Teamtailor

Teamtailor runs hiring in one place, from the careers site to the job offer. Its AI screening can move candidates on by rule, so you decide where a person checks the result. Candidates cannot opt out of screening once it is on. Teamtailor includes the AI at no additional cost. It quotes the price per company and renews the contract each year, with no refund if you stop early.

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

Teamtailor runs the whole hiring route and quotes the price per company

In one line

Teamtailor is an applicant tracking system (ATS) for hiring from job ad to offer. It includes its AI features and quotes the price per company.

Buy it if

You want one place for the careers site, the job ads and the whole hiring process. Hiring managers will log in to review and rate candidates. You want AI that helps a recruiter and you will set the rules for what it does alone.

Do not buy it if

You need a price in writing before you contact Teamtailor. You may want to stop within the first year, because early termination gives no refund. You want AI screening, and your policy promises candidates a way to opt out of it.

Price

No figure is published. Customers tell Teamtailor about their company and receive a price. Pricing is based on company size. The contract runs by the year and is invoiced yearly in advance. Prices exclude VAT.

How a candidate moves through Teamtailor, and where the AI acts on its own

The question that matters most is how much of the screening a person still checks. Here is how a candidate moves through Teamtailor, and where the AI acts.

Everything in Teamtailor is organised around the job. A job holds the job ad, the applicants and the stages they pass through. You add and edit the stages for each job. Rules called triggers run when a candidate reaches a stage. One trigger sends a message automatically. Another starts an AI screening of everyone in that stage.

The other hiring tools hang off the job, so most of the work stays in one place. For finding people, job ads go to more than 120 job boards and social channels in one click. You can build career sites in several languages in one account. Candidates can chat with the company on the career site before they apply. A browser extension adds people found elsewhere, and employees can recommend candidates. For running interviews, Smart schedule sends candidates a choice of meeting times. Interview kits bundle instructions, questions and a scoring sheet. Job offers go out from templates.

Teamtailor calls its AI features Co-pilot. Co-pilot runs on OpenAI’s GPT models, and an admin chooses which features to switch on. Teamtailor positions the AI as help for the recruiter, with the recruiter in charge. Screening is the feature to look at first. You write the criteria, or Co-pilot reads the job description and suggests them. Co-pilot then reads the cover letter and the answers to application questions, among other data. It evaluates each candidate against your criteria. Where information is missing or unclear, Co-pilot marks the gap and gives its reasoning for a person to judge. A person can override the result on the candidate card.

Smart move goes one step further. It moves candidates between stages automatically. The rule can use answers, tags, location or the screening result. So a rule you set can decide who moves on, with no person involved in that move. Smart actions are narrower. They add comments, fill custom fields, add tags and create to-dos. They cannot send messages, and they cannot move or reject applications.

In most other Co-pilot features, a person can correct what the AI writes. It turns a resume into a five-point summary and marks periods with no employment or education. A person can edit the summary if it is incorrect. When a recruiter rejects a candidate, it can draft the message, and the recruiter edits it before sending. It can also join a video meeting. The recording starts automatically when the candidate joins. It then writes a transcript and a summary, and a person can edit the summary. After a meeting, it tries to answer your interview kit questions from the transcript. A person can remove a wrong answer and give their own.

Outside AI assistants are a second way an application can change stage. Customers can connect assistants such as ChatGPT or Claude to their account. By default every role has read access, and admins can change that. With create and modify access, an assistant can move an application to another stage. The customer is responsible for which outside assistants connect and for complying with the EU AI Act. Gemini cannot connect at this time.

For how the rest of the market handles the same decision, read our guide to applicant tracking systems.

What Teamtailor does well for a team that wants one tool

Teamtailor is strongest when you want one tool for the whole hiring route. Four things stand out, and you can weigh them against the limits that follow.

Hiring managers can log in without a user cap

Teamtailor offers unlimited users and unlimited job postings. That matters when hiring managers must log in and rate candidates themselves. Hiring team members get a shared overview. Staff can sign in with the company login through single sign-on.

The AI comes with fairness checks built in

The checks cover both the questions you write and the resumes you receive. Co-pilot warns you when a screening criterion may be discriminatory or unclear. It also flags application questions that may be discriminatory. The flag is a reminder, and you can still save the question. Teamtailor adds that the check is not legal advice. Resume summaries leave out the name, email, gender and other personal details. Co-pilot will not ask for age, nationality, marital status or health information when it requests missing details from a candidate. Co-pilot also detects hidden text in a resume that is meant to sway its assessment. That warning does not change the candidate’s score.

Candidate data rules run on settings, not on memory

Retention and data requests can follow rules you set, so less depends on someone remembering. You choose the rules and the time frames for deleting candidate data. A candidate or application that meets a rule is flagged, then removed after a one-week grace period. An add-on sets the deletion rules per country. A data request from a candidate can be answered automatically with a ZIP file sent by email. Where the data sits, and how fast you hear about a breach, matter just as much. You pick the region for your data, and each region runs separately. In the Europe region, data is mainly stored with AWS Ireland. In North America it is mainly stored with AWS Oregon. In Asia-Pacific it is stored with AWS Australia. Teamtailor notifies you of a personal data breach without undue delay and within 48 hours of becoming aware.

It connects to the systems around it

Teamtailor is an applicant tracking system, so the step into your HR system runs through an integration. It includes more than 450 integrations and an open API. The Workday integration pulls job requisitions from Workday, and triggers send a candidate profile to a Workday requisition. The SAP SuccessFactors integration creates automated flows between the two systems. The SD Worx Cobra and Ciphr integrations send new hires into those systems. Triggers can send candidate profiles to Unit4. Teamtailor can also send real-time updates to your other systems at no additional cost. Ask which of these matches the HR system you run.

What Teamtailor customers report about set-up and results

Before you buy, you want to know how other companies got on. Here is what Teamtailor customers report about size, set-up time and results. The figures come from Teamtailor and its customers.

Set-up ranges from 10 days to a two-year rollout in waves

Teamtailor gives an average implementation time of 48 days. ESTO is a fintech company of 100 people in Tallinn. It reports it was up and running in 10 days. KCB has about 1,000 employees and went live in about five weeks. Knauf has roughly 43,000 employees and rolled out in waves over two years.

Two customers report that their teams use it

Actavo reports 100% hiring manager adoption. KCB reports that 80% of this year’s hires so far are in Teamtailor, up from 27% under its previous system. That second figure counts hires recorded in the system, not hiring managers. If hiring managers work outside your current system, ask Teamtailor how Actavo got them to log in.

Customers report faster hiring from different starting points

Each customer measures from its own starting point, so these figures show direction, not what you will get. Ask a reference customer how they measured. Motorpoint is an automotive retailer with hundreds of employees in the UK and 20 stores. It reports a 57% cut in time to hire and savings of hundreds of thousands of pounds. Lotus reports average time to hire down from 55 days to 23. Actavo reports 46 days down to 38 in three months. ESTO reports a 21-day average.

More than 13,000 companies use it

Teamtailor is all-in-one recruitment software for companies of all sizes. More than 13,000 companies use Teamtailor. More than 200,000 recruiters at small and midsize businesses use it. So ask Teamtailor for two reference customers near your size, and call them.

The AI rules and contract terms to settle before you sign

Every ATS has limits, and the ones below decide whether Teamtailor is safe to sign. Most of them concern the AI features and the contract.

Candidates cannot opt out of the AI screening

You decide whether to switch Co-pilot features on. Once screening is on, candidates cannot opt out of the screening evaluation. They cannot opt out of the automatic resume summary either, although you can delete a generated summary. Resume parsing cannot be turned off completely. A Basic parser without AI is an option, but with Co-pilot on, Co-pilot’s parser replaces it. A candidate can decline an interview recording, and then the interview is not transcribed or summarised. If your hiring policy promises a way out of automated screening, ask how Teamtailor meets it.

Teamtailor tells you to check the AI’s output

Teamtailor cautions that Co-pilot output cannot be guaranteed correct, so customers should verify it. It also expects a human review of candidate suggestions. Smart move, though, can move candidates automatically on the screening result. So the person who checks the AI is a step you must build into your process.

Candidate data goes to outside AI suppliers

Candidate data goes to OpenAI and AssemblyAI. How long OpenAI may keep it depends on the feature, so check that your privacy notice to candidates covers both. Co-pilot uses OpenAI’s GPT models, and transcripts come from AssemblyAI. With the EU region, OpenAI generally processes data in Europe. With the US region, it generally processes data in the US. For resume parsing in the Asia-Pacific region, data is stored in Australia and processed in the United States. For most features OpenAI does not retain input or output. For candidate suggestions it may keep input and output up to 24 hours. For the resume parser it may keep them about 10 minutes. For both of those, OpenAI may keep abuse-monitoring logs up to 30 days. OpenAI will not use Co-pilot data to train its models. Teamtailor will not use one customer’s data to train an AI model of its own.

Several features cost extra, so the quote must name them

Teamtailor includes its AI at no additional cost, but other features cost extra. Your quote has to name each one you plan to use. Teamtailor marks some features Premium, among them requisitions and approval flows, divisions and multi-brand management. Requisition Flow and job offer approvals also come with an additional cost. Onboarding, SMS and the enterprise calendar cost extra too. The BI connector is a paid addition that sends your data to a reporting system. Group analytics needs the Group solution. SMS and WhatsApp messages draw on a balance. Ask for one written list of what your price covers.

The audit log is short unless you pay for more

Audit log entries are kept 15 days by default and up to 30 days on request. Keeping them longer costs extra. With the audit log add-on, Co-pilot entries show whether a task worked and which action ran. The audit log add-on may come with an additional cost. The audit log also records actions by a connected AI assistant. A complaint that arrives months later may outlast a 15-day log.

The contract renews each year and refunds nothing

You commit for a year at a time. If you end the contract early, you get no refund of fees paid and no release from fees payable. The agreement renews for 12 months unless either side gives one month’s written notice. Teamtailor can adjust fees for the next renewal period with at least 60 days’ written notice. So a fee notice can arrive as late as 60 days before renewal. That leaves about one month before your own notice is due, so check both dates against your calendar. Teamtailor limits its liability to the sums paid for the service in the 12 months before a claim. The limit applies to the extent the law permits. The other terms matter if the service goes down or fails. Under Teamtailor’s terms there is no uptime percentage. Teamtailor publishes planned maintenance notices and past availability on a status page. It makes external interfaces such as APIs available as they are.

The EU AI Act adds a reason to look at the audit log. The Act places AI that evaluates candidates among its high-risk uses, unless the Article 6(3) exemption applies. Co-pilot screening evaluates candidates against your criteria. Where the high-risk rules apply, you must keep the system’s logs for at least six months. Teamtailor keeps audit log entries 15 days by default and 30 on request. So ask how you would keep six months of Co-pilot and Smart move records. Teamtailor’s position is that Co-pilot meets the EU AI Act requirements in force. Ask your legal adviser whether the exemption fits your use.

What you will pay, and how your data moves in and out

Teamtailor gives no figure, so the cost question is really about what the quote includes and what costs extra. Moving your data in can cost extra, and leaving needs a plan.

The quote depends on company size and on what the order form includes, so get both in writing. If you change the number of companies or platforms listed in the order form, the fees may change. In the United States you schedule a call to get a custom quote. Add-ons such as SMS, onboarding and the BI connector cost extra. Ask for them to be named in that same quote.

Moving your existing candidates in is a separate job. A standard import of data from a previous ATS or a spreadsheet is free. It has a waiting time of about two weeks, and your data must follow Teamtailor’s template. Duplicates arrive as separate profiles that you merge by hand. A custom import costs money. You ask for a quote, and the waiting time is about four weeks. You can also run the import yourself through the API.

Leaving is where you need a plan. Teamtailor’s open API can import, edit and export data. You can download report data tables as a .csv file, but not visual charts. The audit log also exports as a CSV file. After termination you should, within 30 days, tell Teamtailor to return or destroy your personal data. It complies within 60 days of termination. If you ask for nothing, it deletes all your personal data within 60 days at the latest. Ask how to take out every candidate record 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

Ten questions that settle the open points

Ten questions put the open points about Teamtailor’s AI, price and contract on the table. Each comes with the answer you want to hear.

What is our yearly price, and which features does it include? Is Requisition Flow part of Premium, or an extra? Good answer: One written price that covers every feature we plan to use.
Can you cap the fee increase at renewal? Good answer: A written cap in the order form, with a reminder date before notice is due.
What happens to our fees if we end the contract early because the AI does not suit us? Good answer: A written exit right or a partial refund, since the standard terms give none.
Which actions can Smart move take on a screening result, and can any of them reach a rejected stage? Good answer: A named list of every automatic move it can make, and a report of the moves it made.
How long will the audit log keep Co-pilot and Smart move actions, and does that cost extra? Good answer: At least six months, included in our price.
Can we switch off AI screening for one job, or for one country? Good answer: A setting we control per job, so we can follow our own policy and local law.
Can we read your SOC 2 report and your EU AI Act assessment of Co-pilot? Good answer: Both documents, before we sign.
Where does each outside provider process our candidates’ data? Good answer: A named country for every provider, for the region we choose.
How do we export every candidate record when we leave, including notes, scores and attachments? Good answer: A stated file format and a deadline, written into the contract.
What uptime do you commit to, and what do we receive when you miss it? Good answer: A written uptime figure and a stated remedy.

Alternatives to Teamtailor

If Teamtailor falls off your list, look at Pinpoint, Workable, Breezy HR and BambooHR. You could also ask whether you need a new system yet.

Pinpoint takes the same route to a quote. It gives a price after a short call, and it prices on organisation size and capabilities, not per recruiter seat. It also has a no-code careers website builder. The difference is the AI bill. Teamtailor includes its AI. Pinpoint sells AI actions as prepaid usage and invoices any excess. Pick Pinpoint if you like the careers-site approach and can plan AI use in advance.

Workable and Breezy HR let you read a price first. Workable’s Standard plan costs $299 a month for 1 to 20 employees. Every Workable plan includes a free allowance of AI use, and it sells extra AI use in prepaid packs. Its Agent moves candidates to a pipeline stage when score thresholds are met. Breezy HR has a free Bootstrap plan with one active job opening or candidate pool at a time. Its Startup plan is priced at $157 and $189 a month. Both suit a buyer who must put a number in front of a finance team this week.

BambooHR adds applicant tracking to its HR system. With BambooHR’s Onboarding product, candidate details from its ATS fill the Add Employee form when you hire. A buyer who uses that product has no hand-off to build between the hiring tool and the HR record. Teamtailor sends new hires to several HR systems by integration instead. Pick BambooHR if you want one system for both.

The last option is to wait. Teamtailor’s contract renews for 12 months at a time, and early termination gives no refund. If you hire only a handful of people a year, ask whether you need an ATS yet. Breezy HR’s free plan lets you run one open job at a time before you commit.