BrassRing

BrassRing suits big hiring teams, and you must ask for the price

The savings BrassRing advertises, and how to test them

Vendors advertise savings, and a Head of HR has to decide how much to believe. BrassRing advertises the five figures below. Each one is BrassRing’s own claim. Each needs your own numbers beside it before you lean on it in a business case.

What BrassRing does well

A hiring system earns its place by saving effort across the whole process. These are the points where BrassRing does that for a large employer.

Who uses BrassRing today, and who it is built for

Your own size and shape of hiring decide whether BrassRing fits. These are the kinds of employer that BrassRing and its customers point to.

A new owner, AI that is still arriving and a legal duty that is yours

Anyone signing a multi-year hiring contract needs to know who stands behind it and what they are really buying. BrassRing has a new owner, so the company that signs your contract may not be the one you expect. Part of its AI has yet to arrive. So some features you see advertised may not be live on the day you sign. And BrassRing puts accountability for AI decisions with the employer, so you answer when a candidate challenges one. None of this rules BrassRing out. Each one is a question to settle before you sign.

The AI also brings legal duties to you as the employer. New York City’s Local Law 144 covers tools whose score or recommendation substantially helps or replaces a hiring decision. It is unlawful to use such a tool to screen a candidate without a bias audit in the past year. A summary of the audit must also be public on the employer’s website. The vendor that built the tool is not responsible for that audit under the city’s guidance. If you screen candidates in New York City with BrassRing’s scoring, this law may apply to you.

The EU AI Act includes AI used to analyse and filter applications and to evaluate candidates among its high-risk uses. An exemption in Article 6(3) can apply, but it does not apply where the system profiles people. The rules for these systems apply from 2 December 2027.

What BrassRing costs and what happens when you leave

Cost is the first thing most buyers want to know, and BrassRing does not publish it. Pricing is one of the choices on its contact form. You will not get a figure until you talk to the sales team.

BrassRing offers a free 30-day trial. Use it to test your own requisitions, your own approval steps and your own connections before you agree a price.

The sale to Signal Labs makes the contract terms important. Signal Labs tells customers that existing contracts, pricing and terms continue. If you are buying now, ask for the same promise in writing for your own contract.

Leaving needs its own questions. BrassRing’s privacy policy keeps data for as long as the purpose and the law require. It sets no fixed period. It also keeps anonymous information after a deletion request. Signal Labs does not cover data collected through its products or services in its website privacy policy. Signal Labs will not access customer data until agreements are in place. So the agreement you sign is where your candidates’ data protections should be written down. Ask which privacy terms cover that data.

Eight questions to put to BrassRing before you sign

Before you sign, a few things must be settled. They are the price, which AI runs today, which company holds the contract and your data, bias testing and FedRAMP. The questions below cover each one. Every question comes with the answer you want to hear.

1. Which of the AI features on your Solutions page run in my contract today, and which are still to come? A good answer is a dated list for each feature, in the contract.
2. What will I pay for my number of employees, recruiters and hires in each of the first three years? A good answer is a written quote with unit prices and the rule for any extra volume.
3. Which company signs my contract, and which terms and privacy policy cover my candidates’ data? A good answer is a named company, with terms and a privacy policy that cover BrassRing data in full.
4. Has the scoring that looks at cultural fit, or flags people who resemble past hires, had an independent bias audit? A good answer is the full report, with figures for each group, in a form we can publish.
5. If we must meet FedRAMP, what date will you commit to? A good answer is a date in the contract and a right to leave if it is missed.
6. Which of the new Signal Labs capabilities are optional, and does declining them change my price or my support? A good answer is written confirmation that declining changes neither.
7. Which of our systems connect today, and which need a custom build? A good answer is a named list of working connections, with the cost of any custom build.
8. How long do you keep our candidates’ data after we leave, and what stays after a deletion request? A good answer is a fixed period in the contract and a clear definition of the anonymous data you keep.

Alternatives to BrassRing

Someone weighing BrassRing may want a published price, fixed contract terms, scale or a tool built for volume hiring. Four products are worth a look for those reasons. They are iCIMS, SmartRecruiters, Oracle Recruiting and Paradox.

Oracle Recruiting is the one with a published price. Fusion Recruiting costs $8.00 a month per Hosted Employee, with a minimum of 500. The price is in US dollars, from Oracle’s global price list of 8 October 2026. Organisations can use Oracle Recruiting for high-volume or traditional hiring.

SmartRecruiters is the one to look at for fixed contract terms. Under its terms, the per-employee unit price in an order form is fixed for the term. It sends you to an expert for pricing, so you still have to ask. It drives enterprise hiring for highly skilled and high-volume roles. SAP acquired it in 2025, and its portfolio continues to be available standalone for the foreseeable future.

iCIMS is the one for scale. It reports more than 4,400 companies across 200 countries, with a quarter of the Fortune 500 among them. Its High Volume Hiring product syncs with iCIMS Hire to connect high-volume, frontline and corporate hiring.

Paradox is the one for hourly volume hiring. It serves frontline high-volume hourly roles and high-skilled professional roles. Its Hiring Goals turn jobs on and off automatically based on candidate volume. Paradox sends you to a demo booking for custom pricing.

If you already run BrassRing, staying put is a real option. Signal Labs tells customers that existing contracts, pricing and terms continue, and that its new capabilities are optional. If you are a new buyer, the free 30-day trial lets you test BrassRing before you choose. For a wider view of how these products differ, our guide to applicant tracking systems compares them all.