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

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

Early Renewal or Prepayment: Nova 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 Nova is delivering strong value for talent teams, especially those hiring at scale.

From what our Spendbase clients share, three themes stand out:

1) Impact on hiring speed and workload
– Most clients note a sharp drop in manual work once Nova is live.
– The AI screening via phone and email cuts out a big chunk of first‑round calls.
– Many teams say time‑to-hire is shortened because interviews are scheduled faster and fewer candidates “go dark” in the process.

2) Quality and consistency of candidate screening
– Clients highlight that Nova’s conversational AI asks consistent questions and logs answers in a structured way, which helps compare candidates side by side.
– The auto-generated summaries are often praised for giving a clear snapshot of each candidate, so hiring managers can make decisions without digging through long notes.
– Some smaller teams mention that Nova effectively acts as an extra recruiter, keeping standards steady even when they are busy.

3) Coordination and communication
– Our internal data shows that automated interview coordination and updates are among the most appreciated features.
– Spendbase clients value that candidates get timely notifications and status updates, which improves the overall candidate experience.
– Built-in flows for offers and onboarding reduce back-and-forth between HR, hiring managers, and candidates.

Areas where clients see room for improvement:
– Fine-tuning the AI questions for very niche or senior roles sometimes takes extra setup.
– A few teams would like deeper, more flexible reporting out of the box (for example, custom funnels and spend-per-hire views).
– Some clients note that initial configuration and integration with existing HRIS/ATS systems require support, though they generally say it is a one-time hurdle.

Overall sentiment from Spendbase clients:
– Nova is seen as a strong fit for teams that:
– Handle recurring or high-volume roles
– Want to standardize screening
– Care about fast, clear communication with candidates
– The perceived ROI is driven mostly by:
– Reduced recruiter hours on repetitive tasks
– Faster time-to-hire
– More consistent candidate experience across roles and locations

In short, our internal data shows that Nova is best leveraged as the “automation backbone” of the recruitment process, while human recruiters focus on relationship-building and final decisions.