Hireable

Overview

Hireable is a hiring platform that combines candidate screening, recruiting conversations and AI-led interviews with tools for applicants preparing for interviews and applications. It is best suited to recruiting and staffing teams that want several hiring stages in one service, and to candidates who want built-in practice. Its breadth is appealing, but teams should weigh the monthly allowances and 90-day default data retention against their needs.

Key features

Assessments and candidate preparation

Hireable Assess generates questions with AI, runs SQL, Python and PySpark code, and accepts voice or video responses. Its evidence-cited scores and integrity signals give recruiters material to review alongside a result, rather than only a score. Candidates get mock interviews, coding sandboxes, daily challenges and a question bank, plus résumé, cover-letter and LinkedIn tools. That combination serves both sides of hiring, though the recruiter assessment limits vary by plan.

Recruiting conversations and interviews

Maya handles candidate intake and scheduling over Gmail and SMS; Slack notifications and webhooks connect activity to other workflows. Riley conducts adaptive live interviews, asks follow-up questions and produces rubric-grounded recaps with cited evidence. The Multi-Agent Panel supports up to five personas, each with its own voice and rubric, and consolidates their results with disagreement flags. These tools offer more than basic screening, but teams should compare their expected monthly usage with plan quotas.

Integrations, privacy and compliance

Hireable writes scorecards to Greenhouse, Lever and Ashby. Bullhorn, JobDiva and Avionté integrations are shipped per customer, which may suit staffing firms but requires a customer-specific rollout. Recordings are stored in a tenant private bucket; transcripts, scores and personal data can be exported as JSON or CSV, and candidate data is not sold. Recruiter data is retained for 90 days by default, configurable per tenant. Hireable states support for NYC AEDT requirements, 4/5ths bias-audit format, candidate notices, NJ and IL compliance packs, and an IL BIPA-aware voice mode.

Pricing

Hireable has free and paid options for candidates as well as monthly recruiter plans. Candidate plans are separate from recruiter assessment and interview allowances, so buyers should choose based on which side of the platform they need.

• Free: free (billed forever). Includes three mock interviews per month, sandboxes, free drills and five résumé rewrites, with no card required. This is a useful starting point, but the mock-interview and rewrite caps limit regular use.
• Pro: $14.99 a month (billed /mo). Adds unlimited mocks, résumé, cover-letter and LinkedIn rewrites, and negotiation roleplay. It fits candidates who want ongoing practice and application support.
• Cert exam: $29, paid once (billed per cert exam). Includes a timed AI-graded exam and verifiable credential, for candidates seeking a credential rather than a recurring practice subscription.
• Annual: $99 a year (billed /yr). Includes everything in Pro and cert exam credits; the plan says save 45%. Its annual term trades monthly flexibility for a lower stated cost.
• Starter: $199 a month (billed /mo). Includes 50 completed assessments per month and is aimed at small teams testing candidates. It is the lowest recruiter tier, but has no stated Maya or Riley allowance.
• Growth: $599 a month (billed /mo). Includes 300 assessments, 100 Maya conversations and 50 Riley interviews per month, a better fit for teams that need candidate communication and live interviews in addition to screening.
• Scale: $1,899 a month (billed /mo). Includes 1,000+ assessments, 500 Maya conversations, 250 Riley interviews and 20 panels per month. The larger quotas suit higher-volume teams, but the monthly commitment is substantial.
• Enterprise: custom pricing. Includes custom volume, unlimited Maya conversations with SLA, custom interviews and panels, SOC 2, SSO and SLAs. Enterprise plans can also include a dedicated customer success manager and white-labeling, making this the option for organizations with those requirements.
• Team: custom pricing. Includes bootcamps, universities and organization-issued certifications, aimed at education and training organizations.

The recruiter starting price is $199 a month. No trial term is given for Hireable, so teams should assess the recurring cost and quotas against expected hiring volume before selecting a plan.

Platforms

Hireable is available on the web. It supports eight languages and describes its candidate channels as omnichannel, with Maya specifically using Gmail and SMS for intake and scheduling.

Who it's for

Recruiters, staffing firms and in-house talent-acquisition teams are the main audience, particularly those replacing onsite interview loops or consolidating assessment, scheduling and interviewing. Candidate practice tools broaden the appeal, but a candidate looking only for interview preparation can use the free tier before paying for Pro or an exam. Teams with low or unpredictable hiring volume should be cautious about committing to monthly recruiter quotas.

Pros and cons

• Pro: Screening, intake, scheduling and adaptive interviews sit in one platform, reducing the need to assemble separate hiring tools.
• Pro: Evidence-cited scoring and interview recaps give reviewers a basis for examining candidate responses, while the panel can flag disagreement between personas.
• Pro: Candidate preparation tools and a free tier with three mock interviews monthly make the platform useful beyond the recruiter workflow.
• Con: Recruiter plans impose separate assessment, conversation, interview and panel allowances, so teams must forecast several types of usage.
• Con: Recruiter recordings, transcripts and related data are retained for 90 days by default, which may not fit every organization's retention policy without tenant configuration.
• Con: Some ATS integrations are shipped per customer, and higher-tier security and service options are tied to Enterprise plans.

Alternatives

For a broader comparison of conversational recruiting tools, see Recruiting Chatbot Software.

• Tellability is worth comparing if its free pilot allowance—50 credits, three active job postings, 50 candidate unlocks and up to 15 matched candidates—fits a team's initial screening needs; its Growth plan is ₹3,999 a month.
• RoundOne AI may suit teams focused on voice interviews or CV screening: its free CV screening plan offers unlimited screenings, while its Solo plan is £99 a month for 100 AI voice interviews monthly.
• Talsense is another web-based freemium option to compare.
• Bright Apply is aimed at annual interview volume commitments, starting at 3,000 interviews annually, with lower per-interview rates for larger commitments and a two-year standard base price.
• GLYDE Unity is a paid option available on web, iOS and Android.
• GoHire is another paid, web-based recruiting chatbot option.
• SeekerPitch is another paid option to compare.
• Sense is a paid alternative without a free plan or free trial, with web, mobile, API and extension platforms.

Verdict

Hireable is a strong fit for recruiting and staffing teams that want candidate assessment, communication and AI interviewing in one platform, especially when cited evidence and candidate practice tools matter. Its main reason to choose is the breadth of the workflow; its main reasons to look elsewhere are the monthly quotas, the 90-day default retention period and the starting recruiter price of $199 a month. Candidates can start with the free tier, while recruiting teams should match a paid plan's allowances and retention settings to their operating requirements.