Recruiting
SmartRecruiters
Rest of world Report an errorPanel rating · 6 judges · How to read the stars
Category median
Sovereignty: 1 of 4 dimensions proven
0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by SmartRecruiters, Inc. · www.smartrecruiters.com
Report an error on this page Is this your product? →
Read this page as one judge. Each weighs the same scores by what they care about.
The panel's verdict
SmartRecruiters, Inc. of San Francisco is a US recruiting platform whose public pages document its AI disclosure and SAP connection. The bench scored integrations and handover highest at 4 to 5 on the homepage statement 'natively integrated with SAP' as part of SAP SuccessFactors, plus public developer documentation and a marketplace. AI screening control scored a flat 4, citing a published addendum naming the Winston features and stating the applications 'do not independently evaluate, score, or rank candidates'. Sovereignty is weakest at 0 to 1: the provider and controller is SmartRecruiters, Inc. of San Francisco with VAT ID 'none', and we found no public information on hosting location, data residency or subprocessors — the privacy policy speaks only of consent-based transfer to up to 52 unnamed third parties. Candidate pipeline and job distribution scored 2 to 4 and 2 to 3 on module names alone — no public information on stages, scorecards or job boards. Pricing transparency scored 3 to 4 on one public figure: Essential 'Starting at $14,995', billing period unstated, remaining tiers 'Contact Sales'. No material disagreement was flagged.
Speaks for it
- Integrations and handover scored 4 to 5, with the homepage stating the product is 'natively integrated with SAP' as part of SAP SuccessFactors.
- A published AI addendum names the Winston features, aligns its definitions with the EU AI Act, and offers technical documentation on request.
- Applicant data governance scored 3 to 4, with data-subject requests answered free of charge within one month and deletion stated once the retention period expires.
- Developer documentation and a marketplace are publicly listed.
- The pricing page publishes which features sit in each tier, with SMS and job distribution limits graded Low, Medium and High.
Held against it
- Sovereignty scored 0 to 1 — the provider and controller is SmartRecruiters, Inc. of San Francisco with VAT ID 'none', and we found no public information on data residency, hosting location or subprocessors.
- Candidate pipeline scored 2 to 4, and we found no public information on pipeline stages per job, structured scorecards, or a history of who changed a candidate's stage.
- Job distribution scored 2 to 3, with no job boards named on the captured pages and no public information on a career page or source attribution per applicant.
- The captured pages give different characterisations of candidate scoring — the pricing page says Winston Match 'identifies the best candidates' while the AI addendum states the applications do not independently evaluate, score, or rank candidates.
- Only Essential shows a price — 'Starting at $14,995', billing period unstated — while Professional, High Volume and Complete read 'Contact Sales', and we found no public information on the pricing basis, minimum term or VAT treatment.
Best for
- You run SAP SuccessFactors and want a recruiting suite the vendor states is 'natively integrated with SAP', with public developer documentation and a marketplace.
- You need written AI disclosure for a works council or compliance review — the addendum names the Winston features, aligns with the EU AI Act and offers technical documentation on request.
- You want a broad module set — applicant tracking, CRM, offer management, onboarding, dynamic scheduling — with candidate messaging via SMS, WhatsApp and online.
Avoid if
- You must evidence EU contracting, hosting or a subprocessor chain — the imprint names SmartRecruiters, Inc. of San Francisco as provider and controller, and we found no public information on residency or subprocessors.
- You need a documented hiring decision trail — candidate pipeline scored 2 to 4 because the pages name modules without stages, scorecards or a record of who moved a candidate and why.
- You cannot take on deployer duties for high-risk AI features — the addendum makes the customer the deployer responsible for compliance.
- You need a computable annual price before shortlisting — only Essential shows 'Starting at $14,995' with the billing period unstated, while the other tiers read 'Contact Sales'.
The scores
Applicant management & hiring workflow
Show reasoningHide reasoning
How this is scored
The daily work of hiring: pipeline stages per job, collaboration with hiring managers, structured evaluation, interview scheduling and candidate communication — judged on whether a decision is documented rather than merely made.
0 — An inbox of applications with a status field; no stages per job, no shared evaluation and no record of who decided what.
3 — A fixed pipeline with drag-and-drop stages and email templates, but hiring managers see everything or nothing, and evaluation is free-text comments.
5 — Configurable pipelines per job, hiring-manager access limited to their own vacancies, structured scorecards, interview scheduling with calendar integration, and templated candidate emails in German.
8 — Approval workflows for requisitions and offers, role-based access per team and location, structured interview kits, bulk actions with automated but reviewable candidate communication, and a history on each candidate of every stage change and who made it.
10 — The pipeline is an auditable record of a fair process: every decision attributed and reasoned, evaluation criteria fixed before applications arrive, reporting on time-to-hire and drop-off per stage, and the full history exportable per candidate for an AGG dispute.
The Talent Acquisition Lead
The captured pages name an applicant tracking module with dynamic scheduling, offer management, onboarding and SMS/WhatsApp messaging, including interview invitations and status updates — the shape of a real workflow. But we found no public information on configurable pipeline stages per job, structured scorecards, hiring-manager permissions, or any history of who moved a candidate and why. For sixty hires a year, a decision I cannot show reasoning for is a decision I cannot defend. 2 3 4
The Employer Branding Manager
The published pages name an Applicant Tracking System with CRM, Offer Management, Dynamic Scheduling, Onboarding and an Agency Portal, but only as module names on pricing and navigation pages. I found no public information on pipeline stages per job, hiring-manager permissions, structured scorecards, or any history of who decided what — so beyond the module labels I cannot verify that a decision is documented rather than merely made. 2 4
The Data Protection Officer
The captured pages name an applicant tracking module, CRM, offer management and dynamic scheduling, but we found no public information on pipeline stages per job, structured scorecards, hiring-manager access limits, or any history recording who changed a candidate's stage and why. For an employer facing an AGG dispute, a module list is not a record of who decided what. 2 4
The Works Council Advocate
The captured pages list applicant tracking, offer management, onboarding, dynamic scheduling and an agency portal, but we found no public information on pipeline stages per vacancy, hiring-manager access limited to their own jobs, structured scorecards, or a history showing who changed a candidate's stage and why. Without a documented decision trail there is nothing a works council can review, let alone base an agreement on. 2 4
The HR IT Integrator
The captured pages sell a broad suite — applicant tracking, dynamic scheduling, offer management and onboarding, plus candidate messaging over SMS and WhatsApp — but I found no public information on pipeline stages configured per job, structured scorecards, hiring-manager permissions, or any history showing who changed a candidate's stage. For an employer who later has to defend a decision, the decision trail is the part these pages do not document. 2 4
The Skeptic
The captured pages name an Applicant Tracking System, Offer Management and Dynamic Scheduling among the modules, but we found no public information on pipeline stages per job, hiring-manager permissions, structured scorecards, or any record of who changed a candidate's stage and when. Named modules are not a documented workflow, so the daily mechanics of hiring rest entirely unevidenced. 2 4
Multiposting, career page & candidate experience
Show reasoningHide reasoning
How this is scored
Getting a vacancy in front of the right people and letting them apply: job-board distribution for the German market, the career page, and an application process that does not lose candidates on a phone.
0 — No career page and no job-board distribution; vacancies are posted by hand elsewhere.
3 — A basic hosted job list and free aggregator feeds, with no named German boards, and an application form that requires an account or a desktop.
5 — A branded career page, multiposting to named boards including the Bundesagentur für Arbeit and at least one major German paid board, Google for Jobs markup, and mobile application without an account.
8 — Multiposting with booking and budget tracking per board from inside the system, source attribution per applicant, career page in several languages with an embeddable widget, accessibility stated, and an application form configurable per job.
10 — Distribution is measured, not only broadcast: cost and applicants per channel reported, the career page meets a stated accessibility standard, one-click or CV-parse application on mobile, and candidates can see their own status and withdraw themselves.
The Talent Acquisition Lead
Job distribution is a named module with volume limits rising by plan, and Winston Chat is described as guiding candidates through applications. We found no public information naming any German boards, the career page, Google for Jobs markup, source attribution per applicant, or whether a candidate can apply on a phone without an account — so I cannot tell whether this reaches the German market without a separate login. 2 4
The Employer Branding Manager
Job Distribution is sold as a module with volume limits labelled Low, Medium or High by plan, and Winston Chat is said to guide candidates through applications — but that is the whole story. I found no public information naming German job boards, on a branded career page, Google for Jobs markup, mobile application without an account, or source attribution per applicant, so I cannot plan a job-ad budget or measure cost per applicant per channel from anything captured here. 2 4
The Data Protection Officer
Job distribution appears as a named module with per-plan volume limits, alongside candidate messaging over SMS, WhatsApp and online, but we found no public information on named German job boards, the Bundesagentur für Arbeit, a career page, or Google for Jobs markup. Candidate-facing Winston Chat is described as guiding applications, yet nothing in the captures shows an application flow a candidate can complete on a phone without an account. 2 4
The Works Council Advocate
A job distribution module with plan-based volume limits plus candidate messaging via SMS, WhatsApp and online is named, but we found no public information on multiposting to named German boards or the Bundesagentur für Arbeit, a branded career page, Google for Jobs markup, or a mobile application path. As published, distribution is a volume figure, not a measurable channel, and nothing shows it is configured for the German market. 2
The HR IT Integrator
Job distribution is a named module with per-plan volume limits, and candidates are reached through SMS, WhatsApp and a chat that guides them through applications, but no job boards are named on any captured page and I found no public information on a career page, a mobile application flow, or source attribution per applicant. 2
The Skeptic
Job Distribution is confirmed as a module with volume limits graded "Low", "Medium" and "High" by plan, and candidates can be messaged via SMS, WhatsApp and online. We found no public information on which job boards are covered — including any German boards — nor on the career page, the application form on mobile, Google for Jobs markup, or source attribution per applicant. 2
Retention, deletion & talent-pool consent
Show reasoningHide reasoning
How this is scored
What happens to the data of people who were not hired: automatic deletion on a configurable deadline, talent-pool consent that expires, data-subject requests, and access logging — the criterion the employer is actually liable for.
0 — Nothing stated about retention or deletion; applicant data stays until someone removes it by hand.
3 — Manual deletion and an anonymise button exist, but no automatic deadline, and talent-pool storage has no stated consent step.
5 — Automatic deletion or anonymisation after a configurable period after rejection, talent-pool storage only with recorded consent, and a documented way to answer an access or erasure request.
8 — Retention rules per country or entity, consent with expiry and automated re-consent requests, candidate self-service for their own data, a log of who viewed or exported an applicant file, and permissions a works council can review.
10 — Governance that can be evidenced: deletion runs are logged and reportable, special-category data can be excluded or restricted by field, every export is recorded, and the vendor publishes how deletion propagates to backups and to the job boards and tools it syncs with.
The Talent Acquisition Lead
The privacy policy commits to deletion once a retention period expires and documents a free answer to access or erasure requests within one month, with a DPO contact and a stated data-minimisation principle. But the retention period is defined only as "as long as required by the purpose," and we found no public information on a configurable automatic deadline for rejected applicants, talent-pool consent with expiry, or a log of who viewed or exported an applicant file. 3
The Employer Branding Manager
The privacy policy states personal data is deleted once the retention period expires, with retention set by the purpose of processing, and that access or erasure requests are answered free of charge within one month with a DPO contact. The deadline is purpose-based rather than a configurable period after rejection, and I found no public information on talent-pool consent, consent expiry, deletion logs or access logging — while data may be passed to up to 52 third parties with consent on the website side. 3 2
The Data Protection Officer
The privacy policy promises deletion once a retention period ends and answers access or erasure requests free of charge within one month, but retention is only "as long as required by the purpose" with no rejection-triggered deadline a works council could set. A CRM module is marketed, and we found no public information on a recorded, expiring talent-pool consent, on any log of who viewed or exported an applicant file, or on reportable deletion runs — precisely what the employer is liable for. 2 3
The Works Council Advocate
The privacy policy states personal data is deleted once the retention period expires and that access requests are answered free of charge within one month, which covers the basics of data-subject requests. We found no public information on an automatic, configurable deletion deadline after rejection, talent-pool consent with recorded expiry, a log of who viewed or exported an applicant file, or how deletion reaches backups and connected job boards — precisely where the employer carries the liability. 3
The HR IT Integrator
The privacy policy states data is deleted once the retention purpose expires, answers access and erasure requests within one month free of charge, and claims data minimisation — but I found no public information on a configurable deletion deadline after rejection, talent-pool consent with expiry, or a log of who viewed an applicant's file. That is a policy I can cite, not a setting I can configure and evidence to a works council. 3
The Skeptic
The general privacy policy states data "shall be deleted" once the retention period expires, but retention is purpose-bound with no configurable deadline after rejection; data-subject requests are answered free of charge within one month. We found no public information on talent-pool consent or its expiry, logging of who viewed or exported an applicant file, or how deletion propagates to backups and job boards. 3
AI screening transparency & control
Show reasoningHide reasoning
How this is scored
Whether any automated ranking, matching, parsing or rejection is disclosed, explained and switchable — recruitment is a high-risk use under the EU AI Act, and an undisclosed score next to a candidate's name is a co-determination matter. A product without AI features is judged on stating so.
0 — AI matching or scoring is marketed with no statement of what it evaluates, where it runs, or whether it can be turned off.
3 — AI features are described as a benefit, with a general assurance that humans decide, but no documentation of inputs, no per-feature switch and no model or provider named.
5 — Each AI feature is described with its purpose and inputs, can be disabled per account, never rejects a candidate without a human action, and the model provider or subprocessor is named.
8 — AI outputs are shown with their reasoning to the recruiter, candidates are informed when AI is used, protected attributes are stated to be excluded, EU processing is available for the AI features, and the vendor publishes its EU AI Act position.
10 — The vendor treats recruitment AI as the high-risk system the law says it is: documentation a works council can base an agreement on, bias testing described and repeated, logs of every AI-assisted decision retained for audit, and every AI feature off by default until the customer enables it.
The Talent Acquisition Lead
The AI addendum is more than marketing: it names the Winston features, aligns its definitions with the EU AI Act, offers technical documentation on request, and states the applications do not independently evaluate, score or rank candidates. But we found no public information on what inputs Winston Match or Winston Screen actually evaluate, a per-feature or per-account switch, the model provider, or informing candidates when AI is used. A match score I cannot explain to a candidate is one I cannot use. 5 2
The Employer Branding Manager
The AI addendum names the Winston features, states the applications do not independently evaluate, score or rank candidates, are not designed to replace human oversight, and puts the deployer duty for high-risk features on the customer in alignment with the EU AI Act and ISO 42001 — that is more than a marketing claim. But the pages name no model or provider, I found no per-feature switch, no description of what Winston Screen actually evaluates, and no statement that candidates are informed or where the AI runs; the addendum also warns outputs may contain errors. 5 2
The Data Protection Officer
A public AI addendum names the Winston features, states the applications do not independently evaluate, score or rank candidates, disclaims that they replace human oversight, aligns its definitions with the EU AI Act, and offers technical documentation on request. But we found no public information on documented inputs per feature, a per-account switch, the model provider, or where the models run — and the same addendum places deployer duties for high-risk features on the customer while asserting the applications are not an AEDT under New York law. 2 5
The Works Council Advocate
A published AI addendum names Winston Chat, Match, Screen and Companion, states the applications 'do not independently evaluate, score, or rank candidates', aligns its definitions with the EU AI Act and offers technical documentation on request — more disclosure than a marketing line. But we found no public information on the inputs each feature evaluates, a per-feature switch, the model provider or where the 'advanced LMMs' process CVs, and the addendum makes the customer the deployer responsible for high-risk compliance — the questions a Betriebsrat must have answered in writing before any agreement. 5 2
The HR IT Integrator
The published AI addendum names the Winston features, states the applications 'do not independently evaluate, score, or rank candidates' and are 'not designed to replace human oversight', aligns itself with the EU AI Act and offers technical documentation on request, with the customer named as deployer for high-risk features. But I found no public information on a per-feature off switch, the model provider, or where the AI runs, and the pricing pages market AI-powered candidate screening and a talent matching engine that 'identifies the best candidates'. 5 2
The Skeptic
Four AI features are named (Winston Chat, Match, Screen, Companion) and a published AI addendum states the applications "do not independently evaluate, score, or rank candidates" and are "not designed to replace human oversight", while the pricing pages say Winston Match "identifies the best candidates" — the captured pages give different characterisations of candidate scoring. The addendum aligns its definitions with the EU AI Act and offers technical documentation on request, but puts deployer compliance duties on the customer, and we found no public information on per-feature switches, model inputs, the model provider, candidate notification, or bias testing. 5 2
HR handover, integrations & API
Show reasoningHide reasoning
How this is scored
The hire does not end in the ATS: handover to the HR system and payroll, identity and calendar integration, e-signature for contracts, and an API a team can build on.
0 — No integrations and no API; a hired candidate is retyped into the HR system.
3 — A CSV export and an email integration, with a partner marketplace that names no German HR or payroll systems.
5 — A documented API, calendar and video-interview integration, and a named handover to at least one HR system common in DACH (e.g. Personio, DATEV-connected systems, SAP SuccessFactors).
8 — Maintained integrations with several named HR systems carrying the hire's data without retyping, SSO and SCIM, e-signature for offers and contracts, webhooks, and an API with published limits.
10 — Integration is designed rather than bolted on: a versioned API with a deprecation policy, handover that carries documents and consent status into the HR record, deletion that propagates to connected systems, and the vendor maintaining the German integrations itself.
The Talent Acquisition Lead
Native integration with SAP SuccessFactors is stated on the homepage, and a marketplace plus developer documentation exist — that is a named handover into an HR system common in DACH. We found no public information on calendar or video-interview integration, published API limits, single sign-on, e-signature for offers and contracts, or which German HR and payroll systems the marketplace actually carries. 1 2 4
The Employer Branding Manager
The homepage says SmartRecruiters is part of SAP SuccessFactors and natively integrated with SAP — a named handover relevant to DACH — and there is a marketplace plus developer documentation, with an Onboarding module alongside. I found no public information on calendar or video-interview integration, e-signature for offers and contracts, SSO, or published API limits, so beyond the SAP claim I cannot confirm the hire carries over without retyping. 1 4 2
The Data Protection Officer
The homepage states the product is natively integrated with SAP SuccessFactors, the resources section lists a marketplace, and support pages point to developer documentation. We found no public information on whether handover carries documents and consent status into the HR record, on calendar or video-interview integration, e-signature for offers, SSO or SCIM, webhooks, or published API limits. 1 2 4
The Works Council Advocate
As part of SAP SuccessFactors the vendor advertises native integration with SAP and points to developer documentation and a marketplace, which does name a handover to an HR system common in DACH. We found no public information on e-signature for offers and contracts, single sign-on or SCIM, webhooks, published API limits, or whether the hire's documents and consent status carry into the HR record without retyping — the leak point for an internal candidate's file. 1 2 4
The HR IT Integrator
Developer documentation and a marketplace are public, and the homepage states SmartRecruiters is part of SAP SuccessFactors and 'natively integrated with SAP' — a handover target common in DACH, though stated without detail on what data or documents it carries across. I found no public information on SSO, SCIM, e-signature, webhooks, published API limits, or who maintains the integrations — the questions that decide whether a hire arrives as a record or as a PDF someone retypes. 1 4 2
The Skeptic
The homepage states the product is "natively integrated with SAP" as part of SAP SuccessFactors — a named handover to an HR system common in DACH — and developer documentation plus a marketplace are published as support channels. We found no public information on maintained integrations with other named HR or payroll systems, SSO, e-signature for contracts, webhooks, or published API limits. 1 4 2
European sovereignty
panel opinion
Show reasoningHide reasoning
How this is scored
Where applicant data lives, who the contracting entity is, who the subprocessors are — including the job boards, CV parsers and AI providers the system passes CVs to. Independently sourced by the sovereignty pipeline; weighted higher here than in categories holding the customer's own data, because every record belongs to a third party who never chose the vendor.
0 — Non-EU vendor and contracting entity, hosting unstated, subprocessors unnamed, and CV parsing or AI processing of unclear location.
3 — EU hosting offered as an option while the contracting entity is non-EU, or the subprocessor list is absent, or CV parsing and AI features run outside the EU without saying so.
5 — EU hosting as standard and an EU contracting entity, but parts of the chain — parsing, AI, email delivery — are non-EU without an explained safeguard.
8 — EU hosting on named infrastructure, EU contracting entity, subprocessor list published including parsing and AI providers, and a DPA that covers applicant data as the customer's processing.
10 — Sovereign end to end and evidenced: vendor, entity, hosting and every subprocessor European, certification published, and the AI and CV-parsing features run within the EU on providers the customer can see.
The Talent Acquisition Lead
The imprint names SmartRecruiters, Inc. of San Francisco, Delaware-registered with no VAT ID, as the provider, and ownership is not confirmed on the vendor's own captured pages. We found no public information on where applicant data is hosted, on a subprocessor list covering the AI and CV-parsing chain, or on where the Winston AI features process candidate data. A DPO contact and an EEA sanctions-compliance clause show EU-facing effort, but I see nothing that would let me tell a works council where applicants' CVs actually sit. 3 4 5
The Employer Branding Manager
The provider and data controller is SmartRecruiters, Inc. of San Francisco, and I found no public information on where applicant data is hosted or which subprocessors — including any CV parser or AI provider — receive it; the privacy policy says only that data may be passed to up to 52 third parties with consent. A US contracting entity with unstated hosting and an unpublished subprocessor chain is the worst case for data belonging to people who never chose this vendor. 4 3
The Data Protection Officer
The imprint names SmartRecruiters, Inc. of San Francisco as the contracting entity, with no VAT ID, and the captured pages state nothing about where applicant data is hosted or which subprocessors — CV parser and AI provider included — receive it. The only third-party disclosure in the privacy policy is that website data may go to up to 52 unnamed third parties with consent; every CV in this system belongs to a third party who never chose this vendor. 1 3 4
The Works Council Advocate
The owner, data controller and contracting entity shown is SmartRecruiters, Inc. of San Francisco with 'VAT ID – none', and we found no public information on where applicant data is hosted or which subprocessors — including the unnamed providers behind Winston's language models — receive CVs. Every applicant record belongs to a third party who never chose this vendor; with a US entity, unstated hosting and an unpublished subprocessor chain, there is nothing here a works council could clear. 3 4 2
The HR IT Integrator
The owner and data controller is SmartRecruiters, Inc. of San Francisco, registered in Delaware, the hosting location is not stated, and I found no public information on the platform's subprocessors — the privacy policy says data may be passed to up to 52 third parties with consent without naming them. There is also no public statement of where the Winston AI or CV processing runs, so the whole chain carrying third parties' applicant data cannot be assessed from these pages. 4 3 5
The Skeptic
The website provider and controller is SmartRecruiters, Inc. of San Francisco with no VAT ID, and we found no public information on hosting location, data residency, or a subprocessor list — the privacy policy speaks only of consent-based transfer to up to 52 unnamed third parties. Where the Winston features run their LLMs is not stated, and the homepage's "part of SAP SuccessFactors" note is the only ownership signal; the captures show nothing placing applicant data or AI processing in the EU. 3 4 5
Pricing transparency
Show reasoningHide reasoning
How this is scored
Whether a buyer can compute the real annual cost from public pages alone: the pricing model (per employee, per open job, per recruiter seat), job-board posting costs, add-ons for AI, career page or integrations, and the minimum term.
0 — No public prices at all; every tier is a sales conversation.
3 — A starting price exists, but the pricing basis (employees, jobs, seats) or which features sit in which tier is unstated — the invoice is unknowable.
5 — Tier prices public with the pricing basis and main limits given, but at least one commonly needed piece (paid job-board postings, AI features, integrations, extra seats) is unpriced.
8 — Every tier priced publicly with its basis and limits, add-on prices listed, job-board posting costs or the booking model stated, minimum term and VAT treatment given.
10 — Complete price computability: annual invoice derivable for a given company size, number of open roles and recruiter seats, with every add-on, posting package and overage published.
The Talent Acquisition Lead
The pricing page publishes one figure — "Starting at $14,995" for the Essential plan — with the other three tiers marked "Contact Sales," though it does list which features sit in each plan. We found no public information on the billing period, the pricing basis, the minimum term, VAT treatment, or prices for add-ons and job-board postings. A real annual invoice is not computable from the page. 2
The Employer Branding Manager
One number is public — Essential "Starting at $14,995" — with the billing period unstated, while Professional, High Volume and Complete all read "Contact Sales" or "Request Pricing"; the pricing basis in jobs, seats or employees is not given, and message and distribution limits appear only as Low to High labels. I found no public information on job-board posting costs, add-on prices, minimum term or VAT treatment, so the real annual invoice — including what a German board posting adds to the bill — is not computable from the pricing page. 2
The Data Protection Officer
One tier is priced publicly — Essential "Starting at $14,995" with the billing period unstated — while the other three tiers all say "Contact Sales", and the pages do show which features sit in which tier plus qualitative volume limits. We found no public information on the pricing basis in seats, jobs or employees, the minimum term, VAT treatment, job-board posting costs, or add-on prices. 2
The Works Council Advocate
The pricing page shows 'Starting at $14,995' for the Essential tier with the billing period and pricing basis unstated, while Professional, High Volume and Complete all read Contact Sales or Request Pricing, and SMS and job distribution limits appear only as Low, Medium and High. We found no public information on add-on prices, job-board posting costs, extra seats, minimum term or VAT treatment, so no buyer can compute the annual invoice from the public pages. 2
The HR IT Integrator
One number is public — Essential 'Starting at $14,995' with the billing period unstated — while Professional, High Volume and Complete all say 'Contact Sales', and I found no public information on the pricing basis, add-on prices, job-board posting costs, minimum term or VAT treatment. The tier feature lists are published, but the annual invoice is not computable from public pages. 2
The Skeptic
One figure is public — Essential "Starting at $14,995" — with the billing period and pricing basis unstated, while the other three tiers all read "Contact Sales". Feature lists per tier are published and volume limits are graded only "Low" to "High", but we found no public information on job-board posting costs, AI add-on prices, minimum term, or VAT treatment, so the real annual invoice is not computable from the public pages. 2
European sovereignty — proven facts
1 of 4 dimensions provenBuilt only from facts shown on the vendor's own pages. A dimension we could not prove is left open, not scored as zero.
| Legal entity | Incorporated in US ⚠ unverified | 0/3 pts | 4 Report an error |
|---|---|---|---|
| Ownership | Not determined ⚠ unverified | — | uncited Report an error |
| Data residency | Not determined | — | uncited Report an error |
| Subprocessors | Not determined | — | uncited Report an error |
Where this could be wrong
- Evidence ages. The oldest capture behind this page is from 22 Sep 2026. Vendors change pricing and policies without notice; every fact reflects its source as of the capture date shown in the registry.
- Weak sourcing — Ownership. Not confirmed on the vendor’s own pages as captured.
- Weak sourcing — Legal entity. The imprint identifies the website provider entity only; customer contracts may be signed with a different SmartRecruiters group entity not shown in these excerpts.
- AI can misread a source. Extraction and judgement are automated; a citation guarantees traceability, not infallibility. If something here is wrong, say so — no account needed, every report is decided within 5 business days, and accepted corrections are published.
What we left out
A claim that does not survive our checks costs us the claim, not the page. This is what was taken off this one.
- 9 product facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 4 support facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 2 compliance facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 2 legal facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 1 data fact could not be confirmed on the vendor’s page as captured and was left out of this page and of the panel’s material. Know more? Tell us
- 1 integrations fact could not be confirmed on the vendor’s page as captured and was left out of this page and of the panel’s material. Know more? Tell us
- 1 sovereignty dimension could not be confirmed on the vendor’s own pages and is shown as unknown. Know more? Tell us
Sources (5)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage www.smartrecruiters.com Checked 22 Sep 2026 Details →
- 2 Pricing page www.smartrecruiters.com Checked 22 Sep 2026 Details →
- 3 Privacy policy www.smartrecruiters.com Checked 22 Sep 2026 Details →
- 4 Legal notice www.smartrecruiters.com Checked 22 Sep 2026 Details →
- 5 AI screening transparency & control — found from sitemap www.smartrecruiters.com Checked 1 Oct 2026 Details →