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

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

Early Renewal or Prepayment: Knockri 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 Knockri is seen as a strong, bias-aware hiring solution that also delivers clear efficiency gains for talent teams.

From what our Spendbase clients share, the main positive themes look like this:

• Bias reduction and diversity impact
• Clients consistently credit Knockri with “leveling the playing field.”

• Many report noticeable improvement in team diversity and more confidence that hiring is fair and skills-based rather than resume-based.

• Efficiency and time savings

• Centralized candidate management and structured assessments cut manual work.
• Automation, templates, and reminders reduce admin time and help teams move faster.

• Several clients highlight that recruitment has become less stressful and more consistent.

• Customization and candidate alignment

• Assessments can be tailored to:
  • Company culture and values
  • Role-specific competencies

• Video introductions and custom questions help create a more personal, engaging candidate experience.

• Reporting and analytics

• Clients value having visibility across the process, especially for:
  • Pipeline monitoring
  • Performance of assessments
  • Diversity outcomes

• They also note that the vendor frequently adds new reporting features, which is perceived as a good sign of product evolution.

• Customer support and reliability

• Long-time users emphasize stable uptime and fast, helpful support.
• Ongoing check-ins and responsiveness to feedback are mentioned as key strengths.

At the same time, our internal feedback highlights some recurring friction points:

• Learning curve & onboarding
• First-time users can feel overwhelmed.
• Setting up assessments and understanding scoring for niche roles requires some ramp-up.
• Usability for less tech-savvy managers
• Some hiring managers need guidance to navigate the workspace confidently.
• Reporting depth and flexibility
• While good for everyday use, some clients want:
  • More advanced, “BI-like” reporting
  • Better diversity metric tracking
• Workflow and integration details
• Occasional annoyance with integrations needing refreshes.
• Requests for:
  • More flexible scheduling options
  • More powerful sort/filter in requisitions
  • Extra customization for video questions

From a Spendbase discount and optimization angle, this all suggests Knockri delivers strong ROI where diversity, fairness, and process consistency are strategic priorities, but teams should budget a bit of time for onboarding, training, and fine-tuning reporting to fully unlock its value.