Equip

Equip is a recruiting platform that combines applicant tracking with CV screening, assessments and AI-led interviews. It suits teams that want one workflow from job posting to offer, particularly when structured skills testing matters. The main trade-off is usage-based assessment and interview cost alongside the subscription.

Overview

Equip’s ATS covers job posts, a careers page, pipeline management, interview scheduling and offer sending. Its CV parser ranks applicants against criteria set by recruiters, without consuming credits, so teams can narrow a pool before inviting candidates to paid evaluations. Equip says its AI assists recruiters rather than making hiring decisions on its own.

Security controls include stated SOC 2 Type 2 and ISO 27001 certification, GDPR compliance, and encryption in transit and at rest. Data is stored in the United States on Amazon Web Services, which suits organizations comfortable with U.S. hosting but may rule it out where residency elsewhere is required.

Key features

Assessment options span quizzes, programming, communication, psychometric, SQL, Excel, CSS, typing and custom tests. That breadth supports role-specific screening instead of a single generic exam. AI proctoring is included on every plan and monitors the candidate’s camera, microphone and screen, useful for higher-stakes testing but potentially unsuitable for applicants or jurisdictions with stricter monitoring expectations.

One-way interviews accept recorded video, audio or text responses. Conversational interviews use an AI bot for back-and-forth questioning, giving teams asynchronous options without scheduling every initial conversation. Automated scorecards help standardize evaluation. Job openings, assessments and AI interviews can be created without a stated quantity cap, but charges apply to each candidate who takes an assessment or interview, so a large funnel can increase spend even when setup is unlimited.

REST APIs let teams invite candidates, retrieve results and manage pipelines from their own ATS or internal system. This makes Equip more practical for organizations with an existing recruiting stack than for teams seeking a completely standalone process. ATS integrations are supported, and recording modes include both available formats.

Pricing

The Free ATS plan costs nothing and provides core ATS functionality; assessments are paid features. It is the sensible starting point for teams that mainly need pipeline administration and CV screening, but it does not remove candidate-level evaluation costs.

Standard costs $30 a month, includes 30 credits monthly and two recruiter seats, with extra seats at $5 each a month. Premium is $90 a month with 90 monthly credits and five seats; additional seats also cost $5 each a month. Elite costs $250 a month, supplies 250 monthly credits and allows unlimited recruiter seats. The higher tiers fit teams running more assessments or interviews, while Standard gives smaller recruiting groups a lower recurring commitment. Charges per candidate who takes an assessment or interview remain important across the paid tiers.

New teams get a 30-day trial with 10 free credits and no card required. Standard includes email support; Premium annual plans add live chat, and Elite includes a dedicated account manager. Those support differences matter when recruiting volume or integration work makes response time consequential.

Platforms

Equip is available on the web and through an API. The web application covers direct use by recruiters, while the REST API supports embedding invitations, results and pipeline actions into another system.

Who it's for

Equip is a good fit for small and growing recruiting teams that want a free ATS, credit-free CV screening and a broad menu of technical and behavioral tests. It is less suitable for organizations that need non-U.S. data storage, avoid candidate monitoring, or require predictable evaluation costs independent of applicant volume.

Pros and cons

Pros

• Free ATS entry point: teams can manage core hiring workflow without a subscription.
• Credit-free CV ranking: recruiter-defined screening does not consume assessment credits.
• Wide assessment coverage: technical, communication, psychometric and custom tests support varied roles.
• Integrated automation: AI interviews, scorecards, proctoring and APIs extend beyond basic applicant tracking.
• Stated security posture: SOC 2 Type 2, ISO 27001 and GDPR commitments are documented by the provider.

Cons

• Per-candidate charges: assessment and interview usage can make total cost rise with hiring volume.
• Seat limits on lower tiers: Standard and Premium charge for additional recruiters, while unlimited seats start at Elite.
• U.S. hosting: AWS storage in the United States may conflict with regional data requirements.
• Proctoring is universal: camera, microphone and screen monitoring applies on every plan.

Alternatives

Choose ASTRNT if you need Android or iOS access, unlimited users and jobs on its free plan, with candidate-response credits sold separately.

Hiriso is a better fit for teams wanting macOS, Windows and iOS coverage plus a free allowance of three AI interviews per month.

Pick Metaview when interview-focused sourcing and profile-search limits are more important than a full ATS-and-assessment workflow.

Hyring suits teams seeking a free tier with 50 credits monthly, one seat and one active job post.

Choose BarRaiser for a free interviewer toolkit centered on interview notes, co-piloting, highlights and recordings.

RoundZero is oriented toward AI pre-evaluation with one active job and five reports per job on its free plan.

Scorebar AI offers a 30-day trial with five interviews and basic voice and text scoring.

Choose HackerRank when a large technical-question library and defined annual attempt allowance are the priority.

Verdict

Equip is recommended for teams that want a unified ATS, configurable assessments and AI interviews, with a free way to run the core recruiting workflow. Its strongest reason to choose it is the combination of credit-free CV screening and broad evaluation formats. Look elsewhere if per-candidate charges, universal proctoring or U.S.-only storage do not fit your hiring or compliance model.