Screening · Jobvite pricing
Jobvite pricing: what Jobvite ATS costs, what Jobvite actually publishes, and the one rate that contradicts it
Jobvite publishes no price. Checked on September 9, 2026, jobvite.com/pricing carries no rate, no per-user figure, no starting-from number, and no plan names at all. Most quote-only vendors at least name their tiers so you know what you are comparing. Jobvite does not: the page sells a core ATS plus optional modules, and every call to action is Get My Quote. Its own FAQ asks "What pricing options does Jobvite offer?" and answers without a number.
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There is exactly one public rate attached to Jobvite that we can point at, and it does not come from Jobvite. The Capterra listing, read the same day, states a starting price of $400.00 per month under a plan it calls Basic, lists one plan, and marks a free trial as Available. Jobvite names no plan called Basic anywhere on its own site and advertises no trial. Treat the $400 as a directory figure that the vendor has not confirmed, not as a rate you can budget against.
The most useful real number we found is a customer report rather than an estimate. A roughly 1,000-employee nonprofit described a $65,000 current annual Jobvite contract and an $85,000 renewal budget in November 2025, with the module scope unspecified. That is a single data point, so do not generalize the amount, but the shape is worth reading closely: the buyer expected renewal to land about 31 percent above the expiring contract. If you are modeling Jobvite, model year two as well as year one.
One structural fact reframes the whole page. Jobvite, Lever and JazzHR are all owned by Employ Inc., which K1 Investment Management assembled by adding JazzHR and NXTThing RPO in 2021 and Lever in August 2022. Three sibling ATS products under one owner, and three completely different pricing policies: JazzHR publishes annual rates, Lever quotes, and Jobvite will not even publish a tier list. Which one you can price before a sales call has nothing to do with the software and everything to do with which segment that brand was bought to serve.
Why it works
What a published price gets your hiring team
A rate you can read today
Our price is on our pricing page. That matters when a budget approval needs a figure this week and the alternative is a quote cycle that starts with a discovery call about your hiring strategy.
Screening priced as screening
Jobvite sells a talent acquisition suite with recruitment marketing, CRM and onboarding attached. If the actual problem is that nobody has read the inbound pile, you should not have to buy the suite to fix it.
Keep Jobvite if it fits
Compliance-heavy hiring, I-9 and E-Verify handling and a 60-dashboard analytics layer are real reasons to run Jobvite. Prescreener sits in front of your ATS rather than replacing it, so nothing migrates.
What it handles
Parsed, scored and ranked on autopilot
Prescreener reads every inbound resume, applies your knockout and eligibility criteria, asks the screening questions you set, scores role-fit against consistent criteria, and ranks the applicant pile so your recruiters review the top matches first.
- Published flat pricing, no discovery call required to see a rate
- Runs alongside Jobvite rather than replacing your system of record
- Reads 100 percent of inbound applications as they arrive, automatically
- Applies your knockout and eligibility gates identically to every applicant
- Returns the pile ranked, with the written evidence behind each result
- Never auto-rejects: it ranks and flags, and a recruiter decides
- Bias-audited to support EEOC standards and NYC Local Law 144
Why Prescreener
One step that screens the whole inbound pile
Not a full ATS, not a six-figure assessment suite, and not a staffing agency. Parse, score, rank and hand off in one place, shaped to the criteria you already hire on.
Reads every resume
Prescreener parses every inbound application, applies your knockout and eligibility criteria, and asks the screening questions you set. Applicants consent and are told AI is screening their application, so no qualified person sits in a backlog for days.
Scores role-fit consistently
Every applicant is scored against the same criteria, with a transparent reason on each candidate, so the pile is compared consistently and the scoring stays bias-audited to support EEOC standards and NYC Local Law 144.
Ranks the pile
The strongest matches rise to the top of a ranked pile your recruiters review first. Prescreener never auto-rejects, it ranks and flags candidates for review, and your team makes every decision.
In depth
Jobvite pricing, line by line
How much does Jobvite cost?
Jobvite costs whatever your quote says, because Jobvite publishes nothing. The only public figure attached to the product is a $400 per month starting price on its Capterra listing, which Jobvite has not confirmed and which names a plan the vendor does not sell. Third-party sources put annual contracts anywhere from $4,000 to $100,000, and one customer reported a $65,000 annual contract at around 1,000 employees. Expect an annual term and a sales-led purchase.
That $4,000 to $100,000 band, attributed by 100Hires to HireHive and Ongig, is a factor of 25 from bottom to top. A range that wide is not a price, it is an admission that nobody outside the sales process knows. It is still useful as a sanity check: if you are a 200-person company and the first quote lands near the top of that band, something in the module list is doing the work, and you should ask which line item it is.
The reason the range is so wide is that Jobvite prices modules, not seats or plans. The core ATS is the base, and Career Site, Jobvite CRM, AI Companion, Recruitment Marketing, Onboarding, Analytics and Advanced Employee Referrals are all separate decisions. Two companies of identical size can be quoted very differently depending on how many of those they take, which is exactly why per-user comparisons against Bullhorn or Manatal do not transfer. Our ATS pricing comparison sets out which vendors publish a rate and which do not.
One cost line to pin down early is implementation. Jobvite does not publish an implementation fee, and third-party articles cite figures in the $1,000 to $10,000 area that we could not verify against any Jobvite source. Get it in writing on the first call, along with what it covers and what it does not, rather than discovering it after the subscription number is agreed.
| What you want to know | What Jobvite publishes | Best available evidence |
|---|---|---|
| Starting rate | Nothing | $400 per month on the Capterra listing, plan named Basic, unconfirmed by Jobvite |
| Per-user rate | Nothing | Not published in any unit. Priced on modules, volume and headcount |
| Typical annual contract | Nothing | One customer report of $65,000 a year at roughly 1,000 employees, scope unspecified |
| Published annual range | Nothing | $4,000 to $100,000 a year, third-party, a factor of 25 wide |
| Plan or tier names | None. No tiers are named at all | Capterra lists one plan and calls it Basic |
| Free trial | Not advertised anywhere on jobvite.com | Capterra marks a free trial as Available. The two sources disagree |
| Implementation fee | Nothing | Third-party estimates of $1,000 to $10,000, unverified |
| Renewal uplift | Nothing | One buyer budgeted an $85,000 renewal against a $65,000 contract, about 31 percent |
Swipe to see the full comparison →
What are the Jobvite pricing plans?
There are none, and that is the finding rather than a gap in our research. Greenhouse names Core, Plus and Pro without pricing them. Lever names a Core Platform without pricing it. Jobvite skips the step entirely: the pricing page describes a modular approach and asks you to request a quote. At least Greenhouse pricing gives you three named tiers to compare against, even without figures. You cannot place yourself in a tier before the call because there are no tiers to place yourself in.
What Jobvite does publish is the module list, so that is the thing to price out. Read from the live pricing and product pages on September 9, 2026, the components are the core ATS, a Career Site that Jobvite claims converts 3x more applicants, AI-Powered Candidate Matching, Jobvite CRM for multi-touch campaigns, the AI Interview Companion for structured interviews, Recruitment Marketing, Analytics with more than 60 dashboards, Onboarding covering W-4, direct deposit, I-9 and E-Verify, and Advanced Employee Referrals.
Jobvite positions itself for "sophisticated talent acquisition teams in highly regulated industries or organizations with complex compliance needs", and that positioning is consistent with the module list. Native I-9 and E-Verify handling is a genuine differentiator for US employers running volume hiring under federal work authorization rules, and it is not something the cheap per-seat tools do well.
The practical move, since you cannot compare tiers, is to compare quotes. Ask for a written quote that itemizes every module as its own line with its own rate, rather than one bundled annual figure. A single number is impossible to negotiate and impossible to trim at renewal, and it is how a modular vendor keeps modules you stopped using inside the contract.
| Jobvite component | Published rate | What it covers |
|---|---|---|
| Jobvite ATS (core) | Quote only | Candidate management, automation, Talent Fit candidate matching |
| Career Site | Quote only | Branded application experience, claimed 3x applicant conversion |
| Jobvite CRM | Quote only | Talent pipelines and multi-touch nurture campaigns |
| AI Interview Companion | Quote only | Real-time structured interview guidance, flags biased language |
| Recruitment Marketing | Quote only | Job distribution and candidate acquisition campaigns |
| Onboarding | Quote only | W-4, direct deposit, I-9 and E-Verify, document workflows |
| Analytics | Quote only | More than 60 dashboards across the hiring funnel |
| Advanced Employee Referrals | Quote only | Referral sharing, tracking and reward administration |
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Does Jobvite use AI to screen and rank resumes?
Yes. Jobvite Talent Fit reads inbound applications and surfaces the best-fit candidates against the job requirements. Jobvite describes it as AI that "instantly analyzes applications and surfaces best-fit candidates based on job requirements, so you don't waste time sorting through resumes". It is presented as part of the standard ATS feature set rather than as a separately named add-on, though since Jobvite publishes no tiers you cannot confirm from public sources that it is included at every quote level.
That places Jobvite on the permissive side of a split that runs right through this market. Some vendors read the pile and rank it. Others read everything and refuse to rank on principle: Teamtailor returns a check or cross per criterion and never a score, and Recruitee reports "5 of 5 criteria met" and declines to order candidates. Jobvite ranks. If your objection to AI screening is philosophical rather than practical, that distinction matters more than any feature list.
Ask one specific question on the call, because the public pages do not answer it: is Talent Fit included in the core ATS quote, or does it arrive with a module. This is the exact ambiguity that costs money elsewhere. Workday licenses HiredScore AI for Recruiting separately from core Recruiting. Bullhorn keeps agentic screening in its top quote-only tier. Lever runs two similarly named things, an included AI-powered screening capability and a separately paid AI Screening add-on by VONQ. Assuming inclusion is how buyers get surprised.
For US buyers there is a compliance dimension worth raising in the same conversation. If an AI tool contributes to screening decisions in New York City, Local Law 144 requires an annual independent bias audit and published results, and the employer carries that obligation regardless of which vendor built the model. Ask what audit documentation Jobvite supplies for Talent Fit and how the AI Interview Companion bias-flagging is evidenced, and get the answer in writing.
| Question | Jobvite Talent Fit | A dedicated screening layer |
|---|---|---|
| Reads inbound resumes | Yes, analyzes applications against job requirements | Yes, every application as it arrives |
| Ranks or surfaces best fit | Yes, surfaces best-fit candidates | Yes, ranked with a written reason per candidate |
| Written explanation per candidate | Not documented publicly | Yes, the evidence behind every result |
| Auto-advances or rejects | Not documented as doing so | No, ranks and flags for a human decision |
| Published price | None, for the ATS or the module | Yes, on the pricing page |
| Requires changing your ATS | It is the ATS | No, runs alongside Jobvite |
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Jobvite, Lever and JazzHR: one owner, three pricing policies
Jobvite, Lever and JazzHR are the same company. Employ Inc., backed by K1 Investment Management, brought JazzHR and NXTThing RPO together with Jobvite in 2021 and added Lever in August 2022. Employ runs them as a house of brands, so the products stay separate rather than merging, and in February 2026 it appointed Jerry Jao as CEO and Patrick Jean as CTO with a stated mandate to accelerate AI across the portfolio.
What makes this worth a section on a pricing page is that the three siblings treat buyers completely differently at the point where you ask what it costs. JazzHR publishes annual rates you can read without talking to anyone. Lever quotes, though enough negotiated deal data exists that a median is knowable. Jobvite publishes neither a rate nor a tier list. Same owner, same market, three levels of disclosure.
That is not an accident and it is not hypocrisy. It maps onto segment. JazzHR sells self-serve to small employers, where publishing is the acquisition channel. Jobvite sells to regulated, complex, larger hiring operations where every deal is negotiated on modules and volume. Knowing which segment a brand was bought to serve tells you roughly how the purchase will go before you make the first call.
The practical consequence for you: if you are evaluating Jobvite and it turns out your requirements are modest, ask the Employ sales team directly about JazzHR. It is the same parent, the rates are public, and moving the conversation to the sibling product is a normal thing to do rather than an awkward one. The same logic applies in reverse if the requirement is larger: our Lever pricing breakdown covers the third sibling and the negotiated deal data behind it.
| Employ Inc. product | Published rate | Pricing unit | AI resume screening at that rate? |
|---|---|---|---|
| Jobvite | Quote only. No tiers even named | Modules, volume, headcount | Talent Fit surfaces best-fit candidates. Inclusion by tier not public |
| Lever | Quote only. Vendr median about $15,400 a year | Quote | AI-powered screening in the Core Platform. AI Screening by VONQ is a separate paid add-on |
| JazzHR | $1,000 / $3,480 / $5,508 per year | Flat annual | AI candidate matching from the Plus plan |
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Why do Jobvite pricing articles disagree with each other?
Because there is no published source for them to agree with. When a vendor prices entirely by quote, every article stating a figure is doing one of three things: reporting one deal it heard about, aggregating procurement data, or estimating. Only the middle one generalizes, and almost none of them tell you which they did.
The disagreement here is unusually easy to demonstrate. Among the pages currently ranking for Jobvite pricing you will find $400 a month, roughly $10,000 a year as an average small-business contract, $15,000 to $20,000 for mid-market, about $127,000 a year for enterprise, and a $4,000 to $100,000 span. Several of these are describing genuinely different customers, which is fair, but they are presented as answers to the same question, which is not.
The $400 figure deserves particular caution because it is the one most likely to end up in a budget. It comes from a directory listing, it names a plan called Basic that Jobvite does not sell, and the same listing marks a free trial as Available when Jobvite advertises no trial anywhere. When a third-party record disagrees with the vendor on two checkable facts, its third fact is not evidence.
The rule we apply to our own pages is simple. Cite a rate only if it was loaded from the vendor pricing page recently, in the country you will buy in, and say plainly when a vendor publishes nothing rather than filling the gap with a plausible number. We have caught this repeatedly in our own verification work: a widely repeated rate quoted in the wrong currency at roughly double the real figure, a pricing page that rendered client-side so a crawler saw stale numbers, and a competitor row on our own site that stayed wrong for weeks. An estimate that lands at half the real cost is worse than an empty cell, because the finance approval built on it has to be redone.
What to ask before you sign a Jobvite contract
Eight questions, all answerable on the first call, every one of them something Jobvite does not publish.
First, what is the annual rate at our exact headcount and hiring volume, itemized by module rather than bundled. Second, is Talent Fit included in the core ATS at that quote or does it require a module. Third, what is the implementation fee, what does it cover, and is it one time. Fourth, what is the renewal uplift cap, in writing, for the full term, given that one public buyer report budgeted a renewal about 31 percent above the expiring contract. Fifth, is there a seat or volume minimum. Sixth, what happens to the rate if headcount grows 30 percent mid-term.
Seventh, is there a free trial or a sandbox, because the Capterra listing says yes and jobvite.com says nothing, and you should find out which is true before you plan an evaluation around it. Eighth, since we hire in the United States, what bias-audit documentation would we hand a regulator for Talent Fit under NYC Local Law 144, and what does the AI Interview Companion produce as evidence.
Then ask the question that decides whether any of this matters. What problem are you actually buying for? Jobvite is a broad talent acquisition suite with strong compliance and onboarding depth, and organizations that need I-9 and E-Verify handled natively alongside a 60-dashboard analytics layer are right to pay for it. If the real pain is that six hundred applications arrived this week and nobody has read them, that is a narrower problem than the suite is priced for, and a screening layer that runs in front of whatever ATS you already own will cost a fraction of it.
Good questions
Questions about jobvite pricing
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