Applicant Tracking System Pricing Guide 2025

Key Takeaways

• ATS pricing in 2025 ranges widely, depending on the features, vendor support, and scalability.
• Most ATS vendors don't list pricing publicly, they hide fees.
• uRecruits provide transparent pricing options.
• Choosing a wrong ATS can lock you into contracts and limits your hiring ability.
• Avoid common pricing traps such as poor integration, feature creep, or usage caps.

Choosing an Applicant Tracking System in 2025 is not just about features, it's about value over time. With the shift to AI-led hiring, remote teams, and multi-platforms setup, the price of your ATS should show the real problems it can solve not the cost.

And yet, that's exactly where most teams get struck. Pricing. It's vague. Quotes are hidden behind the demo requests, and the usage? Often filled with a lot of costly surprises.

That's why the guide can break it all down.

What is an Applicant Tracking System?

Hiring today is not just hard but it's chaotic. You juggle with the -

• resumes from the job boards,
• emails from the referrals,
• spreadsheets full of candidate details.
• calendar filled with the interviews.

The list of roles grows. That's where an ATS comes in. It is your recruitment control center. The software is designed to help you organize, track, and manage every step of the hiring process from the moment a candidate applies to the day they are hired.

However, a modern ATS is more than just a digital filing cabinet. It is how teams today -

• Automatically check and sort resumes.
• Post jobs to different boards all at once.
• Collaborate with the hiring managers in real time.
• Schedule interviews without endless emails.
• Follow the hiring regulations.
• Keep a note on what's working and what's not.

How Much Does an Applicant Tracking System (ATS) Cost?

Before anything the first questions businesses ask when checking out an ATS is:

“How much is it going to cost?”

The honest answer? It depends.

ATS pricing can range anywhere from $0 to over $125,000 per year. It generally depends on your -

• Company size,
• How many candidates you are hiring,
• What features do you need, and
• the pricing of different vendors

Here’s a breakdown of what different-sized businesses typically pay—and what you should expect:

Small Businesses (Fewer than 100 employees)

If you have limited hiring needs, you don’t need an enterprise-level system. You’ll likely pay:

• $250 to $3,000/year
• It’s pricing depends on per user or per job post
• An ideal option for companies making occasional hires or early-stage startups

Mid-Sized Businesses (100–500 employees)

As hiring scales up, the complexity and challenges also increase. You may need access for hiring managers, HR leads, and recruiters—plus automation features.

You’ll typically pay:

• $3,000 to $15,000/year
• The price can be flat-rate or per user
• You need to look for scalable plans that don’t cap you on jobs or users too soon

Large Businesses (500–5,000 employees)

Hiring becomes continuous and cross-functional when the teams are big enough within the organization. Integrations, compliance tools, and analytics become more important than ever.

Expected cost:

• $15,000 to $50,000+/year
• Pricing will depend on the feature set, integrations, and level of support
• You’ll want an ATS that can handle role-based access, internal mobility, and multi-department collaboration

Enterprises (5,000+ employees)

It can be the right fit when hiring is global, multi-layered, and often involves -

• custom workflows,
• deep data integrations, and
• strict security standards

Typical budget:

• $75,000 to $125,000+ per year
• It is usually offered as multi-year contracts at a flat rate
• It support, data privacy, onboarding, and scalability are non-negotiables

What Impacts ATS Pricing?

ATS pricing is not something that can work for everyone using it. However, It depends on various key factors:

1. Company Size & Hiring Volume

How many candidates are you hiring? Are you considering 10 roles per year or 1,000?

Most providers charge prices depending on:

• Number of recruiters or seats you have
• Number of open jobs or positions in a month
• Total hires annually in your company

2. Feature Set

Basic ATS tools only help you manage applications. However, most of the modern platforms (like uRecruits) include:

• Job board integrations
• AI resume analyzing
• Interview scheduling
• Career page builders
• DEI filters
• Talent rediscovery tools

Each feature comes with its own price; you just need to keep an eye on that.

3. Support & Setup

Some platforms charge for:

• Onboarding
• Training
• Dedicated support
• Data migration from old systems

uRecruits offers zero-cost onboarding and white-glove migration. It is because the entire setup should not slow down the hiring process.

4. Customization & Any Add-Ons

What do you need? APIs? Personalized data or reports? Different brands or locations? Some ATS tools have all these features and they even come with expensive enterprise plans.

At uRecruits, you only pay for what you use. There are no hidden costs.

What Are The Hidden Fees to Watch Out For?

Many ATS platforms don’t advertise these until you’re deep in the sales process:

- Integration fees (Zapier, Slack, Google Calendar, etc.)

• Training and onboarding costs
• Monthly limits on checking resumes, postings, or sending emails
• Additional support tiers
• Access to analytics or custom reporting
• Career page builder add-ons

uRecruits include all core features and integrations. There are no hidden costs, ever.

Mistakes to Avoid When Choosing an ATS in 2025

1. Only Counting the Base Price

Most tools show low rates when they do advertisements. However, you don’t know that the most necessary features cost extra. So, it is always a wise choice to ask for the complete details of the cost breakdown.

2. Not Considering Hiring Volume

If you’re hiring for multiple roles in a month, don’t use per-job pricing models.

3. Not Taking The Trial or Demo

You need to test the UI, dashboard flow, and candidate experience before you buy any. A well-organized and appealing website is not always recruiter-friendly software.

4. Ignoring Support Quality

Great tech needs efficient and reliable support. You need to look for platforms that offer -

• live support,
• migration help, and
• fast response times.

5. Overpaying for Features You Don’t Use

Avoid paying for AI, CRM, or reporting tools you don’t need yet. Choose platforms like uRecruits. It can help you scale features with your growing hiring needs.

How to Choose the Right ATS for Your Team?

Ask yourself:

• How many roles are there for which you need candidates each month?
• How many recruiters will use the system in your team?
• Do you need automation, DEI tools, or internal mobility features?
• Can this recruitment system grow with your company or will you outgrow it in a year?
• Is pricing clear and scalable?

uRecruits was built to work for startups, teams, and large enterprises alike.

What Makes uRecruits Pricing Different?

uRecruits was designed to solve the one problem most recruiters face. They were paying too much for the features they don’t even use. Further, they were looking for tools that could save hours every week.

Here’s how our recruitment software pricing works in 2025:

One Flat Rate

All the key features are included -

• Job distribution to 30+ boards
• AI resume analyzing
• Custom branded career pages
• Interview scheduling
• Internal job boards
• Reapproaching talent and CRM
• DEI scoring and smart filtering

No per-feature pricing. No surprises.

Types of ATS Pricing Models

When you understand these types, they can help you choose a system that scales without breaking your budget.

1. Per-User (Per Seat)

Common for platforms like uRecruits -

• Easy to make a prediction for the cost.
• You may need to pay more when the hiring teams and demands increase.

2. Per Job Posting

• It is suitable for low-volume hiring
• If there are multiple role openings then it can get expensive.

3. Pay-As-You-Go / Freemium

• Some offer free trials or free basic usage
• Great for startups
• Limited tools, support, and scale

4. Custom Enterprise

• Fully customized
• High entry cost, long contracts, long onboarding

To Sum Up

You must have a clear ground by now that ATS pricing is not just a number but it's a strategy.

The cost of an applicant tracking system in 2025 can vary widely. However, the real question is what you are getting in return. A Wrong ATS can cost you a lot and even more with the hidden cost, lost time, and low-quality hires. The right one can make your workflow better, improves your candidate experience, and deliver a measurable ROI.

Whether you are hiring just 5 people or 5,000, uRecruits provides you with the tools to move faster, hire better, and spend smarter. You don't have to overpay for the features that you are not using.

Frequently Asked Questions

Why do most ATS platforms hide their pricing?

Most ATS vendors should provide a demo before sharing their pricing because their cost can vary. It depends on its usage, integration, and company size.

Are there any hidden costs I should look out for?

Yes. Common hidden fees include:

• Integration charges
• Training or onboarding fees
• Resume analysis or email limits
• Extra costs for reporting or analytics

What’s included in uRecruits' pricing plans?

All plans include:

• Job board distribution (30+ boards)
• AI resume filtering
• Custom career pages
• Interview scheduling
• Internal job marketplace
• DEI scoring and smart search filters
• Access for unlimited team members (Growth plan and above)

Do I need to pay per user or per job post?

It depends on the provider you choose. Most platforms charge per user or per vacancy. It can quickly add up. uRecruits provide flat-rate pricing and you don't have to pay more just because your team or hiring volume is growing.