ClearCo

ClearCo, formerly ClearCompany, is a hiring and performance suite. It links both ways to ADP, Paylocity and UKG. Its AI agents need a person’s approval before they advance a candidate or send an email. It has no published price, and the agents, the AI notetaker and single sign-on cost extra. Its AI terms leave oversight and bias risk with you. The contract renews unless both sides sign a new order form at least 90 days before the term ends.

By Ashish Manchanda Published 4 Nov 2026 Last updated 4 Nov 2026

ClearCo in short, a quote-only suite whose AI agents and notetaker cost extra

In one line

ClearCo is a talent platform for hiring, onboarding and performance. ClearCo sells its applicant tracking system, Recruiting Experience, by quote. The AI agents, the AI notetaker and single sign-on are paid extras.

Buy it if

You want hiring, onboarding and performance from one vendor. You run ADP, Paylocity or UKG and want data to flow both ways. You hire many people into similar jobs and want a chatbot to take first questions.

Do not buy it if

You need to see a price before you speak to sales. You want the AI agents and single sign-on in the base price. You do not want a contract that renews by itself. To stop that, both sides must sign a new order form at least 90 days before the term ends.

Price

ClearCo publishes no figure. ClearCo calls its pricing custom, based on organisation size and the parts you pick, with a quote on contact. Fees follow your employees or users.

What ClearCo does from job request to offer, and what its AI adds

ClearCo runs hiring as one flow, from the first job request to onboarding. Its AI tools sit on top of that flow, and each one comes with its own conditions. You need both parts to know what you would be buying.

ClearCo’s applicant tracking part is called Recruiting Experience. It starts with a job request that a recruiter creates once, and that request feeds every channel after it. So postings reach job boards including LinkedIn, Indeed and Instagram. Career sites are mobile-friendly and carry your branding. Candidates then move through stages with approvals.

After that, recruiters, hiring managers and interviewers all work from the same candidate information. Interview guides, scoring forms and criteria sit in the same place. Candidates can book their own interviews, and recruiters can text them in both directions. Built-in approvals, offer creation and e-signatures then take a candidate from interview to offer. Because candidate details carry forward into onboarding, the same record follows the person past the offer.

Reports and checks sit in the same system. Live reports, which ClearCo calls liveboards, give recruiting numbers as they change. An Answer builder lets users ask the AI questions about candidates, pipelines and hiring performance. US employers can run I-9 work eligibility checks alongside other background checks, and every screening is documented and traceable. Applications can be translated into English, Spanish, French and Italian. English is the default.

Talent Match is the AI tool that ranks applicants, so it affects who a recruiter sees first. It reads CVs, applications and social media profiles. It compares the skills and job titles in a CV with those in the job request. The best matches sit at the top of the new applicants list. Each CV gets a match score, and a separate location match score without AI sits beside it. Talent Match ignores name, gender and age and does not decide who to hire. An administrator can turn it off and on again in the AI settings.

Virtual Recruiter is a chatbot on the career site. It answers questions and guides visitors to next steps. A visitor can apply and answer must-have screening questions. A visitor can also book an interview outside recruiter hours, so first contact does not wait for a recruiter. People step in after the chatbot. ClearCo aims it at employers with high-volume jobs or evergreen job requests. Evergreen job requests stay open for continuous hiring.

Two more tools help recruiters fill a pipeline. The Sourcing Agent runs an AI screening call and ranks the results by score, with transcripts. It needs the AI Sourcing Max add-on. A separate sourcing engine finds candidates from LinkedIn, company websites, public records and social media. It also draws on a database of over 800 million professionals. Downloading a prospect’s contact details takes a prepaid allowance.

Two tools work inside the interview itself. The Interview Agent gives interviewers a snapshot before each interview. It also drafts scoring forms, which the interviewer must review and approve. The AI Notetaker records, transcribes and summarises interviews. It transcribes non-English interviews in the spoken language and writes the summary in English. A candidate can opt out before or during the interview. It does not evaluate candidates or make hiring decisions.

Read ClearCo’s AI terms before you judge its AI tools. The terms decide who carries the risk when an agent acts. The section on where ClearCo stops sets them out.

What works in ClearCo’s favour

ClearCo has evidence on four things a hiring system must get right. It fits several payroll and HR systems and keeps equal-opportunity records. It keeps a person in charge of its agents and protects candidate data. Each one matters most once real candidates are in the system.

It links to ADP, Paylocity, UKG, Dayforce and Paychex

A two-way link moves data in both directions between ClearCo and the system that runs your payroll or HR records. With ADP, that means employee records move both ways between the two systems. ClearCo has these links with ADP Workforce Now, TotalSource, Vantage HCM and Lyric. It has them with Paylocity, UKG Ready and UKG Pro too. It sends new-hire data to Dayforce HCM and integrates with Paychex Flex Payroll and HR Solutions. Candidates can apply on LinkedIn or Indeed, and those applications flow into ClearCo. LinkedIn Recruiter System Connect puts ClearCo candidate history, notes and scoring forms inside LinkedIn profiles.

It keeps US equal-opportunity records in the product

Equal-opportunity reporting matters to US employers and federal contractors, and ClearCo has features for it. The standard application includes a voluntary self-identification section. The Candidate Workflow Log gives candidate totals in key compliance categories, to help track progress toward diversity goals. Reports also have a category named EEO, OFCCP, and diversity compliance. EEO and OFCCP are the US terms for equal-opportunity and federal-contractor reporting. You can make each application question optional or required. Pinkard Construction reports that ClearCo helped it meet Colorado’s rules on job posting dates and pay transparency.

Its agents ask before they advance a candidate or send an email

ClearCo’s agents take action and do not only give advice. That makes the approval rule important. Agents cannot make permanent changes, advance candidates or send emails without explicit approval. The Sourcing Agent cannot move candidates to final hiring stages without approval. Under ClearCo’s AI terms, using the AI features is voluntary and optional, and you may stop at any time. ClearCo will not use your input or output to train or fine-tune its AI features or its AI providers’ models. It may keep anonymised input to improve the AI features.

Candidate data can be deleted for good, and security is audited each year

Candidates hand you personal data, so deletion and security checks matter. Administrators can securely delete all data tied to a candidate. The Completely Delete This Candidate option removes the application record and personal information, and not even ClearCo can undo it. If you delete a candidate under GDPR, the AI Notetaker transcripts and summaries for that person go too. You, as data controller, decide how long candidate data is kept. ClearCo holds a SOC 2 Type II report, audited each year, and hosts the platform on AWS.

Where ClearCo stops

Most of the risk with ClearCo sits in its AI terms, not in the software itself. These are the points that could cost you money or cause legal trouble after you sign. For the law behind the bias-audit point, read our guide to applicant tracking systems.

The AI terms leave oversight, consent and bias risk with you

If an AI feature gets a candidate wrong, the AI terms decide who answers for it. Under ClearCo’s terms, you are responsible for human oversight where agents may take autonomous actions, including hiring decisions. You must not make an AI feature the sole basis for a hiring decision with legal or similarly significant effect. You are also responsible for transparency, consents and human oversight against impermissible automated decision-making. ClearCo is not responsible for errors in the AI output or for bias in the underlying algorithms or data.

Talent Match ranks applicants, so a bias audit may be your job

Talent Match ranks applicants against the job. ClearCo’s AI terms say it is not responsible for bias in its algorithms or data. New York City’s Local Law 144 covers automated employment decision tools. It bars employers from screening candidates with one unless it had a bias audit within the year before use. It covers jobs based in a New York City office at least part time. Whether the law covers Talent Match depends on how your recruiters use the score. Under the city’s rule, a tool substantially assists a decision when people do any of three things. They rely only on its output. They weight it above any other criterion. They use it to overrule other factors, including human decisions. Under the city agency’s FAQ, the vendor that made the tool is not responsible for the bias audit. So if your use of the score counts, the audit falls on you and not on ClearCo. Decide how your recruiters will use the score before you switch it on.

Candidates who fail a chatbot question leave no record

The Virtual Recruiter chatbot can ask must-have screening questions, which ClearCo calls knockout questions. If a candidate fails one, the information is not kept and the person never enters the system. ClearCo links this to the rules of the US Equal Employment Opportunity Commission. Your legal team should decide whether you need a record of those candidates before you switch the questions on.

Grade rules can move candidates automatically

Assigned grades can automatically move candidates to different stages in the hiring process. So find out who on your team can set the grade rules. The agents do not send rejection emails. But you can tell an agent to move a candidate to a disposition stage. That stage records why a candidate left the process. Moving a candidate there triggers any automated emails set up for that stage. Check what each stage sends before you let a rule or an agent use it.

The AI tools have fixed edges

Each AI tool has limits you should know before you plan around it. Talent Match needs a CV and a valid job description to score a candidate, and it supports only English. The prebuilt talent agents cannot be customised. Custom coaching agents answer from uploaded company documents and cannot take action in your system. ClearCo may change, suspend or discontinue AI features at its sole discretion, and may restrict access without notice or liability.

Who ClearCo suits

The best test of a hiring system is an employer like yours that already uses it. ClearCo’s customers report the results below themselves. Each result belongs to the customer named, not to every ClearCo account.

A small HR team that wants hiring and performance in one system

The Housing Authority of Snohomish County has an HR team of two. It wanted an applicant tracking system that also covers performance management. ClearCo sells that link as packages. TotalTalent is for organisations that want hiring connected to long-term performance and retention. ClearTalent is for teams ready to connect hiring with early performance goals.

An employer with many sites that wants more applicants and fewer agencies

Three customers report fewer agencies or more applicants with ClearCo. Pegasus Senior Living runs 37 senior living facilities across 12 states. Its team reports that 18 communities used outside staffing agencies at the start and about 6 do now. A PCA Group vice president attributes saved sourcing fees to not using outside resources to recruit. Rugby serves 41 states from 27 branches. It reports up to six times more applicants for similar roles than with its previous system.

An ADP user that wants a stronger careers site

LaserAway has 191 locations and uses a ClearCo-powered careers page connected to ADP. It reports career site visits up 200% after launching that page.

A group that wants to reach past applicants again

The parent of Pediatric Home Service adopted ClearCo Recruiting across the organisation. Before that, its recruiters were asked to use another system in an acquisition. Pediatric Home Service has since re-engaged a pool of over 12,000 previous applicants.

Employers from about 350 to close to 2,000 employees

ClearCo reports 3,000 or more organisations and 1.8 million employees on its platform. Its customer stories range in size. Rendevor Dialysis has about 350 employees. The PCA Group has close to 1,500. Pediatric Home Service has almost 2,000 employees across 12 states.

What ClearCo costs, and how the contract ends

ClearCo publishes no price, so your first job is to get one in writing. The package price is only part of the bill, so the quote must name every extra you will use. Plan for a sales call.

ClearCo sells packages by starting point, with no figure. ClearRecruit is for hiring teams that need speed, structure and visibility. It includes Candidate Attraction, Recruiting Experience, Background Checks and Onboarding. TotalTalent and ClearTalent connect hiring with performance. ClearCo Recruiting is also sold on the ADP Marketplace, where the price appears only after you log in. ClearCo also sells ClearCare professional services packages, priced on request. They include support for I-9 checks. Custom onboarding forms are priced by page count, from $100 for pages 1 to 3. Pages 4 to 6 cost $200 and pages 7 to 9 cost $300.

Several tools cost extra on top of a package, so a quote that covers only the package will miss them. The Sourcing Agent needs the AI Sourcing Max add-on, and ClearCo’s account representative activates the agent add-on packages. The AI Notetaker is an add-on. Each one-to-one interview uses one prepaid unit, taken off after a successful transcript. Downloading a prospect’s contact details from AI-assisted sourcing needs a prepaid, pay-per-use allowance. ClearText and Text-to-Apply are paid features. Bulk texting, which reaches up to 100 candidates at once, costs more. Single sign-on, where staff log in with a company account, is an add-on. Rugby calls the I-9 integration and automated background checks optional add-on services. Ask for every one of these by name.

How the bill arrives matters too. Under ClearCo’s terms, fees follow the employees or users on your order form. Overages are charged each quarter, after the use, per employee or per active user. Setup fees and the first annual payment are invoiced when the subscription starts, and implementation starts when you pay. Rugby reports that it went live in four to five weeks. Fees are invoiced in advance, payable in U.S. dollars within 30 days, and not refundable except as the agreement provides.

The contract also renews by default. Under ClearCo’s terms, order forms renew automatically for equal terms. Renewal is at ClearCo’s then-current standard rates. To change that, both sides must sign a new order form at least 90 days before the term ends. Delaware law governs. ClearCo’s total liability to you is limited to the amount you paid for the services. That covers the twelve months before the claim. Either side may end the contract for the other’s serious breach. The breaching side has 30 days to fix it, or 10 days where the breach is your non-payment.

Leaving has its own limit. You keep ownership of your data. After the contract ends, ClearCo need not keep your data in a usable format beyond six months. That applies if it has received no export request. You can export candidate details as a CSV or Excel file from the Candidate Data liveboard. ClearCo’s professional services also cover moving historical data in, including custom imports. They also cover retrieving requisition and candidate data through its API.

You could also run hiring steps with agents built on your own systems. We have mapped what that looks like. The HR Agent Map

What to ask ClearCo before you sign

These questions fill gaps in what ClearCo publishes, or ask for a change to the standard terms. Each one comes with the answer you want to hear.

What is the full price for our headcount, with every add-on we need written into the quote? Good answer: One quote with the package, each add-on and the overage rate per employee or active user.
Which AI features run on a pay-per-use allowance, and what happens when we use it up? Good answer: A written rate for each unit, and an alert before any extra charge.
Has Talent Match had an independent bias audit, and can we see the full report? Good answer: The full report, with a summary we may publish on our own site.
Which rules can move or turn away a candidate with no person involved? Who on our side can set them? Good answer: A full list of those rules, a setting only administrators can change, and a log of every change.
When a candidate fails a screening question in the chatbot, can we keep a record? Good answer: A setting we control, so we can keep a record where our retention policy asks for one.
Can the renewal price be capped, and will you remind us before the 90-day date? Good answer: A renewal cap in the order form and a written reminder from you.
Which AI providers see our candidates’ data, and in which country? Good answer: A named country for each AI provider. The providers include OpenAI, Recall.ai, Ninjahire, Forethought, Mindset and Coassemble. We also want a written answer we can give a candidate.
How do we take all our candidate data out when the contract ends, and in what format? Good answer: A file format and a date in the contract, with the six-month limit extended.

Alternatives to ClearCo

If ClearCo comes off your shortlist, four alternatives are worth a look. They are Workable, Breezy HR, Pinpoint and ADP. You can also keep what you already run.

Workable and Breezy HR both publish prices, which ClearCo does not. Workable’s Standard plan costs $299 a month for 1 to 20 employees, and Premier costs $599. Workable offers a free one-time migration on Premier and Enterprise from tools including ClearCompany. Each Workable ATS plan also comes with 3,000 complimentary units of its pay-per-use AI allowance. Breezy HR has a free Bootstrap plan. Its Startup plan is priced at $157 and $189 a month, and the figures do not say which is annual. Ask which one applies to you. Breezy Intelligence is Breezy HR’s AI. It is an add-on for every plan, including the free one.

Like ClearCo, Pinpoint gives its price only after a short call about your company and hiring process. So with both products you compare quotes and not published prices.

ADP suits an employer that already runs ADP Workforce Now. In its plans table, Talent Acquisition / Recruitment sits under the Add-Ons heading. The table marks it Included in all three packages. Ask ADP whether recruitment costs extra on your plan. ADP also obtained an independent bias audit of its Candidate Relevancy score from BLDS, LLC in April 2024. Check what recruitment your current HR system already includes before you pay for a separate one.