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

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

Early Renewal or Prepayment: Thomas Assess 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 Thomas Assess is generally seen as a high‑value, high‑impact tool, with a few clear areas to watch around pricing structure, UI and training.

Overall sentiment
– The average rating across shared experiences is very high (close to 5/5).
– Most Spendbase clients keep the tool in their stack for years and even decades.
– Dissatisfaction appears in pockets, mainly around contracts, billing and some UX friction.

What Spendbase clients like most
Our internal feedback clusters around a few strong positives:
– Impact on hiring quality
– Better job–candidate fit and less “gut feel” hiring.
– Strong use of DISC / PPA / GIA for role profiling and interview prep.
– Ease of use
– Simple for both candidates and admins.
– Reports are clear, practical and business‑friendly.
– Breadth of use cases
– Recruitment, onboarding, coaching, team development and culture work.
– Service & support
– Account managers are often called out by name as responsive, flexible and proactive.

Key pain points we see
From a Spendbase saving and value perspective, these are the main friction areas:
– Pricing & contracts
– At least one Spendbase client felt locked into a costly per‑test model and was unhappy with post‑hoc billing (e.g., added taxes, final invoices).
– Others would like training bundled into the subscription rather than paid separately as teams grow.
– Product UX & workflow
– Platform UI and some report designs feel dated to some.
– Confusion inviting people into different “rooms” (Assess vs Connect) and re‑entering emails.
– Manual steps: chasing completions, sending reminders, tracking who finished for a workshop.
– 360 tool and EI module navigation could be smoother.
– Adoption & training
– Teams need more refreshers and hands‑on cases to read profiles confidently.
– Some lack guidance on when in the hiring funnel to deploy assessments.

Opportunities we flag for our clients
When we help optimize or renegotiate Thomas Assess, we typically focus on:
– Moving to or maximizing unlimited‑use models to drop effective cost per assessment.
– Bundling training and refreshers into the commercial package.
– Pushing for roadmap clarity or commitments around:
– Better UI / UX and integrations (ATS, Teams, talent marketplaces).
– Automated reminders and easier completion tracking.
– Stronger support for neurodivergent candidates.

Net‑net: our internal data shows Thomas Assess delivers strong ROI on decision quality and people insights, as long as pricing, training and workflow details are managed carefully.