Workable

Workable is a full hiring system, priced by how many people you employ. Its AI now runs as the Workable Agent, which sources, screens and chats with candidates on AI credits. You get switches to stop the Agent and undo its rejections. Each plan includes 3,000 credits. Workable sets no cap on credit use, and the balance can go below zero. Its terms leave the review of AI output with you, and the free trial leaves the Agent out.

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

Workable tracks your hiring, and its AI Agent is billed by use

In one line

Workable holds your jobs, candidates, interviews and offers in one system. Its AI Agent can source and screen candidates for you.

Buy it if

You want one system from job ad to signed offer. You want AI to read every applicant first. You can watch an AI bill that grows with each candidate.

Do not buy it if

You need a fixed yearly AI cost. You want to test the Agent in a trial first. Your headcount may grow quickly, because Workable can check company size on each anniversary and raise your price.

Price

Standard costs $299 a month or $3,588 a year for 1 to 20 employees. Premier costs $599 a month and Enterprise $719. The price rises with your employee count. AI credits come on top, from $0.095 to $0.12 each in bundles.

Workable runs the hiring process, and the Agent does the first screen

This section explains what you are buying. Workable now sells two things in one box. The first is a hiring system that tracks jobs and candidates. The second is an AI Agent that works on those candidates for you. They are billed in different ways, so keep them apart when you read the price.

The hiring system is the familiar part. A job moves through a pipeline of stages from application to offer. Your ads go out to job boards through a network, and you can build a careers page. Interview kits, self-service scheduling with calendar sync, offer letters with approval flows and e-signatures all sit in the same system. Requisitions can carry multi-level approvals, budget controls and pay bands. Plans include unlimited active jobs, subject to fair usage limits. Workable also offers a Talent CRM database, custom reports, and a free mobile app for Android and iOS.

Workable also sells an HR package as a separate product. It covers onboarding, time off, time tracking and payroll preparation. It is a separate package with its own features. If you only need hiring, you do not need to buy it.

The Agent is what Workable now puts at the front. It starts only once a job is created and turned on. For sourcing, it aims for about 10 interested candidates per job and may contact many passive candidates. It emails each one an invitation to a chat. It searches more than 400 million profiles.

For screening, you build an ideal candidate profile of up to 14 criteria. The Agent scores every applicant out of 100 against it. Must-haves earn twice the marks of nice-to-haves. Each score carries its reasoning. The Agent reads the CV, the application answers and your custom fields. Because you define the criteria, the score is only as fair as your list.

When the Agent lacks information, it invites the candidate to a guided chat and updates the score afterwards. The invitation expires after 6 days. Candidates are told they are talking to an AI in every email and chat. That notice cannot be removed.

Then the Agent can act. With auto-advance on, a candidate who meets your score threshold and must-have conditions moves to the stage you pick. With auto-disqualify on, a candidate who misses a disqualifying criterion is rejected and the reason is recorded. A candidate who fails a knock-out question on the application form is disqualified, and the Agent skips them. A rejected candidate is not told unless you email or call them, or have a disqualification automation on. Everyone who is not rejected goes to a person who decides what happens next.

An outside AI assistant can act on candidates too. Workable offers a connector, called an MCP server, that links an AI assistant to a Workable account. It works on every subscription tier. The assistant gets over 90 tools and can read and write. Its tools can disqualify candidates with a reason and move them between stages. It acts under the signed-in user’s Workable permissions. The same care applies to the Agent itself. By default, the permission that controls the Agent for a job goes to all hiring team members except Reviewers. Decide who holds it before you go live.

On connections, Workable has 270+ integrations. Moving a candidate to Hired sends a notice in bob to complete the new employee profile. The BambooHR export is one-time per candidate, and later Workable updates are not synced. The ADP link sends candidate data on any plan with the Recruiting package. It sends employee data on Premier and Enterprise with the HR package. Our guide to applicant tracking systems sets this against the rest of the market.

You can switch the Agent off, reverse its rejections and export your records

An AI that touches candidates is only safe if you can slow it down and undo what it did. This is where Workable gives you real control, and it is the part to test first in the demo.

You can switch the Agent off at three levels

You can slow the Agent down without losing it altogether. You can switch sourcing, outreach, screening, auto-advance and auto-disqualify on or off. Each works for the whole account, for one job or for one candidate. If anyone acts on a candidate by hand, the Agent stops acting on that candidate. Recruiters can review, edit and override its actions at any point. Every score and action is logged.

A rejection by the Agent has a reason and can be reversed

A wrong rejection need not stand. Auto-disqualify is off by default. While it is off, unmet disqualifying criteria are highlighted and nothing happens automatically. When you turn it on, the Agent records the reason for each rejection. You can revert a disqualified candidate to Qualified at any time. A Disqualifications report covers everyone rejected in a period, with details.

Your records can leave in a full export

If you leave, the resumes matter most. Workable provides export tools until the contract ends. A full export is a .zip file with a CSV for each data area. Resumes and other files come out in job folders by job ID, so you can find them by job. Ratings export with the candidate, the stage and the team member who rated. Signed offers can be included.

Equal-opportunity and privacy settings are part of the product

Each setting applies to jobs in particular places, so check it covers yours. The EEO options and the OFCCP options for US federal contractors work in any plan. They affect only US jobs. The GDPR features cover jobs in the EU, UK, Norway, Iceland, Switzerland and Liechtenstein. You set how long candidate data is kept. Workable reports ISO 27001 for its security management and ISO 27017 for cloud controls. The Account Manager can supply a SOC 2 Type II report.

The AI bill has no cap, and the terms leave AI decisions with you

These are the places where Workable costs more, reaches less or leaves more work with you. Most sit with the Agent. The last two cards cover outside suppliers and the GDPR deletion settings.

The AI bill has no ceiling

Workable sets no AI credit cap per job or per account, so spend follows how many candidates you process. A balance can go below zero and is settled at the next top-up. Credits are held at the account level. Every Agent job shares the same pool. Credits expire one year after purchase and are non-refundable.

AI scoring now sits behind the Agent

This matters if you rely on AI scores today. Workable has replaced its AI Screening Assistant with the Agent. Its help centre is direct about this. New candidates on jobs not converted get no scores, and ranking is gone on those jobs. Its features page still presents AI-assisted screening with match scores as part of every plan. Ask which of the two applies to your plan.

The Agent has a narrow window

Check this against how and where you hire. The Agent does not support languages other than English yet. It engages candidates only in the Applied and Sourced stages. Candidates created more than 7 days before you turn it on are not screened automatically. You can evaluate older candidates in bulk from the pipeline view.

Requisitions and the Agent need checking together

A requisition is the sign-off to open a new hire. Workable keeps a requisition tied to the job that results from it. Creating a job run by the Agent is not available when you create a job from a new requisition. If approvals matter to you, test this path in the demo.

Under Workable’s terms, the AI review is your job

So the checking falls to your team. Workable intends the AI features solely to support human decisions. Trained staff must review outputs before you rely on them for decisions that may materially affect candidates. Its terms give no warranty on the accuracy, non-bias or reliability of AI-generated content. You must also train your users on the risks of over-reliance.

Candidate data goes to several outside suppliers

Check who touches your candidate data, and what Workable may do with usage data. Workable uses other companies to handle candidate data. OpenAI and Microsoft Azure run the AI models, LangChain coordinates and monitors the AI, and Deepgram transcribes audio. ContactOut, RocketReach and Coresignal provide data enrichment. Under its terms, Workable may use aggregated data from your use of the service to develop and improve the service. You keep ownership of the input and output of the AI features. Under its terms, you may not upload or store protected health information regulated by HIPAA. Keep medical details out of candidate records.

Automatic deletion is final

Set retention with care, because a deletion cannot be undone. With the GDPR features on, you set a retention period that counts from profile creation. Candidates who meet the deletion criteria are deleted and cannot be recovered. Workable does not notify you when it happens.

Plans start at $299 a month, and the Agent costs extra

This section covers what you pay, what the contract commits you to and what you get back when you leave. The plan price is easy to read. The AI bill and the renewal terms are where the surprises sit.

Workable prices each plan by your employee count. The bands start at 1 to 20 and 21 to 50. They run up to 801 to 1,000, and a 1,000-plus band sits above that. For 1 to 20 employees, Standard costs $299 a month or $3,588 a year. Premier costs $599 a month or $7,188 a year. Enterprise costs $719 a month or $8,628 a year. Ask for the figure for your own band, because that is the number that counts.

Standard leaves some features out. On Standard, Texting+ costs $89 a month, Video interviews+ $109 and Assessments+ $59 at the default band. Together that is $257 a month. Premier and Enterprise include all three. Premier costs $300 a month more than Standard for 1 to 20 employees. So price the add-ons before you choose a plan. Custom connections to an HR system are on Premier and Enterprise only, at additional cost. Standard allows one extra language. Premier and Enterprise allow up to 9.

The Agent is billed in AI credits on top of the plan. Each plan comes with 3,000 credits, and they expire one year after the paid plan starts. Screening one candidate against the ideal profile costs 1 credit. Sourcing a passive candidate costs 2. A chat costs 10 credits when the candidate gives at least one answer. A sourced candidate who finishes the chat costs 13. A candidate rejected by a profile criterion is still evaluated first, so that costs 1 credit too.

Credits are sold in bundles of 5,000 for $600, 10,000 for $1,000 and 50,000 for $4,750. That works out to $0.12, $0.10 and $0.095 a credit. Larger packages are quoted by sales. At the smallest bundle price, screening 1,000 applicants costs about $120. A sourced candidate who finishes the chat costs about $1.56. Your 3,000 free credits cover about 230 of those sourced candidates. Each passive candidate sourced costs 2 credits, even if they never chat. The Agent may contact many passive candidates to find about 10 interested ones, so the real figure is lower. Price the Agent on your busiest month, not your average one.

Workable offers a 15-day free trial of the full platform. The trial does not include the Workable Agent. So the trial will not let you test the Agent on your own applicants.

Your contract rolls over every year. The notice date decides whether you can leave, and your headcount can change the price. The subscription renews automatically for one-year terms unless either party gives written notice before the anniversary. Workable’s terms require 45 days’ notice before the renewal term. So the date to diarise is well before the anniversary itself.

Workable caps a renewal price adjustment at 5% over the preceding term’s price list. Further adjustment by company size and add-ons can come on top, so the 5% may not be the full rise. Workable may assess company size on each anniversary and apply a prorated price increase for any excess. It may suspend, terminate or upgrade the plan if the company size information is inaccurate. Pricing may vary by billing country.

Some terms lock you in. Fees are non-refundable and non-cancelable except as stated. If you end early, you get no refund of prepaid fees and unpaid fees for the agreed term fall due. Each party’s liability is capped at the fees Workable received in the 12 months before the event. Ask your legal team what that cap means for a claim over your data.

In return, Workable promises 99.8% or better uptime each month. If it misses that, you can get compensation on written request, and the compensation is not a refund. Pilot, alpha and beta features are excluded from the downtime count. Check whether a feature you rely on is in a pilot.

If you are moving in, Workable offers a free one-time migration on Premier and Enterprise. It covers tools including BambooHR, Breezy HR, ClearCompany, Greenhouse, iCIMS, JazzHR, Jobvite, Lever, Recruitee and Taleo Business. On Standard annual, it costs extra. For 40,000 or more candidates, Workable imports a sample first and migrates only after you check the sample. During migration, the GDPR settings and Hiring Plan are switched off automatically.

Getting your records out takes two exports, and only one carries the resumes. Plan it before you cancel. The Candidate details report exports to CSV on any plan, but it leaves out resumes and other files. The full export is the one with resumes. The best time to request it is when all your jobs are archived. It covers recruiting data only, not employee or HR data. Bulk export of candidates and resumes goes through the Workable API.

Then watch the clock. After termination, Workable may delete all personal data at any time after 90 days unless you deleted it first. Cancelling immediately gives no refund for the remaining time. Deleting the account deletes all recruiting data and removes your careers page. After a downgrade, your data is locked, not lost, and you can still retrieve it through the API. The Report Center becomes inaccessible apart from the Candidate details report.

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

Nine questions to put to Workable before you sign

Each question below comes with the answer you want to hear. Use them in the demo and ask for each answer in writing. The AI bill and the renewal terms are the two places a surprise can arrive after you sign.

What will the Agent cost in a normal month and in our busiest month? Good answer: A worked estimate in AI credits from our own numbers, and a weekly view of use.
Can we cap AI credit use, or get an alert before the balance goes below zero? Good answer: A cap or an alert that we set, and a written answer on what happens at zero.
Which price band will we be in, and what happens at each anniversary if our headcount changes? Good answer: A named band and price, and the way any change is worked out, written into the order.
Do our current jobs keep AI scores if we do not move them to the Agent? Good answer: A plain yes or no for our plan, in writing.
Can we test the Agent on real applicants before we commit? Good answer: A time-limited pilot with the Agent switched on and no renewal attached.
Who on our side can switch the Agent on, change the score threshold or turn on auto-disqualify? Good answer: Named admins only, and every change logged.
How will a rejected candidate hear from us, and what happens to applicants who do not write in English? Good answer: A rejection message on by default and a stated plan for non-English applicants.
Workable calls the Agent aligned with the EU AI Act. What documents support that? Good answer: A document for our legal team, plus the results of your bias checks on the Agent.
What leaves with us when the contract ends, and when do you delete the rest? Good answer: The full export with resumes, signed offers and ratings, and a deletion date in writing.

Alternatives to Workable

If Workable is not right, try Breezy HR, Recruitee, JazzHR and Teamtailor, which price in different ways. Greenhouse and Lever also have pages in this guide. Buying nothing is also a route.

Breezy HR bills its AI by use too, but with a different rule. When its credits run out, its AI functions are disabled until they are replenished. Workable lets the balance go below zero instead. Breezy HR credits never expire, and it sells them from $30 per 100,000. Scoring a candidate takes about 500 credits, which is roughly $0.15 at that starting price. Breezy HR has a free Bootstrap plan with one active job at a time. Every Breezy HR plan includes unlimited users. It publishes two Startup figures, $157 and $189 a month, and does not say which is for annual billing.

Recruitee prices by plan, number of employees and billing period, like Workable. Paying annually gives a 20% discount. It also checks the number of employees before each contract year, so ask both vendors the same renewal question. Teamtailor gives no price figure. You tell it about your company and it quotes you. It marks requisitions and approval flows as Premium, so check that if you need approvals. JazzHR’s Hero plan costs $1,000 a year billed annually and starts at 3 job postings a month.

Buying nothing can be enough if you hire a handful of people a year. Compare Workable’s $3,588 a year with the hours you spend on spreadsheets and shared inboxes. The case for a tracking system grows if you have to explain a rejection later. Workable has a Disqualifications report that covers everyone rejected in a period, with details. Its Activity log report breaks down account activity by user and candidate.