Workable Review

Workable is what a people lead opens when hiring and the employee file might share one vendor. The dollar on the card is recruiting only, because the page loads with HR off. A budget copied from that headline misses the HR switch, the Standard add-ons, and the agent, so finance can approve recruiting and still owe the rest. Crossing 20 employees changes the bill even when the recruiting team does not grow.

Toolradar data: the ATS ranking updated September 2026 scored 30 products and listed 10. Six of those 10 show a paid price, and the median of those cheapest paid plans is $57 a month.

Workable's company-size rate is a platform bill beside that starter median, and the directory page is in the same category, so a median budget comes up short.

Prices below were checked on each vendor's pricing page on September 24, 2026, in US dollars, and nobody paid for a place in this review. How we compared: whether the printed dollar is recruiting only or a recruiting-plus-HR bundle, which add-ons sit outside it, and whether a trial exists before a contract.

Workable is recruiting and HR software from Workable Technology Limited, founded in 2012, and the homepage says 35,000+ teams use it. The company description on that page says more than 27,000 companies have used the product since 2012 and hired 1.5 million candidates. A board slide should carry one of those counts.

Recruiting is an ATS plus a talent CRM, with 200+ job boards, interview kits, scorecards, and a database Workable describes as 400 million-plus profiles. That database is the search pool inside the recruiting price. The agent can score someone against up to 14 criteria, and that score spends agent credits.

HR, sold separately, covers records, onboarding, time off, time tracking, and payroll preparation, so those tasks are a second line. Four items stay on even when HR is off: self-service profiles, company files, a directory, and an org chart, and that set still leaves onboarding to another system.

The homepage lists 270+ integrations and cites SOC 2 Type II, so security has a control to cite and tools you already own can stay connected.

You can read a price without a demo, because the page has a company-size menu, a monthly or yearly toggle on Standard, and separate switches for recruiting and HR.

Premier and Enterprise are annual only, and the purchasing article says a live yearly plan cannot move to monthly. Start on Standard if you may need monthly billing later.

Recruiters run jobs out to the boards, keep people in the CRM, and score them with kits, which is the daily work that price covers. The agent spends credits to source, screen, and chat once you turn it on, and a person can override it, so that line is optional spend.

Put the employee band, both switches, and a credit estimate on one order before you compare anyone else.

Refunds are not offered for an early cancel or a downgrade, so a short posting run belongs on Standard monthly with the renewal cancelled. A job shorter than a month is not sold on its own. Checkout takes a card, US accounts can use direct debit, and the total includes tax, so budget tax on top of the toggle.

More screening choices are in the AI recruiting tools guide, and notes like this run in the HRpresso brief.

Workable prices in US dollars by company size, and the loaded view is yearly recruiting with HR off. That is the number finance will copy if nobody toggles the other switch. Standard can also be monthly, and on the entry band that recruiting rate is $360, while the annual toggle is labeled save 20%. Compare that monthly row with the yearly total instead of trusting the label.

On that same yearly cycle, HR and the bundle are separate rows, and the banner says bundling saves up to 20%. Test that banner against the three entry figures before it goes into a budget. The directory and org chart stay on with HR off, so an org chart alone is still a recruiting purchase.

Yearly Standard recruiting steps up for 21 to 50 employees and again for 51 to 100, both in the table. The 21 to 50 bundle is $579 a month, and the recruiting-only lines leave that row out. Headcount moves the band, a mid-cycle increase is prorated, and the entry tier includes up to 20 active jobs at once. Company size moves both the price and the job cap.

On Standard, for the entry band, texting, video interviews, assessments, and performance are yearly add-ons, and Premier includes them. Price the stack before you stay on Standard to look cheaper.

At 21 to 50 employees, Premier recruiting is $829 a month and Enterprise recruiting is $989 a month when you need SSO or custom reports before the printed menu ends. SSO starts on Premier, custom reports start on Enterprise, and every plan above 1,000 employees is a quote.

For 801 to 1,000 employees, the table prints yearly Standard recruiting, HR, and the bundle, and past that headcount the row is a quote.

Search credits and agent credits are separate pools, so a heavy search month leaves the agent balance untouched. Standard includes 12,000 Search with AI credits a year, or 1,000 a month if you pay monthly, and Premier includes 20,000 a year.

Paid accounts start with 3,000 agent credits, the trial leaves the Agent out, and a screen, a sourced candidate, and a chat cost 1, 2, and 10 credits. Extra packs in the table expire after a year and are not refunded.

No implementation fee is printed, and assisted onboarding is annual Standard only, so a monthly buyer configures the account without that help.

JazzHR and Ashby publish a number before a call, so they belong on a shortlist finance has to see this week. Their annual plans, and the monthly menu through 100 people, are in the table.

Greenhouse and Lever print no dollar, and SmartRecruiters names onboarding in Essential without stating the billing period.

Catalog records: JazzHR, Ashby, Greenhouse, Lever, and SmartRecruiters.

Workable fits a US company that can name its employee band and wants that recruiting price in writing, with HR available on the same vendor. Treat the homepage team count as the current claim and the older company count as history, because adding them overstates the base.

It is a weak fit when the loaded card is treated as the whole invoice. Onboarding plus texting means the bundle or Premier, and the entry tier has a job cap. The public offer is a Standard trial with no card, and it leaves the Agent out.

The purchasing article mentions a free plan only while explaining band changes, and it does not list what that plan includes, so there is no free ATS to budget.

JazzHR fits a smaller annual bill inside a job cap, and Ashby fits a monthly row for companies under 100 people. Read the Lever review for an ATS-plus-CRM quote and the Greenhouse review for kits without a public rate.

For the employee file, use the BambooHR review, the startup HR guide, the mid-market HRIS guide, and the HR software roundup.

Bias rules for scoring sit in the hiring-bias note, and the posting still depends on the job description.