Best Workable Alternatives in 2026: 7 ATS Options Compared

Workable is a widely used applicant tracking system (ATS), and for some companies it's the right one. If you're reading this, something about it isn't lining up with your team. It may be the way it's priced, the parts of it you'd pay for and never open, or how it fits the way your people actually hire.

This comparison is written for growing teams and startups. If that's you, you probably want the hiring manager, the interviewers, and the founder all in the same tool. You want to see what it costs before you talk to sales. And you want your budget going to hiring, not to modules built for a much larger recruiting operation. If you're a larger organization with a dedicated recruiting team, two of the tools below are built for you, and we say so where they come up.

The right alternative depends on which of those matters most. Some tools are built around structured, scorecard-driven hiring. Some are built for collaborative hiring across several countries. Some put hiring inside an HR system of record. And some are flexible, uncluttered hiring products for growing companies that want a capable ATS without the overhead.

In this article, we'll look at how Workable is packaged and who it suits, then go through seven alternatives, covering who each one is built for, what it does well, how it's priced, where it's stronger than Workable and where it isn't, and who should choose it.

Quick comparison of Workable alternatives

Prices are as published on each vendor's site in September 2026. Where a vendor doesn't publish pricing, the range is what third-party pricing trackers report, and we've labelled it that way.

Is Workable the right fit for your team?

Where Workable is strongest

Workable's sourcing database has more than 400 million profiles, with AI sourcing built on top, so a recruiting team can run outbound search from inside the ATS. Workable now offers an HR suite alongside recruiting, with employee records, onboarding, time tracking, and payroll preparation, so one vendor can cover hiring and HR. Texting, video interviews, and assessments are native, the mobile app is mature, and it posts to many job boards.

Choose Workable if you want sourcing, recruiting, and HR from one vendor, and your company's size is steady enough that headcount-based pricing works in your favour.

How Workable is priced

Workable prices its plans by total company headcount. Usage and seat counts don't change the price. On the Workable pricing page, the Standard plan is $299 per month on annual billing for a company of 1 to 20 employees, and $419 per month at 21 to 50 employees. Premier is $599 and $829 at those bands, and Enterprise is $719 and $989. Standard offers monthly billing; Premier and Enterprise are annual.

This model is straightforward for a company whose headcount is stable. For a company that's growing, the plan price moves up with the team, whether or not hiring volume changes.

What's included and what's added on

On the Standard plan, texting, video interviews, and assessments are add-ons. Texting+ is $89 per month, Video Interviews+ $109, and Assessments+ $59 at the 1 to 20 band, rising to $129, $159, and $99 at 21 to 50. Premier and Enterprise include all three. If those capabilities matter to you, Premier is the plan to compare against.

Workable Agent, the AI layer, is a paid add-on on every plan and runs on credits. Evaluating a candidate against an ideal profile uses 1 credit, sourcing a passive candidate uses 2, and a candidate chat interaction uses 10. Credits come in packs starting at $600 for 5,000, every paid account gets a one-time grant of 3,000, and credits expire one year from purchase.

Who tends to look elsewhere

Whether a company is looking for their first ATS or thinking about switching from one they already use, teams look for alternatives for a variety of reasons. Some teams are looking for a more robust version of a feature Workable has, like complex, structured interview kits or a full recruiting CRM with nurture campaigns.

Another reason to look elsewhere is that a company's headcount is growing, but their hiring needs remain unchanged. Workable's increase in pricing based on company headcount would not make sense for a team that does not actually need more people involved in hiring or isn't opening more roles.

Teams may find Workable's features are overly complex or simply overkill for their hiring needs. For those already using Workable, that complexity means onboarding every additional employee creates unnecessary delays and work. Companies currently looking for their first ATS run into the same complexity at the initial setup. If they want a product they can get up and running in short order, Workable's setup may be more than they want to take on.

If one of those sounds like you, the seven tools below cover the range of alternatives, from an easy-to-adopt ATS for growing companies to enterprise suites for global hiring.

Best Workable alternatives at a glance

These aren't ranked. Each one is listed by the kind of team it fits, starting with Polymer, which is our product. For every tool, including ours, we say where Workable or another option is the better choice.

1. Polymer: Best for growing companies that want a capable, flexible ATS
2. Greenhouse: Best for enterprise recruiting teams
3. Lever: Best for teams that source passive candidates
4. Pinpoint: Best for mid-market in-house recruiting teams
5. Recruitee: Best for large companies hiring across several countries
6. BambooHR: Best for hiring inside an HR system of record
7. SmartRecruiters: Best for high-volume hiring across legal entities

1. Polymer: Best for growing companies

Polymer is a modern, intuitive ATS for growing companies, from a founder interviewing their first hires to a company with hiring managers and a recruiter. Users are unlimited, so anyone you want involved in hiring gets a seat. Plans are tiered by how many jobs you need open at once, not by how many people you employ.

Why consider it

You want a complete, modern applicant tracking system you can start using today, with a beautiful branded careers page, easy team collaboration, and built-in AI candidate screening and analysis. Polymer covers the full hiring workflow, including custom application forms, automations, job distribution, and an API, but skips the administrative weight of enterprise recruiting software. Setting up is an afternoon's work, not weeks of onboarding.

Polymer is intentionally focused, and that's what makes it easy to use. It's the right amount of software, with enough capability to support a professional, structured hiring process and none of the workflows and complexity your team doesn't need. A growing company can have sophisticated hiring requirements while still valuing speed, usability, and flexibility. Why pay more for complexity you won't use?

Key features

• Message automations and templates. Messaging automations save you the time and effort of writing the same candidate emails. Automatically trigger messages to candidates upon hiring stage moves and make your process repeatable across jobs by creating message templates.
• Plato AI screening. Instead of reviewing every candidate as they come in, have Plato AI analyze your candidates and filter by fit score so you review your strongest applicants first. Plato provides an evidence-based analysis, which allows you to verify its claims. Quickly move poor and weak candidates to the archive section via bulk move.

• Candidate reviews and review requests. Polymer gives you an easy way to get colleagues to leave candidate reviews, whether they're on the hiring team or not. You can grant access to a single candidate's review kit via an email notification.
• Company job board. A branded careers page makes your company look professional and polished to candidates. Add your branding to your board, put it on your own domain, and select from different languages. You can embed the board on your site, sync it into Webflow, or build your own site on the API. Customizable application forms offer multiple question formats, including file uploads.

• Customizations. Configure Polymer to fit your workflow in multiple ways, including a customer API that lets you manage candidates, new application notifications sent to Slack or Discord, your own Google Analytics stream ID, automatic posting to your LinkedIn company page, Zapier triggers for hiring events, and a completely custom hiring pipeline.

Pricing

Polymer publishes its pricing. Starter is $124 per month, Growth is $233, and Scale is $415, each billed annually. Month to month, they're $149, $279, and $499. Every plan has the complete feature set, unlimited users, and unlimited candidates. The plans differ by how many jobs you can have published at once, 5, 20, or 50, and by monthly Plato reviews, 50, 100, or 150.

You can create jobs, build the board, and add your team before you enter a payment method. A 14-day free trial starts when you publish your first job, and you can switch plans during the trial without ending it.

Where it beats Workable

Polymer is designed with a straightforward setup that gets you up and running in minutes, and that's where it's ahead of Workable. Teams get started right away, create a job, and receive applications without a lengthy implementation or a steep learning curve. The job board, the hiring stages, and the message templates are thoughtfully designed and ready to go out of the box, and a job needs only a title and a description to publish. Even Plato AI's candidate screening needs nothing more than that, unlike Workable's AI setup. Turn it on and it reviews applicants against the job description you already wrote. Customize any of it whenever you like, and applications keep arriving while you do. Polymer is streamlined and easy to adopt, even once you start customizing it.

Workable's pricing rises with a company's headcount whether or not that company is opening more roles or involving more people in hiring. Polymer's plans are tiered by how many jobs a company needs open at once, so a company whose headcount is growing but whose hiring needs remain unchanged pays the same as it did before. Pricing based on open positions may be a more attractive model for growing companies and startups.

Where Workable wins

Workable's sourcing database of more than 400 million profiles is built for recruiting teams that run outbound search, and Polymer doesn't have one. Workable also sells texting, video interviews, and assessments inside the platform, and a human resources suite for companies that want their ATS and their HR software from the same company.

Best fit

Choose Polymer if you're a growing company that wants a capable, flexible ATS that's ready to use the day you sign up.

If you need sourcing at scale, native texting and video, or an HR system from the same vendor, Workable is the better choice.

2. Greenhouse: Best for enterprise recruiting teams

Greenhouse is built for a talent acquisition department. If you have recruiters, recruiting coordinators, and a head of TA who reports hiring metrics to leadership, this is the system that department would pick.

Why consider it

You need an enterprise-focused, comprehensive suite of recruiting tools, and you have a dedicated recruitment team to manage it. Before a role opens, your team defines the competencies for it, writes an interview plan, assigns each interviewer a kit of questions, and sets the rubric they'll score against. Interviewers submit scorecards before the debrief so the panel discusses the scores.

Key features

• Interview plans and kits. Each stage of each role gets a plan covering interviewers, competencies, questions, and a scorecard rubric with focus attributes.
• Requisition and offer approvals. Roles open after an approval chain signs off, and offers go through their own approval chain before a candidate sees one. An admin sets up both chains and chooses the approvers.
• Reporting. Greenhouse reports on pipeline, source, time-to-fill, offer acceptance, and demographics, with a report builder for the ones leadership asks for and AI-built report filters on the higher tiers.
• Integrations marketplace. 500+ partner integrations for assessments, background checks, scheduling, HRIS sync, and sourcing tools.
• Generative AI. Greenhouse has a voice interviewer that runs a first phone screen, a notetaker that maps interview transcripts onto scorecard questions, scorecard summaries that surface interviewer disagreements, offer forecasting, a job setup assistant, and a resume review that redacts identifying details.

Pricing

Greenhouse doesn't publish pricing. Plans are quote only, priced by company headcount, across Core, Plus, and Pro. Third-party pricing trackers put small-company entry on Core at roughly $6,500 to $10,000 a year, with a median contract around $12,250. Expect a sales cycle and an annual contract. Implementation typically takes four to eight weeks for mid-market teams.

Where it beats Workable

Greenhouse has structured hiring tooling that Workable doesn't. Every interviewer gets a kit with the questions to ask and the competencies to score. Scorecards are submitted ahead of the panel meeting so nobody anchors on the loudest voice, and the whole thing rolls up into reports on where the process is slow and which sources produce hires. Its integration marketplace is also the largest in the category, so an assessment or background check partner you already use is more likely to have a native connection.

Where Workable wins

Workable has a sourcing database of more than 400 million profiles, and it now sells an HR suite covering employee records, onboarding, time tracking, and payroll preparation. Greenhouse is recruiting software only, so sourcing and HR are separate purchases. Greenhouse doesn't include human resources software with the ATS. The only HR product Greenhouse sells is onboarding, as a paid add-on. It has nothing for employee records, PTO, time tracking, benefits, or payroll. Workable also publishes its prices and bills the Standard plan monthly with no minimum term, while you must request a quote from Greenhouse and sign on to an annual contract.

Best fit

Choose Greenhouse if you have a recruiting team that will run structured hiring, someone to administer the system, and the budget for a several-week implementation. If your managers hire for their own openings, look at Polymer.

3. Lever: Best for teams that source passive candidates

Lever is an ATS and a recruiting CRM in one database. It's built for a recruiting team that spends its days sourcing people who haven't applied and staying in touch until a role opens.

Why consider it

You want a dedicated recruiting CRM in addition to an ATS. Recruiters source passive candidates, tag them, put them in nurture campaigns, and log every touchpoint over months or years. When the right role opens, the record becomes an application. If you have recruiters whose job is building that pipeline, Lever is organized around it.

Key features

• Long-term nurture campaigns. Multi-step email sequences keep a passive candidate warm for months or years before a role opens, with tracking on opens and replies and rules for when someone drops out.
• Loss-risk alerts. Every active candidate gets a score that flags fading engagement, based on response times and activity, so a recruiter can step in before an offer is declined.
• Quality-of-hire metrics. Reporting follows each hire past the start date and ties the source, the recruiter, and the interview scores back to first-year performance and attrition.
• AI interview companion. The companion generates interview guides per role, takes notes during the call, and tracks scorecard completion.
• Recruiter System Connect. Lever pushes jobs to LinkedIn, and a two-way sync with LinkedIn Recruiter puts InMail activity and profile data on the Lever record for teams that pay for Recruiter.

Pricing

Lever's pricing is a custom quote. The pricing page has a quote form and says pricing depends on organization size and hiring needs. Third-party trackers report roughly $8,000 to $15,000 a year for small companies. Lever is owned by Employ, the same parent company as JazzHR and Jobvite.

Where it beats Workable

Lever has a recruiting CRM with nurture tooling, which Workable doesn't. Recruiters can put passive candidates into multi-step email sequences, track who opens and replies, set exit rules, and keep a candidate warm for months before a role opens. Every touchpoint is logged on the candidate's record, so when the right role does open, the recruiter picks up where the last conversation left off.

Where Workable wins

Workable has texting, video interviews, and assessments built into the platform, and it now sells an HR suite for everything that happens after the hire. Lever has no video interviews, assessments, or human resources software. Workable also publishes its prices, while Lever makes you fill in a quote form to get any pricing information at all.

Best fit

Choose Lever if you have recruiters who will use the CRM and run nurture campaigns. If your candidates come from applications to your job posts, most of Lever goes unused.

4. Pinpoint: Best for mid-market in-house recruiting teams

Pinpoint is an in-house recruiting platform for companies running several hiring streams at once, desk-based and frontline, early-career and executive, agency-sourced and direct, all in one system.

Why consider it

You're looking for one system for several different hiring streams, the recruitment agencies you work with, and employee referrals. Pinpoint covers all three, with an agency portal, a referral program, an onboarding module, and approval chains keyed to salary band. If your recruiting team coordinates agencies, referrals, and several departments' pipelines, that's what it's laid out for.

Key features

• Lifecycle automation. If-this-then-that rules across the candidate lifecycle auto-advance on an assessment score, send templated communications at each step, and route an offer through the approval chain for its salary band.
• Agency portal. External recruiters get their own login to submit candidates into your pipeline, see where each one stands, and track their fees.
• Onboarding module. Hires move from the offer stage into an onboarding module with task lists, document collection, and start-date reminders for the new hire and the manager.
• Background and reference checks. A recruiter orders both from the candidate's record and tracks them to completion inside the platform, with the results attached to the candidate.
• AI on the Enterprise tier. Pinpoint's top tier has a hiring copilot that answers plain-language questions and drafts communications, a notetaker that transcribes interviews, a candidate chatbot on the careers site, and candidate filters and match scores against criteria a recruiter sets.

Pricing

Pinpoint doesn't publish a rate card. Contracts are annual and there's no free trial. Third-party reviewers report the Growth tier at roughly $345 per month on annual billing and Enterprise at $1,200 or more, with independent estimates of $4,600 to $15,000 a year as a flat annual fee.

Check the tier before you buy. AI Hiring Copilot, AI Match Scores, AI Notetaker, blind screening, API access, and multilingual careers sites are all on Enterprise. The Growth tier has no AI.

Where it beats Workable

Pinpoint has an agency portal and an employee referral program, which Workable doesn't. Outside recruiters submit candidates through their own login and follow each one's progress, and employees refer through a tracked program. Lifecycle automation moves candidates along on assessment scores and sends each offer for approval by salary band. Background checks, reference checks, and video interviews are included in the platform.

Where Workable wins

Workable has a sourcing database of more than 400 million profiles with AI sourcing on top, so a recruiting team can search for people who haven't applied. Pinpoint tracks the applicants who come to you, and it has no way of finding the ones who don't. Pinpoint has no sourcing database and no AI sourcing. Pinpoint also sells annual contracts only, while Workable's Standard plan bills monthly with no minimum term.

Best fit

Choose Pinpoint if you're a mid-market in-house recruiting team running several different hiring streams, working with agencies, and ready to sign an annual contract for flat-rate pricing. If your hiring is a few roles at a time and the managers do it themselves, it's built for a bigger operation than yours.

5. Recruitee: Best for large companies hiring across several countries

Recruitee, now part of Tellent, is an ATS most commonly used in Europe, built for companies hiring across several countries and languages. Recruiters set up a workspace per hiring manager and manage permissions in detail, so a large company can involve everyone in hiring while keeping each department's process private.

Why consider it

You're a large company hiring in several countries, and you need granular permission controls so multiple departments can run their own hiring. Admins set role-based access per user, make scorecards standardized or mandatory, and give each hiring manager a workspace scoped to their roles, so one department's hiring stays out of another's view.

Key features

• Permission structure. Access is role-based, with granular permissions per user, standardized or mandatory scorecards, and a workspace per hiring manager scoped to the roles they're on.
• Chrome sourcing extension. Recruiters add profiles from LinkedIn and other sites straight into the candidate database from a browser extension, then work them from the pipeline.
• Reporting. Ready-made dashboards and customizable reports cover time to hire, source, and pipeline, with a BI connector on the top tier for exporting to your own analytics.
• GDPR automation. An admin sets the rules for consent requests, retention periods, and deletion requests, and the system applies them, with a log of what was deleted and when.
• Generative AI. Recruitee has a job description generator that localizes posts per market, Smart Fill for job fields, an AI Writer for rejection emails, and evaluation insights that summarize team feedback.

Pricing

Recruitee no longer publishes its pricing. Plans are quote only, tiered by plan, employee count, and billing period. There's a one-year minimum contract even on a monthly payment schedule, and annual payment saves 20%. A 5% renewal increase is planned for 2026. As a historical reference only, the Start plan cost roughly $199 to $301 per month in recent years.

The Start plan has a hard cap of five active jobs. Advance removes the cap, and Optimize adds API access, the BI connector, and a dedicated customer success manager. Users are unlimited under the employee-count model. The add-on prices aren't disclosed.

Where it beats Workable

Recruitee has a permission structure built for a large company, which Workable doesn't. Admins set access per user, make scorecards mandatory, and give each hiring manager a workspace limited to their own openings, so one department never sees another's candidates. GDPR automation handles consent and deletion requests by rules an admin sets, and a Chrome extension adds profiles from LinkedIn straight into the candidate database.

Where Workable wins

Workable has a sourcing database, and its texting, video interviews, and assessments are part of the platform. Recruitee has no sourcing database, and it sells SMS and WhatsApp as add-ons without saying what they cost. Video interviews and assessments aren't in Recruitee at all. Recruitee also requires a one-year minimum even when you pay monthly, while Workable's Standard plan has no minimum term.

Best fit

Choose Recruitee if you're a large company hiring in several countries, you need granular permissions across departments, and you're comfortable with a one-year commitment and quote-based pricing.

6. BambooHR: Best for hiring inside an HR system of record

BambooHR is an HR platform. Employee records, onboarding, PTO, e-signatures, reporting, and a mobile app are the product, and the hiring module is one tab of it.

Why consider it

You need a human resources system of record, and you'd like the ATS to come with it. The candidate record becomes the employee record at hire, and onboarding tasks, document signing, and the PTO balance pick up from there. The hiring module is there so the HR team doesn't have to re-key a new hire.

Key features

• HR system of record. BambooHR keeps employee records, org charts, e-signatures, PTO, reporting, and a mobile app, with payroll, benefits administration, and time tracking as separately priced add-ons.
• Bamboo AI. A natural-language layer over the HR data answers workforce questions, builds charts, flags unusual time-off patterns, predicts burnout, drafts recognition messages, and approves routine timesheets. Nothing in it reviews applications.
• Reports. Candidate source and funnel reports are part of the HR reporting, so a hiring funnel is built in the same report builder as headcount, turnover, and time-off balances.
• Background checks. The HR team orders a check from inside the candidate's record, and the result comes back to it through BambooHR's own checking partner.
• Offer letter templates. On the higher tiers, BambooHR generates offer letters from templates with the candidate's details filled in, sends them for e-signature, and files them to the employee record on acceptance.

Pricing

BambooHR publishes per-employee rates. Core is $10, Pro $17, and Elite $25 per employee per month, with a flat minimum of $250 per month for companies of 25 or fewer employees. Applicant tracking is included from Core, with job opening caps of 5 on Core, 25 on Pro, and 50 on Elite. Payroll, benefits administration, and time tracking are separately priced add-ons, with a 15% discount for combining payroll and benefits with any plan.

The per-employee rate applies to every employee, not just the people who hire. A 40-person company on Core pays $400 per month for the HR system, hiring module included.

Where it beats Workable

BambooHR has a mature HRIS, and Workable's HR modules are newer. Employee records, PTO, e-signatures, and reporting have been in the product for years, with payroll and benefits as add-ons, and a new hire's record carries over from the candidate profile without an integration. Bamboo AI reads across the whole HR dataset, from time off to performance, not just recruiting.

Where Workable wins

Workable is recruiting software with a sourcing database, texting, and video interviews. BambooHR has none of the three, and its hiring module is one part of a human resources system that the rest of the company is using for something else. Job openings are capped at 5, 25, or 50 depending on the HR tier, and offer letter templates are on the higher tiers only.

Best fit

Choose BambooHR if you need a human resources system of record and want the ATS to come with it.

7. SmartRecruiters: Best for high-volume hiring across legal entities

SmartRecruiters is a talent acquisition suite for large organizations. It's a Gartner Leader and, since 2025, part of SAP.

Why consider it

You're hiring at volume across several countries and legal entities. SmartOS covers the whole operation in one contract, with ATS, native sourcing and CRM, programmatic job advertising, career websites, text recruiting, conversational AI chat, AI scheduling, offer management, onboarding, analytics, sandbox environments, and a 600+ partner marketplace. It's administered by a TA operations team and configured per entity.

Key features

• Programmatic advertising. Recruiters manage job ad spend across boards from inside the suite, set budgets per role, and shift spend toward the boards that are producing applicants.
• Native sourcing and CRM. Recruiters build a candidate database and talent communities before a requisition opens, so there is a pipeline for roles that haven't been approved yet.
• Global structure. Multi-language, multi-entity, and GDPR tooling comes with per-entity configuration, and an AI disclosure feature covers jurisdictions that require candidates be told when AI is used.
• Sandbox environments. SmartSandbox is a copy of your configuration where admins test workflow and field changes before they reach recruiters in production.
• Winston. A companion agent prompts feedback, summarizes candidates, schedules interviews, and answers questions about the product itself, and Winston Match scores candidates, with availability set by tier.

Pricing

SmartRecruiters publishes one number. The Essential plan starts at $14,995 a year. Professional, High Volume, and Complete are quote only. Third-party trackers report a median buyer at around $33,507 a year, with implementation costing $5,000 to $20,000. AI evaluation through Winston generally means Professional or above, which reviewers put at $30,000 a year or more.

Where it beats Workable

SmartRecruiters has programmatic advertising, a configuration sandbox, and per-entity setup, which Workable doesn't. Ad spend is managed across boards per role, and admins test workflow changes in a copy of production before recruiters see them. A company with several legal entities configures each one separately. A 600+ partner marketplace covers the rest of the stack.

Where Workable wins

SmartRecruiters is an enterprise implementation, with an entry price of $14,995 a year, a procurement cycle to get through, and a setup that takes weeks before anyone posts a job. It's built for a talent acquisition operations team to administer. Workable publishes its prices, bills the Standard plan month to month with no minimum term, and can be set up without an implementation team.

Best fit

Choose SmartRecruiters if you're a mid-size to large organization running high-volume or global hiring with the budget and implementation team to match. It's far more platform than a small team needs.

How to choose a Workable alternative

Work through these before you book any demos. Most teams can rule out half the list in ten minutes.

• Hiring volume. How many roles are open at once, and how many applications does each one get? Polymer's plans are sized by published jobs (5, 20, or 50). Recruitee's Start plan caps at five. SmartRecruiters is built for hundreds.
• Recruiting team structure. Do you have dedicated recruiters, or do hiring managers do the hiring themselves? Greenhouse assumes a talent acquisition operation. Recruitee assumes an admin sets up departments and permissions first. Polymer assumes the hiring manager is doing the hiring.
• Need for sourcing or a recruiting CRM. If outbound sourcing is someone's job at your company, Lever or Workable has the tooling for it. If you hire from inbound applications, you won't use it.
• Workflow complexity and flexibility. Do you need approval chains by salary band and multi-stream pipelines, or custom stages and application forms per job? Pinpoint is the former. Polymer is the latter.
• Implementation tolerance. Greenhouse and SmartRecruiters are multi-week projects. Workable and Recruitee are self-serve with a setup guide to work through. Polymer is running the day you sign up.
• AI requirements. Decide whether you want AI screening included, as an add-on, or not at all. Polymer includes it on every plan with nothing to configure. Workable sells it separately and needs an ideal candidate profile built per job. Pinpoint gates it to Enterprise. BambooHR doesn't offer it.
• Integrations and API requirements. If you need a specific HRIS, background check, or assessment partner, check the marketplace before anything else. Greenhouse has the widest ecosystem. Polymer's API manages candidates and job data on every plan.
• Budget and pricing model. Ask how the price moves as your company grows. Headcount-based pricing (Workable, Greenhouse, BambooHR) grows with the company. Job-based pricing (Polymer) grows with hiring. Flat-rate (Pinpoint) is predictable but annual only.

Which Workable alternative is right for you?

How much recruiting software does your company actually need? Every product on this list differs in which features it focuses on, how complex those features are, and how much process is built in around them. What your team needs from those three is what decides which one fits. Some of that built-in process is overkill for a smaller company, and it causes confusion and low adoption. Some of it is necessary red tape for a larger organization.

If you're a growing company that wants a capable, intuitive ATS that's ready to use the day you sign up, Polymer is the fit. Set up your jobs, board, and team before you enter any payment details, and the 14-day free trial starts when you publish your first job.

Greenhouse fits a dedicated recruiting team running structured hiring. Lever suits recruiters running outbound sourcing. Pinpoint is for a mid-market company with several different hiring streams that wants flat-rate pricing. Recruitee is built for a large company hiring across several countries. BambooHR is for a company that needs a human resources system of record with an ATS inside it. SmartRecruiters is for an enterprise hiring globally at volume.

Frequently asked questions