These are the latest pricing indications for a HiredScore account.

Before anything else, the one fact that changes how you should read every other page on this topic: HiredScore is not an independent company any more. Workday acquired it on 29 March 2024 for $530 million in cash. You do not buy HiredScore. You buy a Workday product, through a Workday sales cycle, on a Workday contract.

HiredScore still does not publish detailed pricing, which is why this page exists. Below is what the product actually is now, what the available cost indications are, where they come from, and how much weight each one deserves.

We'll answer these questions for you:

• What happened to HiredScore?
• Which HiredScore plans are there?
• What does HiredScore cost?
• When should I pay for HiredScore?
• What are alternatives to HiredScore?

What happened to HiredScore?

Workday announced its intent to acquire HiredScore on 26 February 2024 and closed the deal on 29 March 2024. The numbers are not a rumour: they are in Workday's 10-Q filing with the SEC.

• Total purchase consideration: $530 million, paid in cash
• Of that, $411 million was booked as goodwill and $135 million as intangible assets
• Developed technology was valued at $111 million, with an 8-year useful life
• The HiredScore trade name was valued at $1 million, with a useful life of one year

That last line is the most informative number in the whole filing. Workday's own accountants assigned the HiredScore brand roughly twelve months of remaining value. They were right. The product you are pricing today is sold as HiredScore AI for Recruiting, badged "a Workday company", alongside a sibling product for internal mobility.

Workday then bought Paradox on 1 October 2025 and put Paradox CEO Adam Godson in charge of its talent acquisition platform. If you are building a shortlist, note that HiredScore and Paradox are now the same vendor. Several comparison posts still list them as competing options. They are not.

Which HiredScore plans are there?

There are no plans in the sense of published tiers you can pick from. There is no pricing page, no self-serve signup, no free tier and no free trial. HiredScore is sold as an add-on to a Workday contract, licensed separately from the underlying Workday HCM subscription.

What Workday sells under the HiredScore name today is two products:

• HiredScore AI for Recruiting: candidate grading and prioritisation, talent rediscovery from your existing database, and a Recruiting Agent that surfaces actions inside the recruiter's workflow
• HiredScore AI for Talent Mobility: the same scoring logic pointed inward, matching existing employees to open roles

Workday markets HiredScore as technology that runs on top of your existing systems rather than requiring a rip-and-replace, and it integrates with third-party recruiting platforms as well as Workday Recruiting. In practice, the commercial motion runs through Workday, so treat "works with any ATS" as an engineering statement, not a procurement one.

The outcome figures Workday publishes on its own product page are worth knowing, and worth treating as vendor-selected best cases: a 54% increase in recruiter capacity within 10 months of launch, 70% role coverage from existing talent pools, and 35% faster hiring manager reviews.

What does HiredScore cost?

Workday does not publish a HiredScore price. Anyone who tells you they know the list price is guessing, including the pages that state a precise figure with total confidence.

Here is the honest picture, with sources attached so you can weigh each one yourself.

• Starting cost: around $75,000 per year. This is the figure listed on Capterra's HiredScore listing, shown as a flat rate. It is vendor-supplied directory data, not a quote, and it has not been updated to reflect the way Workday now packages the product. Treat it as an order-of-magnitude anchor: five figures, not four.
• No free trial and no free version. This one is consistent everywhere, including Workday's own product pages. There is no way to test the product without a sales cycle.
• It is an add-on, not a standalone purchase. The HiredScore line item sits on top of a Workday subscription. If you are not already a Workday customer, the real number you are evaluating is the platform plus the add-on, not the add-on alone.
• Pricing is negotiated per account, based on employee count, hiring volume and which modules you enable. Enterprise HR contracts of this size routinely run multi-year with annual uplift clauses, so ask about the escalator, not just year one.
• Budget for the work around it: implementation, integration with your ATS or HCM, and change management for recruiters. On enterprise talent platforms this is frequently a material fraction of the licence cost.

The short version: HiredScore is priced for Fortune 500 and Global 2000 buyers, and the buying process assumes you are one. If a five-figure annual floor plus a Workday platform contract is not in the conversation, this product is not aimed at you, and no amount of negotiation changes that.

When should I pay for HiredScore?

HiredScore earns its price in a specific situation: a large enterprise, already on Workday or seriously considering it, with enough hiring volume that a percentage gain in recruiter capacity is worth six figures.

It is a strong fit if you want to:

• Prioritise and grade high volumes of applicants rather than have recruiters read them in order
• Rediscover candidates already sitting in your database instead of paying to source them again
• Move more roles through internal mobility rather than external hiring
• Keep the AI layer inside systems your HR team already runs

It is a poor fit if you are under a few hundred employees, if you are not on Workday and do not intend to be, or if your bottleneck is finding candidates rather than triaging the ones you already have. HiredScore ranks and orchestrates demand you already generated. It is not a sourcing tool.

The compliance question to ask in the demo

This belongs in a pricing article because it is a real cost of ownership, and almost nobody writing about HiredScore mentions it.

Workday is the defendant in Mobley v. Workday (case 3:23-cv-00770, Northern District of California), a collective action alleging that its AI-driven hiring tools produced a disparate impact on applicants aged 40 and over. The court granted preliminary collective certification on 16 May 2025. On 31 July 2025, Judge Rita Lin ordered Workday to produce a list of customers who enabled the HiredScore AI features, and rejected Workday's argument that HiredScore should be carved out of the case. The litigation was still active through 2026.

Nothing has been proven, and this is not a reason on its own to rule the product out. But if you enable AI scoring on your applicants, you are the employer making the hiring decision, and a court has already shown willingness to identify which employers switched those features on. Before you sign, ask Workday for its bias audit documentation, ask what adverse impact testing it runs on your own data, and ask who indemnifies whom. If you hire in New York City, Illinois, Colorado or the EU, your legal team should be in the demo, not briefed after it. Getting that in writing during procurement costs nothing. Getting it afterwards is a different conversation.

What alternatives do I have?

If HiredScore is out on price, on scale, or because you have no intention of standardising on Workday, these are the real options. Note that this category has consolidated hard, so several names that older comparison posts still list as independent are not.

1. Enterprise talent platforms: Beamery, Avature and Phenom are the genuine like-for-like alternatives, all still independent. Beamery is CRM-led sourcing, Avature is highly configurable with private-cloud delivery, Phenom is the broadest experience platform. All three are enterprise purchases with enterprise sales cycles, so expect the same lack of published pricing.
2. AI sourcing tools: HiredScore works on candidates you already have. If your actual problem is that not enough of the right people ever apply, that is a different product. HeroHunt.ai searches across the open web and platforms rather than ranking an existing pile.
3. Applicant tracking systems: if you mostly want a recruiting system of record with modern AI scoring on top, Greenhouse, Lever (now part of Employ) or Workday Recruiting itself will cost far less than adding an orchestration layer. For smaller teams on a tighter budget, Manatal is an affordable ATS with built-in sourcing, candidate scoring and a published price you can check before you talk to anyone.
4. Conversational and high-volume hiring: Paradox is the leader for frontline and hourly hiring, but be aware Workday acquired it in October 2025. Choosing Paradox to avoid Workday no longer works.
5. Writing and assessment: Textio remains independent for inclusive job copy. Pymetrics, which older lists still name as a standalone option, was acquired by Harver in 2022 and is sold as part of that platform. Ideal, likewise, was bought by Ceridian in 2021 and folded into what is now Dayforce. Neither is a company you can buy from today.

The pattern to take away: the enterprise AI recruiting layer has largely been absorbed into the HCM suites. That is exactly why nobody publishes a price for it, and why the tools that still do publish one tend to be the ones aimed at teams below the enterprise line.