# Workable

> Workable is a recruiting and HR platform built around an applicant tracking system: it posts a job to more than 200 boards at once, collects and parses applications into a structured pipeline, gives every interviewer scorecards and a shared inbox, and since 2024 also carries onboarding, employee records, time off, and performance reviews. It is priced as a flat monthly subscription banded by company headcount rather than per recruiter seat, with a 15-day trial and no free plan.

- Category: Hiring & Recruiting (https://saastracker.org/categories/hiring-recruiting)
- Website: https://www.workable.com
- Starting price: $299 per month for Standard at 1 to 20 employees; a per-job option at $99 per active job exists but is not shown on the pricing page
- Free plan: No
- Free trial: 15 days, full Standard feature set, no credit card required
- Founded: 2012, HQ: Boston, Massachusetts, United States (engineering base in Athens, Greece; offices in London and Singapore), Ownership: Independent, venture-backed
- Profile last reviewed: 2026-08-23
- Canonical profile: https://saastracker.org/products/workable

## Overview

Most small companies hire badly not because they lack judgement but because the process leaks. A job gets posted to three boards by hand, applications land in a shared inbox, two people interview the same candidate without comparing notes, and the good applicant from six weeks ago is unrecoverable. Workable was built in Athens in 2012 to close those leaks for companies that were never going to buy Taleo, and its original pitch was simple: one place where the job goes out, the applications come back structured, and everyone involved sees the same pipeline.

The product has since widened twice. The first widening was sourcing: Workable added a searchable database of candidate profiles, a Chrome extension that pulls a LinkedIn profile into the system, and outbound email so a recruiter could go find people rather than only wait for them. The second, in 2024, was HR. Onboarding, employee records, org charts, time off, time tracking, e-signatures, and performance reviews now sit alongside recruiting, which turns Workable from an ATS into the system a 40-person company can run its whole people function on.

The commercial shape matters as much as the feature list. Workable does not charge per recruiter; it charges a flat monthly fee banded by how many employees the company has, with unlimited users and unlimited active jobs inside fair-use limits. That is generous for a company with several people involved in hiring and expensive for one that hires twice a year. The published entry point is $299 a month for a company of up to 20 employees on the Standard plan, which is a serious number next to the lightweight ATS tools it competes with, and the four most-wanted extras (texting, video interviews, assessments, performance reviews) are paid add-ons on Standard that are only bundled once you move to Premier at $599. There is no free plan, and above 100 employees the price stops being published at all.

In March 2026 Workable shipped Workable Agent, an AI recruiting agent that runs job intake, searches its profile database, contacts candidates, and screens them conversationally. It is metered in AI credits rather than included in the flat fee, which is the first usage-based line item in an otherwise flat-rate product.

## How it works

1. You create a job with a structured requisition: title, location, employment type, description, and the application form fields you want. Workable's AI can draft the description and the screening questions from a short brief. Publishing pushes the job to your careers page and to a syndication network of more than 200 free and premium boards, including Indeed, LinkedIn, Glassdoor, and regional boards, from one click rather than 200 logins.

2. Applications arrive parsed. Resumes are read into a candidate profile with work history, education, and contact details extracted, so the pipeline is a set of comparable records rather than a folder of PDFs. Candidates move through stages you define, and each stage can carry automated actions: send a rejection template, request an assessment, trigger a self-scheduling link, or notify the hiring manager.

3. Evaluation is collaborative by design. Interviewers get scorecards tied to the attributes defined for the role, comments thread on the candidate profile, and an anonymized screening mode can hide names and photos during the first pass. Interview scheduling syncs with Google and Microsoft calendars, and one-way video interviews let a hiring manager review five candidates in the time a single call would take.

4. Sourcing runs alongside inbound. You can search a database of hundreds of millions of profiles, import a person from LinkedIn with the browser extension, and run outbound email sequences from inside Workable, so passive candidates land in the same pipeline as applicants. Workable Agent automates that loop: it identifies passive candidates, opens a chat, fills in missing details, and scores each person against the requisition, consuming AI credits as it goes.

5. Once someone is hired, the HR side takes over in the same account. An offer goes out with e-signature, onboarding tasks and documents are assigned, the person becomes an employee record with a profile and a place on the org chart, and time off, time tracking, and review cycles run from there. That continuity, requisition to employee file without a second vendor, is the main argument for buying Workable rather than a cheaper standalone ATS.

## Best for

Companies of roughly 20 to 200 people that hire continuously, involve several non-recruiters in every hire, and want the applicant tracking system and the basic HR system to be one product with one employee record.

## Not the right fit for

- Companies that hire twice a year; a flat $299 a month for a permanently open account is poor value against per-job pricing, and Workable's own pay-as-you-go option at $99 per active job exists precisely for this case but is not offered on the pricing page.
- Teams with no budget for hiring software; there is no free plan, only a 15-day trial that drops to view-only access when it ends.
- Recruiting-led organizations that live in the data: reporting customization is consistently the most-cited weakness, and teams wanting cohort-level funnel analysis usually end up exporting to a BI tool.
- Agencies and staffing firms placing candidates with multiple client companies, which is a different data model than Workable's single-employer pipeline.
- Companies over about 100 employees looking for a published price; above that band pricing is quote-only and typically lands in the five figures annually.
- Engineering-heavy teams that want structured interview kits, calibrated scoring, and deep analytics as the core of the product rather than as supporting features.

## Features

### Job posting and careers page

Getting the role in front of candidates without 200 separate logins.

- **One-click multi-board syndication**: A published job goes to more than 200 free and premium boards including Indeed, LinkedIn, Glassdoor, and ZipRecruiter, with premium board spend purchased inside Workable rather than on each site.
- **Hosted careers page**: A branded careers site generated from your open jobs, with an embeddable version that drops into an existing marketing site so applications still flow into the same pipeline.
- **AI job description drafting**: Describe the role in a sentence and Workable produces a full description and a set of screening questions, which mostly removes the week a job sits unposted waiting for someone to write it.
- **Custom application forms**: Per-job application questions with knockout logic, so candidates who fail a hard requirement such as work authorization are filtered before a human reads anything.
- **Approval workflows**: Requisitions can require sign-off before the job goes live, which is how a growing company stops managers from opening headcount that finance has not agreed to.

### Applicant tracking and evaluation

The pipeline itself, plus the machinery that makes several interviewers agree.

- **Resume parsing**: Uploaded resumes are read into structured candidate profiles with work history, education, skills, and contact details extracted, so profiles are searchable and comparable rather than attachments.
- **Configurable pipeline stages**: Stages are defined per job or per template, with automated actions attached to each move: templated emails, assessment requests, scheduling links, and internal notifications.
- **Interview scorecards**: Each interviewer rates the candidate against attributes defined for the role, which turns a hiring debrief from an argument about impressions into a comparison of the same fields.
- **Anonymized screening**: Names, photos, and other identifying fields can be hidden during the first review pass, a concrete bias-reduction control rather than a policy statement.
- **Calendar-synced scheduling**: Two-way sync with Google and Microsoft calendars, self-scheduling links for candidates, and panel interview coordination that checks several interviewers at once.
- **Talent CRM and pipelines**: Past applicants stay in a searchable pool with tags and saved searches, so the strong runner-up from a previous role is findable when the next requisition opens.
- **Mobile apps**: iOS and Android apps let a hiring manager review candidates, leave scorecard feedback, and approve moves without opening a laptop, which is the difference between one-day and one-week feedback loops.

### Sourcing and AI

Going out to find candidates rather than waiting for applications.

- **Candidate profile search**: A searchable database of hundreds of millions of aggregated public profiles, filterable by skills, title, and location, with matches importable straight into a pipeline.
- **Browser sourcing extension**: A Chrome extension that captures a profile from LinkedIn or a personal site into Workable as a candidate, though users report it is the least reliable part of the product.
- **Outbound email sequences**: Multi-step outreach to passive candidates sent and tracked from inside Workable, so replies land against the candidate record instead of in a recruiter's personal inbox.
- **Workable Agent**: An AI agent released in March 2026 that runs job intake, searches the profile database, opens conversations with candidates, fills gaps in their profiles, and scores them against the requisition; metered in AI credits, not the flat fee.
- **AI candidate recommendations**: Applicants and database profiles are ranked against the role requirements, useful as a triage order on a high-volume posting rather than as a hiring decision.
- **Employee referrals**: A referral portal where staff share open roles and track their submissions, included on Premier and available as an add-on module elsewhere.

### Assessments, video, and texting

The screening add-ons, bundled on Premier and billed separately on Standard.

- **One-way video interviews**: Candidates record answers to set questions on their own time and reviewers watch asynchronously; $109 a month as an add-on on Standard, included on Premier.
- **Skills and cognitive assessments**: A library of tests covering cognitive ability, personality, and role-specific skills, sent as an automated pipeline step; $59 a month on Standard, included on Premier.
- **SMS candidate messaging**: Two-way texting with candidates from inside the platform, which materially improves response rates in hourly and frontline hiring; $89 a month on Standard.
- **Offer management and e-signature**: Offer letters generated from templates with approvals and legally binding e-signature, keeping the signed document attached to the employee record.

### HR, onboarding, and people operations

The 2024 expansion that turned the ATS into a small-company HR system.

- **Onboarding portal**: New hires get a checklist, documents to sign, and profile fields to complete before day one, with tasks assigned to IT, finance, and the manager in parallel.
- **Employee records and self-service**: The hired candidate becomes an employee profile that the person can update themselves, so the record does not fossilize the moment they start.
- **Automatic org charts**: Reporting lines drawn from employee records and updated as people join or move, which is the artifact everyone asks for and nobody wants to maintain by hand.
- **Time off management**: Custom leave policies, accruals, holiday calendar imports, approval routing, and a team calendar showing who is away.
- **Time tracking and schedules**: Clock-in and timesheet capture with custom work schedules and shift management, aimed at hourly staff and payroll preparation rather than project billing.
- **Performance and engagement**: Configurable review cycles with multi-level feedback and goal tracking; $39 a month as a Standard add-on, included on Premier.
- **Payroll preparation exports**: Structured exports of hours, leave, and compensation data for a payroll provider; Workable prepares the data, it does not run payroll itself.

### Reporting, compliance, and administration

The governance layer, and the part most likely to disappoint a data-minded team.

- **Recruiting reports and dashboards**: Time to hire, source effectiveness, pipeline conversion, and interviewer activity, with custom dashboards; solid as standard reports, limited once you want a question the templates do not cover.
- **EEOC and OFCCP reporting**: Voluntary demographic collection on US applications with the compliance reports federal contractors are required to file.
- **GDPR and candidate data controls**: Consent capture, configurable retention periods with automatic candidate data purging, and self-service candidate data requests, which matters because the EU is Workable's home market.
- **Roles and permissions**: Granular access levels separating recruiters, hiring managers, interviewers, and executives, with unlimited user accounts on every plan.
- **Single sign-on and audit trail**: SAML SSO and an activity log covering who viewed, moved, or rejected a candidate, available on higher plans.

## Use cases

- **Operations lead at a 45-person agency who inherited hiring**: Five roles are open, applications arrive in three inboxes, and the founders keep asking why a good candidate went quiet two weeks ago. Outcome: Every role posts once and syndicates everywhere, applications land parsed in a single pipeline with automatic acknowledgement emails, and the weekly hiring meeting reads one board instead of three inboxes; nobody goes quiet because stage moves trigger the next message automatically.
- **Restaurant group hiring hourly staff across six locations**: Turnover is constant, candidates do not answer email, and each general manager keeps a private spreadsheet of applicants. Outcome: Texting and self-scheduling cut the time from application to interview to under a day, knockout questions filter out candidates without availability, and time off and time tracking on the HR side replace the paper schedule once people are hired.
- **Head of people at a 90-person software company with no HRIS**: Recruiting runs in one tool, onboarding in a checklist document, employee data in a spreadsheet, and leave requests in Slack messages nobody can find later. Outcome: Hired candidates flow into employee records without rekeying, onboarding tasks fan out to IT and finance automatically, and time off, org chart, and review cycles run from the same account, which removes the second vendor a company that size would otherwise buy.
- **Founder making the first five hires without a recruiter**: The job description has been half-written for three weeks and there is no process at all beyond the founder's inbox. Outcome: AI drafting produces a usable description and screening questions in an afternoon, the trial covers the first posting, and scorecards force the two co-founders to evaluate the same attributes rather than argue about impressions.
- **Compliance-conscious European employer**: Candidate data has been kept indefinitely across email and drives, and a data deletion request has just arrived with no way to satisfy it. Outcome: Retention periods purge candidate records automatically, consent is captured at application, and a request can be answered from one system rather than by searching everyone's mailbox.

## Pricing

Flat monthly subscription banded by company headcount, not by recruiter seat: users and active jobs are unlimited within fair-use limits, and the price step is your employee count. Three published plans (Standard, Premier, Enterprise) with nine headcount bands, of which only the smallest publishes a price on the site. Annual billing saves up to 20 percent versus monthly. Workable Agent AI usage is metered separately in credits.

- **Pay As You Go**: $99 per active job, per month. Prorated, no annual commitment, pay only while a job is open; Core applicant tracking, careers page, and job syndication; Aimed at companies running one or two roles rather than hiring continuously. Not advertised on the pricing page; it is what a trial account is offered when the 15-day trial ends. Above roughly three concurrent jobs the Standard plan is cheaper.
- **Standard**: $299 per month at 1 to 20 employees, billed annually. Unlimited active jobs and unlimited user accounts; Sourcing, applicant tracking, careers page, scorecards, and reporting; The full HR side: onboarding, employee records, time off, time tracking, e-signatures, payroll prep; Rises with headcount, roughly $419 a month at 21 to 50 employees and $669 at 51 to 100. Texting, video interviews, assessments, and performance reviews are paid add-ons here, which is the tier's main catch.
- **Premier**: $599 per month at 1 to 20 employees, billed annually. Everything in Standard with texting, video interviews, assessments, referrals, and performance bundled; Annual commitment only; Cheaper than Standard plus all four add-ons at $296 a month extra.
- **Enterprise**: $719 per month at 1 to 20 employees, billed annually. Premier feature set plus enterprise governance, SSO, and account management; Custom quote above 100 employees; Vendr contract data puts typical annual spend around $15,000.

Add-ons:

- Texting+ ($89 per month): Included on Premier and above.
- Video Interviews+ ($109 per month): One-way asynchronous interviews; included on Premier.
- Assessments+ ($59 per month): Cognitive, personality, and skills tests; included on Premier.
- Performance & Engagement+ ($39 per month): Review cycles and feedback; included on Premier.
- Workable Agent AI credits ($0.095 to $0.12 per credit): 3,000 credits included per paid account; 1 credit per candidate screened, 2 per passive candidate identified, 10 per candidate chat interaction. Credits expire after a year.

Billing notes:

- The meter is employee headcount, not recruiters, so a 60-person company with one part-time recruiter pays the same as one with four full-time recruiters. That is unusually good for collaborative hiring and unusually bad for a company that hires rarely.
- Only the 1 to 20 employee band publishes prices; the remaining eight bands, from 21 to 50 employees through 1,000-plus, are shown as ranges with pricing revealed through the funnel or a sales conversation.
- Four features most buyers assume are standard (texting, video interviews, assessments, performance reviews) cost $296 a month on top of Standard, which is why Premier at $599 is often the honest comparison to a competitor's mid tier.
- Premier and Enterprise are annual commitment only; monthly billing is a Standard-plan option and costs up to 20 percent more.
- The legacy Starter plan is closed to new customers, capped at two active jobs for those still on it, and cannot be repurchased once cancelled.
- When the 15-day trial ends without a purchase the account drops to view-only rather than deleting data, so candidate records survive a decision delay.
- Workable Agent is the first usage-based line in the product; heavy AI sourcing can add a meaningful variable cost on top of a flat subscription.

Value assessment: Workable is priced as an HR platform, not as an ATS, and it should be judged that way. At $299 a month for a 20-person company it costs several times what JazzHR or Breezy charge for applicant tracking alone, and if all you want is a pipeline that is a bad trade. If you would otherwise buy an ATS and a small HRIS, the arithmetic reverses quickly: onboarding, employee records, time off, time tracking, and e-signature are included in that same fee, and unlimited users means the whole company can participate without a seat conversation. The awkward middle is a company that wants the ATS plus one or two screening tools, because that buyer is pushed either into $296 a month of add-ons or up to Premier at double the price. Above 100 employees the published price disappears and Vendr contract data suggests a median around $15,000 a year, which is still small-business reachable but is a negotiated purchase rather than a self-serve one.

## Strengths

- One of the fastest paths from an unwritten job description to a live posting on 200 boards, with AI drafting removing the usual delay.
- Headcount-based pricing with unlimited users means every hiring manager and interviewer can be inside the system, which is where collaborative hiring actually improves.
- Recruiting and core HR share one employee record, so a hire does not get rekeyed into a second system on their first day.
- Resume parsing and candidate profiles are mature after more than a decade, and the searchable talent pool makes past applicants a real asset rather than dead storage.
- Genuinely useful bias controls: anonymized screening, structured scorecards, and EEOC and OFCCP reporting are built in rather than bolted on.
- Strong GDPR posture with retention-based auto-purging and consent capture, reflecting the company's European origins.
- Mobile apps that hiring managers actually use, which shortens the feedback loop that kills most small-company hiring processes.

## Limitations

- No free plan at all; a 15-day trial then a paywall, where several direct competitors offer a free tier or a much cheaper entry point.
- Reporting customization is the most consistent complaint in user reviews: the standard reports are fine, but anything beyond them means exporting to a BI tool.
- The LinkedIn sourcing extension is repeatedly reported as unreliable, and contact data on sourced profiles is often stale, so outbound reply rates disappoint relative to the database's headline size.
- Texting, video interviews, assessments, and performance reviews are unbundled on Standard, which makes the advertised $299 misleading for most real deployments.
- Pricing is opaque above 20 employees; eight of the nine headcount bands do not publish a number, so a 60-person company cannot self-serve a budget figure from the site.
- It prepares payroll data but does not run payroll, so a payroll provider is still a separate purchase and a separate integration.
- Not built for staffing agencies placing candidates at multiple client companies; the data model assumes one employer.
- Workable Agent introduces credit-based variable cost into a flat-fee product, and credits expire after a year whether used or not.

## Comparisons

- **Workable vs JazzHR**: JazzHR is the cheap, focused ATS and Workable is the platform. JazzHR starts around a fifth of Workable's price and does applicant tracking, job syndication, and offers competently, but it stops at hiring: no HRIS, no time off, no employee records. Workable costs multiples more and justifies it only if you want the HR half or need unlimited users across a company that hires constantly. A company under 25 people hiring a few roles a year is almost always better off on JazzHR; a company that would otherwise buy an ATS and an HRIS should price Workable properly before deciding.
- **Workable vs Breezy HR**: Breezy HR is the closest thing to Workable at a small-company price, with a genuinely free tier for one active job and a visual drag-and-drop pipeline that many users find friendlier. Breezy also bundles video interviews and texting far lower down its price list, where Workable charges $109 and $89 a month for them on Standard. Workable answers with a much larger sourcing database, deeper compliance reporting, and the full HR platform Breezy does not have. If hiring is the whole job, Breezy wins on cost; if the ATS is the front door to a people system, Workable wins.
- **Workable vs Recruitee**: Both are European, both sell collaborative hiring, and both price by scale rather than by recruiter. Recruitee's careers-site builder and pipeline automation are strong, and it is generally the cheaper of the two at small headcounts, but it remains a recruiting product. Workable's differentiator is the 2024 HR expansion, so the choice usually comes down to whether you want a better hiring tool or one system covering hiring plus onboarding, records, and time off.
- **Workable vs Ashby**: Ashby is the analytics-first ATS and it beats Workable decisively on exactly the axis where Workable is weakest: custom reporting, funnel analytics, and structured interview design. Ashby also has a free tier for very small teams. Workable answers with a much broader footprint, HR, onboarding, time off, and performance, and a simpler product for non-recruiters. A data-driven talent team with a real recruiting function should look at Ashby; an operations lead who owns hiring alongside four other jobs will get more from Workable.
- **Workable vs Bitrix24**: Bitrix24 bundles a basic recruiting workflow into an all-in-one suite that also carries CRM, tasks, and collaboration, and it has a free plan. If hiring is occasional and you already run your business inside Bitrix24, adding a hiring pipeline there costs nothing extra. What you do not get is job syndication to 200 boards, resume parsing of Workable's quality, candidate sourcing, or compliance reporting. Bitrix24 is a place to track applicants; Workable is a system for finding and evaluating them.
- **Workable vs Airtable**: The realistic alternative for a company making its first hires is a spreadsheet, and Airtable is the good version of that: a custom hiring base with stages, forms for applications, and automations, at a fraction of Workable's cost and with total flexibility. It breaks on the parts that are hard to build: multi-board syndication, resume parsing, calendar-synced scheduling, candidate-facing emails at scale, and GDPR retention controls. Teams usually run Airtable until the third or fourth simultaneous role, then buy an ATS.
- **Workable vs Manatal**: Manatal is priced far below Workable and, unlike it, is built to serve recruitment agencies as well as internal teams, with client and placement management in the data model. Its AI candidate scoring and social enrichment are good for the money. Workable is the more polished internal-hiring product with a stronger careers page, better compliance tooling, and the HR platform behind it. Agencies should look at Manatal; internal teams weighing them on price alone should be honest that they are comparing an ATS to a people system.

## Implementation

- Setup time: A first job can be live within an hour of signing up: account, careers page branding, job details, and publish. A full deployment with pipeline templates, scorecard attributes, email templates, calendar integration, and permissions for a dozen hiring managers is a week or two of part-time work. Turning on the HR side and loading employee records is a separate project of similar size.
- Learning curve: Low for hiring managers and interviewers, who mostly review candidates and fill scorecards. Moderate for the administrator, since pipeline templates, automations, permission levels, and add-on configuration all need decisions made once and rarely revisited. The reporting section is where competent users most often get stuck, because the limits are in the product rather than in their understanding of it.
- Onboarding: Self-serve on Standard with in-app guidance, a substantial help centre, and email support. Higher tiers and larger headcount bands include implementation assistance and an account manager. Workable's own resources library, job description templates, interview question banks, and HR policy templates, is unusually good and functions as onboarding material in its own right.
- Migration: Workable imports candidate and job data from most common ATS products, and support will run a bulk import from CSV or from a competitor's export. What rarely survives migration is stage history, interview feedback, and email threads, so expect to land current pipelines cleanly and historical detail only partially. Before leaving, export candidate data and any active pipelines; also plan for job board postings, which must be re-created on the new system rather than transferred.

## Platform, API & security

- Platforms: Web application, iOS app, Android app, Chrome sourcing extension, Embeddable careers page widget
- API: A documented REST API covering jobs, candidates, stage moves, and members, plus webhooks for candidate created and stage changed events, which is how most teams push hires into payroll or a data warehouse. An assessment partner API and job board partner APIs exist for vendors integrating into Workable.
- Compliance: GDPR, CCPA, EEOC reporting, OFCCP reporting, SOC 2 Type II, ISO 27001, EU AI Act alignment for Workable Agent
- Data residency: EU and US hosting options, with the company's engineering base in Athens and EU data protection as the default posture.
- SSO: SAML single sign-on on higher tiers, plus Google and Microsoft account login on all plans.
- Security notes: Role-based permissions separate recruiters, hiring managers, and interviewers, with an audit trail of candidate views and stage changes. Candidate data retention periods can be configured to purge records automatically at the end of a defined window, which is the practical mechanism behind its GDPR claims rather than a policy page.

## Support

- Channels: Email support, In-app chat, Help centre and knowledge base, Account management on higher tiers, Onboarding assistance on larger plans
- Documentation: A thorough help centre covering configuration, integrations, and the API, backed by an unusually large public resources library of job description templates, interview question banks, HR policy templates, and hiring guides that ranks well enough to be many buyers' first contact with the company.
- Community: No large independent user community, but Workable's own content operation is one of the most visible in recruiting, and the product is widely enough deployed that most HR consultants have configured it before.

## Company

- Founded: 2012
- Founders: Nikos Moraitakis, Spyros Magiatis
- Headquarters: Boston, Massachusetts, United States (engineering base in Athens, Greece; offices in London and Singapore)
- Ownership: Independent, venture-backed
- Employees: ~250 to 300 (est. 2026)
- Funding: Approximately $85 million raised across seven rounds, most recently a $50 million Series C in 2018 led by Zouk Capital.

Funding history:

- Seed (2012): ~$950,000. Openfund and angel investors, raised in Athens during the Greek financial crisis.
- Series A (2014): $1.5 million. Led by Greylock IL.
- Growth (2015): $5 million
- Series B (2015): $27 million. Led by Balderton Capital.
- Series C (2018): $50 million. Led by Zouk Capital.

Timeline:

- 2012: Founded in Athens by Nikos Moraitakis and Spyros Magiatis to give small and mid-sized companies an ATS they could actually afford and configure.
- 2014: Series A led by Greylock IL; the product establishes itself on one-click job syndication and resume parsing.
- 2015: $27 million Series B led by Balderton Capital, US headquarters established in Boston.
- 2018: $50 million Series C led by Zouk Capital, funding expansion into sourcing and a proprietary candidate profile database.
- 2020: Named to the Financial Times FT 1000 list of Europe's fastest-growing companies.
- 2022: Generative AI features added for job descriptions and screening questions, ahead of most of the ATS category.
- 2024: Platform expands into HR: onboarding, employee records, time off, time tracking, e-signatures, and performance management, repositioning Workable from an ATS to a people platform.
- 2026: Workable Agent launches in March, an embedded agentic AI recruiter that handles intake, sourcing, outreach, and screening, priced in AI credits on top of the flat subscription.

## Integrations

Indeed, LinkedIn, Glassdoor, ZipRecruiter, Google Calendar, Microsoft 365 and Outlook, Slack, Zoom, Microsoft Teams, Gusto, BambooHR, Checkr, DocuSign, Zapier, Okta, Google Meet

## FAQ

### What is Workable used for?

Workable is used to run hiring end to end: writing and posting a job to more than 200 boards at once, collecting and parsing applications into a structured pipeline, coordinating interviews and scorecards among several people, and making an offer with e-signature. Since 2024 it also runs the HR side after the hire, onboarding, employee records, time off, time tracking, and performance reviews, from the same account.

### How much does Workable cost?

The published entry point is $299 a month for the Standard plan at 1 to 20 employees, billed annually, rising with headcount to roughly $419 at 21 to 50 employees and $669 at 51 to 100. Premier is $599 and Enterprise $719 at the smallest band. Above 100 employees, pricing is quote-only. A pay-as-you-go option at $99 per active job per month exists but is not shown on the pricing page.

### Does Workable have a free plan?

No. There is a 15-day free trial with the full Standard feature set and no credit card required, after which the account drops to view-only unless you buy a plan. The old Starter plan is closed to new customers. If a free tier is a requirement, Breezy HR and Ashby both offer one at the small end.

### Is Workable priced per user or per recruiter?

Neither. It is priced by your company's employee headcount, and user accounts are unlimited on every plan. That is the single most important thing to understand about its economics: adding five hiring managers costs nothing, but growing from 20 to 21 employees moves you into the next price band whether you are hiring or not.

### What is the difference between Workable Standard and Premier?

Standard includes recruiting and the HR platform but charges separately for texting ($89), video interviews ($109), assessments ($59), and performance reviews ($39), which is $296 a month of add-ons. Premier bundles all four for $599 at the smallest headcount band, so if you want more than two of them Premier is the cheaper path. Premier is annual commitment only.

### What is Workable Agent?

An AI recruiting agent launched in March 2026 that sits inside the ATS. It runs job intake with the hiring manager, searches Workable's profile database for passive candidates, reaches out and holds a conversation to verify interest and fill in missing details, and scores each candidate against the requisition. It is billed in AI credits, with 3,000 included per paid account and additional credits from about $0.095 to $0.12 each, expiring after a year.

### Workable vs Breezy HR: which is better for a small business?

Breezy HR is cheaper, has a free tier for a single job, and includes video interviews and texting much lower in its price list. Workable has a far larger sourcing database, better compliance reporting, and the HR platform behind the ATS. If hiring is the only problem you are solving, Breezy is usually the better small-business buy; if you want one system for hiring and basic HR, Workable is the one with both.

### Does Workable include an HRIS or run payroll?

It includes an HRIS as of 2024: onboarding, employee records, org charts, time off, time tracking, e-signature, and performance reviews. It does not run payroll. It prepares and exports payroll data, so you still need a payroll provider such as Gusto, and the integration between them is a setup step rather than something that happens automatically.

### Is Workable good for high-volume or hourly hiring?

Reasonably. Knockout application questions, texting, self-scheduling, and assessments cover the mechanics that matter when hundreds of people apply for a frontline role, and time tracking with shift schedules covers them once hired. The weak point is analytics: understanding source performance across dozens of postings tends to need an export rather than a built-in report.

### What do users complain about most in Workable?

Two things consistently. Reporting customization, where the standard reports are adequate but anything specific requires exporting to a BI tool, and the LinkedIn sourcing extension, which users describe as unreliable, with stale contact data on sourced profiles producing poor outbound reply rates. Price is the third complaint, usually from buyers who compared the $299 headline against a competitor's mid tier without adding the add-ons.

### Is Workable GDPR compliant?

It is built for it. Consent is captured at application, retention periods can be configured so candidate records purge automatically at the end of a defined window, candidates can request their data, and the company is European in origin with EU hosting available. Workable Agent is stated to be designed against the EU AI Act. Controller obligations, your privacy notice and lawful basis, remain yours.

### Can you migrate candidate data into or out of Workable?

Yes, in both directions, with caveats. Support will help import candidates and jobs from CSV or a competitor's export, and the REST API plus webhooks let you extract records programmatically. What tends not to migrate cleanly either way is stage history, interview feedback, and email threads, so treat a migration as moving live pipelines rather than moving an archive.

### Who owns Workable?

Workable is independent and venture-backed. It has raised roughly $85 million across seven rounds, most recently a $50 million Series C in 2018 led by Zouk Capital, with Balderton Capital and Greylock IL among earlier investors. It has not been acquired, and co-founder Nikos Moraitakis remains chief executive.

## Editorial verdict

Workable is no longer competing with cheap applicant tracking systems, and buyers who evaluate it as one will conclude it is overpriced. Since the 2024 HR expansion it is a people platform whose front door happens to be an excellent ATS: post everywhere at once, get parsed applications, involve as many interviewers as you like at no extra cost, then keep the same record through onboarding, time off, and reviews. For a company between roughly 20 and 200 people that hires continuously and has no HRIS, that combination is a strong purchase and the headcount-based pricing rewards exactly the collaborative hiring style small companies use. The honest caveats are real: there is no free plan, the $299 headline hides $296 a month of add-ons most buyers want, pricing goes dark above 20 employees, and reporting is the part of the product people outgrow first. A company hiring twice a year should take the unadvertised $99 per-job option or buy something smaller; a company that wants hiring analytics as its centre of gravity should look at Ashby instead.

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Source: SaaSTracker (https://saastracker.org), an independent editorial project. This profile is compiled from public information, carries no peer reviews or paid placement, and was last reviewed 2026-08-23. Awards are judged on published criteria: https://saastracker.org/methodology