Recruitee vs Teamtailor: Pricing and AI Screening Compared

Short answer: Neither Recruitee nor Teamtailor publishes a price, and neither one ranks your applicants. Recruitee prices on plan, employee count and billing period, with a one-year minimum, a free trial and AI screening capped at 100 credits a month on its middle plan. Teamtailor is quote-only with no trial, but it offers US data hosting, which Recruitee does not. For a US team, hosting and screening volume decide it, not price.

These two land on the same shortlist constantly. Both are European, both are known for employer branding and clean career sites, and both now sell an AI screening feature. The comparison pages that rank for this search mostly quote a monthly price for each and a feature checklist. The prices are not published by either vendor, and the checklist misses the two things a US buyer should actually weigh. Everything below comes from each vendor's own pricing page and help center, re-checked in September 2026.

Recruitee vs Teamtailor pricing: what each one publishes

Neither vendor puts a number on its pricing page. Recruitee lists three plans, Start, Advance and Optimize, with full feature lists and states how the price is built. Teamtailor shows no plans at all, only "Let us give you a quote", with unlimited job postings and unlimited users promised regardless of what you pay.

Recruitee is the more transparent of the two about mechanics. Its pricing FAQ states that subscriptions are tiered on the plan you choose, the number of employees at your organization, and your billing period, that paying annually gives a 20 percent discount, and that contracts carry a minimum commitment of one year, which you can still pay monthly. So you know the three inputs to your quote before you ask for it.

Teamtailor publishes almost nothing about how its quote is built. Its quote form requires your number of employees, and its site segments customers into small to midsize (up to 1,000 employees) and enterprise (1,000 or more), so headcount clearly matters. But it does not publish plan names, a pricing basis, a contract length or a trial. What it does publish is scope: unlimited job postings, unlimited users and "over 250 features". That is a real advantage for a team that hires in bursts, because you are not paying for seats that sit idle between hiring pushes.

Is Recruitee cheaper than Teamtailor?

Probably at the entry level, though neither vendor lets you check. Recruitee's Start plan is built for early-stage teams and caps you at 5 active job posts, which signals a lower floor than anything Teamtailor sells. Above that, the answer depends on your headcount, because both vendors price on company size rather than on seats or usage.

The honest way to compare is to get both quotes at the same employee count and the same term, then look at what each quote actually buys. Two things tend to move the comparison more than the headline number. First, Recruitee's AI screening is not on Start at all, so the cheapest Recruitee quote is not a quote for the product with AI in it. Second, Teamtailor's Co-pilot is an add-on that a company admin has to activate, and Teamtailor does not publish whether it carries an extra charge. Ask each vendor, in writing, for the price of the tier or add-on that includes AI screening. That is the number to compare, and it is rarely the one on the first proposal.

If you want published rates to anchor the conversation, our ATS pricing comparison lists every applicant tracking system that does publish a figure, including the cheapest plan at each vendor that actually reads inbound resumes.

Does Recruitee or Teamtailor rank candidates with AI?

Neither one ranks. Both read the resume, cover letter and application answers against criteria you write and report which criteria each applicant meets. Recruitee returns a count such as "5/5 criteria met" and states it will not give rankings or suitability scores. Teamtailor returns a check, a cross or a dash per criterion. Both let you sort a stage by that count.

The details differ in ways that matter at volume. Recruitee's Screening Assistant allows up to 6 job-specific criteria, and its help article is direct about the limit of what it does: "It won't give you rankings, suitability scores, or 'top candidate' lists." You can filter and sort by the number of criteria met, which Recruitee describes as a way to organize candidates, not replace human assessment. It also tells you, as a requirement, that you must inform candidates AI is used in screening.

Teamtailor's Co-pilot sets a check or a cross only when there is enough information to support it, and shows a dash with its reasoning when a resume is silent or ambiguous. That is a careful design. It adds two things Recruitee does not document: a sort that puts candidates meeting the most criteria at the top, and a Smart move trigger that moves candidates to another stage automatically based on Co-pilot's results. Co-pilot runs on OpenAI's GPT models, per Teamtailor's documentation. If you want a genuine ranked shortlist inside Teamtailor, the route is a third-party marketplace integration, AI Screened by screened.io, which is a second vendor and a second contract.

A count of criteria met is a tally, not a ranking. On a role that draws 400 applicants, 60 of them may meet five of five, and the sort puts all 60 level at the top in no particular order. That is the point where most teams still end up reading by hand. We cover each vendor's screening in more depth in how Recruitee's AI screening works and what Teamtailor Co-pilot does with a resume.

How many candidates can Recruitee screen per month?

On the Advance plan, 100. Recruitee's pricing page lists the Screening Assistant at "100 credits/month" on Advance, and its help article describes the same allowance as 100 screenings per month. Optimize has full functionality with no stated cap. Trial accounts get 10 screenings. Start has no Screening Assistant at all.

A hundred a month sounds like a lot until you set it against a single busy requisition. A US customer service or warehouse role posted on a large job board routinely draws several hundred applications in a couple of weeks. On Advance, one such role can use the whole month's allowance before the second role opens, and the rest of the pile is read the old way. If your hiring is steady and low volume, Advance is fine. If it spikes, you are pricing Optimize, and that is the quote to ask for. Teamtailor publishes no volume limit on Co-pilot either way, so ask the same question there and get the answer in the order form.

Which is better for a US company, Recruitee or Teamtailor?

For most US companies, data hosting settles it before features do. Teamtailor offers two hosting regions, the EU in Ireland or US West in Oregon. Recruitee states it hosts data strictly in the European Union. If your security review, a client contract or an internal policy requires US-resident candidate data, Teamtailor passes that gate and Recruitee does not.

Both are credible on security paperwork. Recruitee states it is ISO 27001 certified and SOC 2 Type 2 certified, with the SOC 2 report available on request, and it markets EEO tools and support for EEOC in the US. Teamtailor states ISO 27001 and ISO 27701 certification and an annual SOC 2 Type 2 audit. Neither vendor's pages we checked mention New York City Local Law 144, which requires a bias audit and candidate notice when an automated tool substantially assists hiring decisions for NYC roles. Teamtailor has published an article on the EU AI Act saying some of its AI features will likely count as high risk under that law, which is a candid thing for a vendor to say.

If you hire in several states, the disclosure and audit rules are now different enough that it pays to track them properly rather than from memory; compliance software that tracks each obligation by jurisdiction is the cleaner way to keep up with notice requirements as Illinois, Colorado and New York City keep adding them. Whichever ATS you pick, the question for the demo is the same: what documentation would you hand a regulator about how this AI influenced who got an interview?

On the product itself, choose Teamtailor if unlimited users, employer branding and a large integration marketplace matter most and you need US hosting. Choose Recruitee if you want a trial before you commit, published plan structure, and a smaller team where Start or Advance covers your volume. Recruitee's parent company Tellent, headquartered in Amsterdam, reports more than 7,000 customers across its products. Teamtailor, founded in Stockholm in 2013, says on its US site that it has more than 13,000 customers.

What to ask in both demos

• What is the price of the tier or add-on that includes AI screening, at our employee count? Not the entry price, the AI price.
• How many applicants can the AI read per month on that tier, and what happens at the cap? Recruitee publishes 100 on Advance. Teamtailor publishes nothing.
• Where is our candidate data hosted? Get the region in the contract, not the sales deck.
• What do you provide for a NYC Local Law 144 bias audit? If the tool influences NYC hiring, you need an answer.
• Can the AI move candidates between stages without a recruiter? Teamtailor's Smart move can. Decide whether you want that on.

The gap both of them leave open

Recruitee and Teamtailor are both good applicant tracking systems that made the same deliberate choice: the AI tells you who meets your criteria and stops there. That is a defensible line to draw. It also leaves the part of screening that takes the most time, putting the qualified pile in order, with your recruiters. At a few dozen applicants per role, that is a short job. At several hundred, it is the week.

That is the part Prescreener does. It reads every inbound application in whichever ATS you choose, applies your knockout and eligibility rules the same way to everyone, and ranks the pile with a written reason under each candidate, so the 60 people who met every criterion arrive in an order you can defend. There is no monthly screening cap to plan around, and pricing is published at $199, $499 and $1,290 a month. A recruiter still makes every decision, and nothing is auto-rejected. If volume is your problem rather than tracking, start with bulk applicant screening and keep whichever ATS wins your demo. For how this pairing compares with the enterprise end of the market, see Recruitee vs SmartRecruiters.