Find your fit
Who it is for
A hiring manager handling several vacancies can use a careers page and screening questions to collect applicants in a consistent format. Recruiters can then review the candidates for each job rather than maintaining a separate spreadsheet and email trail.
It may also suit a team with many reviewers but a bounded number of active roles: the public plans list unlimited members while job-post capacity changes by tier. Count simultaneous openings and check the chosen tier before inviting the whole hiring team.
The work it supports
Core capabilities
Build a branded careers page or embed the jobs widget on an existing website. GoHire Help says website installation is required to activate free automatic posting to boards such as Indeed, Glassdoor and Google for Jobs, so check the installation route before budgeting on that distribution.
Add screening questions to an application form using open text, single choice or multiple choice answers. Choose questions that are actually relevant to the role and review what a candidate sees before publishing the vacancy.
Use a separate pipeline for each job, beginning with its default All Candidates stage. Add and reorder stages that reflect the team’s real process; templates let similar vacancies reuse a stage structure.
When editing a live pipeline, check which candidates occupy each stage. Deleting a stage does not delete its candidates, but moves them back to All Candidates; a recruiter should confirm their next handoff afterward.
Rate, shortlist or disqualify applicants from the job list or candidate profile. Those internal changes do not themselves notify candidates, so plan a separate communication step when an applicant needs a response.
Send additional questionnaires to individuals or selected groups when an application needs more detail. Review the recipient list and message before a bulk send, since the questionnaire reaches real candidates by email.
Offer interview self-scheduling from configured availability. A candidate can choose a slot through a link with an expiry, while the team should verify locations, calendar connections and time zones for the role.
Use an interview evaluation template to collect consistent questions and scorecards. Request evaluations from coworkers, then compare the recorded feedback before advancing a candidate.
Automated stage actions can send email, add a note or issue a questionnaire when a candidate moves stages. Test those triggers with fictional records first so a bulk stage change does not unexpectedly send applicant messages.
Free and paid job boards appear in the product’s distribution options. Choose boards for the role and market, then verify which placements require a separate purchase instead of assuming every board is included.
Understand the offer
Pricing and getting started
Starter lists three active job posts, Growth ten and Pro unlimited job posts; the pricing page says members are unlimited across plans. Its FAQ says archiving a job stops its charge while retaining data, but buyers should confirm how their contract counts closed versus archived roles.
Growth’s card lists screening questions and customisable pipelines. Pro adds items such as automated stage actions, interview scorecards and advanced reporting. Match the needed workflow to the tier rather than assuming every demonstrated feature is in Starter.
AI matching and SMS candidate messaging have monthly usage allowances, with a Plus+ upgrade route shown in the pricing grid. Confirm current quotas, extra usage and availability for the selected region and plan.
Monthly and yearly billing choices are advertised, along with a free start without a credit card. The retained static page does not display numerical plan amounts, so obtain current rendered prices or a written quote. Paid board placement may add to the cost.
Look a little closer
Before you choose
Walk a fictional candidate through one role’s stages, from application questions to a sample evaluation. This reveals where reviewers need a clearer handoff without using personal applicant information.
Test a stage deletion and a stage automation separately with fictional records. Deletion returns candidates to All Candidates, while moving records between stages can trigger messages or questionnaires.
Confirm the website installation before relying on free automatic board distribution. Then document which paid placements are intended and who can approve them.
Budget around concurrent job posts, tier-specific workflow tools and any AI/SMS allowance upgrades. Check current rendered prices and billing terms, since this source capture does not show the plan amounts.
12 distinct sources behind this profile. Research observed Oct 27, 2026. Features and offers can change.
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