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

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

Early Renewal or Prepayment: Hiring Steps 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 Hiring Steps is performing very strongly across our client base, especially on ease of use, support, and cost-effectiveness.

Overall sentiment
– Average rating: between 4.5 and 5.0 out of 5
– Most Spendbase clients describe the experience as “easy,” “intuitive,” and “time-saving”
– Long-term retention is strong; some clients have stayed on the platform for 5+ years

What Spendbase clients like most
– Workflow & usability
– Clear pipeline from applied → interview stages → hire
– Simple to move candidates through steps with minimal clicks
– One-way video interviews and pre-screening questions save hiring managers time

• Centralized candidate sourcing
• Candidate data from multiple job boards pulled into one place
• Easier to compare, rate, and shortlist applicants

• In-platform emailing and interview scheduling reduce context switching

• Support & partnership

• Live, human support is a major plus
• Dedicated reps proactively check in and help optimize usage

• The tool is intuitive enough for non-HR leadership to use directly

• Cost & value

• Many Spendbase clients report paying less than posting directly to big job boards
• Perceived as a “win/win” given both cost savings and better candidate flow

Main pain points our data highlights
– Need stronger filtering:
– Some clients want better tools to weed out unqualified applicants earlier
– UI and navigation gaps:
– Expired job views can be tricky
– A few note the system isn’t always as intuitive as they’d like
– Onboarding and post-hire features:
– Interest in more onboarding capabilities (e.g., training assignments) from within the platform

Spendbase discount insight
– Because clients already see strong ROI versus direct job board spend, Hiring Steps is usually justified even at list price.
– Best leverage for discounts tends to come from:
– Committing to higher job volumes
– Multi-year terms
– Bundling premium features like assessments or background checks

Overall, our internal data shows Hiring Steps is a high-satisfaction, high-value option, especially for teams that care about a clean hiring pipeline, strong support, and lower sourcing costs.