Pricing

Pricing paths built around rollout reality.

HireStrike is priced around interview volume, readiness visibility, and the amount of operational change your team wants to absorb.

Instead of presenting abstract tiers, we anchor pricing to where you are in the workflow: validating with one role, running recurring hiring or placement cycles, or scaling across teams with governance and support requirements.

Pilot

Validate one loop first.

Start with one role, one cohort, or one operational bottleneck.

Growth

Expand when the workflow sticks.

Move from a single use case into recurring interviews, training, and reporting.

What changes with scale

Volume

More interviews and reports

Support increases as review load and concurrency increase.

Depth

Readiness and training workflows

Programs with intervention loops need richer operational views.

Governance

Enterprise rollout support

Security, controls, and cross-team implementation shape the final plan.

Three commercial paths, depending on how far the workflow has to travel.

Pilot

Prove the signal with one role or one cohort.

Use this when the goal is speed of validation rather than full operational coverage.

Controlled interview volume for one hiring motion or one student group.

Structured reports and core scoring views.

Light onboarding so the workflow is testable quickly.

Request Pilot Quote

Growth

Run recurring cycles with readiness and training attached.

Best for active hiring teams or placement cells that need the loop to stay live over time.

Higher interview and reporting throughput across multiple cycles.

Readiness views, shortlist confidence, and intervention workflows.

Operational support for teams moving beyond one-off assessment use.

Request Growth Quote

Enterprise

Scale across multiple teams with governance built in.

Use this when implementation, security, support, and cross-team visibility matter as much as interview volume.

Custom throughput and rollout design for large or multi-tenant deployments.

Priority support, implementation planning, and stakeholder alignment.

Security and compliance collaboration for larger programs.

Talk to Sales

Plan fit

What determines the right package.

The strongest pricing conversations start from operational complexity, not from a PDF tier sheet. The questions below usually decide which path is actually right.

Companies How many candidates and roles move each month?

Interview volume, recruiter concurrency, and report turnaround shape the baseline package.

Colleges How many students and drives need visibility?

Cohort size, department segmentation, and reporting expectations affect the right plan.

Training Is readiness tracking part of the rollout?

When practice and intervention workflows are live, the product footprint is larger than interview scoring alone.

Support How much rollout help do you need?

Teams scaling across units usually need more implementation planning, support, and controls.

How buyers usually estimate plan fit.

For hiring teams

Start with the screening loop you are trying to improve and the review burden you want to remove.

Monthly candidate volume and interview concurrency
Number of roles and hiring teams involved
Expected report turnaround and shortlist SLA

For colleges and training teams

Estimate based on how many students need to move through interview, diagnosis, and intervention in one system.

Students per batch, department, and placement drive
Assessment frequency and training depth
Analytics, reporting, and accreditation visibility needs

For multi-team rollouts

Once the product is shared across several operating groups, support and governance start to matter as much as usage.

Security, access, and compliance requirements
Implementation timeline and stakeholder coordination
Support expectations during rollout and expansion