again. Depending on your team size it could land either side of seven hundred. What we can tell you is what ours covers, which is the configuration and the upkeep of the process itself. If somebody in the building has the hours to do that, buy Lever. We are not going to argue you out of a tool you can actually run.

Your Zoho licenses, billed to you directly by Zoho at their published rates, and the judgment about who you want to hire and what good looks like in a role, which stays with the people doing the hiring. Turning those decisions into a working hiring process, and keeping it working as the company changes shape, is inside the figure.

If your hiring is straightforward and somebody is willing to own it, do exactly that. Lever is well built and a capable recruiter gets a long way inside it unaided. The reason people stop is rarely the software. It is that the person who configured it moved on, and nobody inherited it.

Often not, and finding that out now is far cheaper than finding it out in month four. If you hire two people a year and everybody already knows how it works, seven hundred a month of hiring management is a solution looking for a problem, and so is any quote you would get from Lever. We would rather say so on the first call than six months into it.

No. Open requisitions, candidates in play and the reports built on them move first, because that is what the team works from daily. Closed roles and older applicants follow once the live process has settled. Nobody waits on a full migration before they can get on with hiring.

Nobody stops hiring and nothing goes dark. Your existing Lever pipelines stay exactly where they are until the new one has run a full month with nothing falling through it. Cutting over is a decision you make after watching it work, not a date we impose on you.

It is a common route to this page, and the export is manageable. The fiddly part is deciding which of the existing stages, scorecards and custom fields are worth carrying over, because most companies accumulate a few nobody remembers creating. We work that out before anybody commits to anything, so the tidying up is known rather than discovered.

Neither, and the arrangement is deliberately dull. The Zoho account is in your name. The hiring data, every candidate record and the documentation behind the configuration belong to you. Stop working with us and you keep all of it, with no handover to negotiate first.

One flat figure with nothing metered behind it. Seven hundred a month covers the pipelines and stages, the career site and job board publishing, the screening and the scorecards, the offer approvals, the permissions, the reporting, and the integrations with the rest of your Zoho apps. None of it is priced as a separate module.

No, and be wary of anybody who does. A migration runs into candidate records nobody has read properly in years, and a first month of live hiring reliably surfaces an exception the business had never named. What we commit to is that those surprises are ours to absorb rather than yours to be invoiced for.

Which roles moved, which candidates are stuck and where, and what took longest, alongside anything we changed and anything odd enough to flag. It is a page rather than a deck, written so somebody who never opens the system can still tell how the hiring is going.

Four to eight weeks to a full month running cleanly, and longer where years of spreadsheets and stage names have to be reconciled first. The honest variable is not our speed. It is how quickly somebody can tell us what ought to happen to a candidate nobody has ever decided about.

Thirty days’ notice ends it and nothing is stranded. The Zoho account stays in your name, the pipelines and candidate records stay where they are, and the documentation goes with you. No exit fee, and nothing to pry out of us, because none of it was ever ours to hold.