Number of Seats/Users: Seeqle offers discounts based on the number of users or seats. A higher volume typically leads to a better discount structure, especially for enterprise-level usage.

Commitment to a Long-Term Contract: Discounts are often provided to companies that commit to using the service for a longer period (e.g., 1-year or 3-year contracts). A longer commitment shows Seeqle that the company is serious and willing to invest in the platform long-term.

No Active Discounts: Companies that are not already receiving other active discounts may have a better chance of qualifying for additional discounts from Seeqle. Seeqle reserves discounts for new customers or those not currently under promotional pricing.

Volume or Usage Commitment: Seeqle offers discounts if you agree to a minimum amount of usage or transaction volume. This could be based on data storage, transactions, or other metrics tied to how much you will use the platform.

Enterprise-Level Negotiation: Companies that qualify as “enterprise” due to their size or complexity (e.g., having large teams, multiple departments, or geographical presence) may be eligible for additional discounts from Seeqle. Such companies are often in a position to negotiate for better pricing.

Early Renewal or Prepayment: Seeqle often offers discounts if you renew early or prepay for the entire contract period. This is a common approach to securing a lower price.

Here at Spendbase our internal data shows that feedback on Seeqle is very positive, especially around automation, targeting quality, and time-to-hire.

Key positive themes our Spendbase clients highlight:

• High-quality candidate acquisition
• Strong match between candidates and open roles
• Noticeably higher qualification rates compared to traditional job boards

• Better reach on channels where candidates actually spend time (social networks, search, apps)

• Automation & ease of use

• Setup and daily usage are described as straightforward
• Programmatic campaigns and AI-based targeting reduce manual work

• Teams report saving weeks of trial-and-error thanks to Seeqle’s pre-built HR data and targeting logic

• Performance & speed

• Faster inflow of relevant applications
• Improved pipeline volume without a proportional increase in recruiter workload
• Good fit for both recruitment and training / school admissions campaigns

Main friction points our clients mention:

• Candidate management
• Native candidate management features are seen as basic
• However, many clients simply connect their existing ATS, which largely removes this pain point

From a Spendbase cost-optimization lens, the pattern is:

• Clients see clear ROI when:
• They run ongoing or high-volume recruitment (multiple roles or campuses at once)
• They already have an ATS to handle post-acquisition workflows

• They were previously relying heavily on manual job posting or non-targeted ads

• Potential discount / negotiation levers we typically look at with Seeqle:

• Committed monthly or annual ad spend through the platform
• Number of simultaneous campaigns or business units
• Long-term contract vs. trial or pilot
• Inclusion or exclusion of advanced support and integrations

In short, our internal data shows that Spendbase clients see Seeqle as a strong acquisition engine rather than a full ATS. When it’s paired with an existing HR stack and negotiated on volume/commitment, it tends to deliver high-value candidate pipelines at a competitive cost per qualified lead.