GoodTime Pricing in 2026What per-candidate billing actually costs
GoodTime does not publish a price. Its pricing page is a form. But the company filed one real contract in a public marketplace, and that document contains the two numbers every buyer needs before booking the demo.
Everything GoodTime has priced in public
Verified August 4, 2026. The pricing page itself carries no numbers.
$750,000
One 36-month contract listed on AWS Marketplace, which works out to $250,000 a year
AWS Marketplace listing
$1.00
Overage price per annual candidate above contracted volume, filed as a usage dimension
AWS Marketplace listing
3 tiers
Starter, Professional and Enterprise. Every one of them says book a demo
SelectSoftware Reviews
No trial
No free trial and no free version of GoodTime Hire
Capterra
The listing carries its own disclaimer
GoodTime notes that the figure varies by customer and points buyers to private offers. Treat $750,000 as one real deal, not a rate card.
What GoodTime actually costs
GoodTime Hire automates interview scheduling for companies whose loops have outgrown a calendar invite. It handles panel coordination, interviewer load balancing, and two-way sync with the applicant tracking system. Priceline, Lyft and HubSpot are named customers. It is a good product with a serious problem for buyers: nobody publishes what it costs.
I checked every page currently ranking for this query on August 4, 2026. Capterra says contact vendor. SelectSoftware Reviews says book a demo for all three plans. Vendr puts its estimate behind a login. GoodTime's own pricing page describes the model without attaching a figure to it.
There is one exception, and it is the reason this article exists. GoodTime sells through AWS Marketplace, and marketplace listings require published pricing dimensions. That listing shows a 36-month contract at $750,000 and a usage dimension named annual_candidate priced at $1.00. GoodTime attaches a note saying the figure varies by customer and pointing buyers to private offers, which is fair. One filed contract is not a rate card. It is still more than anyone else in this category has put on the record.
If you are earlier in the evaluation and still deciding whether a dedicated scheduler belongs in the stack at all, start with our roundup ofinterview scheduling software and the widercost of an applicant tracking system. This piece is narrower. It is about how GoodTime decides what to charge you.
Cost driver 1
You are billed for candidates, not logins
GoodTime states it plainly: pricing is based on the number of candidates annually, not the number of users. That one sentence changes how you budget. Most tools in a recruiting stack punish you for giving access to people. GoodTime does the reverse, then charges you for hiring activity.
Two ways scheduling software gets billed
GoodTime sits on the right, which changes who you budget for
Per seat
Calendly, most ATS platforms, Prelude
Price driver
How many recruiters and coordinators log in
How it scales
Cost rises when you hire recruiters
The quiet part
A hiring manager who books one panel a month costs a full seat
Per annual candidate
GoodTime
Price driver
How many candidates move through your process in a year
How it scales
Cost rises when you hire more people, not more recruiters
The quiet part
Everyone can have a login. Volume spikes hit the invoice instead
My view is that this is the more honest of the two models, and I say that as someone who has written a fair amount about why per-seat pricing distorts hiring behaviour. When scheduling is billed per seat, the predictable outcome is that hiring managers never get a login, so coordinators end up as human middleware for every panel. We covered that trap in detail in our breakdown ofper-seat ATS pricing, and it applies with equal force to scheduling tools.
The per-candidate model removes that incentive. Give everyone access, including interviewers and hiring managers, since none of them cost anything extra. GoodTime also includes all integrations at every tier, deep two-way ATS sync included. Compare that to sourcing and CRM vendors who routinely gate the ATS connection behind the enterprise quote, a pattern we mapped in our guide tothe ATS integrations that matter.
The cost of that model is forecasting risk. Seat counts are stable and you control them. Candidate volume is not stable, and a good chunk of it is decided by things outside the talent team: a funding round, a new location, a product launch that triples applications. You are signing a contract whose price driver moves with the business, not with your headcount plan.
The math
How to estimate your quote before the call
The $1.00 overage rate is genuinely useful, because vendors set overage above the contracted unit price. Charging less for unplanned volume than for committed volume would make committing pointless. So the published rate functions as a ceiling on what GoodTime charges per candidate, and you can build a real budget from it without waiting for a proposal.
Your volume ceiling at the published $1 rate
Annual candidates multiplied by the $1.00 overage price. An upper bound, not a quote.
Seed stage, 40 hires a year
2,000 candidates
$2,000 / yr
Platform minimum will dominate the quote at this size
Series B, 200 hires a year
10,000 candidates
$10,000 / yr
The band where an ATS-native scheduler is the real competitor
Growth stage, 1,000 hires a year
50,000 candidates
$50,000 / yr
Coordinator headcount saved starts to cover the bill
High-volume enterprise
250,000 candidates
$250,000 / yr
Matches the annual shape of the published AWS contract
Overage rates are almost always set above the contracted rate, since the vendor wants you to buy the volume up front. So read every number here as a ceiling on the volume component of your quote. What sits underneath it is a platform fee nobody outside GoodTime has published.
Notice what happens at the bottom of that chart. The published $750,000 over three years works out to $250,000 a year, which lines up almost exactly with 250,000 candidates at the published unit rate. That is a very large employer, the kind running national hourly hiring or campus programmes at scale. It tells you the listed contract is an enterprise deal and not a floor, which means a mid-market buyer quoting that figure back in a negotiation is anchoring in the wrong direction.
Work the other way instead. Take your last twelve months of pipeline, count candidates at whatever stage you intend to define in the contract, and multiply by one dollar. A company hiring 200 people a year at a 50 to 1 applicant ratio has 10,000 candidates, so the volume component tops out around $10,000. Ask GoodTime to price against that number. If the proposal comes back at four times your ceiling, the platform fee is doing the work and you should ask what it buys.
Then set that total against what the process currently costs you. Coordinator time is the honest comparison, and our guides tocost per hire andtime to fill versus time to hire give you the two denominators worth using. A tool that saves half a coordinator on a 1,000-hire year pays for a $50,000 contract without much argument. The same contract at 200 hires a year does not.
Scheduling should not be a separate line item
Prepzo runs screening, interviews and scheduling in one system, with unlimited users on every plan and published prices you can read without a sales call.
Try Prepzo freeCost driver 2
The word candidate is the entire negotiation
Here is the part that decides your bill, and it is nowhere on any public page. GoodTime prices per annual candidate without publishing what a candidate is. Every buyer on a volume-priced contract needs that definition in writing, because the same company can produce wildly different counts depending on where you draw the line.
Definitions that inflate the bill
Every applicant who hits the careers page counts
A candidate re-entering for a second role counts twice
Reschedules and cancelled loops count as new candidates
Volume resets on the vendor's fiscal year instead of your contract date
What to hold out for
Candidates who reach the interview stage, counted once
A named threshold with the count method written into the order form
Rollover or true-up language for a hiring year that comes in light
A cap on the overage rate, or a pre-negotiated block of extra volume
A company with 60,000 applicants and 4,000 interviewed candidates is looking at a fifteenfold price swing depending on which word lands in the contract.
Run the numbers on a real shape. A company with 60,000 applicants a year interviews maybe 4,000 of them. Priced on applicants, the volume component of that contract is $60,000. Priced on interviewed candidates, it is $4,000. Same company, same year, same product, fifteen times the money. No other variable in this purchase comes close to mattering that much.
Since GoodTime is a scheduling tool, the defensible definition is candidates who actually get scheduled. You are not asking it to do anything with the 56,000 people who never reach an interview, so paying for them makes no sense. Push for that, get the counting method in the order form, and settle the edge cases while you still have room to negotiate: does a candidate re-entering for a second role count twice, does a rescheduled loop create a new count, what happens to a cancelled onsite.
Ask for true-up terms in both directions too. Hiring plans slip. A hiring freeze in month four of a twelve-month contract leaves you paying for volume you will never use, and the BLS JOLTS series is a standing reminder that openings move faster than anyone's annual plan. Volume-based contracts should carry rollover language. Most vendors will grant it if you ask before signing and refuse after.
One more clause worth chasing: cap the overage rate or pre-buy a block of extra volume at the contracted price. A dollar per candidate sounds small until a strong quarter adds 30,000 unplanned applicants to the count under an applicant-based definition.
Context
What the alternatives cost, and where they break
The nearest competitor is Calendly, which does publish prices: a free tier, Standard at $10 per seat per month on annual billing, Teams at $16, and Enterprise starting at $15,000 a year. Ten recruiters on Teams costs $1,920 a year. Against any plausible GoodTime quote that is a rounding error, and for one-to-one booking Calendly does the job.
It breaks on panels. A five-person onsite across three time zones, where two interviewers are interchangeable and one is the only person who can run the system design round, is a constraint-solving problem, not a booking problem. That is the gap GoodTime was built for, and it is the reason enterprise talent teams pay for it. If your loops look like the ones in ourpanel interview guide, the difference is real. If they are one screen and one onsite, it is not.
Worth knowing on the competitive picture: Calendly acquired Prelude in September 2022 and said it intended to merge the product into Calendly as a single scheduling platform. Prelude was the closest thing GoodTime had to a direct rival, and it now sits inside a general-purpose scheduling company. Raise that on a GoodTime call, and raise the roadmap question on a Calendly call.
The option most buyers skip is the scheduler already sitting in the ATS. Greenhouse, Ashby, Workable and most modern systems ship self-scheduling and panel coordination as standard, and you have already paid for it. Before signing a separate contract, have a coordinator run two weeks of real loops through the native tool and write down exactly where it failed. If the answer is nothing serious, you have your decision. Our guide tothe best ATS for high-volume hiring covers which systems hold up under real throughput.
Verdict
Who should be on this call at all
Worth a demo: high-volume employers with complex loops
If you run thousands of interviews a year across panels, time zones and interviewer pools, coordinator time is your real cost and GoodTime attacks it directly. The per-candidate model also means you can put every hiring manager in the tool without a budget conversation.
Probably not: teams under a few hundred hires a year
At that size the platform fee dominates and your volume is too small to earn a good unit rate. SelectSoftware Reviews reaches the same conclusion, noting the product gets expensive unless you hire a large number of people. Your ATS scheduler plus Calendly Teams will cover it for a fraction of the money.
Only with the definition settled: anyone with a big applicant funnel
Retail, hospitality, healthcare and logistics employers pull enormous applicant counts against modest interview counts. That ratio is exactly where an applicant-based definition turns a sensible tool into a six-figure line item. Settle the wording before you discuss price.
Skip it if scheduling is not your bottleneck
Plenty of slow hiring processes are slow because hiring managers take six days to submit feedback, not because a calendar was hard to fill. Automating the calendar does nothing for that. Google re:Work makes the case that decision quality comes from structure, and structure is cheaper than software.
Overall I rate the model higher than the transparency. Charging by hiring activity rather than by login is the right instinct, and including every integration at every tier is genuinely rare. What I would push back on is refusing to publish a starting price while pricing on a unit the buyer cannot verify. When the meter runs on a word the vendor defines and the customer cannot audit, the burden of proof should sit with the vendor. Go in with your own number, and make them price against it.
Frequently Asked Questions
How much does GoodTime cost?
GoodTime does not publish prices. Its pricing page routes everyone to a custom proposal form. The only figures in the public record sit on its AWS Marketplace listing: one 36-month contract priced at $750,000, which is $250,000 a year, and an overage rate of $1.00 per annual candidate above contracted volume. GoodTime notes on that listing that pricing varies by customer, so treat the $750,000 as a single large enterprise deal rather than a starting price.
Is GoodTime priced per user or per candidate?
Per candidate. GoodTime states on its own pricing page that pricing is based on the number of candidates annually, not the number of users. That means adding recruiters, coordinators or hiring managers does not raise the bill, but a busy hiring year does. It is the opposite of how Calendly and most applicant tracking systems bill.
Does GoodTime have a free trial?
No. Capterra lists GoodTime Hire with no free trial and no free version. Evaluation happens through a sales-led demo and, in most cases, a pilot negotiated as part of the contract. If you want to test scheduling automation without a commitment, Calendly's free tier and the scheduling built into your existing ATS are the realistic starting points.
What are the GoodTime pricing tiers?
SelectSoftware Reviews lists three plans: Starter, Professional and Enterprise. None of them carry a published price, and all three route to a demo booking. GoodTime says all integrations, including two-way ATS sync, are included regardless of tier, which is unusual in this category where integrations are normally the upsell.
How do I estimate my GoodTime quote before the demo?
Take your expected annual candidate volume and multiply it by the published $1.00 overage rate. That gives you a ceiling on the volume component of the quote, since overage rates are set above contracted rates. A company running 10,000 candidates a year should expect the volume portion to land under $10,000, with a platform fee on top. Go into the call with that number and ask GoodTime to price against it.
What counts as a candidate in GoodTime's pricing?
This is the single most important question to settle before signing, and GoodTime does not define it publicly. The gap between counting every applicant and counting only candidates who reach an interview can be a tenfold or fifteenfold difference in price. Get the definition, the counting method, and the treatment of repeat candidates and reschedules written into the order form rather than discussed on a call.
Is GoodTime worth it compared to Calendly or ATS-native scheduling?
It depends on how complex your interview loops are. Calendly Teams costs $16 per seat per month on annual billing and handles one-to-one booking well. It was never built for a five-person panel across three time zones with interviewer load balancing, which is the problem GoodTime solves. If your coordinators spend most of their week rebuilding panel schedules, GoodTime has a case. If your loops are one or two interviews, your ATS almost certainly already does this.
Did Calendly buy Prelude, and does that change the comparison?
Yes. Calendly acquired Prelude in September 2022 and stated at the time that it planned to merge the product into Calendly to give customers a single scheduling platform. That folded the closest direct competitor to GoodTime into a general-purpose scheduling company, which is worth raising on a GoodTime call as a negotiating point and worth checking on a Calendly call as a roadmap question.
Published prices, unlimited users
Prepzo runs AI screening, AI interviews and candidate tracking in one system. Every plan includes the whole team, and the price list is on the website.
Try Prepzo freeResources & Further Reading
Related Guides
- Interview Scheduling Software Compared
The category on price, panels and ATS sync
- What an ATS Really Costs
Seat maths, implementation fees and renewals
- How to Reduce Time to Hire
Where scheduling delay actually sits in the funnel
- Recruiting Automation Tools
What to automate before you buy a scheduler
External Sources
- GoodTime: Official Pricing Page
Source for the per-candidate billing model
- AWS Marketplace: GoodTime Hire
The $750,000 contract and $1.00 candidate rate
- Capterra: GoodTime Hire
Confirms no free trial and no free version
- Bureau of Labor Statistics: JOLTS
Why annual hiring volume is hard to commit to
