isolved
isolved’s Attract & Hire takes an applicant from job post to offer letter and scores applicants with AI. Once someone is hired, their details sync with isolved Payroll. isolved gives its price by quote. Under its terms, isolved may cancel your subscription at any time for any reason. If you hire for a New York City office, its AI scoring may also bring you a bias-audit duty.
isolved sells hiring software by quote, and its terms need a close read
isolved Attract & Hire covers hiring from job post to offer letter. It ranks applicants with AI and links to isolved payroll. isolved sells it by quote, and its terms let isolved cancel at any time.
You want hiring and payroll from one supplier. You want AI to score and sort applicants while a person decides. You will negotiate the cancellation and refund terms before you sign.
You need a price before you talk to sales. You hire in the EU or UK and need one privacy policy that covers your candidates. isolved’s two privacy documents disagree on that. You cannot accept a contract that lets the supplier cancel without a reason.
isolved quotes by employee count and feature package. New customers get 10% off an annual plan. It advertises no setup fees, free training and free support.
It runs hiring from job post to offer letter and scores applicants with AI
Before you compare prices, you need to know what isolved is selling. One hiring product goes by more than one name. isolved calls its applicant tracking system Attract & Hire. The same product was ApplicantPro until isolved folded it into its own brand, and isolved still runs the applicantpro.com website. You can buy it inside the isolved People Cloud suite or on its own. Put one product name in the order form so the contract matches the demo.
An applicant sends a short application with contact details, a résumé and a few screening questions. Your team then moves each candidate through the hiring steps you set for that job. Hiring managers rate candidates with stars, and isolved averages the scores into one rating. A warning appears if someone moves a candidate forward before a critical step is done. isolved posts your job to job boards. Its Attract & Hire page puts the count at 5,500+ boards. The applicantpro.com pricing page puts it at 6,000+. The applicantpro.com home page puts it at 4,000+. Offer letters go to approvers first and then to the candidate for e-signature.
Other companies run some of the steps. Wedge powers the video interviews, where candidates record their answers on their own. Prevue powers the pre-hire assessments. ProScreening powers the background checks.
The AI is the part that changes your risk. Candidate Matching reads every résumé, rates skills and experience against the job requirements, and sorts applicants by score. Indeed Talent Scout is an AI assistant from Indeed built into Attract & Hire. It analyses your talent pools, recommends candidates and helps write outreach messages. Paired with Indeed Smart Sourcing, it reaches Indeed’s pool of 345M searchable job seeker profiles.
Automatic rules sit beside the AI. A job posting can carry must-have screening questions, which isolved calls knockout questions. Employers can also set automatic disqualifiers. With résumé parsing, these set aside candidates who do not meet the requirements. isolved requires final human review and approval for critical decisions such as hiring. Ask where a person looks before a rule sets a candidate aside.
Our guide to applicant tracking systems covers how the rest of this market handles these choices.
isolved is strongest on one supplier for hiring and payroll, open logins and records
Hiring and payroll sit with one supplier
Once someone is hired, their details move into onboarding and sync with isolved Payroll. That is the main reason to look at isolved if your payroll already runs there. The whole hiring team can log in, because isolved offers unlimited logins. Custom permission settings control how much each person sees. An assigned user manages only the applicants assigned to them.
Applicants send a short application and can follow its progress
A short form is quicker for an applicant to finish. An applicant sends contact details, a résumé and a few screening questions. isolved offers a mobile career site and employee referrals. Applicants can check the status of their application at any time, which can spare your team some status questions. The system also manages candidate conversations through text and email. isolved adds in-system email and texting to ATS Standard in its Premium plan. So ask which plan carries those conversations.
It keeps records for US equal-opportunity reporting, but a rule change affects their value
These records matter most if you hire in the US. isolved produces EEO and OFCCP reports, which cover US equal-opportunity and federal contractor rules. They report the race and gender each candidate chose when they applied. Employers can also customise an applicant flow log, which is a record of each candidate’s steps. Notes, star ratings and the outcome of each application form an auditable record. Over 30 ready-made reports and a custom report builder cover diversity and compliance. EEO and affirmative action plan tracking comes with ATS Premium, which adds it to ATS Standard. One US rule change affects it. The US Department of Labor rescinded the Executive Order 11246 rules, and the rescission took effect on 26 October 2026. Those rules had required federal contractors to record each applicant’s gender, race and ethnicity. US employers must still keep application records for one year. So ask what the EEO and affirmative action plan tracking still does for you. Also ask which plan carries the EEO and OFCCP reports.
Its AI rules are written down
Written AI rules give you something to hold isolved to in the contract. isolved labels AI features inside People Cloud, so you can see where AI is at work. It makes critical decisions, particularly in hiring, depend on final human review and approval. Users can override a recommendation. It runs regular risk assessments and security tests on its AI components. An AI Executive Committee can halt any AI model that fails its standards. Ask for these commitments in the order form. The Job Ad Writer is a separate case. It drafts three job descriptions from your prompts and is built on an OpenAI model. OpenAI does not use customer data from the Job Ad Writer to train its models.
Its customer stories run from about 20 employees to 2,250, and the results are isolved’s own
The customer stories run from about 20 employees to 2,250
isolved reports over 9,000 companies use its Talent Acquisition product. Its customer stories cover a wide spread of sizes, so you can look for one near yours. Efficient Air Service is a family-owned HVAC business with about 20 employees. Elmer’s Home Service has 200 employees. Reliant Holdings has over 400 employees and 20 locations. Western States Lodging and Management has 2,250 employees.
The results below are isolved’s own figures
isolved reports that Efficient Air Service reached 88% of its hiring goals so far. Elmer’s Home Service reached 70% when it expanded into new markets. Reliant Holdings tripled its hiring efficiency. Zund America cut cost per hire by up to 65%. It also halved the time spent on recruiting tasks since it started in 2022. isolved also reports its processes cut time to hire by nearly 40%. Ask for a reference customer of your size.
Mavis Tire has used it for over a decade while growing
Mavis Tire grew from 120 to more than 1,400 store locations. It had used isolved Talent Acquisition, formerly ApplicantPro, for more than a decade. If you hire for many locations, ask isolved for a multi-location reference.
Talent Scout results come from a few customers
An HR generalist at Crescent Community Health Center reports on one facilities tech position. It went from about five applicants to more than ten. Another customer reports Talent Scout found four passive candidates for a hard-to-fill role. Passive candidates are people who have not applied. Two of the four applied and one was hired.
Cancellation, AI scoring law and data outside the US are the weak points
The biggest risks in this product sit in the contract and in law more than in its features. Read this before you sign. Two cards are about the contract. Two are about law and location. The last is about a feature that may not be live yet.
isolved may cancel your subscription at any time
A hiring system holds your live candidates, so cancellation terms matter. Under isolved’s terms, it may cancel any subscription at any time for any reason. It may also change the system or the terms at any time without liability. Payments are nonrefundable, though you keep access to the end of the billing period after you cancel. Refunds, if any, are at isolved’s absolute discretion. If isolved does refund you, it comes only as a balance toward its own services. So a mid-term cancellation may leave you with money you can only spend at isolved. The terms also cap each party’s liability at the amount paid or payable for the service behind the claim. That limits what you could recover for a loss.
You carry the hiring decisions, not isolved
Under isolved’s terms, the employer is solely responsible for its use of the system and for any employment decision. That puts the decision on you, not on the software. The terms explain why. Filtering, sorting, matching and ranking tools rely on information from job seekers and employers. So a résumé that appears as a match is no guarantee the person has the attributes or experience selected. The terms also say an assessment should be used with other selection processes. It should not be the only measure of fitness. isolved also provides the system as is and does not guarantee it will always be error free, safe or secure.
Its AI scoring may bring a New York City bias-audit duty
A New York City office brings a city law into play. isolved’s scoring may fall under it, and the duty is yours. Local Law 144 covers a tool whose score substantially assists or replaces a person’s screening decision. The law calls this an automated employment decision tool. Candidate Matching scores every applicant against the job and sorts the list by score. isolved calls its AI output advisory. It also requires final human review and approval for critical hiring decisions. The city’s test turns on how much weight your team gives the score. The city’s rule counts three uses. Your team relies on the score alone, or weights it above any other criterion. Or the score overrules other factors, including a person’s own decision. If the law covers the tool, you need an independent bias audit within one year before use. You also need a public summary of the latest audit on your website before use. Each candidate who lives in the city needs notice at least ten business days before use. Under the city’s FAQ, the vendor that made the tool is not responsible for its bias audit. So the duty falls on you, and you should ask isolved for an independent audit of Candidate Matching. The law applies only where the job is in a New York City office at least part time. Fines run up to $500 for a first violation and $500 to $1,500 for each later one. Each day of use counts as a separate violation. isolved audits, tests and monitors its AI. Bias in AI cannot be fully eliminated, in isolved’s own words.
Outside the US, isolved’s own privacy documents point two ways
isolved’s HCM privacy policy allows information to be stored or processed in the United States, where its servers are. isolved is not subject to the GDPR and has no offices in the EU or Great Britain. Its HCM sites are not meant for use in the EU or UK. It does not offer goods or services to people there. Its Talent Acquisition privacy policy, though, gives EU residents GDPR rights. Ask which document governs your contract.
Talent Scout may not be switched on for you yet
On isolved’s product page, Talent Scout is available to all existing and new Attract & Hire customers. An isolved blog article tells readers to join a waiting list. A press release described a select group of alpha clients using it, with others joining in the coming months. Talent Scout is currently available for US-based jobs and accounts. The plan table has a row for Talent Scout. Ask which plans include it and the date it goes live for your account.
The terms let isolved change the system at any time, so it helps to know who you are signing with. Accel-KKR first invested in isolved in 2011. In August 2025 Accel-KKR closed a roughly $1.9 billion continuation fund that extends its partnership with isolved. isolved has also announced that its CEO will retire. So ask what will change in the product and the terms when the CEO leaves.
The price comes by quote, and a few add-ons can change the bill
isolved gives its price by personalised quote. So you need to know what shapes the quote and what to ask for in it. The price depends on your employee count and the feature package. The ATS comes in Standard and Premium plans. ATS Premium builds on ATS Standard. It adds calendar tools and email and texting inside the system. It also adds EEO and affirmative action plan tracking and links to HR and payroll systems. Companies with fewer than 50 employees can buy Attract & Hire Small Business. It is a lighter version with automated candidate scoring and ranking.
Full-Service Hiring is charged outside the plan, under a separate agreement or advertising order. Its charges follow clicks, applies or impressions, plus a platform fee if one applies. The Indeed Sponsored Jobs integration is enabled by default. It lets you sponsor a job from your isolved account. Ask what it charges and whether you can switch it off.
A purchased plan renews automatically and is charged on a recurring basis until you cancel. A paused subscription continues for the rest of its term and then renews. You waive all claims about charges unless you make them within 120 days of the charge.
Leaving matters because your candidate records and saved video interviews sit in isolved while you use it. Each employer sets how long applications are kept. Applications are retained by employers under their own retention policies, and isolved does not control the period. A job seeker’s request to delete their data is handled by removing the profile. The terms include a Data Processing Addendum for client personal data. It applies where isolved acts as a processor, which means it handles that data. Ask for the export in writing before you sign.
You could also run hiring steps with agents built on your own systems. We have mapped what that looks like. The HR Agent Map
Eleven questions to put to isolved before you sign
- Which plans include Candidate Matching and Indeed Talent Scout, and when does Talent Scout go live for my account? Good answer: A named plan for each, and a go-live date in the order form.
- Will you limit your right to cancel my subscription, and refund the unused term if you do cancel? Good answer: Cancellation only for named reasons, with a refund of the unused term in writing.
- What price will I pay at renewal, and how much notice do I get of a change? Good answer: A written cap on the increase and a notice period.
- Do you have an independent bias audit of Candidate Matching that I can use for New York City? Good answer: A report from an independent auditor within the last year, with the figures I can publish.
- Where does a person look before an automatic disqualifier sets a candidate aside? Good answer: A list of set-aside candidates that a recruiter can open and reverse.
- Which HRIS and payroll systems does ATS Premium connect to besides isolved Payroll? Good answer: A named list, and what moves across for each.
- Which of the 4,000 to 6,000 job boards are free and which cost extra? Good answer: A named list with prices in the order form.
- What does the Indeed Sponsored Jobs integration charge, and can you switch it off for my account? Good answer: They switch it off for my account, and any charge is in writing before I post.
- Who holds the video interviews, assessment results and background checks, and for how long? Good answer: A named company for each, with a retention period.
- How do I take every candidate record, note and video with me when the contract ends? Good answer: A stated file format and a time window, written into the contract.
- If I hire in the EU or UK, which isolved company signs the data processing addendum? Where is the data held? Good answer: A named company and a named country, and a privacy policy that covers my candidates.
Alternatives to isolved
If isolved comes off your shortlist, look at Paycor and Paycom, which also sell hiring software from a payroll company. Or look at JazzHR, Workable and Breezy HR. They sell on their own with prices you can read.
Paycor and Paycom answer the same question as isolved. That question is whether to hire through the supplier that runs your payroll. Paycom sells enterprise HR and payroll software to organisations of 1,000 to more than 1 million employees. It gives a customised quote with no figure. For 50 to 1,000+ employees Paycor gives no price and tells buyers to call for a plan. isolved has a lighter version for fewer than 50 employees. Its smallest named customer has about 20 employees.
JazzHR, Workable and Breezy HR let you see a price first. JazzHR’s pricing page puts Hero at $1,000 a year billed annually. Its JazzHR vs Greenhouse page puts Hero at $110 a month, so ask which is current. Workable charges $299 a month for Standard, for 1 to 20 employees. Breezy HR has a free Bootstrap plan. Its Startup plan is priced at $157 and $189 a month. There is no note on which is annual and which monthly. None of them comes from your payroll supplier, so ask each how a hire reaches your payroll. JazzHR connects with payroll and HR systems such as BambooHR and UKG.
Buying nothing is the last option. If you fill only a few roles a year, you may not need an applicant tracking system yet. In the US, employers must keep application records for one year with or without software.
https://www.isolvedhcm.com/talent-acquisition/applicant-tracking-system · isolved Attract & Hire · read 2 Nov 2026
https://www.isolvedhcm.com/talent-acquisition/applicant-tracking-system/video-interviews · isolved video interviews · read 2 Nov 2026
https://www.isolvedhcm.com/talent-acquisition/applicant-tracking-system/pre-hire-assessments · isolved pre-hire assessments · read 2 Nov 2026
https://www.isolvedhcm.com/talent-acquisition/applicant-tracking-system/background-checks · isolved background checks · read 2 Nov 2026
https://www.isolvedhcm.com/media-center/press-releases/isolved-chosen-pilot-indeed-ai-talent-scout · isolved press release on Indeed Talent Scout · read 2 Nov 2026
https://www.isolvedhcm.com/media-center/press-releases/isolved-expands-hiring-innovation · isolved press release on its hiring tools · read 2 Nov 2026
https://www.isolvedhcm.com/media-center/press-releases/isolved-completes-applicantpro-integration · isolved press release on ApplicantPro · read 2 Nov 2026
https://www.isolvedhcm.com/media-center/press-releases/michael-haske-becomes-next-isolved-ceo-embarks-new-phase-of-ai-growth · isolved press release on its CEO · read 2 Nov 2026
https://www.isolvedhcm.com/trust-center/ai-ethics · isolved Trust Center, AI ethics · read 2 Nov 2026
https://www.isolvedhcm.com/pricing-request · isolved pricing request · read 2 Nov 2026
https://www.isolvedhcm.com/privacy-policy · isolved HCM privacy policy · read 2 Nov 2026
https://www.applicantpro.com/ · isolved Talent Acquisition home page (applicantpro.com) · read 2 Nov 2026
https://www.applicantpro.com/pricing · isolved Talent Acquisition plans · read 2 Nov 2026
https://www.applicantpro.com/terms · isolved ATS terms of service · read 2 Nov 2026
https://www.applicantpro.com/privacy · isolved Talent Acquisition privacy policy · read 2 Nov 2026
https://www.applicantpro.com/partnership-with-indeed · isolved partnership with Indeed · read 2 Nov 2026
https://www.applicantpro.com/applicant-management · isolved applicant management · read 2 Nov 2026
https://www.applicantpro.com/online-job-application · isolved online job application · read 2 Nov 2026
https://www.applicantpro.com/job-candidate-selection · isolved candidate selection · read 2 Nov 2026
https://www.applicantpro.com/candidate-experience-communcation · isolved offer letters and candidate communication · read 2 Nov 2026
https://www.applicantpro.com/equal-employment-opportunity-compliance-reports · isolved EEO compliance reports · read 2 Nov 2026
https://www.applicantpro.com/ai-powered-hiring-tools · isolved AI hiring tools · read 2 Nov 2026
https://www.applicantpro.com/articles/introducing-applicantpros-new-ai-features · isolved article on its new AI features · read 2 Nov 2026
https://www.applicantpro.com/articles/indeed-ai-talent-scout · isolved article on Indeed Talent Scout · read 2 Nov 2026
https://www.applicantpro.com/articles/case-study-efficient-air-service · Efficient Air Service customer story · read 2 Nov 2026
https://www.applicantpro.com/articles/case-study-elmers-home-service · Elmer’s Home Service customer story · read 2 Nov 2026
https://www.applicantpro.com/articles/case-study-reliant-holdings · Reliant Holdings customer story · read 2 Nov 2026
https://www.applicantpro.com/articles/case-study-western-states-lodging · Western States Lodging and Management customer story · read 2 Nov 2026
https://www.applicantpro.com/articles/simplify-hiring-cut-costs-zund-america · Zund America customer story · read 2 Nov 2026
https://www.applicantpro.com/articles/support-massive-growth-mavis-tire · Mavis Tire customer story · read 2 Nov 2026
https://www.accel-kkr.com/accel-kkr-closes-1-9-billion-continuation-fund-to-support-further-growth-of-isolved/ · Accel-KKR announcement, August 2025 · read 2 Nov 2026
https://legistar.council.nyc.gov/LegislationDetail.aspx?ID=4344524&GUID=B051915D-A9AC-451E-81F8-6596032FA3F9&Options=ID%7CText%7C&Search= · New York City Local Law 144 of 2021 · read 2 Nov 2026
https://rules.cityofnewyork.us/wp-content/uploads/2023/04/DCWP-NOA-for-Use-of-Automated-Employment-Decisionmaking-Tools-2.pdf · New York City DCWP rule on automated employment decision tools · read 2 Nov 2026
https://www.nyc.gov/assets/dca/downloads/pdf/about/DCWP-AEDT-FAQ.pdf · New York City DCWP FAQ on automated employment decision tools · read 2 Nov 2026
https://www.federalregister.gov/documents/2026/08/21/2026-17114/rescission-of-executive-order-11246-implementing-regulations · US Department of Labor rescission of the Executive Order 11246 rules · read 2 Nov 2026
https://www.ecfr.gov/api/renderer/v1/content/enhanced/current/title-29?part=1602§ion=1602.14 · 29 CFR 1602.14, record keeping · read 2 Nov 2026
https://www.paycor.com/plans-pricing/mid-market/ · Paycor mid-market plans · read 2 Nov 2026
https://www.paycom.com/pricing/ · Paycom pricing · read 2 Nov 2026
https://www.paycom.com/who-we-help/enterprise-business/ · Paycom enterprise customers · read 2 Nov 2026
https://www.jazzhr.com/pricing · JazzHR pricing · read 2 Nov 2026
https://www.jazzhr.com/frequently-asked-questions · JazzHR FAQ · read 2 Nov 2026
https://www.jazzhr.com/alternative/jazzhr-vs-greenhouse · JazzHR vs Greenhouse page · read 2 Nov 2026
https://help.breezy.hr/en/articles/9065454-what-is-breezy-s-bootstrap-plan · Breezy HR Bootstrap plan · read 2 Nov 2026
https://www.workable.com/pricing · Workable pricing · read 2 Nov 2026
https://breezy.hr/pricing · Breezy HR pricing · read 2 Nov 2026