Workable AI recruiter pricing and what the agent credits really cost

At the time of writing, Workable publishes these prices for its 1 to 20 employee band. Standard is 299 USD a month or 3,588 USD a year, and annual billing is labeled "save 20%". Premier is 599 USD a month with 7,188 USD paid annually. Enterprise is 719 USD a month with 8,628 USD paid annually. Use the listed annual totals for budgeting rather than applying another discount to them.

Standard add ons are sold separately. Texting+ costs 89 USD a month, Video interviews+ 109 USD, Assessments+ 59 USD, and Performance and Engagement+ 39 USD. Premier includes texting, video interviews, assessments, referrals, performance and engagement. If you need several of those capabilities, compare their combined cost before choosing Standard.

Prices rise with company headcount. Bands run from 21 to 50 employees up to 1000+, but their amounts are not shown without selecting them. A growing startup needs a quote or a selected band for its expected size. Workable is a full ATS and system of record with HR features, so its subscription buys more than recruiting automation.

The 15 day trial requires no credit card, but it does not include Workable Agent. You can evaluate the ATS during that trial; you cannot use it to establish how the paid agents perform on your roles.

Every plan includes the Job Brief Agent. Sourcing, Screening and Engagement Agents are add ons that consume AI credits. The Screening Agent scores applicants against an ideal candidate profile and gives a written explanation. The Engagement Agent starts a follow up chat when information is missing. The Sourcing Agent draws on a database Workable cites at 400 million+ profiles.

Evaluate uses 1 credit per candidate screened against the ideal candidate profile. Source uses 2 credits per passive candidate added. Chat uses 10 credits per candidate chat interaction. Workable says the same candidate within 30 days counts once. That rule matters when estimating repeat activity, but a candidate count alone does not describe your mix of screening, sourcing and chats.

Every ATS plan includes 3,000 complimentary credits, which Workable describes as enough to try the agent across roughly three roles. Your coverage depends on activity per role. A search with many follow up chats spends credits differently from an applicant pool that only needs evaluation.

Bundles cost 600 USD for 5,000 credits at 0.12 USD each, 1,000 USD for 10,000 at 0.10 USD each, or 4,750 USD for 50,000 at 0.095 USD each. Larger volumes have custom pricing. Credits expire one year after purchase and are non refundable. Workable's help center says extra credits require an annual plan, so confirm eligibility before budgeting a top up.

Assume each role involves 400 applicants evaluated, 150 passive candidates sourced and 60 candidate chat interactions. These are illustrative workload assumptions, not typical usage or a hiring forecast. The table assumes distinct chargeable activity after the counting rule above and repeats that workload across 10 roles in a year.

Apply that 1,000 USD credit purchase to the published annual ATS prices. The Standard example adds assessments for twelve months; Premier already includes assessments. RecruitingBot rows show subscription costs at the selected billing rate. These are different product scopes, so the lowest total alone does not settle the decision.

This example uses the initial 3,000 complimentary credits and does not assume they renew. Check purchase timing against credit expiry. Replace the sample workload with your own before committing to a bundle.

Workable is the better buy when your team needs its ATS and HR features as the foundation of hiring. Keeping applicant records and recruiting activity in that system can matter more than reducing the automation subscription. If your team already works there, adding agents lets it evaluate candidates against the ideal profile and request missing information within that setup.

Premier also deserves a fair comparison when you need its included tools. A business that uses texting, video interviews, assessments and HR features should price that full scope. RecruitingBot does not replace those ATS and HR capabilities. If the trial confirms Workable fits your process, evaluate the additional agents separately with a realistic credit allowance.

A flat subscription makes sense when your main purchase is help getting from a job brief to a ranked shortlist. RecruitingBot runs the job post, weighted rubric, sourcing, outreach, screening, auto scored skills tests and interview booking. Outreach comes from your own Gmail or Outlook mailbox, and interviews go into Google or Microsoft 365 calendars. The AI recruiting software workflow explains that scope.

Starter costs 299 USD monthly or 149 USD per month billed yearly. It includes 3 active roles, 1,500 candidates analyzed, 300 contact reveals, 600 outreach emails and 50 skills tests a month, with 2 seats and 1 mailbox. Ten roles spread across a year can fit the active role limit; ten simultaneous searches cannot. Monthly activity limits also need checking.

Growth costs 599 USD monthly or 299 USD per month billed yearly. It includes 8 active roles, 5,000 candidates analyzed, 800 reveals, 2,000 emails and 200 skills tests a month, with 5 seats and 3 mailboxes. Agency costs 999 USD monthly or 499 USD per month billed yearly. RecruitingBot has no hiring fees and no credits, but plan capacity still applies. Compare the published prices and included limits.

For a founder, the deciding question is which work still needs doing after paying. Our AI recruiter guide for small businesses and recruiting workflow for startups help frame that choice. For an alternative focused on sourcing, compare the Fetcher pricing and annual cost breakdown.

You can keep Workable as the ATS and import its candidates into RecruitingBot on Growth or Agency. CSV import is available on every plan; Greenhouse and Lever imports also require Growth or Agency. Agree which records your team maintains in Workable and which recruiting steps RecruitingBot handles. An import does not by itself establish a two way sync.

Start with a defined role and a weighted rubric, then use automated resume screening to compare candidates consistently. Budget both subscriptions if you retain Workable. A small team can instead run a small hiring loop without an ATS, provided that matches its record keeping needs. Once someone joins, pairing their manager's onboarding plan with an AI mentor for the new hire can support their first weeks of productive work.