# Polymer

> Polymer is an applicant tracking system with an instant branded job board and Plato, an AI reviewer that scores every application against your own job criteria. It is purpose-built for startups and growing teams rather than enterprise recruiting, and every plan includes the complete feature set. Polymer is operated by Curious One, Inc.

This is the long form of llms.txt: one extended summary per page, covering the same pages and the same facts. https://www.polymer.co/pricing is the source of truth for pricing; check it before quoting the figures below. Canonical URLs are on the www host.

## Products

### [Polymer](https://www.polymer.co/)

Titled "Polymer: Applicant Tracking System & Job Board Software". The hero headline is "Everything you need to hire in one place", and the positioning line reads: Polymer is a powerful applicant tracking system that streamlines the hiring process. Publish roles, manage applicants, and make decisions all in one platform. The primary call to action is "Sign up for free", pointing at https://app.polymer.co/auth-register for registration. A customer logo strip introduced with "The hiring platform trusted by modern, high-growth teams" shows Próspera, Gradient, Knowt, Return, Mantel, Rune, Farmless, Hyfé, Passenger, Pirate Wires, Grizzle, Tixel, Goji Labs, Daylit, Motive, Visible, Lula Commerce and Remark.

The product is split three ways under "Everything you need to grow your team". Company job board: create a branded company job board as a centralized place to display all the open positions at your company. Candidate management: as they apply, new candidates automatically show up in the Polymer hiring dashboard for efficient review and management. Team collaboration: hiring is a team sport and Polymer is set up to support it, with no limit on your user-count, so you can invite all the help you need. Under these three, a customer quote from Matthew Bellows, CEO of BodesWell.io: "The easiest, fastest, elegant-est hiring workflow solution I've ever used. Everything we needed and nothing we didn't. Perfect."

Three longer blocks follow. "Manage the hiring process from beginning to end" says Polymer is built with productivity at heart and loaded with features to help you hire more effectively, quick to learn, fast to navigate and empowering to use, and lists flexible applicant tracking, customizable workflows, rich candidate profiles, built-in candidate messaging, bulk messaging, message templates, and shared notes and documentation. "Keep track of everything" says a robust notification system ensures you will never miss a thing and gives a clear overview of everything that happens within your hiring teams. "Work together" says Polymer is set up to allow everyone on your team to contribute to the hiring effort, with features like user roles and job assignments to divvy up the work.

"Tailor your experience" states that Polymer's customizations go deep and that it is applicant tracking software that can flex to fit your needs perfectly, calling out four capabilities: dark mode enabled, so that with support for both light and dark themes Polymer fits in with the rest of your productivity suite; a Jobs API included, so you can either use the ready-made job board or build your own front-end using the developer API; use your own domain, hosting your job board on your own domain so candidates stay on your brand from first click to application; and customizable hiring, where you create your own hiring stages, write message templates tuned to your team, and build application forms your way. The section closes with a customer quote from Mike Preuss, Co-founder and CEO of Visible.vc: "Beautifully simple. Incredibly easy to use but can be customized to your hiring workflow and needs."

"Integrate with the best" covers nine integrations. Webflow: build a custom job board in Webflow that displays and syncs your jobs from Polymer. X: post jobs to X for free and reach millions, with Verified Orgs also able to promote roles on their profiles. LinkedIn: post jobs to your LinkedIn company page and appear across thousands of candidate searches. Zapier: build automations across 5,000+ apps triggered by hiring events in Polymer, no code required. Slack: automatically notify any Slack channel in your workspace when a new job application is received. Google: have jobs appear in Google Jobs so candidates can find them directly in Google's job search. Discord: send automatic messages to a selected Discord channel whenever a new job application comes in. We Work Remotely: with one click, publish your job to We Work Remotely's audience of 6M remote job seekers. WhatJobs: post your job to WhatJobs and reach candidates across their network of 500+ partner job boards.

The page closes on the site-wide call to action, "Start hiring with Polymer for free": seeing is believing, publish your first job post and attract candidates today on the 14-day free trial.

### [Features](https://www.polymer.co/features)

Titled "Applicant Tracking Software | Job Boards | Polymer". The standfirst reads: where power meets simplicity, Polymer is built to effortlessly support and streamline your hiring process. The page is four feature sections, each split into three subsections of four named capabilities.

Instant job board. Branding, where logos, colors and custom domains keep your job board on-brand, covers custom domains so the board can live at a web domain owned by your organization, flexible branding through logos, images and custom text, job board localization in multiple languages including Dutch and Swedish, and a job board API giving access to all job information for building custom integrations. Job posts, where rich media and custom forms help your posts stand out, covers custom application questions with custom fields, file uploads and multiple choice questions, video headers, location maps and social share images. Candidate experience, where mobile-ready forms, instant confirmations and job alerts keep candidates engaged, covers mobile-ready display across all devices, a branded application confirmation email, a single-page application form with clear fields and easy file uploads, and job board subscriptions so job seekers get notified of new openings.

Distribution. Automatic posting, where your jobs appear across major platforms once you enable and configure them, covers LinkedIn Limited Listings, Google Jobs displayed prominently at the top of search results, X Hiring for free posting, and job board subscriptions. Expanded reach, described as paid placements and custom options to get your jobs in front of even more candidates, covers posting directly to We Work Remotely from within Polymer, WhatJobs and its network of 500+ partner job boards, an embedded job board that displays your jobs on any website with your own custom styles, and Webflow CMS sync. Optimize visibility covers candidate source tracking with custom source links, social share images, easy sharing links for LinkedIn, X and other networks, and job board SEO control over title and meta description.

Candidate management. Hiring pipeline, organizing candidates into stages that reflect your ideal hiring process, covers custom hiring stages, stage automations that trigger template-based emails when candidates move stages, an activity feed timeline per candidate, and bulk candidate import via CSV. Messaging, communicating with candidates from Polymer without switching tools, covers candidate messaging inside Polymer, message templates with dynamic placeholders, bulk messaging to all candidates within a hiring stage, and message automations on stage entry. Candidate profile covers custom application forms per job, candidate files storing resumes and attachments together, candidate source tracking, and comments and reviews visible to the hiring team.

Team collaboration. Team access, inviting unlimited users and controlling who can see what with flexible roles and permissions, covers hiring teams scoped to specific jobs, user roles limiting visibility and access, custom permissions controlling who can view specific candidate responses, messages and reviews, and private notes. Candidate reviews, collecting structured feedback from your team, covers scored candidate reviews, review templates for consistent evaluations, review requests that can invite anyone even if they are not on the hiring team, and time-stamped shared comments. Communication covers the notification hub, the Slack integration, the Discord integration, and unified messaging through a shared candidate message feed.

### [Job board software](https://www.polymer.co/features/jobboard)

Titled "Job Board Software: Branded & Free to Start | Polymer". The headline is "The best job boards around": Polymer's gorgeous job boards let you stand out in the crowd and make a great first impression, with no code required.

Three core claims sit under "Everything you need for great job posts". The board sets up instantly, because it is created as soon as you sign up, and from there you can easily add additional content and branding. It simplifies your hiring, because as they apply, new candidates show up in the Polymer hiring dashboard for efficient review and management. And it is backed by an API, because you can either use the ready-made job board or build your own front-end using the developer API at https://developer.polymer.co (see Docs & API below).

Polymer job boards list out all your published job posts and provide an entire page dedicated to each. Each job posting includes a customizable application form, and each submitted application shows up in a hiring dashboard for easy review and management. The boards look clean and simple but provide a great deal of flexibility: a board starts as a minimal display of your job openings and can be built out into a full careers site as you layer in additional images, videos, maps and text.

The closing grid, "Packed with features", names twelve: mobile-ready display across all devices, custom apply forms with per-job form fields, custom job categories defined to fit the roles you are filling, social share images, instant setup on sign-up, easy sharing links for visitors to share job posts to their networks, video headers at the top of job posts, job board subscriptions so job seekers are notified of updates, location maps for physical job locations, custom domains so the board lives at a domain owned by your organization, the job board API for accessing all job information, and flexible branding through logos, images and custom text.

### [Candidate management software](https://www.polymer.co/features/candidate-management-software)

Titled "Candidate Management Software | Polymer". The headline is "Candidate management made easy": stop jumping between spreadsheets, emails and notes, because Polymer has everything you need for hiring, all in one place.

Three claims sit under "Everything you need to manage candidates". Quick to set up: create an account and get to hiring, and in just minutes you will have your hiring process set up and be ready to manage candidates, with default hiring stages, application form settings and message templates ready to go. Simple to manage: Polymer keeps things organized as you qualify candidates and move them through your hiring process, so you can advance candidates with a click, see where everyone stands at a glance, and have every stage change tracked automatically. Easy to customize: create a hiring flow that fits your organization by customizing hiring stages to your exact process, creating message templates for quick replies, and setting up message automations when candidates move stages.

A dashboard runs your hiring: an organized view across all your hiring efforts makes it easy to keep track of job details, publication status and candidate counts, and each job has a dedicated display for managing it, coordinating with your hiring team and evaluating candidates. Candidate profiles are comprehensive, giving you the information you need to evaluate and manage candidates, with application details, resumes, social accounts, contact information, team comments and private notes all in view. Candidate messaging is built in, so you can email candidates without leaving the app, reusable templates make common replies and bulk messages quick, and everyone on the hiring team shares a view of the full message history with each candidate.

The closing grid, "More features to love", names eight: the notification hub giving a birds-eye view of all hiring activity, candidate quick search that jumps straight to a profile, candidate reviews recording detailed feedback with a score shared with the hiring team, private notes on a per-candidate notes page, bulk messaging to all candidates within a hiring stage at once, message templates with dynamic content placeholders, an activity feed timeline of all actions for each candidate, and custom hiring flows creating candidate groupings that reflect your ideal hiring process.

### [Plato AI](https://www.polymer.co/plato)

Plato is Polymer's AI candidate reviewer, presented on the page as "Plato by Polymer". Plato is the AI reviewer inside Polymer's applicant tracking system: it scores job applications against your job criteria so you review the best candidates first. Plato AI reviews every application against your role's criteria, scores the fit and shows its reasoning, so you start with your best candidates.

Auto-reviews are turned on per role. Turn on auto-reviews for any role and Plato starts working the instant a candidate hits your inbox, checking role fit, relevant experience, skills and gaps.

Plato pulls the requirements straight from your job description, core, preferred and bonus, and works through them one by one, with the reasoning behind every call. Each criterion gets one of three verdicts: clear evidence, a full match; related evidence, only a partial match; no evidence, not a match. Overall fit lands in one of five fit levels: Excellent fit, Good fit, Mixed fit, Weak fit and Poor fit. Every candidate is scored, and you can filter by fit and review your strongest first.

Candidates are anonymized before they are scored. 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.

Every Polymer plan carries a monthly allowance of Plato AI credits: 50 on Starter, 100 on Growth and 150 on Scale. See the pricing section below.

## Pricing

### [Pricing](https://www.polymer.co/pricing)

Simple, transparent pricing that scales with your hiring needs. Start your free trial and publish jobs in minutes.

There are three plans, each with an annual and a monthly rate. Annual is the default selection on the page and the annual toggle is badged "2 months free!", so the annual figure leads and the monthly figure follows.

- Starter, $124/month billed annually or $149/month billed monthly. Everything you need to streamline your hiring process: up to 5 published jobs, unlimited users, 50 Plato AI credits per month, all features included.
- Growth, $233/month billed annually or $279/month billed monthly, badged "Most Popular". Scale your hiring effortlessly as your team grows: up to 20 published jobs, unlimited users, 100 Plato AI credits per month, all features included.
- Scale, $415/month billed annually or $499/month billed monthly. For organizations with high-volume hiring needs: up to 50 published jobs, unlimited users, 150 Plato AI credits per month, all features included.

Every plan's call to action is "Get started free", pointing at https://app.polymer.co/auth-register for registration. You have unlimited time to explore Polymer, plus a 14-day free trial when you publish your first job. A customer quote from George Gearhart, COO of Goji Labs, follows: "Polymer has transformed our hiring process. We have been able to scale our headcount 70% in the past year, and Polymer has been a huge enabler for us!" For more than 50 published jobs, custom integrations or specialized workflows, the page invites a conversation about how Polymer can scale with your hiring needs, through a Contact Us button pointing at https://www.polymer.co/contact.

All plans include everything you need, because every Polymer plan comes with the complete feature set, with no limitations and no compromises. The feature list is given in four groups. Job Board & Distribution: branded company job board, custom domain support, Google Jobs integration, LinkedIn Limited Listings, We Work Remotely integration, X (Twitter) Hiring integration, social media sharing tools, job board API access. Candidate Management: unlimited candidates, custom hiring workflows, built-in messaging system, bulk messaging, message templates, stage-based automation, candidate quick search, activity tracking. Collaboration: team assignments, custom user roles, shared notes and reviews, notification hub, Slack integration, Discord integration, Zapier automation, team messaging. Customization: custom application forms, file upload fields, custom job categories, multi-language support, video headers, location maps, social share images, white-label options.

Note that the numeric cap is on published jobs; users are unlimited on every plan, and unlimited candidates is one of the Candidate Management feature-list items. Polymer also contributes 1% of every payment to remove CO2 from the atmosphere through Stripe Climate.

## Industries

Eight pages apply the same product to a specific vertical. Each one carries a hero, a section on that industry's hiring challenges, three feature blocks, a benefits list and an integrations list. The product, the plans and the trial are the same on all of them; only the framing changes.

### [Applicant tracking for startups](https://www.polymer.co/applicant-tracking-for-startups)

Simple hiring tools for growing teams. Whether you are hiring your first employee or scaling your team, Polymer gives you the tools to organize your hiring process without the complexity or cost of enterprise solutions. The page frames four startup hiring problems: time is everything, because spreadsheets and email chains slow you down when you need to move fast to secure great talent; budget-conscious hiring, with professional hiring tools at startup-friendly pricing and unlimited user seats so your whole team can participate; everyone helps hire, since hiring is everyone's job at a startup and unlimited users let your entire team review candidates and share feedback; and set up in minutes, with no implementation team needed to create a job board, post a first job and start receiving applications.

The three feature blocks are a job board that is actually yours, a professional careers page at your own domain set up instantly and customized with your branding with no coding required; staying organized as you grow, with a simple visual pipeline for moving candidates through your hiring process, with notes, scores and feedback visible in the hiring dashboard; and your whole team on one platform, inviting founders, engineers and advisors, with unlimited users and custom permissions so everyone can contribute to hiring decisions while you control who sees what. Benefits: a professional job board live in minutes rather than weeks, candidate tracking through custom hiring stages, collaboration with unlimited team members at no extra cost, built-in messaging that keeps all communication in one place, and templates and automation that save hours on repetitive tasks. Integrations: post directly to LinkedIn and X (Twitter), connect Slack or Discord for instant notifications when candidates apply, use Zapier to connect the tools you already use, and post to We Work Remotely for remote positions. The page closes by saying Polymer is free to explore, with a 14-day trial when you publish your first job.

### [Applicant tracking for fintech companies](https://www.polymer.co/applicant-tracking-for-fintech-companies)

Streamline your fintech hiring process. From payment startups through digital banking platforms, Polymer helps fintech companies organize their hiring, collaborate effectively and build great teams faster. Fintech companies need to hire quickly while maintaining quality, and need simple tools to stay organized while building teams across engineering, product, operations and more. The four challenges are cross-functional hiring, coordinating technical, product and business teams with shared candidate profiles and collaborative tools; multiple stakeholders, keeping everyone aligned with unlimited users, custom roles and centralized communication; fast-paced growth, scaling hiring from startup to scale-up with flexible workflows; and winning top talent fast, with streamlined processes and automated communications.

The three feature blocks are professional job boards in minutes, a branded careers page reflecting the company's mission and culture with custom content, videos and branding; organized candidate management, with detailed profiles, custom stages and collaborative tools including notes and applicant scoring; and bringing your whole team together, with unlimited users and custom permissions so everyone from engineering to compliance can participate while workflows stay organized. Benefits: a professional job board, customizable application forms to capture the information you need, candidate tracking through your unique hiring stages, collaboration with unlimited team members at no extra cost, and templates plus bulk messaging for efficient communication. Integrations: post jobs to LinkedIn and X (Twitter), connect Slack for real-time team notifications, use Zapier to integrate with existing tools and workflows, and build custom integrations with the developer API.

### [Applicant tracking for cryptocurrency companies](https://www.polymer.co/applicant-tracking-for-cryptocurrency-companies)

Build your web3 team with confidence. From DeFi startups through established blockchain companies, Polymer makes it simple to attract, manage and hire the talent needed to grow a crypto business. Cryptocurrency companies need tools that keep up with their pace while staying organized enough to make great hiring decisions. The four challenges are remote-first hiring, managing candidates across time zones with organized pipelines and collaboration tools built for distributed teams; winning top talent fast, with customizable workflows and automated communications; technical hiring together, keeping engineers and hiring managers aligned with shared candidate profiles, structured review templates and centralized feedback; and scaling a growing team from the first hire to the fiftieth with unlimited users and flexible hiring pipelines.

The three feature blocks are a job board that tells your story, a professional careers page launched in minutes that showcases the company mission with branding and rich media; keeping your pipeline organized, managing incoming applications from the dashboard with custom hiring stages, notes and candidate scoring; and hiring as a team sport, inviting your entire team with unlimited users, custom roles and shared communication history. Benefits: a branded job board reflecting company culture, candidate tracking through customizable hiring stages, collaboration with unlimited team members at no extra cost, bulk messages and templates for efficient communication, and all candidate information kept organized in one place. Integrations: post jobs directly to LinkedIn and X (Twitter), connect Slack or Discord for instant team notifications when candidates apply, use Zapier to connect Polymer with existing workflow tools, and use the API to build custom integrations.

### [Applicant tracking for greentech companies](https://www.polymer.co/applicant-tracking-for-greentech-companies)

Build tomorrow's sustainable workforce today. From renewable energy startups through environmental consulting firms, Polymer helps greentech companies attract mission-driven talent and build teams committed to solving climate challenges. Climate and sustainability companies need tools that help them attract mission-driven talent while staying organized as they scale their environmental impact. The four challenges are mission-driven hiring, attracting candidates who share your environmental values through a professional careers page that showcases your impact and sustainability mission; rapid growth demands, scaling the team efficiently during funding rounds and market expansion; specialized expertise, finding candidates with the combination of technical skills and environmental passion that clean energy and climate tech roles need; and cross-functional teams, coordinating hiring across engineering, policy, business development and operations with unlimited users and collaborative tools.

The three feature blocks are a careers page that tells your impact story, a professional job board highlighting the environmental mission and company culture and showing candidates how they will contribute to solving climate challenges; keeping hiring organized and efficient, tracking every candidate with detailed profiles, custom stages and team collaboration tools from technical assessments through culture fit interviews; and uniting your entire team around hiring, with unlimited users and custom roles so everyone from technical leads to sustainability officers can participate. Benefits: a mission-focused careers page that attracts purpose-driven talent, candidate tracking through hiring stages tailored to your roles, collaboration with unlimited team members across all departments at no extra cost, automated workflows for moving quickly on competitive candidates, and organized candidate records as you scale from startup to growth stage. Integrations: post jobs to LinkedIn and X (Twitter), connect Slack for instant team notifications when candidates apply, use Zapier to integrate with project management and workflow tools, and use the API to build custom integrations.

### [Applicant tracking for healthcare companies](https://www.polymer.co/applicant-tracking-for-healthcare-companies)

Hire healthcare talent with confidence. From medical device startups through hospital systems, Polymer helps healthcare organizations streamline hiring while keeping detailed records for credentialing and compliance requirements. Healthcare organizations need to balance speed with thoroughness and documentation with efficiency. The four challenges are documentation, maintaining organized candidate records, notes and hiring documentation to support credentialing processes and regulatory compliance; multi-stakeholder hiring, coordinating clinical leaders, HR, department heads and compliance teams with unlimited users and collaborative tools; winning top talent fast, with streamlined workflows and automated communication; and scaling with growth, adapting to hiring volume and complexity from medtech startup to expanding healthcare system.

The three feature blocks are professional healthcare careers pages, a branded job board highlighting the organization's commitment to patient care and healthcare innovation and customized with its mission and values; organized candidate tracking, with comprehensive profiles that track licensing information, specializations and experience through custom hiring stages while keeping organized notes for credentialing teams; and healthcare team collaboration, with unlimited users and shared communication so clinical experts, department heads and compliance teams can all participate. Benefits: a professional careers page showcasing the healthcare mission, candidate tracking through custom hiring stages designed for healthcare roles, detailed candidate profiles with notes for credentialing documentation, collaboration across unlimited clinical and business team members, and message templates for consistent professional candidate communication. Integrations: post jobs to LinkedIn and X (Twitter), connect Slack for real-time team notifications about candidate applications, use Zapier to integrate with existing healthcare management systems, and build custom integrations with the developer API for specialized healthcare workflows. The page describes supporting credentialing and compliance documentation; it does not claim any certification.

### [Applicant tracking for legal services & law firms](https://www.polymer.co/applicant-tracking-for-legal-services)

Streamline legal hiring without the complexity. From boutique law firms through in-house legal teams, Polymer helps them organize the hiring process, collaborate with partners and build legal teams efficiently. Legal hiring has unique demands but does not need to be complicated: firms need simple tools that keep them organized while maintaining professionalism. The four challenges are moving fast on competitive candidates, because the legal talent market moves quickly, using organized pipelines and an aligned hiring team; getting everyone involved in hiring, since legal hiring needs input from partners, senior associates and support staff, handled with unlimited users so the entire team can participate without extra costs; staying organized as you scale up, whether hiring a first associate or building a new practice group; and making a professional first impression with a branded careers page launched in minutes.

The three feature blocks are a careers page that matches your reputation, live in minutes rather than weeks and customized with the firm's branding; keeping track of every candidate, with detailed profiles, custom hiring stages and comprehensive notes, plus applicant scoring and progress tracking; and involving your entire team, with unlimited users and shared communication tools so partners, associates and staff can all participate. Benefits: a professional job board reflecting the firm's standards, candidate tracking through your unique hiring process, collaboration with unlimited team members at no extra cost, detailed records with notes and candidate scoring, and templates plus automation for consistent communication. Integrations: post jobs to LinkedIn, connect Slack for instant notifications when qualified candidates apply, use Zapier to integrate with existing practice management tools, and use the API for custom integrations with legal industry platforms.

### [Applicant tracking for real estate companies](https://www.polymer.co/applicant-tracking-for-real-estate-companies)

Build winning real estate teams faster. From residential brokerages through commercial proptech startups, Polymer helps real estate companies streamline hiring, scale their teams and capitalize on market opportunities with organized recruiting. Real estate success depends on having the right team in place when opportunities arise, so firms need tools to hire quickly while ensuring quality fits for culture and market. The four challenges are market-driven hiring, scaling quickly during hot markets and expansions with pipelines that handle multiple candidates and roles at once; licensing requirements, tracking licenses, certifications and market experience with custom application forms; multi-stakeholder hiring, aligning brokers, managers and leadership with shared candidate profiles, collaborative reviews and centralized communication; and winning top talent fast, with streamlined workflows, automated messaging and efficient candidate evaluation.

The three feature blocks are a careers page that drives results, a professional job board highlighting market leadership, company culture and growth opportunities; organizing candidates like industry leaders, with detailed profiles capturing licenses, market experience, sales achievements and specializations, and custom hiring stages matching your evaluation process; and getting your whole team involved, with unlimited users and custom permissions so brokers, managers and top agents can all participate. Benefits: a professional careers page showcasing market presence, tracking licenses, certifications and sales achievements with custom forms, hiring stages matching your evaluation and onboarding process, collaboration with unlimited team members across all locations and departments, and message templates plus automation to accelerate the hiring timeline. Integrations: post jobs to LinkedIn and X (Twitter), connect Slack for instant team notifications when qualified candidates apply, use Zapier to integrate with CRM, property management and lead generation tools, and use the API to build custom integrations with industry-specific platforms.

### [Applicant tracking for small business](https://www.polymer.co/applicant-tracking-for-small-business)

Hiring software that fits your small business. A 10-person company should not have to buy enterprise software to hire well, so Polymer is an applicant tracking system small businesses can set up in minutes, with published pricing and a branded job board included on every plan. You are running a business, not a recruiting department, and you need hiring software for small business realities: clear pricing, fast setup, and no features you will never use. The four challenges are pricing you can actually see, with no sales calls and no custom quotes, because every plan and price is published on the pricing page and every plan includes every feature, so you choose based on how much you hire; running in minutes, with no implementation project and no IT help needed, so you create your account, brand your job board and publish your first job the same day; no HR department required, because dedicated HR software is not needed for small business hiring and Polymer keeps applications, notes and candidate messages in one place so owners and managers can hire alongside their day jobs; and competing for real talent, where a branded job board and consistent, professional candidate communication give a small company the same polished first impression as a large employer.

The three feature blocks are a branded job board included on every plan, a professional careers page at your own domain in minutes carrying your branding, your open roles and your story, giving candidates a first impression that competes with much bigger employers, with no coding and no designer required; applicant tracking that stays out of your way, small business applicant tracking software that keeps applications, notes, scores and messages in one place and moves candidates through simple visual stages so you always know who is next, even when hiring is your second job; and everyone who interviews can help decide, since in a small company the whole team meets the final candidates and unlimited users with custom permissions let owners, managers and teammates all review applicants and share feedback in one place. Benefits: a branded job board at your own domain included on every plan, candidate tracking through hiring stages that match how you hire, collaboration with unlimited team members at no extra cost, a reply to every applicant through message templates and bulk messaging, and unlimited candidates kept organized in one place. Integrations: post jobs to LinkedIn and X (Twitter) to reach candidates beyond your own network, connect Slack or Discord for instant notifications when candidates apply, use Zapier to connect Polymer with the tools your business already runs on, and reach more job seekers with the built-in Google Jobs integration. The page closes by saying Polymer is free to explore, with a 14-day trial when you publish your first job.

## Company

### [About us](https://www.polymer.co/about)

Polymer is hyper-focused on details, dedicated to its craft, and hopes that shows through in the work. The about page states four principles. Question the standards: when people think of hiring they think of outdated practices, stuffy procedures and broken norms, and while other hiring platforms exist to serve the status quo, Polymer is building something different because a better way exists outside of what is typical. Hiring is for everyone: hiring is foundational to creating great work culture, it is a responsibility that goes beyond specific job titles or roles, and tools can encourage everyone to get involved in a way that feels meaningful and rewarding. The details matter: the team regards code as craft and strives to build software it is proud of, sparing no attention to details, on the understanding that every considerate decision eventually adds up to an exceptional user experience. Start with simple: even the most powerful tools should be easy to get started with, and every feature should be intuitive and obvious in a way that provides immediate value while still offering depth as users become more experienced.

On location, the page says that while originally known as a financial hub, having become one of the fastest growing cities in America, Charlotte has evolved into a hot spot of technology on the East Coast, and that Polymer is founded and headquartered in Charlotte, thriving within the community of young, innovative companies growing in the city. Polymer is operated by Curious One, Inc., doing business as Polymer, at 1209 Orange St., Wilmington, DE 19801, United States.

### [Terms of service](https://www.polymer.co/terms)

Last updated November 13, 2025. The terms govern use of Polymer's job board and applicant tracking software at polymer.co and app.polymer.co, operated by Curious One, Inc. Creating an account or using the services forms a legally binding agreement, and a person accepting on behalf of an organization binds that organization. Polymer may update the terms and will notify users of significant changes by the account email address or a notice in the application; continued use after posting constitutes acceptance, and Polymer may modify or discontinue features at any time.

Accounts require accurate information including a valid email address, the user must be at least 18 years old, and suspected unauthorized access should be reported to support@polymer.co. Every account begins on a free-of-charge service plan, plans can be changed at any time in account settings, and the terms point to polymer.co/pricing for current plan details and pricing. Permitted uses cover posting job openings, managing applicants, collaborating with the hiring team on hiring decisions, using every feature included in the selected plan, and exporting your data. Acceptable use forbids fake, fraudulent, misleading or discriminatory job listings, impersonating companies or organizations, misusing candidate data, using fake job listings to collect candidate information, automated tools that could impair the service, and using candidate data for non-hiring purposes such as selling contact lists or unsolicited marketing; Polymer reserves the right to review account activity for compliance and to limit, suspend or terminate service.

On intellectual property, nothing in the terms gives Polymer ownership of the customer's IP or gives the customer ownership of Polymer's software, documentation, templates, trademarks or logotypes; the customer grants Polymer a limited license to their IP solely to provide the services as instructed, and feedback and suggestions become Polymer's property. For candidate data, the customer is the data controller and Polymer is the data processor; the customer is responsible for handling candidate data in compliance with applicable privacy laws and for the security of any candidate data once exported from Polymer or sent to third-party applications, and candidates who apply through Polymer consent to their information being used to evaluate their application and potentially for future job opportunities.

On payment, a valid payment card is required, Polymer charges the card immediately on selecting a paid plan, and all paid subscriptions automatically renew until cancelled. Both monthly and annual billing are offered; monthly plans are charged at the end of each month-long period, annual plans at the end of each year-long period, and annual may include discounted pricing. All amounts are United States Dollars, exclusive of tax, and the customer pays any tax. A refund may be requested 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. Cancelling at any time stops future charges while keeping your data, and billing errors or unauthorized charges must be raised within 30 days.

Either party may terminate at any time. Cancelling through account settings stops billing at the end of the current billing period while maintaining access with limitations, and completely cancelling and deleting an account requires contacting support@polymer.co. Polymer may suspend or terminate accounts that violate the terms, engage in illegal activities or fail to pay fees; on termination paid features are lost and data may be deleted after a reasonable retention period, while intellectual property, indemnification, disclaimer and limitation-of-liability provisions survive. Polymer integrates with third-party services including Google Jobs, LinkedIn, Slack, Discord and Zapier, is not responsible for them, and notes that integration availability may change without notice. The service is provided as is and as available with all warranties disclaimed, including merchantability, fitness for a particular purpose and non-infringement, and with no guarantee that Polymer will be uninterrupted, secure or error-free. Liability excludes indirect, incidental, special, consequential and punitive damages and loss of profits, revenue, data or use, with total liability limited to the amount paid to Polymer in the twelve months before the claim arose, or a maximum of $100 for free-plan users. Disputes are governed by Delaware law, are first addressed informally via support@polymer.co, and otherwise go to binding individual arbitration under American Arbitration Association rules in Delaware, with a class-action waiver and a 30-day written opt-out to support@polymer.co that must include the sender's name, email address and a statement of intent to opt out; either party may still seek injunctive relief in court. Questions go to support@polymer.co.

### [Privacy policy](https://www.polymer.co/privacy)

Last updated October 29, 2025. The privacy notice is issued by Curious One, Inc., doing business as Polymer, and describes how Polymer collects, stores, uses and shares information across its website and services.

Personal information is collected only when volunteered, on registration, when expressing interest in the products, when participating in activities on the services, or on contact; the categories collected are names and email addresses. Polymer states that it does not process sensitive personal information and does not receive any information from third parties. Payment data such as a payment instrument number and its security code may be collected to process purchases, and all payment data is stored by Stripe. Information collected automatically includes IP address, browser and device characteristics, operating system, language preferences, referring URLs, device name, country, location and usage information, broken out as log and usage data, device data and location data, which can be refused by disabling device location.

Processing purposes are account creation and authentication, responding to inquiries and offering support, sending administrative information, sending marketing and promotional communications in line with the recipient's preferences and with opt-out at any time, identifying usage trends to improve the services, and protecting an individual's vital interests. For EU and UK users the legal bases are consent, performance of a contract, legitimate interests, legal obligations and vital interests, with a separate express-or-implied consent basis and a list of statutory exceptions for Canada.

Sharing is limited to vendors, consultants and other third-party service providers under written contracts that bar them from using the data except as instructed and from sharing it with any organization other than Polymer; the categories of third parties are data analytics services, payment processors, sales and marketing tools, and performance monitoring tools, plus a business-transfer clause covering merger, sale of assets, financing or acquisition. Cookies and similar technologies such as web beacons and pixels may be used. Polymer's servers are located in the United States, information from users outside the United States may be transferred there, and the European Commission's Standard Contractual Clauses are used for transfers of personal information between group companies and with third-party providers, with copies provided on request.

Personal information is kept no longer than necessary and no longer than the period in which a user has an account, after which it is deleted or anonymized, or securely stored and isolated from further processing until deletion is possible where it sits in backup archives. Security relies on appropriate and reasonable technical and organizational measures, with the explicit caveat that no electronic transmission or storage technology can be guaranteed 100% secure. Polymer does not knowingly collect data from or market to children under 18 and will deactivate the account and delete such data on learning of it.

In the EEA, UK and Canada, users may request access and a copy, rectification or erasure, restriction of processing and portability, and may object to processing; complaints go to the local supervisory authority, with the Swiss authority listed separately. Consent may be withdrawn at any time and marketing email unsubscribes are honored, though service-related messages continue. Polymer does not currently respond to Do-Not-Track browser signals because no uniform standard has been finalized. For California residents the notice covers the Shine The Light law, removal of data publicly posted by under-18 account holders, and CCPA rights; of the CCPA categories, identifiers and California Customer Records data are collected and the remaining categories are not. Curious One, Inc. states that it has not sold any personal information to third parties in the preceding twelve months and has disclosed the California Customer Records category for a business or commercial purpose. Opt-out requests are acted on no later than fifteen days from submission, there is no discrimination for exercising privacy rights, and an identity verification process applies to requests. Contact for all privacy matters is support@polymer.co, or by post to Curious One, Inc., 1209 Orange St., Wilmington, DE 19801, United States.

### [Contact us](https://www.polymer.co/contact)

Comparing tools, planning a hiring push, have a feature request, or stuck on something about your account? Let us know. The page pairs a message form with a rail of direct routes. The form, headed "Send us a message", takes a full name, a work email, an optional company, a topic and a message, with the topic chosen from get a demo, pricing or product question, get support, partnership or press, and something else. On a successful send the page confirms the message was received and says Polymer will reply to the address given within one business day, and offers to start a trial or send another message.

The rail is headed "Let's talk", says Polymer would love to hear from you and invites your questions, feedback or requests, and promises a reply within one business day. It gives two direct routes: email contact@polymer.co for sales questions, demos, help with your account or tech support, and the help docs at https://help.polymer.co/ for setup guides and answers to the questions the team gets most. A closing tile, "Rather not talk?", says to sign up and explore the setup, draft a job and preview your job board, and to start a 14-day free trial when you are ready to publish a job. The page ends with a "More about Polymer" row of three cards: candidate management, for reviewing applicants, collaborating with your hiring team and moving people through every stage in one place; the job board, a branded job board that matches your site, published in minutes with no code required; and the API docs, covering endpoints, authentication and examples for building on top of Polymer.

## Docs & API

### [Public API reference](https://developer.polymer.co)

Documentation for Polymer's public API. Polymer job boards are backed by an API, so you can either use the ready-made job board or build your own front-end using the developer API, and the job board API gives access to all job information for building custom integrations.

### [Help Center](https://help.polymer.co/)

Advice and answers from the Polymer team, organized into seven collections. Note that some help centre billing articles describe a per-job pricing model, which does not match the plans on the pricing page; https://www.polymer.co/pricing is the source of truth for pricing, and the pricing section above matches it.

### [Quick start guide](https://help.polymer.co/en/collections/2544541-quick-start-guide)

Short, to-the-point articles to get you up and running with the basics of Polymer. It covers creating a user account, either through the registration form or through an invite email from an existing team, giving first name, last name, email address and password, with email confirmation required for self-registration. It covers creating an organization, since jobs in Polymer are always created under one, where the organization name becomes the name displayed on the job board and the default slug for the job board URL, both editable later. It covers account settings, which hold the user profile, global preferences and password and apply across every organization a user belongs to, and the organization's app settings, which hold user preferences for email notifications (set separately per organization), organization management, team management, message templates, review templates, job board settings, job categories, integrations, and plan and billing, with Admins and Members seeing different navigation sections.

It also walks the job setup screen section by section: job details (title, category, employment type, hiring location, remote-working options), job description with a rich editor, the application form where standard fields are set to required, optional or hidden alongside custom questions, a document template so every candidate can have a hiring document created as a copy of the job's template when they apply, hiring stages, hiring team, and automations, plus a temporary preview of the job post that expires after a few minutes. Publishing requires a payment method added from the plan and billing screen by an Owner or Admin, after which the job goes live on the company job board and applications arrive in that job's candidate inbox. A final article summarizes candidate management: hiring stages, candidate profiles, and the profile's overview, resume, messages, files and private notes sections.

### [Job board configuration](https://help.polymer.co/en/collections/2625932-job-board-configuration)

The available options when setting up your job board. By default all Polymer job boards live at jobs.polymer.co, and an organization can point its own subdomain, such as jobs.yourdomain.com or careers.yourdomain.com, at its board instead. The process runs from App settings, Job board tab, Custom domain subsection: Polymer generates a CNAME record pointing at jobs-proxy.polymer.co and a TXT record named _acme-challenge.<subdomain> for your DNS provider, then validates both and issues an SSL certificate automatically. Once complete, the View job board and View job post links inside Polymer point at the custom domain, while the original jobs.polymer.co links keep working. Troubleshooting covers pending record status, DNS propagation of up to 48 hours, wrong records, and the "Too many redirects" error caused by DNS providers such as Cloudflare proxying the CNAME record by default, which must be turned off. Unresolved cases go to support@polymer.co.

The collection also covers job board social media images. The board ships with a standard un-branded "We are hiring!" share image, and an organization can upload its own from App settings, job board section, branding subsection, using a 1.9:1 ratio image at 1200 x 630 in PNG or JPG. The board-level image becomes the default share image for individual jobs, and any individual job can override it from the job details tab of job setup under additional options.

### [Team management](https://help.polymer.co/en/collections/2547724-team-management)

Everything you need to know about having teammates join you in Polymer. Admins invite team members from App settings, team tab, by entering an email address and assigning a user role, which sends an invite email; pending invites show as "Invite sent, not yet accepted" and can be cancelled or resent.

The user roles are Owner, Admin, Member and Interviewer. Owner: one per company, by default the person who set up the organization, highest level with full permissions, cannot be deactivated, their email address is the organization's default email address, they must send at least the first invitation, they can assign Admin to other users, and they can transfer ownership. Admin: a company can have multiple, they manage the job board, job posts and users, can purchase subscriptions and configure billing, have access to all jobs and can create new ones, can configure and purchase job post distribution, can invite users and set roles, can deactivate Admin and Member users, and can assign users to a job's hiring team. Member: access only to jobs where they are on the hiring team, can publish and edit those job posts, view all candidates in them, send review requests for them, and create organization-wide message and review templates, but cannot purchase job post distribution, invite users, set roles, assign hiring teams or configure billing. Interviewer: the most restricted role, access only to candidate applications for which they received a review request email, able to open the candidate Review kit through that link, submit a review and access their own account settings, but unable to view messages, files or the overview feed for any candidate, unable to create templates, and unable to view job posts.

Roles are set in the invitation and can be changed later from the team management screen, though an Admin cannot change their own role. Team members are removed by deactivating the account from the team management screen; an Admin or the Owner can deactivate any user except the Owner, the user then shows as Deactivated, and access can be restored at any time with Re-activate account.

### [Job management](https://help.polymer.co/en/collections/2598915-job-management)

Creating and managing your active jobs. Assigning a hiring team to a job is how Admins control job access, since a Member has no job access until added to that job's hiring team. Being on a hiring team makes the job visible in the user's job list, lets them edit the job, interact with its candidates and receive notifications for it. The Admin who creates a job is added automatically, and a user who has been invited to the organization but has not yet accepted can be added to a hiring team in advance by email address.

A new job is created with default hiring stages named Inbox, Screen, Interview, Decide, Offer, Hired and Archived, forming a basic linear flow, and these can be edited from the Hiring stages tab in Job setup to support any workflow. Stages can be renamed, reordered by drag and drop, deleted and added. Inbox, Hired and Archived are fixed in position and cannot be deleted; every stage between them can be reordered and edited. A stage cannot be deleted while candidates are in it, and new stages are added just before Hired.

One message automation can be created per hiring stage, from the Automations tab in Job setup, choosing the stage, a frequency of once or every time a candidate reaches that stage, and an existing message template. Once live, moving a candidate into that stage from anywhere triggers the message, including bulk moves, moves between stages in the same job, and moves to a different job. A lightning bolt indicator tells you before you move whether an automation will run, and automations can be edited, deleted, disabled and re-enabled. Automated messages appear to the candidate as sent by the organization rather than an individual, though a {{SenderFirstName}} variable in the template resolves to the name of the member who moved the candidate, so signing off as the team makes a message effectively anonymous, which is useful for rejections.

A published job can be hidden from the job board, which stops inbound applications because the application form is no longer publicly accessible, while the job stays published so the hiring team can keep messaging, reviewing and commenting on candidates. It is toggled from the three-dot menu on the job list or from job setup, and reversed with Make post visible.

The notification hub, reached from the bell icon, lists in chronological order the three notification types: New candidates when an application is submitted, New activity when another hiring team member leaves a review or comment, and New messages when a candidate or hiring team member sends a message. Users only see notifications for jobs they are on the hiring team for. The list can be filtered by type or by job, notifications can be dismissed or marked read and unread individually or in bulk, and by default a hiring team member also receives individual email notifications for every message, review and comment, controlled under App settings, User preferences.

### [Candidate management](https://help.polymer.co/en/collections/2547812-candidate-management)

All about the applicant tracking features of Polymer. Every message sent from the candidate's Messages screen is delivered to the email address the candidate used on their application, replies come back into the same feed labelled Candidate, the sender gets an email notification of the reply, and the whole exchange stays visible to the hiring team as a log.

Message templates are created and managed from the Message templates section of App settings, are available organization-wide, are reorderable by drag and drop, and support placeholders for candidate first name, candidate full name, job title, sender first name, sender full name and organization name, which are filled in for the current candidate and job when the template is used. A template can also be created directly from an already-sent message. Review templates are created by any user in the organization from the Review templates section of App settings, are reorderable, and are inserted into a review draft with Insert template; inserted content stays fully editable and multiple templates can be inserted into one review.

Request a Review lets any member of a job's hiring team request a review of a candidate from an existing organization member or from a new email address. The recipient gets an email whose link opens the candidate's Review kit, containing the candidate's contact information, social media links, resume and hiring document if one exists. The request grants access to the Review kit only, not to the job or to all of the candidate's information. A new email address is added to the organization with the Interviewer role, and review requests appear as events in the candidate's overview feed.

Candidates can be added manually from the three-dot menu when viewing a job, with contact information, links, source and desired compensation, plus resume upload; Members can only do this for jobs they are on, Admins for any job. When updating a candidate's information, edits to the Basic information and Links sections apply to the candidate's global profile across every job they appear in, while Source and Desired compensation belong to the individual job application and can differ per job. Neither of those two fields can be enabled on the candidate-facing application form, and desired compensation must always be added manually.

Candidates for a job can be exported to a CSV file from the job's three-dot menu, producing a download with the columns First Name, Last Name, Email, Resume Url, Phone, Location, Linkedin Url, Twitter Url, Github Url, Dribble Url, Website Url, Notes, Hiring Stage, Applied On Date, Source and Custom Questions, openable in Excel or Google Sheets, with the resume URL allowing the actual resume file to be downloaded.

Two articles cover candidate data deletion. Polymer's automated application confirmation email and every message sent through Polymer's messaging system carry a "To manage your data click here" link that opens a pre-filled request form scoped to that one organization, and the candidate receives a confirmation email once the request is completed. When a request comes in, the organization Owner always receives an email notification and the candidate's overview feed immediately shows "Candidate requested to have data deleted" to all hiring team members, but only Admins can complete it. Completing it is irreversible and deletes personally-identifying data from every application the candidate has in the organization, including names, social media links, contact information, application answers and all associated files; what remains is archived and the candidate is renamed "Anonymized candidate".

### [Integrations](https://help.polymer.co/en/collections/2542626-integrations)

How to set up and configure the integrations available in Polymer. Every integration is configured from App settings, Integrations, and most require the Admin role.

Slack: connect a workspace so a chosen channel receives the full candidate application whenever a new job application arrives, with a Disconnect Slack action that revokes access. Discord: the same behavior for a chosen server channel, with a Disconnect Discord action. Google Analytics: paste a GA4 Measurement ID beginning with G- into Polymer so job board visitor activity appears in the Google Analytics dashboard, with the data stream set up against jobs.polymer.co or the custom domain. Google Jobs: by default publishing a job in Polymer sends the job to Google for display in its job search widget, controlled by a "Show jobs in Google Search" setting that can be set to Yes or No.

Webflow: requires a Webflow CMS site plan and syncs published jobs into a Webflow CMS collection, mapping Polymer values onto collection fields, with the available job fields being Job Title, Published At, Category, Employment Type, Location, Remote Friendliness, Description and Application Form URL; jobs must be edited in Polymer, because changes made in the Webflow CMS editor do not survive the next sync, except for custom fields not mapped to a Polymer value. Zapier: Polymer events trigger Zaps using an API key and API URL taken from Polymer's Zapier integration screen, with three supported trigger events, when a job is published, when a new candidate application is received, and when a candidate is moved to the Hired stage.

LinkedIn: post jobs from the board to LinkedIn at no additional cost through LinkedIn Limited Listings, which appear as LinkedIn "Basic Jobs", enabled by saving the organization's LinkedIn company ID in Polymer; a companion article covers configuring the LinkedIn company page itself by enabling basic job posting and connecting Polymer as the ATS. Jobs can take up to 24 hours to appear on LinkedIn, typically within 6 hours. A job qualifies only if it has a hiring location and a job description of at least 150 characters. Polymer reformats descriptions before sending, removing images and iFrames, converting numbered lists to bulleted, converting headings to plain text and extracting linked URLs, and Polymer's remote options map onto LinkedIn's workplace type as No remote to On-site, Remote friendly to Hybrid, Hybrid to Hybrid, and Remote (only) to Remote.

X Hiring: post jobs free to X's platform, with jobs taking up to 24 hours to go live and first-time syncs taking longer, requiring a location and a description, and with limitations on employment type and on salary units, where X accepts only Yearly or Hourly. Both LinkedIn and X Hiring can be disabled per job from Job details in Job setup under External Listings, and the articles ask that general opportunity postings such as a Candidate Pool be excluded, because they are against those platforms' policies.

### [Subscription management](https://help.polymer.co/en/collections/2896742-subscription-management)

How to set up and manage billing for your account. An organization can create jobs, set up its job board, add team members and preview how the board and jobs will look before providing any payment information. When it is ready to publish a job posting publicly it starts a 14-day free trial: clicking Publish job post on the first job opens a Start your free trial prompt leading to a checkout screen where a payment method is added, and during the trial as many jobs as desired can be published.

The collection also covers promo codes. Polymer occasionally runs promotions, an active subscription is required before a code can be applied, and the code is entered from the Plan & billing screen in App settings by selecting Use promo code from the subscription overview dropdown. The dropdown is only available if no promo code has been used yet, and after a valid code is submitted the Plan & billing screen shows a description of the active promo code along with the discount and its duration.

### [Changelog](https://www.polymer.co/changelog)

The latest updates and improvements to Polymer. Polymer is constantly shipping, and the changelog carries every entry in date order, newest first, paginated 20 entries to a page, with the later pages at https://www.polymer.co/changelog/page/2 and on. Every entry is dated and anchored on its own date, so a single release is directly linkable from the page it sits on, in the form https://www.polymer.co/changelog#2026-01-31 using that release's date. Entries name each shipped change in a heading and describe it in short paragraphs and bulleted lists, and many close with an "Other improvements & fixes" section.

### [FAQ](https://www.polymer.co/faq)

What an applicant tracking system does, what one costs, how AI candidate screening works, and other frequently asked questions. Ten questions each answer the general case first and then say how Polymer handles it. What an applicant tracking system is: software that collects job applications in one place and manages candidates through each stage of a hiring process, from application to hire, so that instead of tracking applicants across inboxes and spreadsheets teams publish jobs, review candidates, collaborate on decisions and communicate with applicants from a single hiring platform; Polymer is an applicant tracking system built for startups and small businesses, with a branded company job board out of the box and Plato scoring every application against your own job criteria. How much one costs: enterprise systems often run thousands of dollars per month with annual contracts and per-recruiter seat pricing, systems built for smaller teams typically range from around $100 to $500 per month depending on job and user limits, many vendors do not publish pricing at all and require a sales call for a quote, and free applicant tracking systems are usually limited free tiers with caps on jobs, users or features that most hiring teams outgrow quickly; Polymer publishes its pricing, and the only differences between the three plans are published jobs, 5, 20 or 50, and monthly Plato AI credits, with users unlimited on every plan. What the best ATS for startups and small businesses is: one that works on day one without implementation projects, sales calls or per-job pricing that punishes growth, which means self-serve setup, a careers page included rather than sold separately, unlimited candidates, transparent published pricing and no feature gating; Polymer creates the branded job board automatically at signup, needs only a title and description for a first job post, carries the full feature set on every plan, keeps candidates unlimited, publishes its pricing on the site, and has no sales calls in the signup path.

What AI candidate screening is: using AI to review job applications against a role's requirements so hiring teams focus on the strongest candidates first rather than reading every application in arrival order, with the reasoning shown rather than a score alone, because a number you cannot interrogate is a number you cannot trust; Plato screens every application against the core, preferred and bonus requirements in your own job description, working through them one by one and marking each as a full match, a partial match or not a match with its reasoning written out under every criterion, removing personal details like name, location and email before scoring, and returning one of five fit levels. Unlike most AI recruiting software, Plato is included in every Polymer plan with monthly AI credits built in, 50 on Starter, 100 on Growth and 150 on Scale, and there is no per-seat AI upcharge; one credit covers one completed review, and teams screening at higher volume can add more credits at any time as one-time top-ups or as a credit subscription. How an applicant tracking system works: you publish a job, applications flow into a shared inbox, and candidates move through stages like screening, interviews and offer, with candidate management, review and communication in one place and every action recorded on the candidate's record; in Polymer a job is created with seven default hiring stages, Inbox, Screen, Interview, Decide, Offer, Hired and Archived, which can be renamed, reordered, added to or deleted to match any process, email to candidates is built in, hiring team permissions are set by role and by job, and once auto-reviews are turned on for a role Plato screens candidates the moment they apply.

Whether you need one: it depends on how much you hire, since a business hiring once a year from a handful of applicants can survive on a spreadsheet, but the spreadsheet breaks the moment volume arrives, and a consistent, documented process of who applied, how they were evaluated and why decisions were made is what you want to be able to show if your hiring practices are ever questioned; Polymer is designed to be the first ATS a team adopts, with self-serve setup in minutes, no sales calls, CSV import of candidates already collected elsewhere, and a 14-day free trial that starts when you publish your first job rather than when you sign up to look around. How to choose one: look at pricing transparency, feature gating, data portability, candidate privacy and setup cost; Polymer publishes its pricing, ships the complete feature set on every plan, lets you export your entire organization's hiring data as CSV or ZIP from your own settings, has candidate data deletion built into every message a candidate receives, and sets up self-serve with the job board created automatically at signup. On distribution, included with Polymer at no extra cost are Google Jobs, on by default when you publish, LinkedIn, which posts jobs to your company page via LinkedIn Limited Listings, X Hiring, and We Work Remotely, while paid placements are separate and optional, with WhatJobs premium distribution at $175 for 30 days across 500+ recruitment partners and We Work Remotely postings starting at $299 for 30 days, the same price as posting directly on their site; any individual job can be opted out of external listings entirely. On the trial, the 14-day free trial begins when you publish your first job, plans can be changed mid-trial without ending it, and before the trial starts you can explore Polymer for as long as you like without entering payment information, creating jobs, setting up your job board, adding team members and previewing exactly how everything will look. On candidate data, every message a candidate receives through Polymer ends with a link to manage their data, the organization owner is notified when a deletion is requested and an Admin can complete it, deletion irreversibly removes all personally identifying data from all of that candidate's applications, names, contact information, links, answers and files, the candidate receives an email confirming it, and personal details are removed before any candidate is sent to Plato for scoring.

## Guides

### [Blog](https://www.polymer.co/blog)

The Polymer talent and hiring blog. Level up your recruitment game with our library of articles for HR professionals and startup founders. Posts are listed newest first, each index entry showing the post title, its meta description as the excerpt, and the publish date. A post's own page carries the publish date and closes with a "Keep reading" aside linking related posts. Subjects run to interview questions and scoring, interview feedback and rejection emails, hiring bias, skills mapping, employer branding, onboarding, employee turnover, talent acquisition, agile recruiting, recruiting Gen Z, and recruiting strategy for startups, alongside Polymer product and integration announcements.

### [7 Best Applicant Tracking Software Solutions for Small Business](https://www.polymer.co/blog/best-applicant-tracking-software)

Knowing where to start is overwhelming when there are so many platforms to choose from. Seven applicant tracking software solutions compared for small businesses and startups, and four steps for picking the right one.

### [What is talent acquisition? A complete guide](https://www.polymer.co/blog/talent-acquisition)

There is no easy formula for finding the right person for the job. What talent acquisition is, how it differs from recruiting, a step-by-step walkthrough of the process, and where hiring is heading next.

### [What is an A-Player? A Complete Guide on How to Source, Hire, & Retain Them](https://www.polymer.co/blog/a-player)

How to source, hire and retain A-player talent for your business, and why A-players are so important in the first place.

### [What is Employee Onboarding? A Definitive Guide](https://www.polymer.co/blog/onboarding)

Getting onboarding wrong means your next hire may leave for something better. The five stages of a strong onboarding process, a 30-60-90 day plan, and the metrics to refine it.

### [A Definitive Guide to Employee Turnover and How to Reduce It](https://www.polymer.co/blog/employee-turnover)

High employee turnover affects your team's morale and your business's bottom line. The strategies that avoid it.

### [Best Job Board Software to Improve your Hiring Process](https://www.polymer.co/blog/best-job-board-software)

Today's job seekers head straight to the job boards. Seven job board software platforms compared, for transforming a hiring process and tapping into the best talent.

### [Skills Mapping for Hiring: A Complete Guide](https://www.polymer.co/blog/skills-mapping-for-hiring-a-complete-guide)

Degrees and resumes rarely tell the whole story. What skills mapping is, how to build a framework of role-specific requirements and proficiency scales, and how to put it to work in job descriptions and screening.

### [5 Steps to Building an Employer Brand That Works](https://www.polymer.co/blog/employer-branding-steps)

You posted the job and shared it on LinkedIn, but the applications are not great. Five steps to an employer brand that works, from defining your employer value proposition to the careers page and the candidate experience.