ATS Pricing - Which one you should buy

With so many options available, the market for Applicant Tracking System solutions has become increasingly competitive, with numerous companies offering different pricing plans to cater to diverse business needs. As a result, it can be overwhelming to determine which ATS pricing option is the most suitable for your company's unique requirements.

You can either be a large-sized organization with expansive recruitment needs or a small agency that puts bang for the buck as its foremost concern. With this guide, we aim to help you understand the factors to consider when looking at ATS pricing.

ATS Pricing Structures

ATS pricing structures vary depending on their feature usage and limits. Some ATS providers offer tiered pricing plans based on the number of users or job postings, while others may offer a flat monthly or annual fee.

Just like any other SaaS products, most Applicant Tracking Software plans are typically priced based on a combination of factors that can vary from one provider to another. If you are thinking of purchasing an Applicant Tracking System(ATS), you should take note of the  following pricing models:

1. Subscription/Tier Mode

Many ATS providers offer subscription-based pricing, where customers pay a monthly or annual fee to access and use the software. The providers offer different pricing tiers or plans to accommodate various business sizes and needs. These plans often include different levels of features, support, and usage limits. Higher-tier plans generally offer more advanced features and greater customization options. Subscriptions are usually billed on a monthly or annual basis. Annual subscriptions might come with cost savings compared to monthly plans.

2. Freemium Pricing

Freemium pricing is a strategy where these software providers offer a basic version of their ATS software for free, with limited features and capabilities. Businesses can then upgrade to a paid version of the software to access more advanced functionality or remove usage restrictions.

3. Enterprise Pricing

This pricing model is usually used for larger enterprises or businesses with complex needs. They are usually personalized to the specific needs of a business with advanced features, dedicated support, and scalability options that are not included in standard pricing plans.

4. Pay-Per-User Pricing

This ATS pricing model is used by small businesses that are on a budget with lower recruitment needs. They pay for each job posting or candidate profile they access or manage within the software. The cost per user may vary depending on the features and functionality that each user requires.

5. Added Value Service Fees

Some applicant-tracking software providers may charge additional fees for extra services or features, such as integrations with other software systems, training and support, or data migration. These fees are typically in addition to the base pricing and may vary depending on the specific requirements of the business.

6. Job Postings

The number of active job postings you can have at any given time can influence pricing. Some plans might have limits on the number of job postings, and you might need to pay extra for additional postings.

7. Candidate Volume

Some ATS providers charge based on the total number of candidates in the system, especially if they provide features related to candidate database management. If you have a high volume of candidates, it could affect the pricing.

8. Features and Functionality

Different ATS plans offer varying levels of features and functionalities. Basic plans might include core features like job posting and candidate management, while higher-tier plans might include advanced features such as resume parsing, interview scheduling, analytics, and integration capabilities.

How To Determine Which ATS Pricing Model Works the Best for You

Choosing the right ATS pricing model for Applicant Tracking Software (ATS) requires careful consideration of your organization's needs, budget, and long-term goals. Recruitment software for small businesses may have different features compared to those for larger businesses. To make sure you have the best software for your recruitment company, here are some important tips that can help you get started:

1. Assess Your Hiring Needs

Begin by understanding your organization's current and future hiring needs. Consider factors like the number of job postings, the volume of candidates, the size of your recruiting team, and the complexity of your hiring processes.

2. Identify Key Features

Make a list of essential features and functionalities you require from an ATS. Different ATS plans offer varying levels of features and functionalities. Basic plans might include core features like job posting and candidate management, while higher-tier plans might include advanced features such as resume parsing, interview scheduling, analytics, and integration capabilities. This will help you narrow down your list.

3. Budget Considerations

Another important thing you should consider when choosing an ATS pricing model is your budget. You need to evaluate your budget constraints. Determine how much you're willing to invest in an ATS. Keep in mind that the features and capabilities offered by different pricing models can vary significantly. Also, be wary of costs that can catch you off-guard after your free trial or promotion period ends.

4. Job Posting Frequency

If your organization frequently has a high number of job postings, a pay-per-job posting model might not be cost-effective. Conversely, if your hiring needs are sporadic, this model could be suitable.

5. Candidate Volume

If you anticipate a high volume of candidates, a pay-per-candidate pricing model could lead to higher costs. Consider whether your candidate database will grow rapidly and if this pricing model aligns with your needs.

6. Trial and Demos

Whenever possible, take advantage of free trials, demos, or consultations provided by ATS vendors. This will help you experience the software firsthand and better understand how each pricing model works.

What You Can Get From ATS Pricing Plans

Using Manatal’s ATS as a reference, we can dive into three plans that cater to almost every business type in the recruitment space and are also found in most other leading ATS and recruitment solutions.

Affordable ATS Pricing Tier: $15 / User / Month

Manatal’s Professional Plan: This plan costs $15 per user per month if billed annually, or $19 per user per month if billed monthly. This plan is best suited for individuals and small teams who need complete but easy-to-use recruitment software. It includes features such as AI recruitment software, candidate sourcing, applicant tracking, recruitment CRM, and more. The usage limits are:

• 15 jobs per account
• 10,000 candidates

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Other ATS solutions with plans in this pricing range include:

• CEIPAL TalentHire: $24 per user per month

Mid-Range ATS Pricing Tier: $35 / User / Month

Manatal’s Enterprise Plan: This plan is best suited for industry leaders who need comprehensive and advanced recruitment software. It includes all the features of the Professional Plan, plus some additional features such as free and premium job board posting, sending emails using the Manatal domain, mass emailing, email automation, AI-generated job descriptions, and the GDPR consent request tool. It also comes without the usage limits found in the professional plan with:

• Unlimited Jobs
• Unlimited Candidates

Other ATS solutions with plans in this pricing range include:

• JazzHR: $49/month with a 3 open job limit (Additional jobs for $9/job/month)

Mid-High ATS Pricing Tier: $55/ User/ Month

Manatal’s Enterprise Plus Plan: As the name suggests, this plan is an upgrade of the enterprise plan, designed for industry leaders who work with a large team or agencies who are looking to leverage Open API at a lower cost. Manatal’s Enterprise Plus offers every key feature from the Enterprise plan and beyond. Here are some of the additional features:

• User Groups
• Single Sign On
• Manatal Open API
• Priority Support
• Access to Beta features

Other ATS solutions with plans in this pricing range include:

• VivaHR: $89/month with one job posting per month/ one User

On-Demand and Custom Pricing Plans

Sometimes businesses may require customized solutions tailored to their unique processes and workflows. For such use cases, Manatal offers a custom plan that includes API access and third-party automation of some functions via Zapier, in addition to other unique features such as SMS, custom reporting, phone support, dedicated account managers, and more…

Other ATS solutions with custom/tailored pricing plans are:

• Greenhouse
• Bullhorn
• Recruitee

Manatal’s Pricing & Features Highlights

When considering the pricing and features of some leading Applicant Tracking Software, you can clearly see that Manatal stands out as a strong contender with its well-structured pricing and valuable feature set. Here’s why Manatal can be valuable for your recruitment business:

1. Flexible Pricing Tiers: Manatal offers a range of subscription plans, including startup, enterprise, and custom. This variety of options ensures that businesses of different sizes and hiring needs can find a plan that aligns with their budget and requirements.
2. Competitive Pricing: While specific pricing details may vary, Manatal's pricing structure is designed to cater to various budgets. This affordability, coupled with quality features, makes it an accessible choice for businesses seeking cost-effective yet robust recruitment tools.
3. AI-Powered Sourcing: Manatal distinguishes itself by incorporating AI-based sourcing capabilities, enabling recruiters to identify and engage top talent more efficiently. This advanced feature has the potential to significantly enhance the quality of candidate sourcing and save valuable time.
4. Customizable Workflows: The availability of customizable workflows within Manatal's plans empowers organizations to tailor the recruitment process to their unique needs. This flexibility ensures a seamless and optimized hiring journey.
5. Integration Options: Manatal offers integration options, allowing businesses to connect the ATS with other tools and systems they rely on, streamlining operations and enhancing productivity.
6. 14-Day Free Trial: We offer a 14-day free trial, allowing potential users to explore its features and assess its suitability firsthand. Before committing to a plan, this trial period offers valuable insight into the platform's capabilities.
7. Comprehensive Support: Manatal offers customer support to assist users at different levels. Whether you're just starting out or require more advanced assistance, the availability of support ensures a smooth experience.

Manatal’s ATS Pricing Vs. Others

High ($100+ tier)

Other ATS solutions can cost recruiters as much as $129 per month per user whereas you can only pay $15 per user/ per month for Manatal. Plus, you can get access to more innovative features that are designed to recruit with less effort.

Here’s what Manatal offers that others do not:

• Candidate Enrichment
• Recruitment CRM
• Manatal also complies with CCPA and PDPA data privacy regulation

Budget ($25+ tier)

There are other options such as Zoho Recruit that come in cheaper at $25 per month, but it doesn’t include essential integrations, reserved for top-tier plans. Even with higher subscriptions, there are still some limitations like resume parsing limits (250 resumes per day.) Not to mention that Zoho provides fewer job board integrations compared to Manatal as well as native tools such as AI job description generator and recruitment CRM.

Here’s what Manatal offers that Zoho Recruit does not:

• Unlimited resume parsing in all plans
• Post jobs to 2500+ premium job channels
• Google Meet integration in all plans
• Microsoft Teams integration in all plans
• Automated enrichment of candidate profile on social media (LinkedIn, Twitter, Facebook, etc.)
• Client and Vendor Portal access in all plans

Conclusion

When it comes to choosing an ATS pricing plan, it is important to carefully evaluate your business needs and budget. Each pricing plan has its own set of features and limitations, so it's crucial to consider what functionalities are essential for your recruitment process.

If you have a small business with limited hiring needs, a basic or starter plan may be sufficient. For medium-sized businesses with moderate hiring requirements, a standard or professional plan might be the best fit. These plans typically offer more advanced features such as candidate scoring, interview scheduling, and integrations with other HR tools.

Large enterprises with extensive recruitment needs may benefit from an enterprise or customizable plan. These plans offer a wide range of features tailored to the specific requirements of the organization. They often include features like advanced reporting and analytics, API access, and custom integrations. However, they tend to have higher costs and may require additional implementation and training.

Ultimately, the choice of ATS pricing plan should align with your business goals, budget, and hiring needs.