Teamtailor Pricing in 2026What you actually pay, what is bundled, and where the bill grows
Teamtailor is one of the most popular ATS platforms in Europe, with a growing US footprint. Pricing is per employee, not per seat, which sounds friendly until your headcount climbs. Here is the honest math.
Teamtailor pricing tiers at a glance
Single-location, light hiring
From ~$199/month
Mid-market, multi-stakeholder hiring
From ~$399/month
Large teams, multi-brand, regulated
Custom quote
Prices are directional estimates compiled from user-reported data. Always verify current rates with Teamtailor sales.
How Teamtailor structures its pricing
Teamtailor sells three plans: Core, Pro, and Enterprise. Each plan is priced in bands that scale with your total company headcount. A 20-person company on Pro pays roughly half of what a 150-person company on Pro pays for the exact same feature set. Recruiter and hiring manager seats are unlimited on every plan, which is genuinely useful, but the per-employee model means your renewal quote rises with every hire.
Public pricing is not posted on the website. The numbers in this article are stitched together fromG2 reviews,Capterra entries, and direct quotes that buyers have shared inrecruiting communities. Treat them as a planning frame, not a contract guarantee. Negotiate, especially on annual commitments and headcount escalation.
The product itself leans into employer branding. Teamtailor career sites are the best in the category. The page builder is genuinely good, the candidate experience is clean, and the company culture pages convert better than most. If your funnel problem is brand-led applications, Teamtailor earns its price tag. If your funnel problem is recruiter productivity or AI screening, the value gets thinner. We dig into that gap in our piece onwhy traditional ATS analytics are brokenand our overview of theAI-native ATS playbook.
One more upfront note. Teamtailor is a Stockholm-based company with strong GDPR posture and EU data residency options. For European buyers, that matters. For US buyers, the data residency story is good but not differentiated, and the AI roadmap trails the leading US-built ATS platforms.
Plan breakdown
What each Teamtailor plan actually gives you
The three plans target different stages of hiring maturity. Here is the practical view of what you get and where each plan starts to strain.
Core: brand-led hiring for small teams
Core unlocks the branded career site, unlimited jobs, a basic candidate pipeline, and email-based communication. For a 15 to 30 person company that wants a polished careers page and a clean inbox for applications, Core does the job. It is also the only plan most early-stage teams actually need for the first 18 months of operation.
The ceiling shows up quickly once hiring goes cross-functional. Custom permissions, anonymous hiring, and triggers all live on Pro. You can run a structured process on Core, but you will configure it manually and trust your recruiters to enforce it. The same goes for AI assistance. Core gives you very little of it.
Pro: the practical choice for scaling teams
Pro is where Teamtailor earns its reputation. The career site builder gets serious, you get triggers and automations, custom permission roles, anonymous hiring mode, AI candidate matching, and the partner app library opens up. Most companies in the 50 to 300 employee range land here.
My honest take: Pro covers about 80 percent of what a structured hiring team needs. The remaining 20 percent (deep analytics, sandbox environments, SSO, multi-language careers sites, custom DPAs) sits behind Enterprise. That gap matters once you cross 200 employees or operate in a regulated industry. If you want to understand what a tightly run pipeline looks like, ourrecruitment funnel guidewalks through the stages most teams should be measuring.
Enterprise: custom contracts for large or regulated teams
Enterprise is negotiated. It unlocks SSO, SCIM, multi-language career sites, multi-brand support, sandbox environments, API access at scale, custom data processing agreements, and a dedicated customer success manager. It also opens the door to procurement-friendly contract terms, which becomes important once you involve legal and IT.
Enterprise pricing typically lands between $2,500 and $6,000 per month for organizations above 500 employees, based on user-reported figures onVendr. The actual quote depends on contract length, headcount band, and how aggressive your procurement team is. Two-year commitments usually unlock 15 to 25 percent off the list rate.
Per-employee pricing
Estimated monthly cost by company size
Headcount, not job count, drives your bill. Here are directional ranges based on user-reported data. Exact quotes vary by region, contract length, and product mix.
| Company size | Core | Pro | Enterprise |
|---|---|---|---|
| 1 to 25 employees | $199 to $249 | $329 to $399 | Custom |
| 26 to 100 employees | $329 to $499 | $499 to $749 | Custom |
| 101 to 500 employees | $599 to $999 | $899 to $1,499 | $1,500 to $3,000+ |
| 501 to 2,000 employees | Not typically sold | $1,499 to $2,999 | $2,500 to $6,000+ |
| 2,000+ employees | Not sold | Negotiated | $5,000 to $15,000+ |
Estimates only. Verify with Teamtailor sales for accurate quotes.
One detail worth flagging: the per-employee model treats every employee the same, whether they touch hiring or not. A 200-person engineering company with two recruiters pays the same headcount band as a 200-person retail business with twelve hiring managers. Some buyers love this because it caps recruiter cost. Others hate it because they pay for users who never log in.
TheBLS JOLTS reportshows turnover and hiring volume vary widely by industry. Software companies hire roughly 20 percent of headcount per year on average. Retail and hospitality run at 60 percent or more. The headcount-priced model is generous for high-turnover teams and punishing for software companies that hold onto talent. If you understand your annualized hiring intensity, you can quickly model whether per-employee pricing wins or loses against per-seat alternatives like ourAshby pricing analysisshows.
Hidden costs
Where Teamtailor costs grow beyond the base subscription
The subscription is the headline. The total bill is bigger. These six cost drivers catch most buyers off guard at renewal time.
Per-employee scaling
Teamtailor prices by company headcount, not active jobs or recruiter seats. Hire 30 people and your renewal quote climbs even if your hiring volume is flat.
Promotions library
Boosting jobs to LinkedIn, Indeed, or local boards runs through Teamtailor's promotion credits. Each campaign is billed on top of the subscription.
Multi-language career site
Translating your career site into multiple languages typically requires Pro or Enterprise. Companies hiring across the EU often discover this only during sales calls.
Assessments and partner apps
TestGorilla, Alva Labs, HiPeople, and other assessment partners integrate cleanly but bill you separately. Background checks work the same way.
AI features behind Pro
AI candidate matching, summary writing, and screening assistants live on the higher tier. Teams testing Core feel the gap fast once they want assistance.
Subsidiary and brand splits
Running separate career sites for each brand or subsidiary needs Enterprise. Holding companies and franchise groups end up there by default.
Promotions are the biggest sleeper cost. Teams that boost two or three roles a month to LinkedIn and Indeed via Teamtailor's promotion library spend an extra $300 to $1,000 monthly on top of the subscription. That number rarely shows up in the original sales conversation. If sponsored posting is core to your sourcing strategy, model it explicitly. Our piece onrecruitment marketingcovers how to weigh paid promotion against organic candidate flow.
Per-employee escalation is the second sleeper. A 60-person company on Pro pays roughly $700 per month. Hire 40 people over the next year and your renewal can land at $1,200 per month, even though your hiring volume might be flat or down. Teamtailor will not pro-rate down if you shrink. Lock in a multi-year deal at your current band if you expect strong growth, or negotiate a generous escalation cap.
Real-team scenarios
What Teamtailor actually costs three real-shaped teams
These are illustrative, not vendor quotes. They use realistic hiring patterns and rolled-up add-on costs. Treat them as a sanity check on your own modelling.
20-person agency
5 to 8 open roles, 1 in-house recruiter, branded careers page is a priority
Plan
Core
Estimated cost
$249 to $349/month
Career site quality is the headline value. Keep promotions modest and the math holds together.
120-person scale-up
12 to 20 open roles, hiring managers as active users, multiple departments
Plan
Pro
Estimated cost
$899 to $1,499/month
Triggers, anonymous hiring, and custom permissions become useful. Promotions add 20 to 40 percent on top.
600-person multi-brand
Three brands, 30+ open roles, EU compliance, SSO required
Plan
Enterprise
Estimated cost
$2,500 to $6,000/month
Custom contract. Negotiate per-employee escalation caps and audit who actually uses the platform.
The 120-person scale-up is the inflection point. Teams of that size hire across multiple functions, want triggers and automations, and need permissions discipline. Pro delivers all of it, but the bill jumps from a few hundred dollars per month to roughly $1,000+ without much warning. Run the per-hire math before renewing. Our guide tocalculating and reducing cost per hireputs software spend in the right context.
The 600-person multi-brand example is where pricing becomes negotiable. Enterprise quotes vary widely. Buyers who go in with a competitive analysis (Greenhouse, Lever, Pinpoint, Recruitee) typically save 15 to 30 percent versus accepting the first offer. Always demand line-item pricing for promotions, partner apps, and headcount escalation rules. The first quote is rarely the best quote.
Fit analysis
When Teamtailor is the right call and when it is not
Teamtailor works well when
- Employer brand and careers page quality matter to your funnel
- You want unlimited recruiters and hiring managers without seat tax
- You hire across multiple departments with broad stakeholder involvement
- You operate in Europe and value GDPR-first product posture
- Your team will use the page builder and content tools, not just the ATS
Teamtailor strains when
- Your headcount grows fast and per-employee escalation is hard to forecast
- You want AI-native screening, scoring, and interview automation as default
- Your hiring volume is heavy in tech and you need engineer-grade analytics
- Promotions and partner apps stack up to a meaningful share of total spend
- You need deep custom workflows beyond Teamtailor's trigger model
The teams that get the most from Teamtailor are brand-led and people-first. Their candidate experience is a real competitive advantage and they want a platform that respects that. The teams that move on usually do so because they want either deeper analytics or AI-native screening that does the work, not just assists. If you fall into the second camp, ourAI-native ATS playbookis a good next read.
For comparative reference points, ourbest ATS for startups guideand ourWorkable pricing breakdownsit alongside this article in any serious evaluation.
Buyer checklist
Questions to ask Teamtailor before signing
Sales conversations move quickly. These seven questions force the discussion onto the costs and limits that matter once the contract is signed.
What headcount band am I quoted for, and what triggers a band change at renewal?
What is the per-employee escalation cap if I grow 30 percent next year?
Are job promotions billed via credits or unit price, and what is the typical monthly spend at my size?
Which AI features are on Core versus Pro, and what is on the roadmap for the next two quarters?
Does Pro include sandbox access, or is that strictly Enterprise?
If I shrink headcount mid-contract, will my subscription pro-rate down?
What is the standard discount for a two-year commitment versus annual?
The escalation cap question is the most important one. Per-employee pricing is friendly today and brutal at renewal if your headcount grows fast. Negotiate a fixed band for 24 months, or a clear cap of 10 to 15 percent year-over-year, before signing. Our piece onrecruitment metrics and KPIscovers the analytics depth you should expect from any modern ATS, and it is a useful checklist when comparing what Pro versus Enterprise actually delivers.
Want a hiring OS without per-employee escalation?
Prepzo gives every team unlimited users on every plan, AI screening that does the work, and pricing that does not punish growth. No headcount tax. No promotion credits. No add-on games.
Try Prepzo freeFrequently Asked Questions
How much does Teamtailor cost per month in 2026?
Teamtailor does not publish public pricing. Based on user reports on G2, Vendr, and Capterra, Core plans start near $199 per month for very small teams and scale to roughly $999 per month for companies in the 100 to 500 employee range. Pro adds 30 to 60 percent on top of Core for the same headcount band. Enterprise is custom and typically lands between $2,500 and $6,000 per month for organizations above 500 employees.
Does Teamtailor charge per recruiter or per employee?
Per employee, not per recruiter. This is a meaningful difference from Greenhouse, Lever, and Ashby, which price per recruiter seat. Teamtailor includes unlimited users on every plan, then bands the subscription to your total company headcount. Headcount growth raises your renewal quote even if your hiring volume is flat.
What is not included in Teamtailor's base Core plan?
Core leaves out custom permissions, triggers and automations, anonymous hiring mode, SSO, sandbox environments, multi-language career sites, advanced analytics, and most AI features. Boosted job promotions and assessment partners (TestGorilla, Alva Labs, HiPeople) are billed separately on every tier. Always ask sales for a line-item breakdown before signing an annual contract.
Is Teamtailor good for startups or small businesses?
If your priority is a beautiful, brand-forward career site, yes. Teamtailor leads the market on careers page design and employer branding tooling. If you want AI-native screening, structured scoring, or unlimited automations on the entry tier, the math gets uncomfortable fast. Small teams that grow past 50 employees often see a 60 to 100 percent renewal jump that catches them off guard.
What are the main Teamtailor alternatives?
Common alternatives include Greenhouse and Lever for structured tech hiring, Ashby for analytics-heavy teams, Workable for SMB simplicity, and Prepzo for AI-native hiring with unlimited users on every plan. Pinpoint and Recruitee compete with Teamtailor most directly on career site quality. The right pick depends on whether your bottleneck is candidate experience, recruiter productivity, or hiring manager engagement.
Does Teamtailor offer a free trial?
Teamtailor offers a guided demo and a limited trial period after a sales conversation. There is no self-serve free tier. Trial setup is hands-on, which is useful for vetting the product but slower than tools you can spin up in minutes. Plan two to three weeks for a proper evaluation.
Resources & Further Reading
Related Guides
- Best ATS for Startups in 2026
Side-by-side ATS comparison including Teamtailor
- Workable Pricing in 2026
Per-job model contrasted with Teamtailor's per-employee model
- Ashby Pricing: The Hidden Cost of Per-Seat ATS
How seat-based ATS pricing ages as teams grow
- Recruitment Marketing Strategy
Where Teamtailor's career site really earns its money
External Sources
- G2: Teamtailor Pricing Reviews
User-reported pricing data and tier comparisons
- Vendr: Teamtailor Marketplace
Aggregated buyer-reported contract data
- BLS JOLTS: Job Openings and Labor Turnover
Industry hiring intensity data for ROI modeling
- SHRM: Talent Acquisition Resources
Benchmarks on ATS adoption and hiring costs
