Number of Seats/Users: Datapeople 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 Datapeople 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 Datapeople. Datapeople reserves discounts for new customers or those not currently under promotional pricing.

Volume or Usage Commitment: Datapeople 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 Datapeople. Such companies are often in a position to negotiate for better pricing.

Early Renewal or Prepayment: Datapeople 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 Datapeople is rated very highly by Spendbase clients who care about fair and inclusive hiring, especially when it comes to job postings and diversity metrics.

Overall sentiment
– Strongly positive satisfaction
– Seen as “easy to use” and “extremely beneficial” for inclusion
– Often described as a “must-have” for teams focused on diversity hiring

What Spendbase clients like most
– Inclusive language guidance
– Clear, actionable suggestions to rewrite job posts
– Helps remove biased or exclusionary wording
– Structure and consistency
– Helps standardize job titles, requirements, and descriptions
– Supports alignment across multiple hiring managers and locations
– Diversity impact
– Better attraction of diverse candidates reported over time
– Helpful for organizations with formal DEI goals and metrics
– Workflow fit
– Integrates with existing ATS tools
– Fits naturally into the job posting process rather than adding heavy extra steps

Common pain points
– Scoring sensitivity
– Our internal data shows clients sometimes struggle to improve the overall score when legal or must-have language is required.
– Some feel they are pushed to remove or rephrase details they actually need to keep.
– Fine-tuning recommendations
– Occasional feedback that suggestions can feel a bit rigid for highly specialized or technical roles.

Best-fit use cases
– Growing companies formalizing their hiring process
– HR and TA teams under pressure to prove progress on diversity metrics
– Organizations with many hiring managers who need a consistent, inclusive job description standard

From a Spendbase discount and cost-optimization angle
– Savings often come from:
– Right-sizing the number of seats/user licenses
– Negotiating around ATS integrations and implementation services
– Multi-year commitments in exchange for better unit pricing
– Because clients see it as a core DEI and brand tool, renewal rates tend to be strong when the platform is adopted across HR and recruiting, not just by a few power users.

If you’d like, I can outline a concrete negotiation checklist for Datapeople based on your team size and current HR tech stack.