A Workable Alternative Priced On Hiring, Not Headcount

Anything that tracks applicants through a hiring process without being Workable. On this hub that means Greenhouse, Lever, 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.

Workable sells software and prices it on how many people you employ. We sell an arrangement and price it at seven hundred a month whatever your headcount does. That figure covers the pipelines, the scorecards, the offer approvals, the permissions, the reporting and the integrations, and the people who configured it are the people who answer when you call. At a small headcount Workable is the cheaper line on the invoice, and we will say so on the call. It is also the one where the configuring stays with you.

At the smallest headcount band, yes, and plainly. Standard is two hundred and ninety nine a month against our seven hundred. Whether it stays cheaper depends on how many people you end up employing, how many of the add ons you take, and whether anybody in the building has the hours to configure and maintain the thing. If the answer to the last of those is yes, buy Workable. We are not going to argue you out of a cheaper bill you can actually run.

Your Zoho licenses, which Zoho bills to you directly at their published rates, and the work of deciding who you want to hire and what good looks like in the role, which stays with the people doing the hiring. Everything involved in turning those decisions into a working hiring process, and keeping it working as the company changes shape, sits inside the figure.

If your hiring is straightforward and somebody is willing to own it, do exactly that, and at two hundred and ninety nine a month you will be better off than you would be with us. Workable is well documented 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 two hundred and ninety nine. We would rather say so on the first call than six months into it.

No. The open requisitions, the candidates in play and the reports built on them move first, because those are what the team works from daily. Closed roles and older applicants follow once the live process has settled. Splitting it that way means nobody waits on a full migration before they can get on with hiring.

Nobody stops hiring and nothing goes dark. Your existing Workable 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 the most common route to this page, and the export itself is straightforward. Where it gets fiddly 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.

No to both, and the arrangement is deliberately dull. The Zoho account is in your name. The hiring data, every candidate record in it and the documentation behind the configuration are yours. If you stop working with us you keep all of it and carry on, 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. No part of that is priced as a separate module.

No, and treat anybody who does with some suspicion. A migration runs into candidate records nobody has read properly in years, and a first month of live hiring reliably turns up 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 at which stage, and what took longest, alongside anything we changed in the rules and anything odd enough to be worth flagging. It is a page rather than a deck, and it is 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 in most cases, and longer where years of ad hoc 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 the candidate records stay where they are, and the documentation goes with you. There is no exit fee, and nothing to pry out of us, because none of it was ever ours to hold.