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

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

Early Renewal or Prepayment: Canditech 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 Canditech consistently delivers very strong value across hiring teams, especially when cost and efficiency are top of mind.

From what our Spendbase clients report, the main benefits cluster around a few clear themes:

1) Hiring speed and interview reduction
– Many teams reduced unnecessary interviews by roughly 50–80%, especially for data, marketing, and early-career roles.
– Bulk testing (e.g., 50 candidates over a weekend) and automatic scoring for coding/SQL/Excel dramatically cut time-to-hire.
– For graduate and entry-level funnels, clients often go from hundreds of applicants to a short list in a few days.

2) Quality of hire and role fit
Spendbase clients highlight that realistic job simulations are the real differentiator:
– Embedded SQL, Google Sheets, code review, campaign optimization, and client-facing simulations reveal real-world performance.
– Roles that mix soft and hard skills (sales, client success, data consultants, PMs, ops, product) benefit most, because you can test both in one assessment.
– Several clients mention stronger on-the-job performance after using Canditech to screen.

3) Candidate experience & employer branding
– Custom intro pages with logo, video, and branding help present the company culture well.
– Candidates often describe the tests as “fun,” personal, and realistic.
– Asynchronous video Q&A lets candidates “meet” the hiring manager early, while teams get a clear sense of communication skills.

4) Flexibility & customization
– Canditech is used across marketing, R&D, data, finance, operations, sales, and graduate programs with one platform.
– Teams can:
– Build 100% custom tests from scratch
– Mix multiple choice, coding, SQL, Sheets, video, open text
– Localize tests (e.g., English/Hebrew versions)
– “Experts service” helps port existing internal tests and optimize them, which shortens setup time and increases ROI.

5) Friction points worth noting
Our internal data also surfaces a few recurring product gaps:
– No mobile candidate experience and English-only interface for hiring teams.
– Limited automation in some flows (e.g., no built-in auto-reject emails in some plans, no email alerts for comments, thumbs up not auto-moving candidates in ATS).
– Some missing advanced features are on the roadmap (video transcription, richer diagram tools, enhanced exports).

From a Spendbase savings standpoint, Canditech tends to pay off most where hiring volume is high and roles are skill-intensive, because the automatic grading and reduced interview load directly cut recruiter and manager hours.