Pricing
Pay for the candidates you assess
Every test on every plan, no seat count, no annual contract. A quiet quarter costs nothing.
What it costs
| What you buy | Price | Works out at |
|---|---|---|
| Pay as you go | $3 per candidate, minimum top-up of 10 | $3.00 a candidate |
| 25-candidate pack | $69 | $2.76 a candidate |
| 100-candidate pack | $249 | $2.49 a candidate |
| 250-candidate pack | $499 | $2.00 a candidate |
Prices are in USD and exclude VAT or sales tax where it applies. Packs are bought once rather than renewed automatically, and unused candidates do not expire.
What one candidate buys
A candidate is charged once, whatever the assessment contains:
- Every test in the library, in any combination. A three-test assessment costs the same as a one-test assessment.
- The full report: the score broken into its parts, the answers as given, and the scoring rules that were applied to them.
- The record, kept for twelve months by default, which is what you need on the day a rejected candidate asks why. Retention and deletion are set out on the security page.
- A retake when you ask for one. If a test glitched or a candidate had a genuine interruption, sending it again does not cost a second candidate.
What is never charged separately
| Charged by most vendors | Here |
|---|---|
| Seats. A second interviewer costs money | Unlimited. Hiring manager, interviewer and owner read the same report |
| Active jobs or job slots | Not counted |
| The test library, tiered by plan | Every test at every volume |
| ATS integration, sold as an upgrade | Nothing to buy: see integrations |
| Setup or onboarding fees | None |
| An annual commitment before the first candidate | None |
Why per candidate and not per year
The TestGorilla comparison does this arithmetic in full, and the part that matters here is worth repeating. Their Core plan is $1,704 a year for 250 credits, which is $6.82 a candidate if you use all 250. That unit price is reasonable. The shape is the problem: you buy 250 whether you assess 250 people or 25, twelve months at a time, and you decide in January how much hiring you will do in September.
A team hiring five to fifty people a year does not know that in January. So the entry price, not the unit price, is what actually gets paid:
| What you assess in a year | Annual plan at $1,704 | Here |
|---|---|---|
| 25 candidates | $1,704, or $68.16 each | $69, or $2.76 each |
| 60 candidates | $1,704, or $28.40 each | $249, or $4.15 each on a 100 pack |
| 250 candidates | $1,704, or $6.82 each | $499, or $2.00 each |
At genuinely high volume the gap narrows, which is the honest version of that table. If you assess a thousand candidates a year and have a talent function to run it, the established vendors are built for you, and the comparison page says which one to look at.
Three worked examples
One bookkeeper, one shortlist. Twelve applicants clear the resume screen, all twelve get a practical test, nine finish it. Nine candidates: $27 pay as you go, or a 25-pack at $69 with sixteen left over for the next role.
Three roles across a year. Support in March, admin in June, warehouse in October, about 60 assessed in total. The 100-pack at $249 covers it at $4.15 a candidate, and the remaining 40 do not expire.
A seasonal intake. 200 candidates over six weeks for a data entry team. The 250-pack at $499 is $2 a candidate, and the following eleven months cost nothing at all.
Billing details
- No auto-renewal. A pack runs out and you buy another, or you do not.
- Refunds. An unused pack can be refunded within 30 days of purchase.
- Invoices. Every purchase produces an invoice carrying your company details.
- Currency and tax. Prices are in USD, exclusive of VAT and sales tax, which are added where the law requires them.
What is not on this page
There is no enterprise tier, because there is not one. There is no published discount for paying a year ahead, because paying a year ahead is the thing this pricing exists to avoid. If you hire at a volume where neither the packs nor the pay-as-you-go rate makes sense, say so at signup and we will work out a number instead of inventing a plan name for it.