Applicant tracking systems for mid-sized companies (200 to 2,000 people)

At 200 to 2,000 people most of these systems price by headcount, and vendors can re-count it. Price your HR system’s own recruiting first, then compare a few separate systems against it. Most Lever customers go live within weeks, but a typical Dayforce set-up takes 3 to 6 months. Renewal rises run from a 5% cap to 25% plus an inflation review. Laws in New York City, Colorado and the EU also put duties on employers that use AI to screen.

By Ashish Manchanda Published 3 Nov 2026 Last updated 3 Nov 2026

Start here

If your HR system includes recruiting, get its written price first. Dayforce, BambooHR, Rippling and ADP sell recruiting inside their HR systems. Any separate system has to beat that price.

Prices you can read

Workable, Tribepad and Oleeo publish prices that rise with your employee count. Manatal publishes a price per user. Dayforce and BambooHR publish theirs too.

Quote first

Greenhouse, Lever and Pinpoint give a price after a conversation. Rippling prices Recruiting by quote too. Ashby does the same above 100 employees. Spark Hire publishes prices only up to 50 employees.

Watch

Vendors can re-count your headcount each year. Renewal rises start at a 5% cap and reach 25% plus an inflation review. Laws in New York City, Colorado and the EU put duties on employers that use AI to screen.

Use your HR system’s recruiting, or buy a separate system?

Before you compare any applicant tracking system, decide whether you need a separate one at all. An applicant tracking system, or ATS, holds your open jobs and your applicants. It also tracks the stage each one has reached. Your HR system may already do that. Its recruiting price is then the price every separate ATS has to beat.

HR systems handle recruiting in different ways. Dayforce prices Recruiting apart from its core platform. The Dayforce Platform is a separate line at $171.96 per employee a year. ADP Workforce Now marks Talent Acquisition and Recruitment as Included under add-ons in all three of its packages. Rippling sells Recruiting as an add-on to its core platform. Cezanne sells its recruitment product with its HR system or on its own. The same question gets different answers, so ask each vendor for a written price.

A separate ATS has to connect to the HR system, and that link can cost extra. Greenhouse sells its HR link as an add-on for its Plus and Pro plans. Ashby offers its Workday link on Enterprise only. Spark Hire connects to one HR system at a time. Ask about the link before the demo, because it belongs in the price you compare.

So price your own system first. The sections below show whether a separate ATS earns its extra cost.

What changes once you pass 200 people

At 200 to 2,000 people, four things change from a small company. The first is what the bill follows. Most of the twelve products in the table below price by company size, not by recruiter. Workable has bands from 1 to 20 employees up to 801 to 1,000, then a band for more than 1,000. Dayforce, Tribepad and Oleeo also price by employee count. The bill follows the size of the company, not the size of the hiring team.

The second change is that the small plans stop. Ashby sells Foundations for up to 100 employees, Plus for 101 to 1,000 and Enterprise for more. Spark Hire sells Pro for up to 200 employees and Growth for up to 500. Above that you talk to sales. Tribepad sells Gro to organisations with fewer than 750 employees and Pro to those with more.

These limits matter because the low published prices are for the smallest companies. Spark Hire’s published prices cover only companies of up to 50 employees, and Ashby’s cover up to 100. A company of 200 or more is past both. So ask each vendor which plan fits your headcount, and what that plan costs.

The third change is that features you may need sit on the higher plans. Recruitee puts requisition approvals on its Optimize plan. Spark Hire leaves requisition approvals out of Pro. Teamtailor marks requisitions and approval flows as Premium, and Requisition Flow costs extra. Manatal puts company login on its top plan. If a manager must approve every new job, check which plan includes approvals. Ask Teamtailor what Premium adds to the price.

The fourth change is a cap on open jobs. BambooHR’s three plans allow 5, 25 and 50 job openings. Account owners can add 10, 20 or 30 more. Manatal’s Professional plan allows 15 jobs. Count your open jobs in a busy month. If the count passes the cap, you pay for more jobs or move up a plan.

Twelve systems to price, and what each one asks of you

Twelve systems are worth pricing at this size. They show the main ways a bill gets built. Some sit inside an HR system. Some charge by employee band, and some charge by the person who logs in. Some give a price only after a call. Each note below adds a point to check, because price is not the only difference.

Recruiting that comes with an HR system

BambooHR charges per employee a month once a company has more than 25 employees. Its plans also cap job openings, so count yours. Rippling prices by employee too, and you buy its core platform with Recruiting. The core platform starts at $8 per employee a month, so price the two together. Dayforce aims at companies of 100 to 4,000 or more employees. A typical Dayforce set-up takes 3 to 6 months for mid-sized companies, and data migration support is included. Plan your start date around that.

Separate systems with prices you can read

Workable prices by employee band. Its AI agent runs on prepaid packs that Workable calls “AI credits”. Its custom HR system links are on Premier and Enterprise only, at extra cost. If your HR system needs one, price that plan. Tribepad prices its core system by organisation size and some extras by hiring volume. Its standard set-up of the core ATS and Onboarding takes 11 to 16 weeks, depending on Gro or Pro. Book the start early.

Oleeo built its ATS for high-volume hiring. It charges per employee, and the rate falls as headcount grows. Oleeo’s technology does not accept or reject candidates automatically, and the recruiter makes the final decision. Oleeo also lets customers set rules that filter out CVs below a job’s minimum requirements. Ask who sets those rules and who checks what they filter out. Manatal charges by the person who logs in. Its Professional plan allows 15 jobs and 10,000 candidates, and Manatal calls it a plan for individuals and small teams. Enterprise has no limit on jobs or candidates.

Separate systems that quote first

Greenhouse sells Core, Plus and Pro. Its price drivers are the plan, hiring volume, organisational complexity and features. Its ATS also includes a recruiting CRM, so a prospect becomes a candidate with no import or second login. That matters if you want to stay in touch with people before a job opens. Lever sets an Employee Limit in your order form. That is the number of employees you have when the order starts. Lever may assess employee volume at each anniversary of a multi-year term. So fix that number with care, because use above it can bring a prorated rise. Most Lever customers are live within weeks, not months.

Ashby bills paid seats for some users and not others. Elevated Access and Organizational Admin users are paid seats. Limited Access and Agency users are free, so count only the people who need the paid kind. Pinpoint calls itself a common choice for teams of 1 to 5 recruiters at organisations of 50 to 5,000 employees. Its pricing scales with organisation size and capabilities, not with recruiter seats or open roles. It also builds approval processes for new role requests and turns an approved request into a job post. That ties to the approvals point above, so ask which approval steps your managers need.

Spark Hire built its Recruit product for companies of 50 to 500 employees. Its published prices cover only companies of up to 50 employees. Between 50 and 500 the price scales with headcount. Above 500 employees you talk to sales. The platform goes live in 30 days or less with no IT involvement. That suits a team that needs to start fast.

Twelve systems, three questions
Product	What sets the price	A price you can read	A contract term to read twice
BambooHR	Employees.	Yes. Its price table gives Core from $10.25 per employee a month. Its plan card puts it at $10. The three plans allow 5, 25 and 50 job openings.	Month to month, it can change the price on 60 days’ notice. An extended term bills a minimum employee count for the whole term.
Rippling	Employees, plus a monthly base fee on some products.	No. Recruiting is priced by quote. The core platform starts at $8 per employee a month.	Recruiting is an add-on, so you also buy the core platform.
Dayforce	Employees.	Yes. $43.44 per employee a year for Recruiting.	An extended term rises 8% each year. It may audit your employee count before each anniversary.
Workable	Your employee band, plus prepaid AI usage.	Yes. It has a price for each employee band up to 801 to 1,000, then a 1,000+ band.	A renewal rise is capped at 5% over the last price list, plus changes for company size and add-ons.
Tribepad	Employees, and hiring volume for some extras.	Yes, in pounds. Pro starts at £19,000 a year for up to 1,000 employees.	Under its terms template, renewal after the first term adds 25% plus an inflation review.
Oleeo	Employees, counted as full-time equivalents.	Yes, in pounds. From £13,200 a year for up to 750 employees.	Its prices rest on a 36-month term. Ending early for convenience makes the full initial-term fee payable.
Spark Hire	Employees.	Only up to 50 employees. Pro is from $335 a month and Growth from $499. Above that it scales with headcount.	Each renewal adds 8%. A move to a higher employee range raises the invoice.
Manatal	Each person who logs in.	Yes. Its FAQ gives $15 to $55 per user a month on yearly billing. Its pricing page gives $19 to $59.	You get one free data export a year. A full export with CVs and attachments costs $900.
Ashby	Workforce size in tiers, and paid seats.	Only up to 100 employees. Above 100, pricing is custom.	Cutting seats mid-term brings no reduction in what you owe.
Greenhouse	Plan, hiring volume, complexity and features. Its agreement adds employee headcount.	No. Core, Plus and Pro are custom-priced.	It reserves the right to raise fees on renewal. It queues your data for deletion 90 days after the contract ends.
Lever	The Employee Limit in your order form.	No. Pricing is a custom quote.	Lever may assess employee volume at each anniversary of a multi-year term. Renewal rises are capped at the change in US consumer prices over 12 months plus 5%, with exceptions.
Pinpoint	Organisation size and capabilities, not recruiter seats or open roles.	No. A price comes after a short call.	Its agreement lets Pinpoint raise fees by 10% at the end of a term without notice.

Five more worth pricing

These five are worth a call because each prices by company size or aims at mid-sized firms. Teamtailor gives a price after you describe your company. More than 200,000 recruiters at small and midsize businesses use Teamtailor. Recruitee tiers its plans by employee count and billing period. Jobvite targets high-growth and established enterprise and medium-sized companies. It sells the core ATS first and adds other products on top. Eploy has customers from mid-market to enterprise, with an average of 2,900 employees. Cezanne prices its recruitment product by headcount range.

Built for other jobs

Some products aim at hourly hiring in bulk. Talkpush is built for teams filling 500 to 50,000 roles a year. Paradox sells a high-volume ATS for frontline hiring. Fountain moves hourly workers through a pipeline. Hireology is built for retail automotive, healthcare and hospitality. Others aim at the largest employers. Avature calls its ATS best suited to large enterprises, and Darwinbox sells its ATS for enterprise hiring. The enterprise guide covers them.

What a company of 1,000 pays, and what the quote leaves out

Most of the systems on this page price by employee count, so the fairest comparison uses one headcount. The table below uses 1,000 employees and one year. It uses list prices with no add-ons or discount. Oracle is here because it publishes a list price with a 500-employee minimum.

A company of 1,000 employees, list price for one year
Product	How it is priced	One year at 1,000 employees
Dayforce Recruiting	$43.44 per employee a year	$43,440
Dayforce Talent Acquisition (Recruiting and Onboarding)	$59.88 per employee a year	$59,880
Oracle Recruiting	$8 a month for each “Hosted Employee”, with a minimum of 500	$96,000
Tribepad Pro, core system	The band for up to 1,000 employees	£19,000
Oleeo Recruit & Engage	£17.60 per employee for the first 750, then £15.75 up to 2,500	£17,137.50
Eploy Platform	£2,200 a month for 1,000 to 1,499 employees	£26,400

Dayforce Recruiting sits on top of the Dayforce Platform, a separate $171.96 per employee a year. Oracle’s list price is more than double Dayforce Recruiting’s for the same headcount. Oracle’s standard term is three years, so ask what the first-year figure commits you to. Eploy’s figure is before VAT and rests on a 12-month minimum term. These are list prices, so ask what discount applies.

Quote-only vendors are harder to size. Lever puts custom-quoted platforms such as Lever and Greenhouse at roughly $5,000 to $70,000 or more a year. The range depends on team size. It is wide, so get a written price at your headcount before you spend time on a demo.

Bands matter because the price steps at each line. Eploy’s price list for UK public buyers is £765 a month up to 200 employees. It is £2,200 for 1,000 to 1,499 employees and £2,475 for 1,500 to 1,999. A company that grows past a band line pays the next band’s price.

Add-ons change the total, so ask for them in the quote. Workable sells 5,000 AI credits for $600 and 10,000 for $1,000. They expire a year after purchase and are not refundable. Oleeo’s worked example for 2,500 employees adds £15,700 of set-up to £40,762.50 a year. Tribepad’s typical Pro set-up is £9,500. Cezanne charges nothing extra for implementation and standard support.

Per-user pricing changes the sum. Five people on Manatal’s Enterprise plan cost $175 a month at its FAQ price on yearly billing. Ashby works an example at $795 per user a year. Count the people who will log in before you compare. Paying yearly also saves money at some vendors. Recruitee gives 20% off and Ashby gives 10%.

After you sign, both the bill and the risk can change

At this size the first-year price is not the price you keep. Six things in these contracts and laws change your bill or your risk after you sign. Each one comes with the step to take.

The vendor re-counts your headcount

Your price rests on the employee number in the order form, and several vendors check it again. Dayforce may audit your employee numbers before each anniversary. Lever’s terms let it assess employee volume at each anniversary of a multi-year term. It may then apply a prorated rise above your Employee Limit. Under its terms, a Recruitee customer who passes the Maximum Number of Employees moves to the lowest-priced plan that fits. Spark Hire’s renewal invoice reflects any move to a higher employee range. If your headcount passes a band, the price can step up. Ask each vendor how it counts, and what each step above your number costs.

Renewal rises differ a lot

A first-year price tells you little about year two, because each contract sets its own limit on rises. The limits differ a lot. Workable caps a renewal rise at 5% over its last price list, then adds changes for company size and add-ons. Lever caps rises at the change in US consumer prices plus 5%, with exceptions. Dayforce adds 8% a year to an extended term, and Spark Hire adds 8% at each renewal. Pinpoint’s agreement goes higher. It lets Pinpoint raise fees by 10% at the end of a term without notice. Under Tribepad’s terms template, renewal after the first term adds 25% plus an inflation review. Notice dates run from 30 to 90 days before the term ends. So put them in a shared calendar, and ask for a cap in the order form.

Some products move or reject candidates by rule

Some tools can move or reject a candidate on a rule, with no person deciding that case. Whoever switches a rule on owns its result, because it then runs on every applicant it covers. Workable’s agent moves candidates to a chosen stage when a score threshold is met. You can switch auto-advance on or off for the account, a job or one candidate. Spark Hire’s AI resume review can advance candidates it rates a good or strong fit. Greenhouse lets you reject an applicant automatically from one answer on its Plus and Pro plans. Its Talent Matching feature does not auto-reject or auto-advance any candidate. So decide who may switch each of these on before you go live.

AI laws put duties on the employer, not only the vendor

If a tool helps screen candidates, laws in several places put duties on you as the employer. Some vendor contracts add to those duties. New York City has a law on tools that screen candidates for jobs based in a city office. Such a tool needs a bias audit within the past year and a public summary. A bias audit tests whether a tool picks one group at a lower rate than another. The city’s regulator does not make the vendor that built the tool responsible for that audit. Colorado’s new act covers job applicants who live in Colorado, from 1 January 2027. The EU AI Act puts AI that filters or evaluates applicants among its high-risk uses. An exemption in Article 6(3) can apply, but not where the system profiles people. Zoho’s terms make the customer responsible for any bias audit or candidate notice the law requires. BambooHR’s AI addendum makes the customer solely responsible for its AI-use policies and for human oversight. It also makes the customer solely responsible for legally required notices and consents. So ask each vendor what audit and notice material it gives you.

Your candidate records leave on the vendor’s schedule

When you leave a vendor, you need your candidate records back. Each contract sets how you get them. Greenhouse queues your data for deletion 90 days after the contract ends. It provides an export file at its then-current migration rates if you ask within 30 days. Manatal gives one free export a year, but a full export with CVs and attachments costs $900. Lever makes all your data available once before the term ends, on request, if undisputed fees are paid. Dayforce may agree to help move your data if you ask 90 days before the term ends. It would charge its then-current rates. So put the export into the order form, with its price and its dates.

A vendor’s own documents can disagree on price

A vendor’s own documents can give different prices, so the figure you saw may not be the figure you pay. Manatal’s FAQ puts Professional at $15 per user a month on yearly billing. Its pricing page puts it at $19. Greenhouse points to two price bases. Hiring volume is one of its price drivers. Its agreement sets fees by headcount unless the order form sets something else. Dayforce publishes a price book, and another Dayforce page calls its pricing not public. So put the price you expect into the order form.

What to ask each vendor before you sign

Each question below targets a gap or a clause that matters at 200 to 2,000 people. A good answer is a figure or a clause in the order form, not a promise on a call.

Dayforce: How do you count our employees? What happens to the price if we pass the number in the order form? Good answer: One counting rule, and a price for each step above the number.
Dayforce: Does the price book figure of $43.44 per employee a year apply to us? Good answer: Yes, or a written price for our headcount.
Lever: Which employee count goes in our order form? What do we pay if we pass it? Good answer: A number, and a price for each step above it.
Tribepad: Will you cap the 25% plus inflation review that your terms template adds at renewal? Good answer: A lower cap in the order form.
Spark Hire: Will you fix the renewal price for the whole term instead of adding 8% each time? Good answer: A fixed price in the order form.
Pinpoint: Will you give 60 days’ written notice before any fee rise? Good answer: Yes, written into the agreement.
Workable: Which employee band are we in today? Where does the next band start? Good answer: Both numbers in the quote.
Workable: Which features move or reject a candidate without a person? Who can switch them on? Good answer: A list, and a named admin for each one.
Greenhouse: Does hiring volume or employee headcount set our fee? Good answer: One answer, written into the order form.
Greenhouse: If we ask within 30 days, will you export our records and attachments at no charge? Good answer: Yes, in the order form.
Manatal: Will you include one full export with CVs and attachments in our plan? Good answer: Yes, at no charge.
BambooHR: What minimum employee count goes in our order form, and for how long? Good answer: A number we can plan around, and a term we choose.
Ashby: What does Enterprise, with the Workday link, cost for our headcount? Good answer: A written price.
Rippling: What do you charge per employee for Recruiting on top of the core platform? Good answer: A written monthly figure.

Where to read next

If you are near 2,000 people or hire in several countries, read the enterprise guide. The comparison puts every product in the market side by side. Our guide to applicant tracking systems covers the whole market. Each product name above links to its own page.