PageUp

PageUp is a recruiting system for mid-sized and enterprise employers. It runs a hire from the job request to the offer. It has more than 150 integrations, including HR and payroll systems. Its AI is built to leave decisions with people. An outside firm tests its screening and ranking AI for bias each month. Before you sign, ask which steps move candidates on without a person, and who else handles their data. Then ask about the May security incident, and get the price in writing.

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

PageUp covers hiring from request to offer, and the ATS price needs asking for

In one line

PageUp runs hiring from the job request to the offer. It can connect to many HR and payroll systems. Its AI helps recruiters and leaves the decision to a person. Ask for the ATS price at your size.

Buy it if

You want your candidate data held in a region you choose. You want the recruiting system to connect to your HR and payroll system. You want AI that helps recruiters and leaves each decision to them.

Do not buy it if

You plan around Candidate Agent, which is still an early-access preview. You want to rely on the 75% shortlist saving for Paige, which comes from early customer pilots. You cannot spare 6 to 8 weeks for a mid-market set-up.

Price

Ask PageUp for the ATS price at your size, with every extra written down. Job Advertising is free to ATS customers, but you pay for each channel you pick for an ad.

One system covers the job request, the candidate, the interview and the offer

Start with the job itself. A recruiter or hiring manager raises a job or requisition. Applicants then move through steps from application to offer. The system fits around your own hiring process. Hiring managers get their own tools in it. Collaborative Hiring is included for ATS customers. It brings recruitment briefs, interview guides, access settings and approval steps.

Around that core sit the things recruiters use every day. The ATS comes with a job site, sourcing and analytics. It has a candidate database with advanced search, tagging and AI resume summaries. Talent pools come with automatic follow-up messages and outreach on several channels. Interviews can be live or pre-recorded, and the built-in scheduling lets candidates pick their own time. Branded assessments run at any hiring stage, with more than 35 custom tests.

You do not have to buy all of it at once. PageUp sells its parts as a talent management platform. A customer can start with the full platform or add one part at a time. Recruitment Marketing is a separate product that works with an ATS you already own. Onboarding is another separate product, and the State of Arizona runs it beside the ATS. PageUp also sells two ATS editions. PageUp ATS is the global one. PageUp Europe ATS is for talent teams based in Europe. Check which one your contract covers.

The AI falls into two groups. The first group does chores. AI resume parsing fills in an application from the CV. An AI interview guide writes job-specific questions. A writing assistant adjusts the tone of recruiter messages. Anonymized Profiles hide personal details in resumes. The second group sorts and suggests people. Skills Matching compares a resume with the job description and puts each candidate into one of five outcomes. The Recommendations Engine suggests best-fit candidates to recruiters. Intelligent Quick Actions suggest next steps to hiring managers.

Candidate Recommendations works on your own talent pools. It surfaces twelve candidates, plus up to twenty-four more, and leaves out anyone who already applied. Paige is the assistant recruiters talk to. PageUp announced its general availability on 30 June 2026. Paige gets information and does tasks when a user asks. PageUp builds Paige so that it cannot act on an application without clear instruction and confirmation. Paige can also help candidates book interview slots in the same conversation.

How Skills Matching reaches a score. A large language model reads the resume and the job description. The model does not calculate the match and does not make the final suitability decision. A fixed scoring method calculates the overall match score. Users can review and change the skills and their importance weightings before candidates are matched. Skills Matching uses no candidate demographic or biometric information. Ask to see these settings during the demo.

Our guide to applicant tracking systems explains how the other products in this market handle AI and decisions.

Its AI leaves decisions to people, and an outside firm tests it

Buyers of recruiting AI usually want three things first. People should make the decisions, someone outside should check the AI, and the data should stay in the right place. The cards below take each in turn, then cover support and set-up. Each one comes with its evidence, so you can judge how far to rely on it.

The AI is built to leave each decision with a person

The first worry with recruiting AI is whether it decides about people. PageUp’s AI is built to do chores and not to make choices. It is not built to disqualify or reject a candidate on its own. So every decision stays with the person doing the hiring. No decisions about candidates are made automatically. Every action is logged, so you can check afterwards what the AI did. A vendor’s own claim is only a claim, so an outside check matters. On 8 September 2026 PageUp announced that it is certified to ISO/IEC 42001. That means an outside body checked how PageUp runs its AI. The audit was by Sustainable Certification Services and found zero nonconformities. In PageUp’s Recruitment Marketing product you can switch off the AI Content Assistant. There you can also enable or disable candidate summaries. Ask whether the ATS has the same switches.

An outside firm tests the screening and ranking AI every month

Bias worries most buyers of screening AI. It helps that someone other than PageUp runs the test. Warden AI audits PageUp’s screening and ranking AI features each month. Its public report covers Skills Matching. It looks at bias by sex, by race and ethnicity, and by the two together. Warden AI used two methods of bias testing. Its latest audit was on 13 October 2026, with a sample of 30,240. Customers may ask PageUp for the underlying audit reports. Read the New York City report with care. New York City’s Local Law 144 is a law on AI tools in hiring. The report covers only the part of the audit that relates to it. It is not evidence of full compliance with that law, and it is not a certification.

Candidate data is held in the region you pick

Where candidate data sits matters for privacy law and for your own security team. AWS hosts the PageUp application and stores client data in the region the client nominates. PageUp’s AI runs in dedicated infrastructure in each customer’s region. Each client has its own core database. Your security team can also check the certificates. PageUp holds ISO/IEC 27001:2022 certification. It received Level 2 TX-RAMP certification in June 2023, which is a Texas security certification for cloud services. Everyone who logs in with a password must use two-factor authentication with an authenticator app. PageUp’s AI partners do not use customer data to train models for other customers.

Support and set-up come with written commitments

A recruiting system is hard to leave once recruiters use it daily, so the support terms matter from the start. A broken careers site stops applications, so response time counts. A priority-one incident gets a response within 1 hour under PageUp’s support terms. Mid-market customers get a help desk 24 hours a day, five days a week. They also get a phone line at all hours for priority-one incidents. Support is all-inclusive with no hidden costs. Set-up time matters when you plan the switch-over, and a mid-market project runs 6 to 8 weeks. PageUp sets the system up in advance and then checks it with you. PageUp guarantees that implementation is on time and on budget. Put that guarantee in your contract.

The public bias report is narrow, the newest tools are early, and a security incident needs explaining

A few things can change what you ask for in the contract. The first is who owns PageUp. Then come the limits of the bias report and the steps where the AI may move candidates on. After that come the suppliers that handle your data and a past security incident. The last cards cover the cost of an HR system link and applicants’ data requests.

Ownership comes first, because a new owner can change product plans and contract terms. EQT acquired PageUp in a deal announced on 31 October 2024. Battery Ventures was the previous majority owner. The CEO at the time of the deal, Mark Rice, was to retire. By 16 September 2025 PageUp’s CEO was Eric Lochner. PageUp had bought eArcu and Clinch, and on 12 May 2025 it brought both under the PageUp name. Ask what is planned for the products you buy.

The public bias report covers one AI feature

The monthly test is a strength, but the public part is narrow and used Warden AI’s own data set. The public report you can read covers Skills Matching, one AI feature. Warden AI ran the audit on its own data set of real candidate profiles. It reflects behaviour under controlled test conditions. That is the data set Warden AI chose, so ask how the results apply to your own hiring. Warden AI audits all of PageUp’s screening and ranking AI features each month. So ask for the report on every one you plan to switch on. Ask when each one was last tested.

PageUp warns against leaning on its own scores

A score is easy to over-trust when a recruiter has a long list of applicants. PageUp’s own guidance is that a Skills Matching result should not be the sole basis for a decision. It should not be the most important factor either, and it should not overrule a person. Large language models, the kind of AI behind it, work on probabilities and can give variable results. The same goes for Candidate Recommendations, which should not be the only reason to contact someone. PageUp also publishes a list of known inappropriate uses of Skills Matching. It is worth giving that list to every recruiter before they use the score.

Where helping ends and deciding begins is for you to check

PageUp’s pages point in two directions. Its AI recommendations are advisory, with human review in every process. Yet in the Sapia integration, candidates are ranked and shortlisted by role fit. The shortlist can be automatically progressed to a video interview. Sapia is an AI interviewing partner. PageUp announced on 26 August 2026 that in this integration every applicant completes a structured, conversational interview. Both statements are PageUp’s own, so you need to know where the line sits for each product you switch on. Ask which steps move a candidate without a recruiter, and who on your side controls them.

Candidate Agent is a preview, and the Paige time saving comes from pilots

PageUp announced on 20 October 2026 that it will unveil Candidate Agent as an early-access preview. It plugs into your current ATS. It narrows candidates through assessments and screening in a conversation, before an application starts. Paige is further along, with general availability from 30 June 2026. Even so, PageUp reports that teams using Paige cut time to shortlist by up to 75%. That figure comes from early customer pilots. Treat it as a pilot result, and ask how many pilots it covers.

Other companies handle candidate data

Your candidates’ data does not stay with PageUp alone, so your data protection lead will want the full supplier list. AWS hosts the application. Emapta Versatile Services in the Philippines works on customer service and product development. That work involves candidate and client personal information in the PageUp application. PageUp also uses Anthropic for a customer-service assistant. The assistant has no access to candidate data held in the application. There is no model training, and retention is 30 days. Skills Matching runs on Amazon Bedrock, which is Amazon’s service for running AI models. Ask for the country and the access level of each supplier before your data protection lead signs off.

A security incident in May needs a full explanation

A forensic investigation of PageUp’s May security incident found that an attacker had installed tools. Those tools could take data out of the system. The investigation found no specific evidence that data was taken. A short finding like this needs the full report behind it. Ask PageUp for the date, the full findings and what it changed afterwards.

Connections to your HR system may cost extra elsewhere

Connecting PageUp to your HR system may also bring a cost from your HR system provider. PageUp tells customers to ask that provider about integration costs. So ask PageUp and your HR system provider what the link costs before you sign. PageUp has more than 150 integrations. They can send data one way into PageUp, one way out, or both ways. Loading records from a file needs care too. When records are loaded from a file, PageUp archives any record already in the system that the file leaves out. Check the file before each load.

PageUp does not fulfil applicants’ requests directly

Someone has to answer an applicant who asks about their data. PageUp does not fulfil applicants’ requests directly, and the employer handles them. So decide before you go live who in your team answers.

It suits employers that need requisitions, approvals and an HR system link

Before you shortlist PageUp, check whether employers like you already run on it. The cards group customers by sector, country and HR system. Look for ones that resemble you, then ask to speak to them.

Public employers and universities

A public employer wants to know whether others like it run on the product. The State of Arizona Department of Administration has over 36,000 employees across 108 agencies. It uses PageUp ATS and Onboarding, a separate product that it runs beside the ATS. The University of Delaware has over 4,700 employees. Northern Michigan University has over 1,100. Both use PageUp ATS. The Government of South Australia appointed PageUp to its Human Resource Systems Panel on 19 August 2019. The named customers here range from over 1,100 to over 36,000 employees.

Employers in the UK and Australia

A UK or European buyer will want to know the product is used near home. PageUp Europe ATS is the edition for talent teams based in Europe. Places for People in the UK, with over 13,000 employees, uses it. Kier Group in the UK has over 5,000 employees and uses PageUp ATS and a career site. Camp Australia has 3,500 employees. It uses the ATS, Onboarding and PageUp’s recruitment marketing product. The National Heavy Vehicle Regulator in Australia has over 800 employees and uses the same three. Mater, a healthcare organisation in Australia, implemented its Talent Acquisition Platform in 5 weeks.

Teams that lose candidates in a long application form

Some customers report results that matter to a team losing candidates at the application form. Kier Group cut its application form content by 68%. Completing it now takes one to two minutes, and incomplete applications fell by 83%. Octavius, a UK company with over 500 staff, reports a 57% increase in applications per vacancy. It also reports that automating vacancy approval and offer management reduced delays. Camp Australia reports that its time to fill almost halved. These are single-customer results, so ask how each one was measured.

Employers that already run another HR or payroll system

Some employers keep their HR or payroll system and add a recruiting system beside it. PageUp integrates with Workday, UltiPro, SAP, ADP, Oracle PeopleSoft, Unit4 and Ellucian Colleague. It can also be integrated with Ellucian Banner. If your HR system is among these, ask for that marketplace connection by name. If it is not, PageUp provides APIs for connecting to client and third-party systems. Then ask who builds that link. Camp Australia connected PageUp to its payroll system.

PageUp also reports six results for PageUp Europe ATS. The first three are 28% faster hires, 9.2X more application conversions and 32% higher offer acceptance. The next two are a 57% surge in applications and an 83% reduction in incomplete applications. The last is a 66% increase in candidates interviewed. Two of them match the results Octavius and Kier Group report above. So ask which customers all six figures come from and how each was measured.

Get one written price, and settle the exit before you sign

Budget is the first thing to settle with PageUp, and the exit is the last. Ask PageUp for the ATS price at your size. Ask for one written price that covers the ATS, the AI tools, scheduling and support. The price will follow what you buy, because PageUp sells its parts one by one.

A few things carry a stated cost. Job Advertising is free for PageUp ATS customers and reaches more than 1,000 job channels. You pay for each channel you select for an ad. Job Advertising is pay-per-use, and customers are not locked into long-term contracts for it. Calendar integration for interview scheduling has no extra cost. AI is built into the Talent Acquisition Suite and is available to all customers. Ask whether any AI use is charged.

Text Engage, Recruitment Marketing and Onboarding are separate products. Text Engage lets candidates pre-apply or join a talent network by text. Ask what each costs on top of the ATS. Offer letters go out for electronic signature through Dropbox Sign once a signature bundle is purchased. Ask about that too.

You also need terms for the contract itself. Ask for the contract length, the renewal terms and any yearly price rise, in writing. A priority-one incident gets a response within 1 hour under PageUp’s support terms. Ask for that figure in your order form.

Leaving is the part to settle before you sign. You will want your candidate records back when the contract ends. Ask how they come out, in which file format and how long that takes. PageUp does not fulfil applicants’ data requests directly, so your team handles them.

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

Eight questions for the sales call

Take these questions to the first call. Each one comes with the answer you want to hear. That helps you tell a clear reply from a vague one.

What is the written price for the ATS at our headcount and hiring volume, and which parts cost extra? Good answer: One written price that spells out every extra, including AI and Text Engage.
Can we read the Warden AI reports for every AI feature we plan to switch on? Good answer: Yes, with the date of the next test for each feature.
Which steps in the Sapia interviewing integration and in Candidate Agent move a candidate without a recruiter? Good answer: A step list, and a setting we control that turns each one off in the ATS.
In which country does each outside supplier, including Emapta, handle our candidate data? Good answer: A named country and a named level of access for each supplier.
What did you find in the May security incident, and what changed afterwards? Good answer: A dated written report and a list of the changes made.
Which ATS edition is in our contract, and in which region is our data kept? Good answer: An edition and a region, both named in the order form.
What will the connection to our HR and payroll system cost, and who builds it? Good answer: A fixed price and a named owner, written into the order form.
How do all candidate records come out when the contract ends? Good answer: A stated file format, a deadline and no extra fee, in the contract.

Alternatives to PageUp

If PageUp is not right for you, start with Oleeo, Avature or Eploy. Tribepad has editions by company size. NEOGOV serves public employers. Workday Recruiting and Oracle Recruiting sit inside full HR suites. Buying nothing new is the other choice.

Oleeo, Avature and Eploy are three recruiting systems to compare with PageUp on the same points. Oleeo sells a customisable, AI-powered ATS for high-volume hiring. Avature manages the lifecycle from requisition through offer, with approval steps for each requisition. Eploy is a cloud-based recruitment platform for in-house recruitment teams. It combines an ATS, a candidate relationship tool, onboarding and analytics.

NEOGOV is the one to check if you are a public employer. NEOGOV Insight is an ATS for public sector hiring, with applicant scoring and eligibility list management. PageUp also has public customers, such as the State of Arizona. Ask both which of your hiring rules each one supports.

Workday Recruiting and Oracle Recruiting take a different route. They sit inside a full HR system. Oracle Recruiting is natively part of Oracle Cloud HCM. Workday Recruiting lets a team manage requisitions, screen and interview candidates and extend offers. PageUp instead connects to Workday and other HR systems. Pick the suite if one vendor for everything matters most to you.

Tribepad splits its range by size. Tribepad Pro is sold to organisations with over 750 employees and priced for each customer project. Tribepad Gro is for organisations with fewer than 750 employees. It is off the shelf and pre-built.

Buying nothing new is worth a look if your HR or payroll system already has recruiting built in. A full suite needs set-up work. PageUp’s own mid-market project runs 6 to 8 weeks. Our market guide compares the whole market.