Hireable

Overview

Hireable brings candidate screening, recruiting conversations and live AI interviews together with tools for candidates preparing to apply. It is best suited to recruiting and staffing teams that want to handle several hiring steps in one platform, alongside candidates who value built-in interview practice. Its main draw is that breadth; the trade-off is that teams must match monthly allowances to their hiring volume.

Key features

Assessment and candidate preparation

Hireable Assess generates questions with AI, runs SQL, Python and PySpark code, and accepts voice or video answers. Scores cite supporting evidence and include integrity signals, useful for reviewing how a candidate arrived at a result rather than relying on a score alone. Candidates get mock interviews, practice sandboxes, daily challenges and a question bank, plus résumé, cover-letter and LinkedIn tools.

Recruiting conversations and interviews

Maya handles intake and scheduling through Gmail and SMS, while Slack notifications and webhooks connect recruiting activity to other workflows. Riley conducts adaptive live interviews, asks follow-up questions and creates rubric-grounded recaps with cited evidence. The Multi-Agent Panel can bring together as many as five personas, each with a separate voice and rubric, then produce one recap with disagreement flags. These tools cover more than screening, though the monthly conversation, interview and panel quotas on paid recruiter plans matter for teams with sustained volume.

Integrations, privacy and compliance

Hireable writes scorecards to Greenhouse, Lever and Ashby. Bullhorn, JobDiva and Avionté integrations are shipped per customer, so staffing firms should confirm fit for their setup. Recruiter recordings, transcripts and related data are retained by default for 90 days, configurable per tenant; recordings stay in a tenant private bucket, and transcripts, scores and personal data can be exported as JSON or CSV. Hireable says it supports NYC AEDT requirements, a 4/5ths bias-audit format, candidate notices, New Jersey and Illinois compliance packs, and an Illinois BIPA-aware voice mode. Candidate data is not sold.

The platform supports eight languages and omnichannel candidate channels. Enterprise plans can include a dedicated customer success manager, custom volume, white-labeling, SOC 2, SSO and service-level agreements.

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

Pricing

Candidate and recruiter plans serve different needs. The free candidate tier lasts indefinitely and includes three mock interviews per month, sandboxes, free drills and five résumé rewrites, with no card required. It is a practical starting point, but the mock-interview and rewrite caps are limiting for intensive job searches. Pro costs $14.99 a month for unlimited mocks, résumé, cover-letter and LinkedIn rewrites, and negotiation roleplay. A Cert exam costs $29 per exam for a timed, AI-graded exam and verifiable credential. Annual costs $99 a year and includes everything in Pro plus certification exam credits; it is presented as saving 45%.

Recruiter Starter costs $199 a month for 50 completed assessments, making it a modest testing tier for small teams rather than a full-volume package. Growth costs $599 a month and includes 300 assessments, 100 Maya conversations and 50 Riley interviews per month. Scale costs $1,899 a month and includes 1,000+ assessments, 500 Maya conversations, 250 Riley interviews and 20 panels per month. Those quotas make Growth and Scale easier to assess against projected workload, but teams should account for each separate allowance.

Enterprise has custom pricing, custom volume, unlimited Maya conversations with an SLA, custom interviews and panels, SOC 2, SSO and SLAs. Team also has custom pricing and is aimed at bootcamps, universities and organizations issuing certifications.

Platforms

Hireable is available on the web.

Who it's for

Recruiters, staffing firms and in-house talent-acquisition teams should consider Hireable when they want assessment, intake and interviewing under one roof, particularly if they are replacing onsite interview loops. Small teams can start with Starter, while teams with higher and predictable throughput can compare Growth or Scale quotas with their hiring cadence. Candidates looking for practice and application-material support can use the separate candidate plans. Teams that do not need this broad workflow, or cannot work within the assessment and conversation allowances, should consider a more focused alternative.

Pros and cons

Pros

• Several hiring stages in one platform: assessment, intake, scheduling, live interviewing and panel recaps can support a connected workflow.
• Evidence-backed evaluation: cited scoring, integrity signals and rubric-grounded interview recaps give reviewers more context than a bare score or transcript.
• Useful integration and data controls: scorecards flow to Greenhouse, Lever and Ashby, and recruiter data can be exported with configurable retention.
• Distinct candidate offering: the free tier includes sandboxes and drills as well as limited mock interviews and résumé rewrites.

Cons

• Recruiter plans have multiple monthly caps: Growth and Scale limit assessments, Maya conversations, Riley interviews and, for Scale, panels separately.
• Some ATS connections are customer-specific: Bullhorn, JobDiva and Avionté integrations are shipped per customer, unlike the direct scorecard connections to Greenhouse, Lever and Ashby.
• Starter is narrow: 50 completed assessments per month suits testing with a small team, not broad hiring volume.
• Recording retention is finite by default: recruiter recordings, transcripts and related data are retained for 90 days unless configured per tenant.

Alternatives

• Tellability is worth comparing for a freemium option with a free trial and a free pilot that includes 50 credits per month, three active job postings and 50 candidate unlocks per month.
• Sense is an alternative for teams focused on SMS and WhatsApp messaging; its listed messaging plan starts at $500 a month and includes 1:1 and bulk messaging, conversation search, templates and shared inboxes.
• RoundOne AI may suit teams prioritizing CV screening and voice interviews: its free plan offers unlimited CV screenings, and its Solo plan includes 100 AI voice interviews per month.
• Talkpush AI Chatbot is another paid recruiting chatbot option.
• Bright Apply uses volume-based pricing, with a two-year term as its standard base price and a starting commitment of 3,000 interviews annually.
• EVA Bot is a paid alternative with a Starter Pilot priced at $12,000 a year.
• Paradox is a paid option with custom pricing tailored to hiring needs.
• GLYDE Unity is another web, iOS and Android option to consider.

Verdict

Hireable is a strong fit for recruiting teams that want assessment, intake, scheduling and structured AI interviewing in one platform, with a separate practice toolkit for candidates. Its cited evaluations, ATS scorecard connections and configurable data retention are meaningful strengths. Look elsewhere if your hiring volume does not fit its per-month quotas or your team needs a narrower tool rather than a multi-stage recruiting platform.