The price of an ATS depends first on its pricing model: per user per month, per job posted, or based on company headcount, often with set-up fees. For an HR team, the figure to compare is not the list price but the total cost of a year: licences, options, data migration, integrations and commitment.
This article describes the pricing models you will come across, the costs that come on top, a method to work out the budget over a year and the questions to ask before signing. It does not quote competitors' prices: public price lists, recorded and dated, are in our comparison of the 10 best ATS.
Article checked on 11 November 2026.
ATS pricing models
An ATS is sold under three main models. Per-user pricing follows the size of the team that recruits; per-active-job pricing follows hiring volume; headcount-band pricing follows the size of the company. Some vendors combine them, and many publish no price list at all.
Per user per month. This is the most common model among recruitment software. The cost follows the number of people who recruit, whatever the number of jobs. It suits teams that hire a lot with few people. The point to check: who counts as a user, especially hiring managers who give feedback on candidates.
Per active job. The price depends on the number of jobs open at the same time, often with unlimited recruiters. It suits companies that hire little but involve many people. The point to check: what happens when a busy hiring period goes beyond the plan.
By headcount band. The subscription depends on the company's number of employees rather than on recruitment itself. It suits large organisations that want a stable price. The point to check: moving from one band to the next during the contract.
Free or freemium. A free version usually limits the number of jobs, users or candidates, and keeps multiposting, integrations or full export for paid plans. It lets you get started; it becomes expensive the day you need to leave without being able to export your data.
What comes on top of the list price
The licence price is only part of the bill. Depending on the vendor, you add set-up, migrating data from the previous tool, training, optional modules, connecting to the HRIS or the company directory, and posting on paid job boards. Ask for each one in writing.
- Set-up and configuration: creating stages, email templates, permissions by team or subsidiary.
- Data migration: candidates, CVs, history of exchanges. A badly done migration costs more than a billed one.
- Training: included, billed separately, or funded by a training body depending on your country and the provider.
- Optional modules: AI interview reports, sourcing, assessments, signing job offers, a portal for hiring managers.
- Multiposting: included, capped at a number of ads, or sold by a third-party multiposter. Posting on a paid job board is still invoiced by the job board itself, whatever the ATS.
- Connections: sign-in with Microsoft 365 or Google Workspace, HRIS connection, API access. Some are reserved for higher plans.
Working out the cost of an ATS over a year
To compare two ATS, bring each offer back to the cost of a full year, for your actual team and volume. Add up the licences of the people who recruit, the licences or access for hiring managers, start-up costs, the options you will need and the ads on paid job boards.
| Cost item | What to count |
|---|---|
| Recruiter licences | Price per user × number of recruiters × 12 months |
| Hiring manager access | Free, limited or billed as licences |
| Start-up (first year) | Set-up, data migration, training |
| Options | Modules needed from day one, not those you might add “one day” |
| Job distribution | Multiposting included or not, paid job boards billed separately |
| Connections | SSO, HRIS, API: included or reserved for a higher plan |
Do the calculation over the actual commitment period: a lower monthly price with a three-year commitment can cost more than a higher price without a long commitment. Also compare the exit cost, that is, whether you can export your candidates and their history in a reusable format.
Public price or price on quote
A public price can be compared before the first demo; a price on quote is negotiated, and often depends on team size and commitment length. Both are fine as long as you get in writing what the price includes, what is billed separately and what happens at the end of the contract.
For ATS built for recruitment professionals, our comparison of the best ATS records the price lists published by vendors, with the date they were recorded and a link to each pricing page. To understand what ATS software does before talking price, see our definition article.
Five questions to ask before signing
Ask these questions of every vendor, preferably in writing, before negotiating. The answers let you compare offers built differently and avoid second-year surprises: a price that goes up, a module that becomes paid, data that is hard to get back.
- Who counts as a user? Hiring managers, assistants, administrators, service accounts.
- What is included in the price, and what is optional? Multiposting, AI, connections, support.
- How much does getting started cost? Set-up, data migration, training, and how long until you are operational.
- What is the commitment, and how does the price change? Minimum term, notice, annual review clause.
- How do you get your data back when you leave? Format, timing, any cost for the export.
In Marvin
Marvin's prices are public, so you can work out your budget before a demo. Per user per month, excluding VAT: €129 (Pro) or €189 (Suite) billed annually, €159 and €219 billed monthly, with a 12-month commitment in both cases. Migrating your data is billed €1,750 excl. VAT.
What the price includes, and what matters to an HR team:
- Hiring managers are not users: they follow the candidates for their roles through a secure link, without a licence.
- Multiposting is included: 89 job boards, 3 ads per user on Pro and 5 on Suite. Paid job boards are still invoiced by each of them.
- The AI assistant and the MCP server are included in both plans; Suite adds interview reports, AI sourcing and the client portal.
Details are on the pricing page, and what Marvin brings to an HR team is on the Marvin for in-house recruitment page.
FAQ
How much does an ATS cost?
The price depends on the pricing model: per user per month, per job posted, or based on company headcount, often with set-up fees. Many vendors do not publish their price list and quote on request. To compare, work out the total cost of a year, counting options and data migration.
Is a free ATS enough for an HR team?
For a few hires a year, sometimes. Free plans usually limit the number of active jobs, users or candidates, and keep multiposting, integrations and full export for paid plans. Above all, check that you will be able to get your data back the day you change tools.
Do hiring managers who give feedback count as users?
It depends on the vendor, and it is one of the first questions to ask. In a per-user model, paying for every manager who looks at three candidates a year multiplies the cost. Some tools give managers free limited access, or a secure link to the candidates for their role.
What costs come on top of an ATS price?
The most common: set-up and configuration, migrating data from the previous tool, training, optional modules, connecting to the HRIS or the company directory, and posting on paid job boards, which each job board invoices. Ask for them in writing before comparing.
How much does Marvin cost?
€129 excl. VAT per user per month billed annually for the Pro plan, €189 excl. VAT for the Suite plan (€159 and €219 billed monthly), with a 12-month commitment. Data migration is billed €1,750 excl. VAT.