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

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

Early Renewal or Prepayment: Mitratech AssureHire 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 Mitratech AssureHire is delivering strong value for most Spendbase clients, especially around speed, usability, and support – with a few clear cost and process risks to watch.

Key strengths our clients highlight:

• Fast turnaround
• Most background checks come back within 24–72 hours.

• This directly reduces time-to-hire and idle vacancy costs.

• Ease of use

• Simple, intuitive interface.
• Easy to teach new team members.

• Clear, readable reports and status tracking.

• Customer support

• Very responsive CSMs and support teams.
• High marks for proactive follow-up, troubleshooting, and custom setup.

• Clients often call out their rep as a main reason they stay.

• Customization & flexibility

• Custom packages and workflows tailored to complex orgs.
• Strong compliance guidance across multiple states.

• Good candidate-facing experience, including mobile-friendly flows.

• Integrations

• Solid connections with HRIS/HCM and onboarding tools (including Paycor), though not always perfect.

Main friction points and potential cost drains:

• Drug testing & physicals
• Slow or poorly tracked results from third-party labs.
• Limited in-network facilities in some regions.

• These delays can silently extend time-to-hire and increase vacancy costs.

• Employment verification

• Difficult to complete in some cases.
• High spend when The Work Number is involved.

• Some clients want better fraud controls (e.g., title verification when employers are unreachable).

• Operational / UX issues

• ETA/status not always updated, requiring manual follow-up.
• Generic candidate emails and SSA-89 workflow cause confusion and delays.
• Occasional login issues and minor integration hiccups.
• A few clients miss having a dedicated rep vs. a general support line.
• Perception that support feels a bit more “rushed” after the Mitratech merger.

From a Spendbase discount and optimization lens, the biggest levers we see are:

• Tightening what’s bundled in standard packages (especially drug/physical services).
• Actively managing employment verification methods to reduce Work Number spend.
• Using actual turnaround-time data as leverage in renewal and SLAs.
• Pushing for small UX and integration improvements that reduce manual work and candidate drop-off.