Every priced plan ships the full platform — SSO, 30-60-90 templates, multilingual UI, per-hire history, all of it. Plans differ only by hires per month.
14-day free trial of any paid plan — no card needed. All prices in USD.
For first-time buyers and single-site ops.
Was $99 per month billed monthly, now $79 per month billed yearly — save 20% ($240 per year).
Billed yearly · save 20% · $240/yr less
Up to 25 hires/mo
✓Everything in the platform — SSO, 30-60-90 templates, per-hire history, multilingual UI, all of it.
See the full list below.
For multi-location operators with steady frontline volume.
Was $249 per month billed monthly, now $199 per month billed yearly — save 20% ($600 per year).
Billed yearly · save 20% · $600/yr less
Up to 100 hires/mo
✓Everything in the platform — SSO, 30-60-90 templates, per-hire history, multilingual UI, all of it.
See the full list below.
For chains running heavy hire volume.
Was $799 per month billed monthly, now $649 per month billed yearly — save 20% ($1800 per year).
Billed yearly · save 20% · $1800/yr less
Up to 500 hires/mo
✓Everything in the platform — SSO, 30-60-90 templates, per-hire history, multilingual UI, all of it.
See the full list below.
Identical on Starter, Growth and Scale. The only difference between priced tiers is the hires-per-month cap.
Frontline has high headcount and high turnover. The work the platform actually does — running a hire through preboarding and onboarding — happens once per new hire, not once per shift worker on the floor. So the bill should track that.
A 100-person frontline team at $3–5 per seat/month costs $300–500/month— before anyone even starts an onboarding journey.
$99/mo Starter ≈ $3.96/hire at the cap. $799/mo Scale ≈ $1.60/hire. Standing headcount on the floor is irrelevant to the bill.
Both models are valid in software pricing. Per-hire just fits frontline economics better than per-seat.
Put a number on it
Ghosted offers, first-90-day quits, and slow ramp do not show up on one invoice — so they stay invisible. Move the slider to see the yearly bill.
Job ads, recruiter & manager hours, screening, offer admin — the spend to source one hire. Not training.
Gross weekly wage you pay one frontline worker (e.g. $15/hr × 40h). Drives the slow-ramp cost.
Empty boxes use conservative frontline defaults ($2,000 to fill a role, $600/week pay). Type your own for a number that is actually yours.
Of that, $103K–$205K is realistically recoverable with a structured preboarding and onboarding journey.
At 30 hires a month, the recoverable loss is 10×+ the plan price. The platform pays for itself if it saves you just 2 hires a year.
Everything below runs on annual hires — your monthly figure × 12 = 360/year. The plan tier is set by the monthly number (30/mo → Growth), exactly like billing. No double-counting: the two money inputs cover different things, explained next.
The two numbers you type
Cost to fill one role ($2,000). What it costs to find one person: job-board spend, the hours a recruiter and a manager put into sourcing and screening, and offer paperwork. It does notinclude training — that lives in the ramp line below, so nothing is counted twice. We default to a deliberately low frontline figure; SHRM’s all-roles average is roughly double, but that blends in salaried roles.
Weekly pay ($600). The gross wage you hand one frontline worker each week (about $15/hour over a 40-hour week). It is the price tag on a week of their time — used only to value the weeks lost to slow ramp.
The three losses
No-shows before day 1 = annual hires × 10% × cost to fill a role. In peak-season frontline hiring, no-show rates can run much higher; we use a conservative 10% (about 1 in 10). Each one means you pay to source the role a second time.
First-90-day churn = annual hires × 20% × cost to fill a role. Frontline early turnover is high and onboarding is its biggest lever (Brandon Hall Group, SHRM); we only count the slice a structured journey realistically prevents.
Slow ramp = the hires who actually start (annual hires − 10% no-shows) × 2 extra weeks × weekly pay × 50%. Without a structured journey a hire takes ~2 extra weeks to run their station alone; over those weeks you pay full wage for roughly half the output, so half the wage is money for work you did not get.
Recoverable range. Only 25–50% of the total — the part a structured journey can realistically claw back, and only if you act on it. A tool nobody opens recovers nothing. This is the honest number to plan against, not the headline.
On the multiple. At 30 hires a month and these inputs, the recoverable range works out to 43×–86× the $2,388 Growth plan. We deliberately cap the headline at “10×+” and lead with the recoverable amount instead — a believable claim matters more than a big one.
All figures are in US dollars. This is an estimate to frame the conversation, not a quote — your own numbers will differ, which is exactly why both boxes are editable.
If your question is not here, talk to the team.
Because what you actually buy is hire-journey throughput, not LMS seats. A site with 5 active managers running 200 new hires through the journey is a different cost shape than a site with 50 managers running 10 hires. We price for the work that gets done.
Yes. Talk to the team and tell us about your operation — we work it out case by case.
Yes — full SSO (Google, Microsoft 365, and SAML 2.0 / OIDC for any IdP including Okta, Azure AD, JumpCloud, Auth0) ships on Starter, Growth and Scale alike. We do not paywall identity. The whole reason a security-conscious operator picks a tier is the hires-per-month cap that fits them, nothing else.
We do not auto-bill overages or block your hires. We surface the overage on the dashboard and reach out — usually it is one busy season, not a tier change.
Pick any plan, try it for 14 days, no card required. You get full feature access for that tier — not a stripped-down preview. At the end of the trial, you pick a plan or your data is deleted within 30 days.
Because the only thing that costs us real money per case is processing a hire — compute, storage, support per onboarding journey. Hiding SSO or analytics behind a higher tier would just punish a small operator for being early. The hires-per-month cap is the upsell mechanism: when you outgrow 25/mo you have to move to $249. Nothing artificial added on top.
No. The first journey is something you can build during the trial — using materials you already have.
Because the work the platform does — preboarding journeys, the kanban + checklists, tests and homework review, hosting per-language journeys side by side — has a real cost per hire processed. A standing free tier would either be too thin to be useful or would cannibalize the Starter plan and pull in low-fit signups. The 14-day trial is genuinely free and gives you the full product.
Yes. Upgrade or downgrade at any time. Annual prepay can be downgraded to a lower tier at renewal.