Find your fit
Who it is for
It suits a small or growing hiring team that wants job advertising and candidate history in one place. A career page and optional embedded job widget can bring openings to the organization’s own site, while applications feed the ATS for review.
A team with several roles can define different hiring stages and application questions for each. That matters when an hourly role, specialist role and leadership role need different screens and interview criteria.
The work it supports
Core capabilities
Create a job and publish it through Recooty’s career page or supported external boards. The vendor describes broad board distribution, but its official pages state different counts. Confirm the particular board and region, whether the post is free or sponsored, and where candidates will apply.
A no-code branded career page can list live openings, and the vendor says role edits and closures flow through to it. A widget can put those jobs on an existing site. Test a draft role and a filled role before assuming the public page always reflects the intended status.
Application forms are specific to each job. Recooty provides default contact and resume fields, plus custom questions and reusable templates. Keep fields limited to what the role needs and preview the candidate experience before posting.
A required Yes/No question can be configured to auto-reject a No answer and send that application to the role’s Auto Rejected section. This is a consequential rule: test its wording and outcome on a fictional application before relying on it for real candidates.
Define hiring stages for each opening and attach scorecards for structured interviewer feedback. Stages can be renamed or adjusted as the hiring process evolves, which is useful when several reviewers need a consistent decision path.
The Interview Kit lets authorized hiring roles invite interviewers, select phone, video or in-person format, schedule a slot and collect scorecard feedback. Check who chooses the time and what notification email will be sent before inviting a real applicant.
AI matching compares resume and form information with the job description and stated preferences. Use the output as a triage aid to inspect, not as proof of candidate suitability; verify the current credit allowance and the reviewer’s ability to see the underlying application.
Applicants from other sources can also be entered into the Talent Pool. Define who may add contacts and check how duplicate or historical applicants will be handled before moving real records into the ATS.
Understand the offer
Pricing and getting started
The captured annual-billing pricing display shows Starter at $79 per month for up to 20 employees and five active jobs. It lists a career page and other core ATS functions. The site also has monthly/yearly and employee-band selectors, so confirm the selected term, currency, taxes and payable total in the live checkout.
Standard adds unlimited active jobs, configurable pipeline stages, bulk candidate actions, live analytics, multiple locations and other controls. Premier is quote-led with SSO, advanced reporting, priority support, custom domain and account management. Match the required features to the actual employee band and quoted plan.
Recooty advertises a 15-day trial without a credit card. The captured pricing HTML repeats plan cards with conflicting AI credit counts, so this profile does not state a numeric AI allowance. Ask for the selected tier’s credits, reset and overage terms before using AI at scale.
Look a little closer
Before you choose
Run a fictional job from draft through application and interview. Check that the career page and widget show the intended status, that the form asks only the necessary questions, and that the pipeline stages match the team’s real handoffs.
Test any knockout question with both Yes and No answers before activating it. Inspect where rejected applications land and who can review them; a poorly phrased rule can remove a candidate from the active pipeline.
Review a mock AI suggestion against the actual resume and application details, then use a scorecard for the human interview. The vendor documents matching and structured feedback, but it does not establish that the system’s ranking is appropriate for every role or jurisdiction.
For procurement, price the selected employee band, active job volume, billing term and AI credits. The vendor’s pages disagree on the number of external boards, so verify each board and distribution condition that matters to the team rather than treating a reach count as a delivery guarantee.
8 distinct sources behind this profile. Research observed Oct 26, 2026. Features and offers can change.
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