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

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

Early Renewal or Prepayment: BrainsFirst 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 BrainsFirst is perceived as a high-value, science-based assessment tool that clients are happy to keep investing in, as long as they manage a few practical trade-offs.

Overall sentiment
– Average rating across our client feedback is very close to 5/5
– Comments consistently highlight strong satisfaction with both product and support

Key strengths our Spendbase clients highlight:

1. Business impact and value
   – Helps identify top talent more objectively
   – Reduces bias from “desired” answers in traditional questionnaires
   – Makes recruitment faster and more targeted
   – Candidates receive personal brain reports, which boosts their experience and employer brand

2. Product experience
   – Game-based, engaging format – candidates generally find it “fun” and insightful
   – Clear, visual reports for both candidate and hiring team
   – Dashboard is described as “overzichtelijk” (easy to navigate and understand)

3. Scientific credibility and partnership
   – Strong neuroscience and scientific underpinning is mentioned often
   – Clients appreciate that BrainsFirst rethinks how to look at talent, not just CVs
   – Collaboration is praised as proactive, personal, and genuinely consultative

Main frictions to keep in mind:

1. Time and effort
   – The full game set takes about an hour; some candidates see this as long
   – Learning the underlying “stof” (content and framework) requires effort; internal teams need time to build expertise

2. User fit
   – Not everyone picks up the games equally fast
   – Talent labels sometimes need extra explanation; clients often add context when sharing profiles

From a Spendbase discount and optimization perspective, the pattern is clear:

• Clients see strong ROI in quality-of-hire and process efficiency, which justifies the investment.
• The main cost “pressure points” are candidate time and internal training time, not just license price.
• BrainsFirst works best when organizations:
• Communicate clearly to candidates why the assessment is valuable
• Plan some onboarding/training for HR teams
• Use the results as a structured part of the decision process, not as a standalone filter

Overall, our internal data suggests BrainsFirst delivers high perceived value and client satisfaction, with the biggest wins in objective selection and candidate experience, as long as expectations around test duration and learning curve are managed well.