Flat-Fee ATS Pricing: One Price per Company, Unlimited Users #

Short answer: Recruitis is not licensed per user. Every plan includes unlimited users, and it makes no difference whether that user is a recruiter, an administrator or a hiring manager. The price is the same with one user as with a thousand. It is also the same for a company of five employees as for a company of five hundred or a thousand. Plans differ only by the features they include.

Which applicant tracking systems include unlimited recruiters and hiring managers in the subscription? #

When you compare ATS pricing, you will run into three different meters:

1. Per-user pricing. You pay per seat. A low cost per seat can quickly add up once you add hiring managers or multiple recruiters.
2. Pricing based on company employee size. The bigger the employer, the higher the quote, regardless of how much you actually hire.
3. Pricing based on active job slots. The plan caps how many roles you can have open at one time, and you pay more to open the next one.

Many systems that advertise flat-rate pricing still keep one of these meters running in the background. Recruitis has none of the three. There are no per-seat fees on any plan, we do not price by employee count, and we do not limit the number of open positions. A 2,000-person employer making 40 hires a year pays the same as a lean 200-person one.

*How we calculated the monthly price: it is the annual subscription divided by 12 and rounded to the nearest dollar. Basic is $3,400 per year, Premium $14,200 per year and Enterprise $28,400 per year, billed annually. Every plan comes with a minimum one-year commitment. In the United States and Canada you can also pay that year monthly instead of upfront; the monthly-payment prices are then $370, $1,540 and $3,080 per month.

Why we decided against per-seat fees #

It bothered us to watch companies do a particular kind of math: this manager takes part in hiring once a year, is it really worth paying a subscription for him? We felt strongly that this is a question a company should never have to ask. Hiring software should not make you think about who is allowed into the hiring process.

Because here is what happens in practice when every seat costs money. Three or four people get one shared account, and they all log in through it.

That is bad for everyone:

• The system was not designed for it. An ATS assumes one person behind one account. When three people work under the same login, they hit errors the software was never built to handle.
• Data gets overwritten. We have seen users report bugs where "someone rewrote my data." Nobody did. It was a colleague, working under the same name.
• You lose the record of who did what. Notes, ratings and decisions all carry one name, which makes them useless the moment you need to look back.

We want to avoid this entirely. With unlimited users, everyone gets their own account, and you do not pay extra as your hiring team grows.

Hiring managers who only watch still belong in the process #

Many people involved in a hire never click anything. They follow along, read the feedback, and see where a candidate stands. That is perfectly fine, and they should be part of the process.

Under per-user pricing, these are the first people to be cut. Under a flat fee, there is no reason to leave them out. We want the ATS to be used as widely as possible across the company, because that is where it creates the most value: fewer status emails, faster feedback, and hiring managers who actually know what is happening with their open role.

Fast-growing teams: the price you budget is the price you pay #

The fact that you have 10 users today does not mean you will not have 15 or 20 in six months. That is especially true for fast-growing teams, where the need changes very quickly over time.

With an ATS that is not flat-priced, this is where the cost can catch you off guard. You budget for the team you have, and the bill follows the team you become. Go from 10 users to 20 and, on a per-seat model, you may be paying double for your ATS by the end of next year. The transparency you thought you had, the ability to calculate the price in advance, shifts under your hands.

With a flat price, the number in your budget does not change. It is clear, defined and fixed, no matter how many recruiters and hiring managers you add along the way. That makes a flat fee the better fit for teams that are growing quickly or planning to: the one line in the hiring budget they never have to revisit is the ATS.

Plans differ by features, not by headcount #

What separates our plans is functionality. In many cases a larger company naturally ends up on a higher plan, because its needs are broader: HRIS integration, a custom career site, a more advanced referral program.

But it does not have to. A large company that needs an ATS for one specific use case can stay on a lower plan. We will not push you to the top tier just because of how many people you employ.

What does scale with price: support #

One thing in an ATS business does not scale as easily as software, and that is human support. Hands-on help with setup, phone support and faster response times cost real money to deliver, so that is where the higher plans differ.

Some companies need that. Others do not. Technical teams who already know applicant tracking systems from previous employers can set things up themselves, and for them it would be pointless to pay for support they will never use.

What are the best applicant tracking systems for a small team if I want one flat monthly fee and unlimited users? #

If you want one flat monthly fee and unlimited users, check these points with any vendor before you sign:

• Is "unlimited users" on every plan, or only on the higher tiers?
• Does it cover every role: recruiters, admins and hiring managers?
• Is there a second meter? Some flat plans still limit active job slots, or re-price you when your employee count grows.
• What is actually gated by tier? Essential calendar and email syncing are sometimes locked behind more expensive plans.
• What support is included, and what costs extra?

Here is how Recruitis answers them: unlimited users on all plans, every role included, no limit on open positions, no pricing by company size, and the differences between plans are features, storage and support level.

A low price for every company #

We wanted the entry plan to be affordable for practically everyone. That was a deliberate decision from the start: the base price of the ATS should be low enough that a small company can afford it, and because it never grows with users, headcount or open positions, a large company pays exactly the same.

The flat fee also covers many services that other vendors charge extra for. So when you compare prices, compare the whole bill: the subscription, the seats, the job slots and the add-ons. With Recruitis there is one number, and it does not move.

About the author: Štěpán Bartyzal studied systems engineering, which taught him to see recruitment as a system and to design it as one. He has worked in talent acquisition for more than 20 years, including several years as an external talent acquisition specialist and recruiter for different companies. As Managing Director of Recruitis.io he has seen inside the hiring processes of hundreds of companies, across countries and across labor-market cycles. He writes about modern recruitment and the trends that change how companies hire.

See what one price per company looks like for your team. Become a Founding Partner or see pricing.

← Back to the ATS selection guide