Find your fit
Who it is for
The clearest fit is an agency that manages both candidate delivery and client relationships. Its CRM is shaped around leads, deals, hiring terms and jobs, so an internal hiring team should test whether that extra sales workflow helps its process.
Agencies placing temporary or contract workers may also value candidate and client portals, timesheets and payroll handoff. Those operational functions differ by plan; define which users need them before treating the product as an all-in-one staffing system.
The work it supports
Core capabilities
The ATS gathers a job’s applicants, existing candidates and job-board results into one longlist. Recruiters can switch between card and list views, shortlist a person and see their status. A pilot job can show whether the agency’s own sourcing and submission stages fit that structure.
A candidate moves through job stages while linked records update, and the shared record shows team interactions. Agree who may change a stage and what it means before comparing activity across several recruiters or importing live vacancies.
From the shortlist, the vendor describes formatting a resume, confirming details and delivering it to a client. Use a sample candidate record to check the actual submission format, approval step and what history a client receives.
The client CRM can qualify and assign leads, store account terms and job history, and convert a won deal into a live job. This joins business development and delivery on one account record; teams should define the owner of the client relationship and the resulting vacancy.
The client portal lets hiring managers review submissions, give feedback and arrange interviews. The current plans comparison places client portal access from Core, so Launch buyers should not assume that client self-service is included.
A candidate portal can handle availability, shift requests, timesheets and compliance documents. The plans page lists that portal from Professional, while its mobile employee app starts at Core; check the proposed user roles and exact tier before planning a contractor rollout.
Back-office workflows can connect approved hours, expenses, rates and invoicing to a payroll provider. The vendor describes payroll data being passed to that provider; full back office is shown in Enterprise, and payroll processing itself can be separately priced and region-dependent.
Understand the offer
Pricing and getting started
On the viewed USD display, Launch is $79 per user per month for up to five recruiters, and Core is $99 per user per month, both billed monthly. Core adds imports and client portal access. Verify selected currency, tax, seats and the exact checkout or written quote before relying on those displayed figures.
Professional and Enterprise use custom quotes. Professional lists candidate compliance, timesheets and candidate portal access; Enterprise adds full back-office and workforce controls. Compare each line item with the actual staffing workflow, including regional payroll availability.
The site positions EVA from Launch, more generative help from Core and background agents from Professional. EVA uses plan-dependent credits per user per hour. Ask for the current credit allowance, permitted actions and human review points instead of assuming every AI demonstration is included in a base seat.
Plans have a six-month minimum term, a one-time setup fee for new systems and a discounted annual option. Job-board subscriptions and payroll processing are separate. A buyer should get the total first-term cost and cancellation notice terms in writing.
Migration is another budget line. The viewed implementation page prices structured direct import at $250 per file and resume parsing separately; direct import excludes linked activities, notes, emails and work history. Full migration packages carry different history, while the agency or old vendor must extract the source data.
Look a little closer
Before you choose
Walk a synthetic vacancy from client lead to won deal, job, longlist, shortlist and client submission. Let a sample client user review the result, then check what stage updates and feedback appear to recruiters.
Before migration, ask the old system for an export with stable record IDs and linked history. Compare a small sample of clients, jobs, placements, activities and attachments with Tracker’s proposed import or migration scope, especially if direct import is being offered.
For temporary staffing, confirm the exact plan and country support for candidate compliance, timesheets, payroll-provider integration and payroll processing. Also price any job-board subscriptions and test the client approval path with harmless sample records.
7 distinct sources behind this profile. Research observed Oct 18, 2026. Features and offers can change.
View sources and research →
