Frequently asked questions

What is Polymer, and who is it for?

Polymer is an applicant tracking system with a branded company job board built in. You publish roles, manage applicants, and make decisions all in one platform, and Plato, Polymer’s AI reviewer, scores every application against your own job criteria. It is the hiring platform trusted by modern, high-growth teams. Plans run up to 50 published jobs and 50 users; if you need more than that, custom integrations, or specialized workflows, email support@polymer.co.

How much does Polymer cost?

There are three plans, priced in US dollars: Starter at $124 per month, Growth at $233, and Scale at $415, billed annually. Month to month the same plans are $149, $279, and $499. Annual billing is two months free. Prices do not include tax; you pay any tax.

Are features held back on the cheaper plans?

No. Every Polymer plan comes with the complete feature set, with no limitations and no compromises. The only things that change between plans are the number of published jobs (5, 20, or 50), the number of users (5, 20, or 50), and monthly Plato AI credits (50, 100, or 150). Candidates are unlimited on every plan.

Is there a free trial, and do we have to enter a card just to look?

You have unlimited time to explore Polymer, plus a 14-day free trial when you publish your first job. Polymer makes it easy for you to create jobs, set up your job board, add team members, and preview how your job board and jobs will look before ever providing any payment information.

Can we cancel, and can we get a refund?

You can cancel at any time through your account settings. That stops billing at the end of your current billing period while maintaining access with limitations, and you keep your data; to completely cancel and delete your account, contact support@polymer.co. Paid subscriptions renew automatically until you cancel them.

You may request a refund within 7 days of any charge for Polymer subscription plans by contacting support@polymer.co. Refunds are not available for third-party listing services or after the 7-day window.

Can we get our candidate data out?

Yes, and you do not have to ask us for it. From the Organization section in App Settings you can export your entire organization’s hiring data — jobs, candidates, and job applications — as separate CSV files or bundled in a single ZIP; large datasets are processed in the background and you receive an email with a download link when ready.

We already have candidates collected somewhere else. Do we start from zero?

No. You can add multiple candidates to a job at once by uploading a CSV, which is how you import candidates you have collected outside of Polymer; the importer gives you formatting instructions, an example template, and an upload field. You can also add candidates one at a time, with contact information, links, source, and desired compensation, and upload a resume by file picker or drag-and-drop.

What does Plato do, and can we see why it scored a candidate the way it did?

Plato reviews every application against your role’s criteria, scores the fit, and shows its reasoning, so you start with your best candidates. It pulls the requirements straight from your job description — core, preferred, and bonus — and works through them one by one, marking each as clear evidence and a full match, related evidence and a partial match, or no evidence and not a match, with the reasoning written out under every single criterion.

The result is one of five fit levels: excellent, good, mixed, weak, or poor. Every candidate is scored, and filtering by fit is a control you apply and can clear; candidates hidden by a filter are counted and stay reachable. Plato runs inside the candidate record rather than as a separate tool, and its output is labelled “Generated by Plato”. It is currently in beta.

Does Plato see candidates’ names and personal details?

Personal details like name, location, and email are removed before a candidate is sent for scoring and analysis, so the assessment stays focused on the work. Plato is also opt-in per role: you turn on auto-reviews for a given role, and from then on it starts working the instant a candidate hits your inbox, checking role fit, relevant experience, skills, and gaps.

Can we control who on the team sees what?

Yes, by role and by job. The roles are Owner, Admin, Member and Interviewer. By default a Member has access to no jobs at all and must be added to a job’s hiring team; they then see and interact only with those jobs and only get notifications for them. Admins have access to all jobs, can invite users, set roles, and configure billing. The Owner is the highest user level with full permissions and cannot be deactivated by any user. An Interviewer only has access to candidate job applications for which they have received a review request, so you can bring someone in to weigh in on one candidate without exposing the pipeline.

Individual fields go further. Custom application questions can be marked admin-only, which is useful for sensitive information like salary expectations or background check consent, and those answers are also excluded from Zapier triggers and webhooks. Compensation can be made admin-only per job, and every candidate has a private notes section visible only to you and not to the rest of the hiring team.

Will we have to change our hiring process to fit Polymer?

No. A job is created with seven default hiring stages — Inbox, Screen, Interview, Decide, Offer, Hired, and Archived — and you can edit your hiring stages to support any workflow: rename them, drag to reorder, delete them, and add your own. Inbox, Hired, and Archived are fixed in position, but everything between them is yours.

Stages are set per job, so different roles can run different processes, and job setup remains fully accessible and editable after a job is published. A stage cannot be deleted while it still has candidates in it.

Do we still have to email candidates from our own inboxes?

No. Email is built into the application, so you send messages to candidates without ever leaving Polymer. Each message is delivered to the email address the candidate applied with, and when they reply, their response is displayed in the messages feed with a “Candidate” label and you get an email notification telling you they replied. Everyone on the hiring team has visibility into what was sent to the candidate and when.

Message templates carry placeholders for candidate first name, candidate full name, job title, sender first name, sender full name, and organization name, are visible organization-wide, and can be sent to everyone in a hiring stage at once. You can set one message automation per hiring stage, firing once or every time a candidate reaches it. Before you move anyone, a lightning bolt icon tells you whether an automation will run, and you can choose to skip automated messages when moving or bulk-moving candidates.

Can the job board live on our own domain, or inside the site we already have?

By default all Polymer job boards live at jobs.polymer.co, and you can configure your own domain instead — a subdomain such as jobs.yourdomain.com, pointed at Polymer with a CNAME record and a TXT record. Once both DNS records are active, Polymer automatically validates them and issues an SSL certificate for your domain, with no further action required from you. Links you have already shared to jobs.polymer.co continue to work as they did before.

If you would rather keep the careers page you already have, you can paste a generated embed code into any website you administer, sync your jobs into a Webflow CMS collection, or build your own front end on the developer API.

What does Polymer integrate with, and does any of it cost extra?

Included at no extra cost: Google Jobs, Google Analytics, Webflow, LinkedIn, X Hiring, Slack, Discord, Zapier, and We Work Remotely. Google Jobs is on by default when you publish a job. LinkedIn posts your jobs to your company page for no additional cost using LinkedIn Limited Listings, and X Hiring is free. Slack and Discord post each new application, with the full candidate application displayed, into a channel you choose. Zapier connects Polymer to thousands of applications on three triggers: when a job is published, when a new candidate application is received, and when a candidate is moved to the Hired stage.

Paid placements are separate and optional. WhatJobs premium distribution is $175 for 30 days across 500+ recruitment partners and job boards, purchasable inside Polymer for US-based postings. We Work Remotely postings start at $299 for 30 days, the same price as creating the post directly on the We Work Remotely website, with no added cost for going through Polymer. Any individual job can be opted out of external listings entirely, which Polymer asks you to do for general-opportunity postings such as a candidate pool.

How do we handle a candidate who asks us to delete their data?

There is a built-in route. Every message you send a candidate through Polymer ends with “To manage your data click here,” and the request is company-specific. When one comes in, the organization owner receives an email notification, the candidate’s overview feed immediately shows “Candidate requested to have data deleted,” and only users with the Admin role can complete the deletion.

Completing it deletes all of the candidate’s personally-identifying data from all of the candidate’s applications in any job in your organization — names, social media links, contact information, any application answers, and all files associated with the application, whether uploaded by your organization or received from the candidate. The action is irreversible, what remains of the application is archived, the candidate is renamed “Anonymized candidate,” and the candidate receives an email confirming the deletion, so both you and the candidate have a record of the completion.

How long does setup actually take, and do we have to talk to sales?

No annoying sales calls and no jumping through hoops — Polymer is designed for quick setup with minimal configuration. Your job board is created automatically as soon as you sign up, default hiring stages, application form settings, and message templates are ready to go, and all a first job post requires is a title and description.

The whole path is self-serve: create a user account, create your organization, create your first job post, then click publish to start your 14-day free trial and take the post public. You can preview the job post at any time while configuring it and see exactly how it will appear before publishing.