Freshteam Is Being Discontinued: Migration Guide and Alternatives (2026)

If you are looking for Freshteam alternatives, you are almost certainly not browsing. You are migrating, because the product is being discontinued.

On 7 January 2026 Freshworks announced it would end Freshteam, its HR and applicant tracking product, and stop renewing subscriptions from 7 March 2026. Customers whose contracts were expiring were offered one further year.

The Freshteam product page and its support deprecation article now return 404.

So this is a forced migration on a deadline, which changes what a comparison guide should do. Price still matters, but continuity matters more: getting your data out intact, keeping job adverts live, and not losing candidates mid-process.

What is actually happening, and by when

Two details change how much time you actually have. Freshworks halted new signups as well as renewals, so this is a closed product rather than one in maintenance.

And the single permitted renewal means some customers retain access into April 2027 while others lose it much sooner, which is why your own contract date matters more than the headline announcement.

Freshworks has folded the capability into Freshservice for Business Teams and described the decision as having no material business impact, which tells you where support attention will go.

Confirm your own end date with Freshworks in writing rather than relying on any article, including this one. Sunset timelines shift, and yours depends on your contract.

It is also worth asking two specific questions while you have their attention: how long your data remains accessible after the subscription ends, and whether any migration assistance or export tooling is being offered to affected customers.

Both answers change how much time pressure you are actually under.

What you are actually losing

Freshteam's own review base, both major review sites, is worth reading once before you shop, because it tells you which capabilities to insist on in a replacement rather than which to drop.

The strengths reviewers named most often were handling high candidate volume with automation, covering hiring alongside onboarding and employee documents in one place, and keeping hiring-team collaboration and candidate communication inside a single interface.

Two of those three are the reason this migration is awkward. If you replace Freshteam with an applicant tracking system alone, you keep the volume handling and the collaboration, and you lose the employee-document and onboarding half.

That is the split covered below, and it is worth deciding deliberately rather than discovering after cutover.

Do this before you shortlist anything

The most expensive mistake in a forced migration is choosing a product before securing your data. Do these four things first, this week.

• Export everything now, not at cutover. Candidate records, resumes and attachments, application history, stage and status changes, interview notes and scorecards, email threads, and your job adverts with their descriptions. Do it while support still exists.
• Check what the export actually contains. Open it. A CSV of candidate names is not a migration. Attachments and email history are the parts most often missing, and they are the parts you cannot reconstruct.
• Inventory your live jobs and their URLs. Every published advert has an indexed link and possibly paid promotion behind it. You will need redirects or reposts, and applicant flow drops during the gap.
• Note your integrations. Job boards, calendar, email, HRIS, background checks and any custom API use. Each has to be rebuilt, and the list is always longer than people remember.

One structural note that will shape your choice: Freshteam bundled HR admin, leave management and employee records alongside hiring. If you used both halves, you are replacing two products, and most ATS vendors cover only one of them.

Which half do you need?

The fourth row is worth considering seriously. A forced migration is an unwelcome moment to also change your HR system, and splitting the two lets you move the urgent half first.

Alternatives for the hiring half

100Hires

Published plans from $49 per month billed annually, unlimited jobs, candidates and users from the Advanced tier at $199. Detail and honest limits below.

Breezy HR

Has a genuinely free tier, which is useful when you are being forced to move on someone else's timetable and want to trial without a purchase decision. Paid plans are $157 per month for Startup, $273 for Growth and $439 for Business billed annually ($189, $329 and $529 monthly).

Capterra 4.5 across roughly 1,420 reviews.

JazzHR

Transparent annual pricing: $1,000 for Hero, $3,480 for Plus, $5,508 for Pro. Watch the job limits, since Hero starts at three postings a month. Owned by Employ Inc. alongside Lever and Jobvite.

Workable

$299 per month for Standard, $599 Premier, $719 Enterprise in the 1 to 20 employee band, with add-ons for texting ($89), video interviews ($109), assessments ($59) and performance ($39). The widest job-board network here, which matters if you need adverts live again quickly.

Manatal

The budget floor: $15 per user per month billed annually for up to 15 jobs, $35 for unlimited jobs. Recruiters consistently describe it as strong value that strains as you scale.

Zoho Recruit

Worth naming specifically because Freshteam customers are often Freshworks-suite customers, and Zoho occupies a similar position: a broad, affordable suite. Free tier with one active job; Standard at US$25 and Enterprise at US$50 per recruiter per month billed annually.

Note the ceiling is active jobs per licence, at 10 and 20 respectively.

Alternatives for the HR half

If you also need employee records, time off and onboarding, these are the common destinations. All price per employee, so your bill tracks headcount rather than hiring.

• BambooHR. Publishes rates: Core $10 per employee per month, Pro $17, Elite $25, with a flat rate from $250 per month for 25 employees or fewer. Its hiring module is lighter than a dedicated ATS.
• Rippling. HR, IT and payroll with a recruiting product included. Quote-only, assembled per module.
• HiBob. Strong on engagement and manager workflows for 100 to 1,000-person companies. Quote-only.
• Personio. The common European answer where local compliance and contracts matter. Quote-only.

A migration plan that fits in three weeks

Forced migrations go wrong when they are treated as a procurement exercise. Treated as an operations project with a sequence, they are manageable. Here is the order that works.

Week one: secure the data and freeze the surface. Run the full export and verify it by opening the files. Stop creating new job adverts in Freshteam beyond what is already live.

List every live requisition, every integration and every automated email that currently fires, because those are the things candidates will notice if they break.

Week two: pick and configure, using one real role. Choose a vendor, then set up a single live requisition end to end rather than trying to recreate everything.

Post it, receive an application, move the candidate through every stage, send each automated email to yourself, and schedule an interview. One role exercised completely tells you more than a week of configuration in the abstract.

Week three: cut over in order of risk. Move active candidates first, since those are live relationships. Then repost open roles and set up redirects from the old advert URLs.

Then import historical candidates, which can happen after go-live without hurting anyone. Keep Freshteam accessible in read-only form for as long as your contract allows.

Two things people forget: tell your hiring managers before their login changes, not after, and check that offer and rejection templates carry the correct sender address in the new system. Candidates replying into a dead mailbox is the most common post-migration complaint.

What to ask any vendor you shortlist

• Will you do the import, and is it included? Assisted migration is common but not universal, and it is worth more than a discount when you are on a deadline.
• Which fields survive? Ask specifically about attachments, stage history, notes and email threads rather than accepting a general yes.
• How fast can adverts go live? If your hiring is active, days matter more than features.
• What does your own export look like? You have just learned why this question matters. Ask it before signing, not at your next renewal.

Our verdict

Export first, choose second. Your leverage disappears when support does. A complete export is worth more than getting the vendor decision perfect, because a good decision with incomplete data still costs you months of history.

Split the problem if hiring is urgent. Move the ATS now, keep HR admin wherever it is, and make the HRIS decision on your own timetable rather than Freshworks'. Two smaller migrations at your pace beat one large one against a deadline.

Prefer published pricing while you are under time pressure. Quote-only vendors mean sales cycles, and sales cycles are the one thing a forced migration cannot spare. JazzHR, Breezy, Workable, Manatal, Zoho Recruit and 100Hires all publish.

Use a free tier to de-risk the cutover. Breezy's free plan and our own trial let you run a live role in parallel before committing, which is the cheapest insurance available in a migration.

Where 100Hires fits, and where it does not

100Hires is an applicant tracking system for small and mid-sized in-house teams. Start is $49 per month billed annually ($99 monthly) for up to 100 candidates a month.

Advanced at $199 annually ($249 monthly) covers unlimited jobs, candidates and users, plus automated emails, a custom domain and knockout questions. Pro at $399 annually ($499 monthly) adds sourcing and contact enrichment.

Done-for-you migration is included on the Pro annual plan; other plans get a custom quote. Capterra rating is 4.9 from more than 1,100 reviews as of July 2026.

100Hires is the wrong choice if:

• You need the HR half of Freshteam. We do not do employee records, leave management, onboarding workflows or org charts. If that is what you are replacing, buy an HRIS. Several of our customers run BambooHR or Rippling alongside us.
• You want a free product. Breezy's free tier and Zoho Recruit's free edition cost nothing. Our entry is $49 a month.
• You are deep in the Freshworks ecosystem. If Freshdesk and Freshservice run your business, ask Freshworks what they now recommend and how integrations carry across, before assuming you must leave the family.
• You are an agency placing candidates with clients. You need an agency CRM: Loxo, Recruit CRM or Crelate.
• Your priority is the widest job-board reach. Workable is the stronger purchase for that specifically.

If you are replacing the hiring half and want it running this month rather than next quarter, see 100Hires pricing or start a free trial. Our BambooHR alternatives and Zoho Recruit alternatives guides cover the two most common destinations for the HR half.

Frequently asked questions

Is Freshteam being discontinued?

Yes. Freshworks announced on 7 January 2026 that it would end Freshteam and stop renewing subscriptions from 7 March 2026. Customers with contracts expiring around the announcement were offered one further year. The Freshteam product and support deprecation pages now return 404. Confirm your own end date with Freshworks in writing, because it depends on your contract.

What should I do first if my company uses Freshteam?

Export your data while support still exists, and check what the export actually contains. You need candidate records, resumes and attachments, application and stage history, interview notes, email threads and your job descriptions. Attachments and email history are the items most often missing from a default export, and they are the ones you cannot reconstruct later. Do this before you start evaluating replacements.

What is the closest replacement for Freshteam?

It depends which half you used. For hiring only, JazzHR from $1,000 a year, Breezy HR with a free tier and paid plans from $157 a month, or 100Hires from $49 a month are the closest on positioning. For hiring plus HR records and leave, BambooHR publishes $10 to $25 per employee per month, and Rippling, HiBob and Personio quote. Zoho Recruit is the nearest equivalent if you liked being inside a broad, affordable suite.

Should I replace both the HR and hiring parts at once?

Usually not. Splitting lets you move the urgent half first and make the second decision on your own timetable rather than the vendor's. HR data migration, employee records, leave balances and document history, is heavier than candidate migration, and doing both under a deadline multiplies the risk. Move hiring first if hiring is active, then choose an HRIS deliberately.

Will my job adverts and application links keep working?

No, not automatically. Every published advert has a URL that will stop resolving, along with any indexed search listing or paid promotion pointing at it. Inventory your live jobs before you migrate, plan redirects where you control the domain, and expect a short dip in applicant flow while new adverts are indexed. This is the most commonly overlooked cost of an ATS migration.