JazzHR
JazzHR is Employ’s tracker for small businesses, and its published prices stop applying above 250 employees. It covers job post to offer, with unlimited users on every plan. Its AI tools rank and screen applicants, and a person makes the hiring decision. For jobs in a New York City office, a ranking tool can need a bias audit. The vendor is not responsible for that audit. The contract renews on its own. JazzHR’s FAQ and terms disagree on what passing a usage limit costs.
JazzHR suits small businesses, and its published prices stop at 250 employees
JazzHR is applicant tracking software for small businesses. Employ sells it, and also owns Lever and Jobvite. Employ’s brands serve more than 23,000 customers.
You want one tool for jobs, candidates, interviews and offers. You want unlimited users on every plan. You want to post a first job the day you sign up.
You need the published price and have over 250 employees. The same goes for agencies, franchises and multi-location businesses. Skip it too if you cannot accept a contract that renews on its own.
Hero costs $1,000 a year, Plus $3,480 and Pro $5,508, all billed annually. Texting and some other add-ons cost extra.
From job post to offer, and what its three AI tools add
An applicant tracking system holds your hiring in one place, and JazzHR covers the whole route of a hire. You post a job and collect applicants. You then move each person through stages you set for that role, until you reach an offer. JazzHR sends the job to 15 or more free boards, paid boards and social channels in one click. It also gives you a career page, either branded or built into your existing site.
Hiring is shared work, so JazzHR gives the rest of the team a way in. Other team members are often given limited roles for interview management and feedback. In Candidate Quick Screen, a team votes to advance or reject, and must-have questions filter applicants automatically. JazzHR calculates an applicant score from the weighted criteria you choose, so the team judges applicants against the same criteria.
JazzHR also takes routine messages and scheduling off the recruiter’s desk. It can send rejection emails or interview requests from templates, at once or after a delay. It books interviews with reminders and syncs with Google Calendar and Outlook. It also syncs your email and keeps every message in the system. JazzHR is mainly used on a desktop or laptop. Candidates can still be screened and interview feedback given from a mobile device.
Offers, eSignatures and the reports that show where hiring gets stuck come with Pro. Plus buyers pay extra for them. They are sold as the add-ons Offers & eSignatures and Advanced Visual Reporting, and Pro includes both. JazzHR generates offer letters and sends eSignature requests automatically. Pipeline reports show the stages that create bottlenecks. Workflow reports such as Candidate Pipeline come with Pro, or with Plus and the Advanced Visual Reporting add-on.
Check that JazzHR connects to your own payroll or HR system before you buy. JazzHR connects with payroll and HR systems such as BambooHR and UKG. Fairfax Radiology Centers connects it to ADP and Hireflix. The Partner Marketplace adds Gusto, Paylocity, Paychex, Namely, Calendly for self-scheduling and Verified First for background checks. It also adds ZipRecruiter, which sends a job to more than 100 job boards. If your system is not among them, ask JazzHR how it would connect.
The AI is where you need to look closest, because three different tools sit under that label. Talent Fit ranks candidates against the job requirements you set and gives an explanation for each match. AI Screening comes from a partner company, VONQ, and sits inside JazzHR. It starts when a candidate applies. It holds a chat or voice conversation and scores the answers against criteria taken from the job description. Recruiters then get a summary and a score.
CPA+ is the third tool, and it differs because you pay per applicant. It is a VONQ service that charges only when someone applies. It is live in JazzHR and Lever. Each applicant gets a six-minute screening and a score across 15 skill dimensions. It delivers up to 20 AI-screened candidates for a fixed price. They arrive in JazzHR or Lever with scores and transcripts.
Employ builds its AI to leave the final call to the employer. In JazzHR’s AI Screening, every hiring decision remains with people. VONQ’s AI agent never rejects or drops candidates. When a required skill is missing from a CV, the agent asks follow-up questions instead of disqualifying the person.
Languages matter if you hire in more than English. AI Screening campaigns run in English, German, Dutch, Spanish, Portuguese, Italian and French. The agent can interpret a reply in another supported language, but it answers in the language of the campaign. JazzHR’s FAQ answers the question on supported languages with English, so ask which applies to you.
Our guide to applicant tracking systems explains how the rest of this market handles screening and candidate decisions.
What works in your favour
The strongest case for JazzHR is what a small team gets without paying per user. Every plan includes unlimited users and candidates, and the trial needs no payment card. The AI tools explain their results, and the reports cover equal opportunity and security.
Every plan includes unlimited users and candidates
Hiring is rarely one person’s job. Managers need to read applications and give feedback. Every JazzHR plan includes unlimited users, candidates and job syndication. Other team members often get limited roles so they can give interview feedback.
You can try it and start fast
A team without a systems specialist can post a job on day one. JazzHR offers a 14-day free trial with unlimited users and no payment card. Plus and Pro customers get access to experts during set-up, and dedicated account management can be added. Moving data from your current system is included in select plans.
Talent Fit and AI Screening explain their results
Talent Fit gives an explanation behind each match. AI Screening gives recruiters a summary, a score and highlights, and its ranked shortlist comes with the reasoning. So a recruiter can check a ranking before acting on it. Employ builds its AI with IBM watsonx and keeps audit-ready logs among its safeguards.
Equal opportunity and security reports
If you file US equal opportunity reports, JazzHR reports on EEOC, OFCCP and VEVRAA data. It keeps protected class data from the application private. You can add Section 503 forms to job applications. If a client asks for proof of security, Schellman issued a SOC 2 Type 2 report for JazzHR. It also issued an ISO/IEC 27001 certificate for Employ.
Your size decides whether the published price is yours
Company size decides whether JazzHR’s published prices are yours, so start there. JazzHR calls itself small business recruiting software. Its standard pricing does not apply to organisations with more than 250 employees, agencies, franchises or multi-location businesses. The customers below show the range it serves.
A small owner-run business
Paws & Claws is a pet sitting and dog walking business in Cave Creek, Arizona. It has been in business since 2016, and its owner uses JazzHR. That fits the small business label JazzHR gives itself. Every plan includes unlimited users and candidates, so adding users does not raise the price.
A large hiring team
Fairfax Radiology Centers has 719 employees and a hiring team of 42 hiring managers. A team that size needs everyone in the system, and every JazzHR plan includes unlimited users. Six months after starting with JazzHR, Fairfax reports applicants per requisition rose from about four to between 12 and 14. About 50% were qualified before, and about 80% after. It also built a job application that works on a phone and needs no candidate login or password.
A firm that wants faster hiring
Oberg Industries is a company of over 750 people. It reports it cut its time to hire in half since using JazzHR. KTA-Tator reports candidate response times fell from several days to a few hours. These are results the customers report, so ask JazzHR for the same figures from a firm of your size.
A franchise group
Franchises sit outside JazzHR’s standard pricing, so a written quote matters most here. Pop-A-Lock covers 260 or more franchise locations and 1,500 or more employees. Its franchisees say the hiring cycle fell from about two months to two weeks. JazzHR has a franchise hiring page, where self-scheduling is available. It also sells a white-label version to HR technology providers, consultants, staffing firms and franchises.
Fairfax, Oberg and Pop-A-Lock all have more than 250 employees. If you look like them, ask JazzHR for a written price, because the published ones may not apply. Do not compare JazzHR with anything else until you have that number.
Where JazzHR leaves the work with you
Once you sign, most of the checking around JazzHR’s AI falls to you. That is where the law and the contract meet. Your contract is with Hireku, Inc., but the AI rules sit in Employ’s AI Terms. Those terms define AI as features that use large generative language models responding to user prompts. That is the kind of AI behind chat assistants. Ask Employ whether Talent Fit and AI Screening fall under them.
The AI Terms leave the checking to you
Under Employ’s AI Terms, AI may make errors, hallucinate and introduce bias. The customer must review the output. Employ may subcontract the AI to a third party. A customer who uses its own AI provider does so at its own risk. If a ranking tool falls under these terms, checking its output is your job.
A ranking tool can bring a bias audit duty
New York City law adds a duty for tools that rank. Local Law 144 covers AI and statistical tools that issue a score, classification or recommendation. It applies when that output substantially assists or replaces discretionary decision making. Talent Fit ranks applicants, and AI Screening scores and ranks them. The law applies only where the job is in a New York City office, at least part time. Screening a candidate with such a tool is unlawful unless it had a bias audit within one year before use. The employer must also post a summary of the latest audit. Under the city’s own FAQ, the vendor that built the tool is not responsible for that audit. Penalties run up to $500 for a first violation. Each later violation costs $500 to $1,500, and each day counts separately. Employ links to “AI Bias Audit Results” from its Legal Center, so ask which audit covers your use. Ask your lawyer whether your use falls under the law.
A sentence to show your lawyer
One AI Terms sentence concerns disclosure. Under Employ’s AI Terms, entering into the addendum satisfies or waives any legally required disclosure that the Services contain AI. New York City also requires employers to notify each city-resident candidate at least ten business days before use. So do not assume the addendum covers your own notice to candidates. Ask your lawyer what the sentence covers.
Candidate data and the AI
The AI Terms also decide what happens to your data. Under them, AI functionality may be available by default. It processes no customer data and produces no output until the customer enables it. Your input data trains models only if you instruct, direct or consent to it. Even then it is used on an anonymised or aggregated basis. You do consent to Employ using AI-related usage data to improve the AI or the Services. Candidates also have rights over their data. An applicant can ask the employer to correct, amend or delete application data, and the employer is responsible for complying.
If you hire or keep data outside the United States
Check three things before you sign. The first is where the data sits. JazzHR runs on AWS in three US locations, US-East1, US-East2 and US-West2. Employ offers Standard Contractual Clauses for EU residents’ data, and JazzHR’s terms incorporate a GDPR Data Processing Addendum. The second is texting. Candidate Texting works only in North America. The third is language. JazzHR’s FAQ answers the question on supported languages with English, while AI Screening runs in seven.
What JazzHR costs, what you commit to and how you leave
The price you pay depends on your size and on how much you use. JazzHR publishes three plans, billed annually. Hero costs $1,000 a year, Plus costs $3,480 and Pro costs $5,508. Plus covers up to 200 active jobs, and Plus and Pro have no cost per posting. Ask what Hero costs if you post more than three jobs a month. Plus also includes AI-Powered Candidate Matching. Non-profit organisations get a 10% discount.
Check the monthly price before you pick a billing period, because JazzHR’s own pages give two sets of figures. In its comparison with Greenhouse, Hero starts at $110 a month and Plus is $350 a month. Enterprise has a custom price. JazzHR offers a saving of up to 24% for paying yearly. Ask for the monthly price in writing before you choose yearly.
JazzHR publishes a separate price list for staffing firms, HR service providers and high-volume hiring teams. Its Hero plan costs more there, at $1,788 a year rather than $1,000. Its Plus plan covers fewer jobs, up to 30 active jobs rather than 200. Extra open jobs cost $9 per job a month. Job packs cost $49 a month for 50 jobs or $99 a month for 200.
Texting matters if you want to reach candidates by message, and it costs extra. Candidate Texting can be added to Hero, Plus or Pro, and it works only in North America. The 50-conversation tier costs $39 a month. Extra dedicated numbers cost $20 a month. Another 200 conversations cost $59 a month on the top tier. Text messages and email sends may also cost extra by volume.
Passing a usage limit gets two different answers from JazzHR. Limits apply to services such as texting, emailing, job board postings and eSignatures. In JazzHR’s FAQ, use over plan limits adds charges at the published rates. Under its terms, a customer who passes a consumption limit is upgraded to the next tier with prorated fees. JazzHR bills the upgraded tier in each renewal term until the customer asks for a downgrade. So passing a limit once can raise your bill in later terms. Put the question to JazzHR before you sign.
The contract is built to carry on unless you act. JazzHR offers month-to-month, yearly and multi-year contracts, and the multi-year ones lock in a price. The agreement renews automatically for periods as long as the service term. You must give written notice at least thirty days before the term ends. Renewal fees may rise once a year at renewal. A renewal with lower volume or fewer products is re-priced without regard to your earlier per-unit prices.
Leaving mid-term is where the FAQ and the terms disagree. JazzHR’s FAQ promises no termination fees or other hidden costs. Its terms make all fees non-cancellable and non-refundable except as the agreement expressly provides. They give no refund on expiry or termination, except unused fees when JazzHR’s material breach caused the termination. If undisputed fees stay unpaid beyond the stated periods, all remaining fees for the term fall due at once. New York law governs the terms, and unresolved disputes go to binding arbitration in New York, New York. Ask which rule applies if you leave in the middle of a term.
The length of the trial also differs between two JazzHR pages. Its free-trial page offers 14 days. Its terms set limited trial access at 21 days. Ask which length you get.
Uptime is a separate question. JazzHR will use commercially reasonable efforts to keep the platform up at least 99.9% of the time. JazzHR also puts its average uptime at 99.9%. Ask what you receive if it falls below that.
The export tools work during the term, so pull your records before it ends. The terms give you tools to pull your data at any time during the term. Afterwards the data is deleted under the retention policy. Employ starts deleting customer data 90 days after contract termination or trial expiry. It keeps encrypted backups for 30 more days. You can set retention rules by region and delete data in the product.
You could also run hiring steps with agents built on your own systems. We have mapped what that looks like. The HR Agent Map
Twelve questions to put to JazzHR before you sign
These questions cover the places where JazzHR’s pages disagree or leave a gap that costs you later. Put them to JazzHR in the demo. Each comes with the answer you want to hear, so ask for it in writing.
- Which published price applies to our headcount and our number of locations? What is the total for the whole term? Good answer: A named plan and a yearly total in the order form.
- JazzHR’s FAQ adds charges at the published rates for use over plan limits. Its terms upgrade you to the next tier. Which applies to us? Good answer: Extra use is billed at the published rate, with no upgrade carried into later terms.
- How much notice do we give before renewal, and how far can the renewal price rise? Good answer: A written cap on the rise and a reminder sent before the notice date.
- The FAQ promises no termination fees. The terms make fees non-refundable. Which rule applies if we leave in the middle of a term? Good answer: A written answer that sets out what we owe and what we get back.
- Is our free trial 14 days or 21 days? Good answer: One length, confirmed in writing.
- Which AI features are switched on for us, and who on our side can switch them off? Good answer: Everything is off until we enable it, one named owner, and a log of changes.
- Do Talent Fit and AI Screening fall under Employ’s AI Terms? Good answer: A written yes or no from Employ, with the reason.
- Which bias audit covers Talent Fit and AI Screening? Who ran it, and when? Good answer: A report with the auditor, the date and figures we can publish if a law asks.
- Does the AI Terms sentence on disclosure replace the notice we owe our candidates? Good answer: A written answer from Employ that our lawyer can read and check.
- What does CPA+ cost per application, and which Employ AI tools work in JazzHR rather than only in Lever? Good answer: A price per application and a list of tools that run in JazzHR today.
- Where is our data kept, and what do you offer for candidates outside the United States? Good answer: Named locations, Standard Contractual Clauses in our contract, and a retention rule for each region.
- What can we export, in what format, and for how long after the contract ends? Good answer: Candidates, notes and files in a stated format, with the dates written into the contract.
Alternatives to JazzHR
The closest alternatives to JazzHR are Lever, Jobvite, Workable, Breezy HR and Greenhouse, and buying nothing yet is another.
Lever and Jobvite share JazzHR’s owner. Employ’s AI Screening Companion launched first for Lever customers, and CPA+ is live in both JazzHR and Lever. So look at Lever if you want Employ’s AI tools on a different tracker. Lever’s small-business offer includes every essential feature, so a team does not choose between plans. LeverTRM combines an applicant tracking system with a candidate relationship tool. Jobvite calls itself ideal for high-growth and established enterprise and medium-sized companies. So look at it if your hiring has grown past JazzHR’s standard pricing.
Breezy HR and Workable matter if you decide a different contract suits you better, because both move your records over. Breezy HR migrates records from JazzHR, Workable, Greenhouse or Lever free for up to 25,000 candidate records. That applies to Growth, Business or Pro customers billed annually. Breezy HR sells pricing for teams of 10 to 10,000. Workable offers a free one-time migration on its Premier and Enterprise plans from tools including JazzHR.
Greenhouse is worth a look if you want a vendor that publishes regular bias audits. Greenhouse reports that Talent Matching and its AI Interviewer have monthly bias audits by Warden AI across ten protected classes. Warden’s report on Talent Matching for New York City reflects controlled test conditions. It is not a formal certification or compliance determination.
Buying nothing is also a choice, and a trial can show whether you need a tracker at all. Run your real hiring through JazzHR’s trial to find out. The 14-day trial has unlimited users and no payment card. Check the length first, because the terms set limited trial access at 21 days. Our market guide covers the other ways to track applicants.
https://www.jazzhr.com/pricing · JazzHR pricing · read 2 Nov 2026
https://www.jazzhr.com/rbo-pricing · JazzHR pricing for staffing firms, HR service providers and high-volume hiring teams · read 2 Nov 2026
https://www.jazzhr.com/alternative/jazzhr-vs-greenhouse · JazzHR compared with Greenhouse · read 2 Nov 2026
https://www.jazzhr.com/terms-of-service · JazzHR terms of service · read 2 Nov 2026
https://www.jazzhr.com/security · JazzHR security · read 2 Nov 2026
https://www.jazzhr.com/frequently-asked-questions · JazzHR frequently asked questions · read 2 Nov 2026
https://www.jazzhr.com/free-trial · JazzHR free trial · read 2 Nov 2026
https://www.jazzhr.com/texting · JazzHR Candidate Texting · read 2 Nov 2026
https://www.jazzhr.com/jazzhr-recruitment-software · JazzHR recruitment software · read 2 Nov 2026
https://www.jazzhr.com/solutions/applicant-tracking-software · JazzHR applicant tracking software · read 2 Nov 2026
https://www.jazzhr.com/solutions/candidate-sourcing · JazzHR candidate sourcing and Candidate Quick Screen · read 2 Nov 2026
https://www.jazzhr.com/solutions/candidate-experience · JazzHR candidate experience and career pages · read 2 Nov 2026
https://www.jazzhr.com/solutions/interview-software · JazzHR interview scheduling and scoring · read 2 Nov 2026
https://www.jazzhr.com/solutions/offers-esignatures · JazzHR offers and eSignatures · read 2 Nov 2026
https://www.jazzhr.com/solutions/compliance-reporting · JazzHR compliance and reporting · read 2 Nov 2026
https://www.jazzhr.com/solutions/white-label-applicant-tracking-system · JazzHR white-label version · read 2 Nov 2026
https://www.jazzhr.com/franchise-hiring · JazzHR franchise hiring · read 2 Nov 2026
https://www.jazzhr.com/marketplace · JazzHR Partner Marketplace · read 2 Nov 2026
https://www.jazzhr.com/vonq-ai-screening · JazzHR AI Screening by VONQ · read 2 Nov 2026
https://www.jazzhr.com/blog/ai-for-rapid-recruiting · JazzHR blog on its Spring 25 AI release, including Talent Fit · read 2 Nov 2026
https://www.jazzhr.com/blog/ai-screening-by-vonq-the-cv-is-not-the-candidate · JazzHR blog on AI Screening by VONQ · read 2 Nov 2026
https://www.jazzhr.com/onboarding/matrix · JazzHR Roles and Privileges Matrix · read 2 Nov 2026
https://www.jazzhr.com/onboarding/reports-matrix · JazzHR Reports Matrix · read 2 Nov 2026
https://www.jazzhr.com/case-studies/fairfax-radiology-centers · Fairfax Radiology Centers customer story · read 2 Nov 2026
https://www.jazzhr.com/case-studies/oberg-industries-case-study · Oberg Industries customer story · read 2 Nov 2026
https://www.jazzhr.com/case-studies/pop-a-lock · Pop-A-Lock customer story · read 2 Nov 2026
https://www.jazzhr.com/case-studies/paws-claws · Paws & Claws customer story · read 2 Nov 2026
https://www.jazzhr.com/case-studies/kta-tator-case-study · KTA-Tator customer story · read 2 Nov 2026
https://www.employinc.com/legal/ · Employ legal centre · read 2 Nov 2026
https://www.employinc.com/ai-terms-of-service/ · Employ AI Terms · read 2 Nov 2026
https://www.employinc.com/responsible-ai/ · Employ responsible AI · read 2 Nov 2026
https://www.employinc.com/dpa/ · Employ GDPR Data Processing Addendum · read 2 Nov 2026
https://www.employinc.com/company/news/ · Employ company news · read 2 Nov 2026
https://www.employinc.com/news_item/employ-unveils-bold-ai-companion-strategy-responsibly-built-for-recruiters-designed-for-impact/ · Employ release of June 2025 · read 2 Nov 2026
https://www.employinc.com/news_item/employ-introduces-ai-screening-companion-to-help-recruiters-identify-best-fit-talent-faster-fairer-and-with-greater-transparency/ · Employ release on its AI Screening Companion · read 2 Nov 2026
https://www.vonq.com/ai-agents/ai-agent-faqs/ · VONQ AI Agent questions and answers · read 2 Nov 2026
https://www.vonq.com/press-releases/vonq-launches-cpa-the-worlds-first-agentic-ai-cost-per-application-hiring-solution-powered-by-linkedin-and-in-partnership-with-employ/ · VONQ release on CPA+ · 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 Council, Local Law 144 of 2021 · read 2 Nov 2026
https://www.nyc.gov/assets/dca/downloads/pdf/about/DCWP-AEDT-FAQ.pdf · New York City Department of Consumer and Worker Protection, automated employment decision tools FAQ · read 2 Nov 2026
https://help.breezy.hr/en/articles/10682801-migrating-from-another-ats-to-breezy · Breezy HR on migrating from another system · read 2 Nov 2026
https://help.workable.com/hc/en-us/articles/17024129100055-Data-migration-from-a-prior-ATS-system · Workable on migrating from a prior system · read 2 Nov 2026
https://breezy.hr/pricing · Breezy HR pricing · read 2 Nov 2026
https://www.greenhouse.com/ai-principles · Greenhouse AI principles · read 2 Nov 2026
https://trust.warden-ai.com/greenhouse/talent-matching/nyc · Warden AI New York City report on Greenhouse Talent Matching · read 2 Nov 2026
https://www.lever.co/smb · Lever for small businesses · read 2 Nov 2026
https://www.lever.co/lever-trm · Lever LeverTRM · read 2 Nov 2026
https://www.jobvite.com/company/ · Jobvite company page · read 2 Nov 2026