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100Hires vs Workable

Compare 100Hires and Workable on pricing for 1-20 employees, AI Score and candidate sourcing by plan, and recruiter workflows.

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Comparing Workable with another ATS? This page puts the 1-20-employee pricing, AI usage, candidate sourcing, and recruiter workflows side by side.

Both products cover serious recruiting work. The choice comes down to packaging, limits, workflow depth, and the product scope your company needs now.

100Hires vs Workable: compare capabilities, plans, and workflows

Workable documents applicant tracking, AI candidate evaluation, passive sourcing, outreach, scheduling, scorecards, feedback, reporting, exports, integrations, and API access.

100Hires brings ATS work and AI-assisted review into one recruiter workspace. Passive recruiting, Contact Finder, and outreach are positioned for Pro. AI use has plan quotas.

That makes a simple checkmark table risky. A feature can exist in both products yet sit behind a different plan, credit pool, usage rule, or service condition.

The table keeps those conditions visible. It compares pricing captured for companies with 1-20 employees and puts 100Hires first, without treating Workable as a stripped-down ATS.

Use the table as a shortlist, then test one representative inbound role and one passive-sourcing workflow in each product. Check the handoffs, permissions, and plan limits that affect your team.

100Hires vs Workable pricing for 1-20 employees

Workable's published recruiting pricing groups costs by employee band. It describes active-job capacity as unlimited and applies fair-use restrictions.

An annual monthly equivalent is not the same as monthly flexibility. 100Hires annual billing is prepaid, and the annual Workable figures in this comparison require a yearly commitment.

Software pricing is one line item in the buying model. Add the recruiter's repeated manual work, any separate sourcing or outreach tools, implementation time, and the HR products your company truly plans to use.

The lower Start price is useful for a small team with up to three jobs, 100 candidates, one user, and a modest AI allowance. It is not shorthand for every 100Hires workflow named on this page.

Broader sourcing and outreach sit with Pro. Free comprehensive managed migration is narrower still: it requires an annual Pro contract and a review of the source system and requested scope.

Workable packages a broader recruiting and HR suite. For a team that wants ATS and employee-management products from one vendor, the higher recruiting entry price may not tell the full value story.

For a team focused on ATS work, the cleanest test is to price the required users, jobs, AI volume, sourcing workload, outreach, and migration service. Compare the needed plan, not the lowest number on either page.

100Hires vs Workable plan limits and AI usage

Plan limits shape the daily experience long after the buying call. Active jobs, candidate limits, users, AI credits, and trial caps can matter more than a long feature inventory.

AI Score is available on 100Hires paid plans within those plan-specific quotas. It scores the candidates a recruiter chooses to review. It does not promise unlimited scoring or make a final hiring decision.

Workable allocates 3,000 AI credits to paid accounts. Its documented AI actions draw different amounts from that pool, so a team should estimate its own screening, sourcing, and chat activity.

Use AI Score to prioritize candidate review

A busy recruiter rarely needs another unexplained rank. The useful output is a score tied to the requirements of one open role, with enough detail to check why a candidate landed there.

Review the evidence before you move a candidate

100Hires turns the requirements for one role into a 0-100 match signal. A recruiter checks the rationale before changing a candidate stage.

• Role-specific criteria
• Per-criterion evidence
• Recruiter makes the call

Start with criteria that a recruiter can defend. Job requirements, relevant experience, skills, and other role needs should be written for the opening rather than copied as a generic ideal-candidate list.

Then review the evidence behind the result. A high total can hide a weak result on a must-have criterion. A lower total can reveal a promising profile that needs a closer read.

A sensible validation set includes known strong, borderline, and poor-fit candidates from one role. Recruiters can compare the order with their own review and investigate meaningful disagreements.

Change one criterion at a time and rerun the sample. That shows whether the result follows the hiring requirement or merely repeats a broad profile preference.

This is where the candidate matching workflow matters. 100Hires lets the recruiter inspect the total, criterion-level results, and candidate context before deciding what comes next.

The same human-review boundary applies to resume screening with recruiter review. Scoring narrows attention; it does not replace judgment, interviews, or a documented selection process.

Workable documents AI-assisted evaluation and controls for human review as well. The buying question is not which vendor can say AI. It is which scoring detail, controls, and usage terms your recruiters will trust.

Build candidate sourcing workflows with Contact Finder

Applicant flow and passive sourcing solve different problems. Applicants have already raised a hand. Passive prospects may need research, contact details, context, and several respectful follow-ups.

Choose which contact details to enrich

Contact Finder is positioned for candidate sourcing on Pro. Confirm the current plan and data conditions in the trial.

• Candidate-sourcing workflow
• Plan and data conditions
• Trial validation

Workable documents passive sourcing and outreach. This page does not claim that Workable lacks those workflows.

Test a representative set of profiles and one passive-candidate workflow against your recruiting process.

Review the current 100Hires pricing and plan limits before treating that workflow as part of a budget. The $49 annual-billed Start price is separate from Pro sourcing.

Compare switching support before you choose

100Hires includes free managed migration on annual Pro after source and scope review. Other plans receive a custom quote, and self-service import paths remain separate.

Review the migration path before cutover

Use the candidate CSV path when its fields are sufficient. Managed migration is included on annual Pro after source and scope review; other plans are custom quoted.

• Candidate CSV path
• Scope review
• Buyer validation

Workable documents candidate-details CSV and a support-assisted full export. Confirm the available source package, required fields, mappings, and acceptance checks before setting a cutover date.

Choose Workable when its broader suite fits the team

Workable can make sense when a company wants a broad recruiting and HR suite from one vendor. Its documented scope reaches beyond applicant tracking into onboarding, employee records, time off, attendance, performance, documents, and HR operations.

Its recruiting product has real depth. Workable documents job distribution, passive-talent sourcing, talent CRM, application forms, structured interviews, assessments, scheduling, offers, reporting, workflows, permissions, and audit trails.

Workable documents integrations, webhooks, OAuth, and a public recruiting API. Teams with established HR processes or a need for broader employee management may value that product span more than the lowest ATS entry price.

Workable says its AI Agent has configurable oversight and can be disabled by an administrator. This comparison does not describe those workflows as autonomous hiring or pretend they are missing.

The tradeoff is packaging. Employee-band pricing, credit use, plan terms, and optional HR products need to match the company you are buying for. A team should confirm the current plan behind each required workflow.

Choose 100Hires when price and connected recruiter workflows matter

100Hires is worth testing when the team wants an ATS-focused product, a lower published entry price, and a connected path from candidate review to outreach.

Those pieces matter when recruiters are tired of copying names, notes, and contact details between a sourcing tool, a spreadsheet, an inbox, and an ATS. The value is the connected trail, not the number of labels on a feature page.

The limits are part of the decision. Sourcing and broader outreach are positioned for the Pro plan. AI review uses plan-specific credits.

100Hires currently has no resume-anonymization feature. It is ATS-focused, so a buyer seeking the wider employee-management scope documented by Workable may prefer Workable's broader suite.

Check 100Hires through current customer signals

The customer reviews below describe 100Hires only. They do not rate Workable or prove that every team will see the same result.

Atiq Arshad
Technical Recruiter @Kidan

It solved all of my recruitment problems and offered all of the features I was looking for. It can automate most of my recruitment processes.

Source: G2

Philipp Maschelski
Talent Acquisition Partner @G42

I'd happily recommend it to my industry peers. I'm able to use the platform with ease and don't have to think twice what function to use.

Source: Capterra

Teodora Franich
HR Manager @TeachMeSkills

The system is very user-friendly. Even people with no experience will find it easy to understand its functionality.

Source: G2

Workable is a trademark of its owner. This independent 100Hires comparison is not affiliated with or endorsed by Workable.