Amply

Amply combines a careers-site conversational agent with AI-assisted candidate assessment. It is aimed at employers that want to improve both applicant guidance and hiring decisions while keeping their current ATS. The strongest case is for teams needing those two functions together; custom pricing and web-only access narrow its appeal for smaller or platform-diverse buyers.

Overview

Amply covers two connected parts of recruitment. Robin engages people arriving at a careers site, helps them identify suitable openings and answers employer-specific questions. Dash then evaluates candidates against a role-specific assessment plan. Because both products are designed to sit on top of existing applicant-tracking systems, employers can add these capabilities without migrating to a replacement ATS.

The product is a particularly good fit for organisations with substantial careers-site traffic and established recruiting operations. Amply cites integrations including Ashby, Greenhouse, Lever, Workday and iCIMS, so teams using one of those systems have a clearer path to adoption. A company looking only for a general-purpose ATS, however, is unlikely to get the same benefit from this focused layer.

Key features

Robin candidate conversations

Robin conducts conversations in an employer’s brand voice and can explain culture, benefits and hiring steps from employer-supplied content and configured guardrails. That gives applicants a direct way to resolve common questions instead of leaving the careers page to search for answers. It can operate as embedded chat or as a full-page experience on a careers site or blog, allowing employers to match the presentation to their existing design.

CV upload turns the conversation into role discovery: Robin recommends positions and explains the match using both skills candidates state and skills inferred from their CV. This is more useful than a basic vacancy search for applicants who are unsure which opening fits, although the quality of recommendations will depend on the employer’s role content and the candidate’s CV.

Dash assessment and evidence

Dash creates an editable assessment plan from a plain-language request or job description, then scores and ranks candidates against it. Recruiters can adjust the plan rather than accept a fixed model, which is practical when a role has requirements that change between searches.

Each score comes with a written rationale citing the CV, screening notes and ATS records. Those citations make rankings easier to review and challenge than an unexplained score. Dash evaluates skills and experience while ignoring names in scoring, a useful control for reducing one obvious source of bias, though it does not remove the need for human oversight of hiring criteria.

For interviews, Dash flags gaps in a CV to investigate and generates screening and interview questions from the role. Recruiters can query Dash and run assessments from Slack, which suits teams that already coordinate hiring there and want candidate signals without switching constantly between tools.

Pricing

Amply uses custom pricing. Cost depends on which products an employer selects and its hiring volume, with prospective customers directed to book a demo for scoping. There is no published free plan, trial period or seat allowance to let a small team evaluate the service independently.

This model makes sense for an organisation buying Robin, Dash or both at meaningful scale, where usage and integration requirements need a tailored quote. It is less convenient for a startup or occasional recruiter that needs a known monthly cost before committing. Buyers should clarify whether the quote covers one product or the combined suite and how volume affects renewal costs.

Platforms

Amply is delivered on the web. Robin can appear on a careers site or blog, and Dash can be used through Slack alongside ATS connections. There are no stated native Android or iOS applications, so teams expecting a mobile-first recruiting workspace should compare broader platform options.

Who it's for

Amply suits employers with active careers pages, recurring hiring demand and an ATS they intend to keep. It is especially relevant when candidate questions, role discovery and evidence-based screening are all priorities. Recruiting teams that need Slack access may also value Dash’s direct queries and assessment workflow.

It is a weaker fit for buyers wanting a self-service purchase, a standalone ATS, or native mobile applications. Organisations without enough careers-site traffic to justify a conversational agent may find the two-product approach more than they need.

Pros and cons

Pros

• Two-stage coverage: Robin handles candidate guidance while Dash handles structured assessment, giving employers one coordinated layer across the funnel.
• Works with existing systems: ATS integrations and operation on top of current systems avoid a forced migration.
• Reviewable scoring: Written rationales tied to CVs, screening notes and ATS records provide an evidence trail for rankings.
• Configurable and practical: Editable assessment plans, CV-gap prompts and generated interview questions support role-specific recruiting.
• Bias-conscious scoring: Names are excluded while skills and experience are assessed.
• Security commitments: Amply says it is ISO 27001 certified and GDPR compliant, with customer data processing and retention policies followed by Robin and Dash.

Cons

• Custom pricing only: Buyers cannot compare a published price or test a stated free tier before contacting sales.
• Web-only platform: The lack of stated native mobile apps may limit convenience for distributed or mobile-heavy teams.
• Best value requires both needs: Employers wanting only candidate chat or only assessment may find the combined proposition unnecessarily broad.

Alternatives

Browse Candidate Experience Software when you want a wider category comparison focused on applicant-facing tools.

Choose Qualtrics instead if you need a freemium option with a free plan for one user, three active surveys and 500 total responses, delivered through an API platform.

Consider Avature, Eightfold Talent Intelligence or iCIMS when Android, iOS, API and web access matter more than Amply’s focused web delivery.

Talview is a better comparison for buyers wanting a free trial and tailored, unit-based packages, typically with a minimum commitment of about 150 to 200 candidates.

Pick Workday Paradox Candidate Experience Agent when you want a Workday-oriented candidate-experience agent with a demo-led purchase.

inploi fits employers seeking custom pricing based on hiring size rather than price per application or hire.

Choose Jobylon when team size and selected ATS modules should determine a tailored quote.

Verdict

Amply is a strong choice for established employers that want careers-site assistance and explainable candidate assessment layered onto an existing ATS. Robin’s role matching and employer knowledge pair well with Dash’s configurable, evidence-cited scoring and interview support. Look elsewhere if you need transparent self-service pricing, native mobile apps or a broader standalone recruiting suite.