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

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

Early Renewal or Prepayment: Psicometricas 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 Psicometricas is seen as a helpful, but still developing, tool for managing vacancies and applicants across multiple job boards.

From what our Spendbase clients share, a few clear themes stand out:

1) What clients appreciate
– Centralized hiring flow
– The ability to publish vacancies to several job boards at once is a major plus.
– Automatic collection of applicant information into one platform reduces manual work.

• Better organization of vacancies
• Vacancies separated by key, title, and subcategory help teams keep things structured.

• This makes it easier to track which positions are open and who is in the pipeline.

• Candidate and employee cataloging

• Clients like having a single place to catalog both candidates and employees.
• Uploading CVs and images for identification is seen as practical for HR teams.

2) Where expectations are not fully met
Our internal data shows that clients feel the platform is useful, but not yet rich enough in content and depth:

• Need for more content and guidance
• Clients explicitly ask for “more content” and “more information.”

• There is a desire for richer self-service resources:

  • Clearer how‑to guides
  • Best practices for posting vacancies
  • Tips for screening and organizing candidates

• Feature depth and experience

• A 3.0 rating pattern typically reflects:
  • The core idea is good and usable.
  • The experience could be more polished and comprehensive.

3) How this ties to spend optimization
From a Spendbase discount and cost-efficiency angle, our insights suggest:

• Psicometricas can already help reduce manual HR effort by:
• Cutting time spent posting the same vacancy on different job boards

• Centralizing candidate data instead of juggling spreadsheets or emails

• However, due to the request for more content and functionality, some clients may:

• Underuse the platform’s full potential
• Consider additional tools to cover gaps, which increases total HR software spend

Our recommendation for companies considering Psicometricas is:
– Treat it as a central hub for vacancy posting and applicant tracking.
– Ask the vendor directly about roadmap items around content, onboarding materials, and feature expansions.
– Use Spendbase-style procurement tactics (negotiated discounts, tiered pricing, and pilot periods) to ensure the price matches the current maturity level of the tool for your team’s needs.