Spark Hire

A bundled ATS for 50 to 500 people, with a price you must ask for

Spark Hire asks you to take three things together. They are a hiring system, built-in video interviews and a contract of a year or longer. Whether that suits you depends on your headcount, how you screen and how much risk you accept in the terms.

What the AI resume review does with your applicants

AI Resume Review is the feature that touches your applicants most. It matters to you because it ranks people before a recruiter reads their resumes. It scores each requirement and gives an overall suitability score. The overall fit appears as Low fit, Partial fit, Good fit or Strong fit. The AI then ranks candidates by overall score in the position’s candidate list.

What happens next depends on how you set the step. The AI Resume Review step can advance suitable candidates automatically, or it can leave them for manual review. The step can advance candidates rated Good fit or Strong fit to the next stage. With Strict match, a candidate who misses one or more Must requirements gets a Low fit rating automatically. Spark Hire recommends reviewing lower-ranked candidates by hand and rejecting them in bulk. Its guidance is that the review gives recommendations and the final decision lies with the hiring team. So the setting decides whether the AI or a recruiter moves suitable candidates on. Automatic rejection is a separate tool, the knockout question, and you write its rules.

Spark Hire reports a test of AI Resume Review with accuracy of 91.36%, precision of 94.93% and recall of 92.10%. Accuracy is the share of candidates it sorted correctly. Precision is the share of candidates it called suitable who really were. Recall is the share of suitable candidates it found. Spark Hire also tells candidates that the review aligned with recruiter evaluations 92% of the time. Ask what the test measured against, and how many resumes it covered.

Before you rely on the ranking, check what the review leaves out. Spark Hire’s guidance excludes image-based resumes and resumes in languages other than English. If many applicants send scanned or non-English resumes, ask how the review handles them. Supported resume length is 300 to 20,000 characters. The review is not meant to assess soft skills or subjective traits, so plan another way to judge those. The yearly allowance is 6,000 reviews on Pro, 24,000 on Growth and 36,000 on Enterprise. Extra reviews can be bought, and the price is on request. Compare the allowance with the number of applications you receive in a year.

Other AI features sit around it. The AI Assistant generates position descriptions from titles, and it drafts pre-screening questionnaires, interview questions and email templates. AI Evaluation Summary turns interview evaluations into pros, concerns and areas for further review. It does not make hiring decisions.

Two more features touch interviews, and both need a decision from you. AI Video Review scores English responses across 4 competencies and 2 personal qualities. It may miss tone or culturally nuanced cues. Its core factors are in the Screen, Growth and Enterprise plans, and additional features are a paid add-on. Ask which of your plans include it. The Notetaker is in beta. It captures audio and video and makes an internal transcript. Once activated, it joins every interview unless you disable it in the position settings. So decide which positions it should join before you switch it on. It has an annual interview quota.

What Spark Hire does well

A hiring system earns its place by what it saves your team and what it protects. Six things stand out for Spark Hire, and each one gives you something to weigh against the limits that follow.

Which company sizes the three plans are built for

Spark Hire builds its plans by company size. So your headcount decides which plan you buy. It also decides how much you can know about the price before a sales call. More than 700 organisations use Spark Hire’s ATS. Here is what each size gets, with a customer at that size.

A contract of a year or longer, mixed AI data terms and English-only screens

The contract and the data terms deserve your closest read. They are the hardest part of a purchase to undo, and they cost the most when they go wrong. These are the six places where Spark Hire’s terms or product set a limit. Know them before you sign.

Messaging has limits that matter if you hire outside the US and Canada, or need every message on record. One-Way SMS is available only for positions in the US or Canada and for candidates with US or Canadian numbers. Candidates must opt in before an SMS is sent. WhatsApp conversations happen in external apps and are not logged in Recruit.

What it costs, and what you get back when you leave

You need a price to put in a budget, and Spark Hire gives you one only for the smallest companies. Pro starts at $335 a month and Growth at $499 a month for companies of up to 50 employees. A year at the Pro starting price comes to $4,020, before any rise. Above 50 employees the price scales with employee count. Spark Hire builds Pro for companies of up to 200 employees and Growth for up to 500. Enterprise is quoted by sales. For a company of 300 people, ask for a quote.

The contract and the add-ons decide what you pay beyond the starting price. The contract is annual only, with no refunds. At each renewal the fee rises 8%, and a larger employee range raises the invoice further. Spark Hire’s pricing plans have no set-up fees. The extra costs come from renewals, add-ons and moving your data in. API access, the AI Notetaker and extra AI Resume Review reviews are add-ons. Each plan has a yearly limit on e-signed offers, at 100, 200 and 300 documents across the three plans. Existing Spark Hire customers get the best pricing for Recruit as an incremental cost on top of their current plan.

Moving data in from another system has its own costs. Migration beyond 5,000 candidates is quoted on request. Migration support is an add-on for customers who include it in their plan. Recruit can bulk-import candidates for a specific position, up to 250 candidates. If you are moving from Greenhouse, ask whether that move needs Enterprise.

Support hours differ between Spark Hire’s own pages. Its pricing page puts support at 24 hours a day, six days a week, at no charge. Its migration page puts Recruit support at Sunday to Friday during business hours. Ask which applies to your plan, and get the hours in writing.

The contract also decides how you leave, so ask about your exit before you sign. Under Comeet’s terms, Comeet provides Excel files with candidate lists within seven days after termination. It also provides a folder with the resumes candidates submitted. On the security side, Spark Hire exports the entire database and erases data 30 days after the contract ends. Enterprise customers get a daily CSV push to their own SFTP or S3 storage. If you are not on Enterprise, ask what the export holds before you rely on it.

Eight questions to settle before you sign

Price, data and leaving are the points that are hard to change after you sign. These questions are worth settling with the vendor first. Each one comes with an answer that should satisfy you.

1. What will Recruit cost at our headcount this year, and what will it cost after the first renewal? Good answer: A written price for each year, with the 8% rise and any change of employee range shown.
2. Which company signs our contract, and which terms apply to us? Good answer: A named company, with the Recruit terms attached to the order form.
3. Will you rule out training AI on our candidates’ data, and which third-party AI systems receive our input? Good answer: A written exclusion in the order form and a named list of AI systems that receive our data.
4. Who ran the bias audit of AI Resume Review, and can we read the report? Good answer: A named outside auditor, and the full report for the review we plan to use.
5. Which support hours and response times apply to our plan? Good answer: The hours and response times for our plan, in writing.
6. When we leave, what exactly do we get back, and in which format? Good answer: Every candidate record with notes, scores and history, in a stated file format and a stated time window.
7. How do we delete a hired person’s record when they ask? Good answer: A documented process that Spark Hire has run before.
8. Which of our systems connect, and what moves each way? Good answer: A named integration for each system, with a clear list of what Recruit sends and receives.

Alternatives to Spark Hire

Four alternatives to Spark Hire are Breezy HR, Workable, Recruitee and Pinpoint. They answer three questions differently. The first is what the vendor does with your candidates’ data. The second is how long you commit. The third is whether video interviews come in the box.

Start with candidate data, because Spark Hire’s own pages differ on it. Breezy HR does not use customer content to train AI models. Recruitee does not use customer data to train AI models, unless its terms provide otherwise. Pinpoint never uses customer data to train, fine-tune or improve any global, shared or vendor-owned model. Workable may use aggregated data from your use of the service to develop and improve the service. Read each vendor’s terms next to your own privacy notice.

Then compare how long you are tied in and how you pay. Spark Hire sells its ATS on an annual contract or longer, with no refunds. Cancellation takes effect at the end of the current term. Recruitee has a one-year minimum, though monthly payment is possible. Workable renews for successive one-year terms unless either party gives written notice before the anniversary. Under Pinpoint’s July 2026 sales agreement, fees are non-cancellable and non-refundable. Ask every vendor what you owe if you stop after six months.

The video question runs the other way. Spark Hire includes one-way video interviews in every plan. Workable sells video interviews as an extra on Standard. That costs $109 a month at the default band. Premier and Enterprise include them. If you will not screen by video, the bundle is no advantage to you.