Workable

What it is

Workable runs hiring from advert to offer. You post a job to more than 200 job boards at once, publish it on a careers page it builds for you, and every applicant lands in an applicant tracking system rather than an inbox. Around that sit a talent CRM, self-scheduled interviews, interview kits and scorecards, and sourcing against a database of more than 400 million candidate profiles.

The AI layer is the Workable Agent, which sources, screens and qualifies candidates, priced per action with 3,000 free AI credits included.

Who it's for (and who it isn't)

It fits companies hiring continuously rather than occasionally: a growing business filling several roles at once, or an agency hiring on behalf of clients. Unlimited active jobs, subject to fair usage, is the shape of a product for people who always have a role open.

It is a poor fit for a company hiring twice a year. At $299 per month, two hires a year cost roughly $1,800 in software, which is more than most small companies would spend on the whole process. A careers page, a job board post and a spreadsheet cover that volume honestly.

Pricing

Workable is paid, with no free plan. Standard is $299 per month, Premier is $599 and Enterprise is $719, billed monthly, and all include unlimited active jobs subject to fair usage limits. There is a 15-day trial with the complete Standard feature set and no credit card required.

Two extras to plan for. Assessments are a $59 per month add-on on Standard and included from Premier. And the Workable Agent runs on a pay-per-action model after the 3,000 free credits, so AI screening at volume is a variable cost rather than a flat one.

Set it up

Official guide: Creating a job in Workable

1. Start the 15-day free trial of Workable. It includes the complete Standard feature set and needs no credit card. Start it when you have a real role to fill, because the trial is short. Use the work email address you want applicants and notifications to reach. You now land in your Workable account.
2. Click the "Create a New Job" button. Type the job title and pick one of the suggestions, without all capitals or eye-catching words such as "Ninja". Choose a department from the dropdown. On-site and hybrid jobs need a city under "Office location". Remote jobs need at least a country or state under "Employee location". The job now has a title, a department and a location.
3. Write the job description, the requirements and the benefits. This text becomes the public job advert that candidates read. Check the job targeting fields at the bottom (Industry, Function, Salary, Employment type), which are filled in for you where possible. Click "Save & continue". You now move on to the application form.
4. On the application form, which holds the questions candidates answer when they apply, keep at most 5 questions, because each extra question gives applicants one more reason to stop. You now see the form that candidates will fill in.
5. Read the advert once more, because "Publish" makes it public. Click "Publish" at the top right. Your job appears right away on your Workable Careers page, a page Workable hosts with your open jobs. Free job boards check the job first before it goes live there. You now have a job that people can apply to.
6. When applicants arrive, open the Jobs dashboard, click the "Applied" stage of the job (the stage where new applicants land) and open a candidate. Click the thumbs up/down button, write a comment, pick a rating and click "Add evaluation". If you made a scorecard (a list of skills to rate) for this stage, it opens instead. The candidate now carries your rating and comment.

When this works, your role is live on your Careers page, applicants land in the Applied stage, and every candidate you review carries a comment and rating you can compare later. Next, decide what a good candidate looks like before the first applicant arrives, and rate everyone the same way.

On Standard ($299/mo): assessments, which are tests candidates take online, are a $59/mo add-on, and Premier ($599/mo) includes them.

Strengths and limitations

The strength is distribution plus structure. One post reaching more than 200 boards removes a tedious hour per role, and interview kits and scorecards quietly improve hiring quality by making evaluation consistent.

The limitations are price and fit. The entry price of $299 per month makes it an operating cost rather than a per-hire cost, which is only rational at steady volume. Sourcing from a huge profile database is a feature whose value depends on the market you hire in, so test it against your own roles during the trial. And AI screening deserves care: automated qualification affects real people's chances, and reviewing what the agent rejects is a habit worth keeping rather than an optional check.