Give RecruitingBot a role. It writes the job post, finds and screens candidates, books the interviews and sends you five people worth meeting.
RecruitingBot searches public profiles, re-reads the people you already have and scores every inbound applicant against the same rubric. Duplicates merge, opted out people never come back.
Recruiting agencies
Run up to 20 client roles at once, each in its own client workspace, and send clients a white label shortlist link they can approve from their phone.
Startups and SMB
Describe the role once. The founder or hiring manager gets five screened people on the calendar instead of 300 CVs in the inbox.
One role in, one shortlist out. Each step has a number you can check and a screen you can open.
From title, salary and must haves to a publishable job post and a weighted scoring rubric you can edit.
Public profiles, your database, imports and the apply page feed one pool, with the source and lawful basis on each record.
Each profile is scored against the rubric with the reason for every point, so a score of 91 explains itself.
A personal three step sequence from your mailbox, with the Article 14 notice and an opt out link in every message.
Interested, not now, not interested or a question. Questions get answers from the role facts, and you can take over any thread.
Knockout and pre-screening questions go to interested candidates, so work rights and salary fit are clear before a call.
A short role specific test with multiple choice and short answers, scored the moment the candidate submits.
Candidates pick a slot from the hiring manager's connected Google or Microsoft 365 calendar. Reminders go out on their own.
Ranked candidates with scores, answers and test results on one shareable link. A person approves every name.
Reminders to candidates and the hiring manager, a polite note to everyone who was not selected, and the retention clock that deletes data on time.
Setup takes less time than reading ten CVs. After that RecruitingBot works through the week while you do your job.
Title, location, salary range, seniority, must haves and deal breakers.
Gmail or Outlook for outreach, Google or Microsoft 365 calendar for interviews.
Read the draft, change any line, set weights. Nothing goes out before you approve.
Candidates are found, scored, contacted, screened and tested inside your daily caps.
Five ranked people with evidence and booked interview slots. Approve, reject or ask for more.
Put in your own numbers. The comparison uses a typical agency fee, a fully loaded in house recruiter and the plan that fits your hiring volume.
Yearly cost for hires
per hire
per hire
per hire
Difference against agency fees
Plan picked by roles per year at the active role limit. Your own hiring time is not included in any column.
Most teams stitch together an agency, a sourcing tool and an ATS. Here is what each one actually does for a role.
| For one role | RecruitingBot | Recruiting agency | In house recruiter | ATS | Sourcing tool |
|---|---|---|---|---|---|
| Price model | Flat monthly plan | 15 to 25% of salary per hire | Salary and benefits | Per seat or per employee | Per seat |
| Writes the job post and rubric | Yes | Yes | Yes | No | No |
| Finds candidates | Yes | Yes | Yes | No | Yes |
| Sends personal outreach | Yes | Yes | Yes | No | Partly |
| Screens and tests replies | Yes | Partly | Yes | No | No |
| Books interviews | Yes | Yes | Yes | Partly | No |
| Scores with evidence per criterion | Yes | No | No | No | Partly |
| Works nights and weekends | Yes | No | No | No | No |
| GDPR notice and opt out built in | Yes | Partly | Partly | Partly | Partly |
Automated recruiting fails when it spams people, hides its reasoning or decides alone. RecruitingBot is built against all three.
Emails leave your own connected mailbox with a daily cap and a sending window, so deliverability is protected.
No candidate is rejected or advanced to a hire by software alone. You make every final call.
Every point links to evidence from the profile, CV, answers or test, so you can disagree with the reasoning, not a black box.
A flat plan that does not grow with salaries or placements. Cancel any time in the billing portal.
Import from CSV or your ATS and export the shortlist back with scores and answers.
Engineering, sales, marketing, product, design, finance, operations and support, each with its own test.
Every record carries its lawful basis, every message carries a notice and an opt out, and every candidate who does not reply is deleted on schedule.
Every plan runs the full pipeline. Bigger plans run more roles at once and add agency features.
For a startup or a small team hiring a few roles at a time.
$1,788 billed yearly Billed monthly, cancel any time
Choose StarterFor growing companies and small agencies filling roles every month.
$3,588 billed yearly Billed monthly, cancel any time
Choose GrowthFor recruiting agencies running many client roles at once.
$5,988 billed yearly Billed monthly, cancel any time
Choose AgencyPrices in USD. Monthly limits count usage in the billing period. Moving to a bigger plan charges the difference right away. Compare every limit
Anything else goes to support@recruitingbot.com, and a person answers.
Yes, when it is done the way RecruitingBot does it. Each sourced candidate is processed on legitimate interest, and the basis is logged per candidate and per role. The first message carries an Article 14 notice that says who you are, why you are writing, where the profile came from, how long the data is kept and what rights the candidate has. Every email has a one click opt out, and non responders are deleted automatically after 30 days unless you set a different window between 30 and 180 days.
Outreach goes from your own connected mailbox, in your name, with a daily sending cap per mailbox and a sending window of 8 am to 8 pm in the candidate's time zone. Each message is written for that person from their profile and the role. You can read and edit the sequence before launch and take over any thread at any time.
Every score is broken down by criterion from your rubric, with the evidence that earned or lost each point. You see why a candidate scored 91, not just the number. You edit the rubric before the search starts, and nobody reaches your calendar until they have replied, passed screening and taken the skills test.
No. It fills your ATS. You import candidates from CSV or your ATS, and you export shortlisted candidates back with their scores, answers and test results. Growth adds ATS import, Agency adds API access.
Monthly limits count usage in the billing period, so deleting a role or a candidate does not give quota back. Active roles is a limit on roles running at once, so closing a role frees that slot. You see usage in the dashboard and can move to a bigger plan at any time. The price difference is charged right away and the new limits apply immediately.
Never. You pay a flat subscription. There is no placement fee, no percentage of salary and no charge per interview.
Knowledge work roles where skills show up in a profile or CV: engineering, data, product, design, sales, marketing, customer success, operations, finance, HR and support. Each role gets its own job post, rubric, screening questions and skills test.
On Growth the shortlist link carries your branding. On Agency it is fully white label, and each client gets a separate workspace so their roles and candidates never mix.
Payments are final. You can cancel any time in the billing portal, and the plan stays active until the end of the period you paid for. Cancelling stops the next renewal.
See the example shortlist for your role first. It takes one field and no signup.