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Pricing
Pricing is an annual subscription based on the number of active users and hiring volume, not per applicant. Every plan includes unlimited candidate records, career page hosting and standard support, so costs stay predictable during hiring spikes.
Most implementations include a one-time configuration fee covering workflow design, career site branding, data migration and training. It is quoted up front during the demo process — there are no surprise professional-services charges later.
Standard certified integrations to job boards, screening vendors and HRIS platforms are included. Some third-party services (background checks, assessments, sponsored job posts) are billed by that vendor at their own rates.
Yes. Seats and modules can be added mid-term and are prorated to your renewal date. Downgrades take effect at renewal so your team is never mid-cycle without a tool it depends on.
Implementation
A typical mid-market deployment goes live in two to four weeks. Larger enterprise rollouts with multiple brands, approval chains and HRIS integrations usually run six to ten weeks depending on your internal review cycles.
Yes. We migrate active requisitions, candidate records, resumes and historical application data from most major systems via export files or API. Our team validates a sample set with you before the full cutover.
Live role-based training sessions for recruiters, hiring managers and administrators, plus recorded sessions and a documentation library your team keeps. Refresher sessions are available at no cost after go-live.
You get a named implementation consultant through go-live and a dedicated client success contact afterwards — not a shared ticket queue for onboarding questions.
Security & Compliance
Data is encrypted in transit with TLS 1.2+ and at rest with AES-256. Access is role-based, logged and reviewable, and infrastructure is hosted in SOC 2 audited US data centers with continuous monitoring.
Yes. Voluntary self-identification is collected separately from evaluation data, and standard EEO-1, applicant flow and OFCCP-ready reports are generated from the platform without manual reconciliation.
Pereless supports consent capture, configurable retention periods, and candidate data export and deletion requests. Data processing agreements are available for organizations hiring in the EU and UK.
SAML 2.0 single sign-on integrates with Okta, Entra ID and other identity providers. For accounts not using SSO, multi-factor authentication can be enforced organization-wide.
Integrations
Indeed, LinkedIn, ZipRecruiter, Glassdoor, Monster and CareerBuilder are supported natively, alongside niche, diversity and state workforce boards. Sponsored spend and posting duration are managed per board.
Yes. Certified connections to ADP, Paychex, Paylocity, UKG, Workday and iSolved pass validated new-hire data downstream so nothing is re-keyed between systems.
A documented REST API and webhook events cover candidates, requisitions, stages and status changes, so you can build custom reporting or connect internal tools.
Screening orders and assessment invitations are triggered from the candidate record and results post back to the pipeline automatically, including with Sterling, Verified First, Data Facts and Spark Hire.