ClearCompany Pricing in 2026Two meters, five packages, and the fees nobody mentions in the demo
ClearCompany prices recruiting per user and everything after the hire per employee. Run both meters at once and the bill stops resembling anything you modeled in a spreadsheet. Here is what buyers actually report paying, which package fits which company, and the six line items that show up after you sign.
The two-meter model
Meter 1: recruiting seats
The ATS and recruiting modules are billed per user. A user is anyone with a login who works requisitions: recruiters, coordinators, and usually every hiring manager who needs to leave a scorecard.
Meter 2: total headcount
Performance, engagement, learning, and compensation are billed per employee per month on your whole active roster, whether or not those people log in during a review cycle.
Rates shown are buyer-reported estimates compiled from software review sites and reseller comparisons, not published list prices. ClearCompany quotes every deal individually, so confirm current numbers before you budget.
Why nobody can tell you what ClearCompany costs
Start at the source. ClearCompany'spricing pagelists five packages and zero dollar figures. Every button opens a demo request. That is a deliberate choice, and it works fine for the vendor, but it means a talent leader trying to size a budget has nothing to anchor on before a discovery call.
So here are the numbers buyers report. Recruiting seats land around $60 per user per month at the entry level and near $80 for the advanced recruiting configuration. The full talent suite runs roughly $7 to $10 per employee per month, with the wider spread across module mixes sitting between $6 and $12. Those figures come from software review aggregators and reseller comparisons rather than from ClearCompany, and I would treat them as a floor for negotiation, not a promise. Cross-check them against user reports onG2, where the product holds a 4.6 rating across more than 500 reviews, and onCapterra.
The important part is not the rate. It is the structure. ClearCompany is a talent management platform with an ATS inside it, priced on two different meters that scale on two different things. Before you compare it to anything, read our breakdown ofwhat an applicant tracking system actually costsand the difference betweenan ATS and an HRIS, because half the confusion in this category comes from buyers pricing two different product types against each other.
One more framing note. Hiring volume drives the value of the recruiting half of this platform, and theBLS JOLTS seriesstill shows millions of monthly hires across the US economy. If your own requisition count is low and steady, you are buying capacity you will not use.
Package structure
The five packages and what each one leaves out
ClearCompany sells bundles rather than a single product with tiers. Which one you land in decides both your feature set and which meter you pay on. ClearLearn, the standalone learning module, sits outside this comparison because it rarely drives an ATS decision.
Hiring only
Per recruiter seat
Hiring plus early performance
Mixed seats + headcount
Post-hire people management
Per employee
The full suite
Per employee, all modules
ClearRecruit is the package most people mean when they say they are evaluating ClearCompany as an ATS. It covers requisitions, the career site, background checks, offer management, and onboarding. Sold on its own, it is a competent mid-market applicant tracking system with a per-seat price that sits well above what a small team expects to pay for hiring software.
TotalTalent is where the pitch gets interesting and the math gets heavy. One vendor covering hiring, onboarding, goals, reviews, engagement surveys, learning, and compensation has real appeal for an HR team tired of stitching four tools together. It also means your software cost now tracks total headcount, so every hire raises the bill on people who will never open a requisition. That trade is fine at 800 employees and painful at 120.
Pricing model
Per-seat recruiting is the line item that surprises people
Per-employee pricing is easy to model. You know your headcount, you multiply, you get a number that is roughly right. Per-seat recruiting pricing behaves differently, because seat count is a policy decision your organization makes badly by default.
Here is how it goes wrong. You buy six seats for the talent team. Then a hiring manager wants to read resumes without waiting for a PDF summary. Then an interviewer needs to leave a scorecard in the system instead of on Slack. Then the finance lead wants approval rights on offers. Every one of those requests is legitimate, every one improves your process, and every one costs another $60 to $80 a month. Teams end up rationing access to the system they bought to increase transparency.
My honest view: per-seat pricing on an ATS is a tax on good hiring practice.Google's re:Work researchon structured hiring depends on multiple trained interviewers scoring against the same rubric. If your ATS charges per person who can enter a score, you have a financial incentive to run a less structured process. That is backwards, and it is why we builtour own applicant tracking systemwith unlimited users on every plan.
Before your first pricing call, count two numbers: how many people need a login for a healthy process, and your total active headcount. Those two figures, not the plan name, determine what ClearCompany costs you. Then check the result against yourcost per hireto see whether the software line is defensible.
Hidden costs
Six costs that arrive after the handshake
None of these are unusual for enterprise HR software. All of them are easier to negotiate before you sign than after. Price every one during evaluation.
Annual commitment
Contracts are annual, billed up front or quarterly. There is no monthly rolling option, so a bad fit costs you a full year rather than a cancelled subscription.
Implementation and migration
ClearCare, the professional services arm, handles setup, data migration, and compliance configuration. It is quoted separately from your software line and is rarely optional for a real ATS switch.
Six to eight weeks of runway
Typical implementation runs six to eight weeks before your team is live. Budget the overlap: you are paying two systems while requisitions keep moving.
Module creep
The demo shows one platform. The quote shows four line items. Performance, learning, engagement, and compensation each carry their own rate, and dropping one mid-term is not usually allowed.
Integration and API tiers
Standard connectors are included, but payroll, assessment, and custom API access can sit behind a higher package. Confirm your exact integration list is in the tier you signed.
Headcount drift at renewal
Per-employee pricing is trued up. Hire forty people in year one and your renewal quote reflects the new roster, often without the discount that closed the original deal.
Implementation deserves the most attention. Six to eight weeks is a normal timeline for a platform that touches requisitions, employee records, and review cycles, but it has a cash cost most budgets miss: you are running two systems in parallel while candidates keep applying. OurATS migration checklistandimplementation guidecover how to keep that overlap short.
The renewal true-up is the other one worth pushing on. Per-employee contracts get recalculated against your actual roster, and a company that grew 30 percent in year one often faces a renewal quote that erases whatever discount closed the original deal. Ask for headcount bands with fixed rates written into the first contract.
Cost scenarios
What ClearCompany costs across four company sizes
These are directional models built from reported rates, not vendor quotes. Use them to decide whether a sales conversation is worth your time, then get real numbers.
40-person company, 3 recruiting seats
Hiring 15 roles a year
Likely package
ClearRecruit only
Estimated cost
~$180 to $240/mo software
The seat math looks fine until you add implementation. A team this size is buying an enterprise onboarding process to solve a problem a $49 to $199 per month ATS handles in an afternoon. ClearCompany's sales motion is consultative, and at 40 employees you are the smallest account in the room.
150-person company, 6 recruiting seats
Structured hiring, first HR platform
Likely package
ClearRecruit + performance
Estimated cost
~$1,400 to $1,900/mo
Six seats near $70 puts recruiting around $420, and 150 employees on the post-hire modules at $8 adds roughly $1,200. This is the size where the bundled story earns its keep, assuming you genuinely run review cycles rather than buying them for the roadmap.
500-person company, 12 recruiting seats
Multi-site, ADP payroll in place
Likely package
TotalTalent
Estimated cost
~$4,000 to $5,800/mo
This is the account ClearCompany is designed for. Deep ADP integration across Workforce Now and TotalSource matters at this size, and per-employee pricing usually improves as volume climbs. Push for a multi-year rate lock rather than a bigger year-one discount.
1,200-person company, 20 recruiting seats
High volume, heavy compliance
Likely package
TotalTalent + ClearCare
Estimated cost
$9,000+/mo plus services
Above a thousand employees the per-employee meter dominates every other line. Get the PEPM rate tiered by headcount band in writing, otherwise growth quietly rewrites your budget. Enterprise buyers at this size should also price a dedicated ATS next to a leaner HRIS.
The pattern is consistent. ClearCompany gets more efficient as you get bigger, which is the opposite of how most small teams assume software pricing works. Under about 150 employees the seat costs and the implementation load make it an expensive way to track candidates. Somewhere past 300 employees, with real performance and engagement programs running, the bundled model starts to beat four separate contracts.
If you are on the smaller end of that range, compare against the mid-market field first. Our guides tohiring software for small businessandJazzHR pricingcover the tools built for that size, andBambooHR pricingis the closest comparison if you want HR records bundled with hiring.
Fit analysis
When ClearCompany earns its price and when it does not
Worth the money when
- You run 300 or more employees and want hiring plus performance from one vendor
- ADP is your payroll system and the native integrations save real reconciliation work
- You have live goal-setting and review cycles, not just an aspiration to start them
- Compliance reporting and audit trails matter enough to justify a services engagement
- Your HR team has the capacity to run a six to eight week implementation properly
Hard to justify when
- Hiring is the actual problem and performance management is a someday project
- You want every hiring manager and interviewer in the system without a per-seat penalty
- You need to test the product on live requisitions before committing a year of budget
- Your team hires internationally and needs multi-country workflows beyond a US-first design
- You expect a modern interface, since G2 reviewers repeatedly call this one dated
The recurring complaint in G2 and Capterra reviews is not the price. It is the interface age and the clunkiness of the interview scorecard tool, which matters because scorecards are the mechanism that makes structured hiring work at all. If you are buying this platform to run disciplined interview loops, spend demo time inside the scorecard builder specifically, and compare it against the model in our guide tobuilding an interview scorecard.
The other gap is scope. There is no native payroll, benefits administration, or time tracking, so ClearCompany assumes a payroll platform sits next to it. That is a reasonable design choice, andSHRM's HR technology researchshows most mid-market teams already run multiple systems. Just do not budget for it as a single-vendor replacement when it is not one.
Buyer checklist
Nine questions to ask before you sign
Quote-based pricing rewards prepared buyers. Ask these in the first call, get the answers in writing, and you will negotiate from a much better position.
What is the exact per-user rate for recruiting seats at my seat count, and does it change by tier?
What is the per-employee rate for each post-hire module I am buying?
Do hiring managers and interviewers need paid seats, or is there a free limited-access role?
What does ClearCare implementation cost, and what exactly is included versus billed hourly?
How long is implementation for a company my size, from signature to first live requisition?
Is my headcount trued up mid-term, at renewal, or both?
What is the renewal rate, and can we fix it in headcount bands now?
Which integrations are in my tier, and which require an upgrade or custom API access?
Can I drop a module at renewal without repricing the entire bundle?
Question three does the most work. If interviewers need paid seats, your effective cost is a function of how many people you want involved in hiring decisions, and you should model it at the seat count of a healthy process rather than the minimum you can survive with. Track the result with therecruiting metrics that matterso you can defend the spend at renewal.
Put your whole hiring team in the system, without counting seats
Prepzo starts at $49 a month with unlimited users on every plan, AI resume screening, and AI interviews built in. No demo gate, no annual lock-in, no per-interviewer tax on running a structured process.
Try Prepzo freeFrequently Asked Questions
How much does ClearCompany cost in 2026?
ClearCompany does not publish list prices. Buyer-reported figures put the recruiting and ATS modules near $60 per user per month at the entry level and around $80 per user for advanced recruiting features, while the full talent suite lands between $7 and $10 per employee per month. Across all module mixes, reported deals fall in a $6 to $12 per employee range. Your actual number depends on headcount, seat count, module mix, and contract length.
Does ClearCompany publish its pricing?
No. The pricing page lists five packages, ClearRecruit, ClearTalent, ClearGrow, ClearLearn, and TotalTalent, but every one of them routes to a demo request instead of a price. Every number you find online is a third-party estimate or a buyer report, not a list price, so treat published figures as a negotiating baseline rather than a quote.
Is ClearCompany priced per user or per employee?
Both, and that trips up most buyers. Recruiting modules are billed per user, meaning each recruiter, coordinator, and hiring manager with a login carries a seat cost. Performance, engagement, learning, and compensation are billed per employee on your total headcount. A company with 6 recruiters and 300 employees is running two separate meters at once.
Does ClearCompany have a free trial?
There is no self-serve free trial or free tier. Access starts with a scheduled demo and a scoping conversation, then a custom quote. If you want to test a hiring platform on your own real requisitions before committing budget, you need a vendor with self-serve signup, because ClearCompany's model assumes a sales-led evaluation.
What does ClearCompany implementation cost?
Implementation is quoted separately through ClearCare, the professional services team that handles setup, data migration, and compliance configuration. It is not included in the software rate. Plan for six to eight weeks before go-live, and price the overlap where you are paying for both your old system and the new one.
What is a good ClearCompany alternative for a company under 200 people?
If your real problem is hiring rather than performance reviews, a dedicated ATS is a better buy. Prepzo starts at $49 a month with unlimited users, AI resume screening, and AI interviews, which removes the per-seat penalty entirely. Workable and JazzHR are the usual mid-market comparisons. Choose ClearCompany when you specifically want recruiting and post-hire talent management from one vendor and you have the headcount to justify the per-employee meter.
Resources & Further Reading
Related Guides
- Applicant Tracking System Cost in 2026
What ATS pricing looks like across the whole market
- ATS vs HRIS: What's the Difference?
Decide which product category you are actually buying
- Best ATS With AI Features
Where AI screening and scoring are more than a checkbox
- ATS Migration Checklist
Keep the two-system overlap as short as possible
External Sources
- ClearCompany Official Pricing Page
The five packages and the demo-request gate
- G2: ClearCompany Reviews
4.6 rating across 500-plus verified user reviews
- SHRM: HR Technology Research
How mid-market employers assemble their HR stack
- BLS JOLTS: Job Openings and Labor Turnover
Current US hiring volume for sizing your requisition load
