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

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

Early Renewal or Prepayment: Infor Talent Science 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 Infor Talent Science is viewed very positively by Spendbase clients, especially around quality of hire, ease of use, and vendor partnership.

Key strengths our clients highlight:

• Impact on hiring & turnover
• Noticeable reduction in turnover and higher retention
• Better quality-of-hire and stronger culture fit

• Ability to prioritize higher‑potential candidates quickly

• Ease of use & functionality

• Portal is simple to navigate for both admins and hiring managers
• One-time assessment reused across multiple roles is a big win
• Strong reporting: clear, colorful visuals and multiple report types

• Helpful outputs beyond hiring:

  • Onboarding reports
  • Development reports
  • Career pathing insights
  • Interview guides and probing questions

• Customization & science

• Custom profiles tuned to role and performance metrics
• Recalibration and validation studies to keep models accurate

• Uses behavioral science, not just consultant opinions

• Vendor support

• Customer Success Managers and Behavioral Scientists are described as:
  • Highly responsive
  • Proactive and creative
  • Deeply embedded in the client’s business
• Ongoing training for users and hiring managers is a major value driver

Main friction points our clients report:

• Assessment experience
• Length (around 75 questions) can cause candidate drop‑off, especially in high‑volume or short‑tenure roles

• Some want more engaging formats (e.g., gamified elements)

• Change management & usage

• Managers may over-focus on scores and misinterpret them
• Upfront training and clear guidance are essential

• There is a lot of data; some teams lack the bandwidth to fully leverage it

• Integrations & analytics

• Most ATS integrations work well, but some cases (e.g., with Workday or weaker ATSs) feel clunky
• Desire for:
  • More out‑of‑the‑box dashboards
  • Clearer, faster validation processes

From a Spendbase discount perspective, our internal benchmarks suggest you should:
– Push for bundled support (CSM + Behavioral Scientist) in your base fee
– Include recalibration/validation and training in the contract, not as add‑ons
– Tie pricing discussions to measurable ROI: turnover reduction and manager time saved.