Plans & Entitlements
Every plan is the full AI Hiring Intelligence Platform. What changes is capacity — active roles, agent runs, intelligence and governance.
A single flat fee for a fixed set of active roles. Best when you know exactly which roles are open now.
One-time · 1 position · 1 per company
one-time flat fee
billed once
Test the model on one critical hire, once.
Up to 10 positions
one-time flat fee
billed once
Run parallel searches with shared intake context.
Up to 20 positions
one-time flat fee
billed once
Concurrent hiring across functions with priority support.
Up to 30 positions
one-time flat fee
billed once
Portfolio hiring across teams in one package.
Up to 40 positions
one-time flat fee
billed once
Portfolio hiring across business units.
Up to 100 positions
one-time flat fee
billed once
A continuous hiring programme run as one package.
More than 100 positions
Scoped to your plan
Continuous hiring across business units, geographies, or 50–5,000-employee operators.
Each active role returns a ranked, evidence-backed shortlist of the top 10 candidates, refreshed weekly in your workspace.
The platform is the same on every plan. These are the entitlements that differ — capacity, access and governance, not hours of labour.
| Entitlement | 1 position | Up to 10 positions | Up to 20 positions | Up to 30 positions | More than 30 positions |
|---|---|---|---|---|---|
| Active roles under managementRoles that are open in the workspace and being worked by the agent layer at the same time. | 1 | Up to 10 | Up to 20 | Up to 30 | ScopedSet with your plan |
| Workspace seatsPeople in your organisation with their own login to the workspace. | 2 seats1 owner + 1 recruiter | 4 seats1 owner + 3 recruiters | 8 seats1 owner + 7 recruiters | 11 seats1 owner + 10 recruiters | ScopedAgreed during security and procurement review |
| Agent capacityIntake, blueprint, discovery, evidence and scoring agent runs available to your roles. | Full agent layerScoped to 1 active role | Full agent layerScoped to your active roles | Full agent layerConcurrent runs across all active roles | Full agent layerConcurrent runs across all active roles | Full agent layerCapacity planned with your plan |
| Candidate recordsCandidate profiles, evidence and scores stored in your workspace. | Unmetered for your rolesNo per-CV charges | Unmetered for your rolesNo per-CV charges | Unmetered for your rolesNo per-CV charges | Unmetered for your rolesNo per-CV charges | Unmetered for your rolesNo per-CV charges |
| Data retentionHow long candidate records and evidence stay accessible in your workspace. | 3 months | 3 months | 3 months | 3 months | CustomIncluding data-residency requirements |
| Hiring IntelligencePipeline health, time-to-first-qualified, score distribution and dropout analysis. | Included | Included | Included | Included | Included + custom reporting |
| Evidence Graph accessEvery score traced to the specific findings behind it, per candidate and requirement. | Included | Included | Included | Included | Included |
| Governance controlsApproval gates before candidates are visible, contact-release permissions, role-based access. | Included | Included | Included | Included | Included + SSO and security review |
| Audit exportsExportable record of decisions, scores and evidence for internal review. | Confirmed on your quote | Confirmed on your quote | Confirmed on your quote | Confirmed on your quote | ScopedAgreed in your reporting requirements |
| Integration accessEmail and calendar coordination connected to your workspace. | Confirmed on your quote | Confirmed on your quote | Confirmed on your quote | Confirmed on your quote | ScopedReviewed with your IT and security teams |
| Support levelHow you reach us and how quickly we respond. | Standard support | Standard support | Priority support | Priority support | SLA-backed supportNamed executive sponsor |
| Expert oversightHuman review of agent output before candidates reach your decision queue. | Included | Included | Included + priority calibration | Included + priority calibration | Included + dedicated account structure |
| Included resultsWhat the platform produces for each active role. | Ranked, evidence-backed shortlistsRefreshed weekly | Ranked shortlists per roleAll roles run in parallel | Ranked shortlists per roleAll roles run in parallel | Ranked shortlists per roleAll roles run in parallel | Ranked shortlists per roleCustom operating cadence |
“Confirmed on your quote” means the entitlement is set on your quote rather than published as a fixed number — we would rather confirm it than print a limit we have not committed to.
Plain answers to the questions that decide whether a plan fits. Your signed quote or agreement is always the authority on commercial terms.
An active role is one role in your workspace that is open and being worked by the agent layer — intake compiled, discovery running, evidence and scoring produced. Roles you have paused, filled or closed do not count against the entitlement. One role means one job opening, not one hire: multiple hires against the same opening stay inside the same active role.
Nothing breaks and nothing is charged automatically. When you reach your active-role entitlement, new roles queue as drafts in the workspace until a role closes or you move to the next package. We will tell you which roles are counting and what your options are before anything changes.
We sell packages. The pilot is a flat fee for one position, billed once. Each larger package states a capacity and one total — one-off and subscription use the same packages at the same prices, with subscriptions billed monthly at the start of the month. Paying twelve months up front saves 10% on the annual total; the monthly price itself never changes. Exact billing terms for your plan are on your quote — nothing on this page changes what you agreed.
Move to a larger package at the next billing cycle. Your workspace, intake context, evidence, scores and candidate records carry over — you do not start again. Downgrades work the same way.
Subscriptions can be paused or cancelled with notice, and your workspace, candidates and evidence stay in place through the retention window. Contract minimums, notice periods and any enterprise terms are stated on your quote or agreement — please treat that document as the authority, not this page.
Published plans include three months of access to candidate records and evidence in your workspace. Longer retention and specific data-residency requirements are set on enterprise agreements. You keep the candidates the platform surfaced — there are no placement fees or salary percentages.
Yes. Every plan includes human review of agent output before candidates reach your decision queue, plus calibration when your criteria shift. Higher bands add priority calibration and a named account structure. This is governance over the system's output — it is included in the plan, not billed as hours.
Flat fee vs placement fee
Example math on a $95,000 average salary and a typical agency fee of 20–25% of first-year salary. Your numbers will differ — these are illustrative, not a quote.
1 hire
$95,000 average salary
Pilot — single position
Difference
$18,301 – $23,051 less
3 hires
$95,000 average salary
3 positions
Difference
$49,000 – $63,250 less
10 hires
$95,000 average salary
10 positions
Difference
$182,000 – $229,500 less
Examples only. Agency fees vary by market and seniority; TaaSFlow package prices are fixed and published. The flat fee covers the search — you are never charged a percentage of salary when someone is hired.
Operating models
All three can fill a role. They differ in who does the screening, what arrives at the end, and what it costs when you hire again.
What you receive
Contingency agency
A batch of CVs, usually with a short cover note
Sourcing tools & job boards
Access to profiles and contact data — you do the outreach
TaaSFlow Platform
Ranked, pre-screened candidates with evidence per requirement
Who does the screening
Contingency agency
The agency, using criteria you rarely see
Sourcing tools & job boards
Your team, on top of their existing workload
TaaSFlow Platform
A recruiter, against criteria you approved in writing at intake
Why a candidate ranks where they do
Contingency agency
Explained verbally, if at all
Sourcing tools & job boards
Keyword and filter matches
TaaSFlow Platform
A written fit narrative plus quotes from the CV behind every score
Where the work happens
Contingency agency
Email threads and spreadsheets
Sourcing tools & job boards
A sourcing tool your team logs into and works in
TaaSFlow Platform
A shared dashboard with pipeline, decisions and audit trail
How you pay
Contingency agency
20–25% of first-year salary, per hire
Sourcing tools & job boards
Per-seat licence, plus your recruiter's time
TaaSFlow Platform
One flat fee, independent of salary and hire count
Cost of hiring two people instead of one
Contingency agency
Roughly doubles
Sourcing tools & job boards
Same licence, double the internal effort
TaaSFlow Platform
Unchanged within your active-role band
Who owns the candidate data
Contingency agency
The agency keeps the pipeline
Sourcing tools & job boards
You, inside that vendor's tool
TaaSFlow Platform
You — candidates stay in your workspace, including the ones you pass on
For hiring teams · ROI Calculator
Adjust the variables to compare traditional recruitment costs against the TaaSFlow model. Defaults from SHRM & Ashby 2025 benchmarks.
Total projected savings with TaaSFlow — 91% reduction.
$90,000
Agency $85,000 · Sourcing $5,000
$8,000
Up to 10 positions — one total
Directional · SHRM & Ashby 2025 benchmarks
Every plan opens the same Decision Workspace. Plans differ in seats, concurrent roles and entitlements — not in the product.
3 decisions due · Rubric v4 · locked
Candidate ref 4F2K9Q🦄
7 of 8 requirements evidenced · Awaiting your decision
Candidate ref 8HD3TW
6 of 8 requirements evidenced · Awaiting your decision
Candidate ref 2QL7BM
5 of 8 requirements evidenced · In review by TaaSFlow
Case studies
A sample of the outcomes clients see after they start an intake — by industry and company type.
Engagements are shown anonymised by industry and company type. Client names appear only with written approval.
Hospitality
Luxury hotel group, 6 properties
Roles hired
Hotel General Manager, F&B Director, Revenue Manager, …
First shortlist in 4 days
0 missed pre-opening dates across 6 sites
Read the full storyFinance
Mid-market private equity fund, $400M AUM
Roles hired
Investment Director, Vice President, Investments, Portfolio Operating Partner, …
First shortlist in 7 days
Full team + operating partners in seat in 12 weeks
Read the full storyProof that lowers hiring risk
Three artefacts you receive on every engagement — a scored candidate, a recruiter's written judgement, and a delivery rhythm you can plan against. Samples below use anonymized example data.
Candidate A-1042
Senior Product Designer
Role Fit
96
Owned a design-system rollout across three product lines.
Evidence
93
Six years of B2B SaaS work, verifiable in the CV and portfolio.
Logistics
88
Available in 4 weeks; remote-friendly in your timezone band.
Signal
91
Consistent tenure, no unexplained gaps, promotion within the last role.
Written by the recruiter who read the CV — not generated and shipped unread.
Every narrative names what to validate — not just what looks good.
Day 1
Intake locked
Job description completed/ uploaded and scoring model defined. Your User Account set up on the platform - Welcome!
Day 1
Sourcing and screening starts
Monitoring of CVs and scoring results — adjust scoring model if required.
Day 2–14
Your candidate dashboard is live
Review your candidates' evidence-based scoring. 24/7.
Daily/Weekly activity
Interviews and ATS
Start interviews with candidates and manage all interview activities in the ATS space.
Baseline platform capabilities, regardless of plan size.
Charges you will never see on a TaaSFlow invoice.
Pricing FAQ
An agency charges a percentage of first-year salary once a candidate is placed. TaaSFlow charges one exact total, set by how many positions you are hiring for, for the search itself — the sourcing, the evaluation, the workspace. Every candidate the platform surfaces stays in your workspace whether they get hired or not.
No. The monthly fee covers the search capacity, not the outcome. Hire one, hire three, hire none — the invoice is the same. Your incentive to run a rigorous process is not fighting our incentive to close.
Yes. Engagements can be paused with notice and resumed when the next roles are ready. Your workspace, candidates, and evidence stay in place while paused.
Your total is recalculated from the new position count at the next billing cycle, and the total never falls as the count rises. The intake context, workspace, and reusable pipeline carry over. Removing positions works the same way.
Subscriptions run month-to-month and one-off packages have no minimum at all. There is no annual commitment. If you choose to pay twelve months up front you save 10% on the annual total; the monthly package price itself never changes. Exact terms are on your quote.
The Pilot is a one-time, single-role engagement. Each company can run it once. You get the full workflow — intake, sourcing, scoring, and a ranked shortlist — for a fixed price. If it fits, move to a subscription. If it doesn't, walk away with every candidate the platform surfaced.
Where to go next