Twelve vendor pricing pages read directly

AI recruiting agent and AI agents for recruitment priced per requisition

A recruiting team buys an AI agent to get hours back from sourcing, first-touch outreach, screening and scheduling. We read the pricing pages of twelve products, from Pin and Fetcher to Paradox and LinkedIn's Hiring Assistant, priced each one per requisition and in recruiter hours, and worked out when a custom agent on your own ATS costs less.

Vendor pricing pages read directly · No paid placements · Scope your agent in the form

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the short answer

An AI recruiting agent sources candidates, sends and follows up outreach, screens applications against your requirements and books interviews, then writes it all back to the ATS. Published prices run from $99 to $379 a month for sourcing agents (Pin, Juicebox, Fetcher) and $100 to $300 a user for Metaview. Six of the twelve products we checked publish no price at all, including Paradox, HireVue, Eightfold and LinkedIn's Hiring Assistant. At the $36.51 median hourly pay of a US recruiter, most seat tools pay for themselves if they save 3 to 10 hours a month. A custom agent built on your ATS costs about $6,000 to $30,000 and wins once ten or more recruiters would each need a seat.

The audit

What AI agents for recruiting publish on their own pricing pages

Twelve products a US staffing agency or in-house talent team would realistically shortlist, each read from its own pricing page in September 2026. Where the price sits behind a demo, the row says so.

Product	What the agent does	Published pricing	Best fit
Pin	Sources from 850M+ profiles, scores fit, sends multichannel outreach and books interviews	Solo $99 a user a month (annual only). Professional $135 a user annual or $179 monthly. Business: contact sales	Agency and in-house recruiters who live in outbound sourcing
Fetcher	Sourcing, outreach sequences, candidate CRM and ATS sync; Amplify adds a human sourcer	$115 a month (300 sourced candidates, 1 seat), Growth $379, Amplify $649 with 2 seats. 30 percent off annual	Teams that want sourced candidates delivered, not a search tool
Juicebox (PeopleGPT)	Natural-language people search and outreach; Agents run searches and shortlist around the clock	Starter $99 to $119 a seat, Growth $179 to $199 a seat (up to 5). Agents add-on $199 an agent a month	Small recruiting teams sourcing technical and niche roles
Workable (Workable Agent)	An ATS whose agent sources, screens and qualifies candidates	Standard $299 a month, Premier $599, Enterprise $719 (1 to 20 employees). Agent billed in AI credits: $0.12 each for 5,000, $0.095 each for 50,000	Small and midsize companies choosing an ATS and an agent together
Recruitly	Recruitment CRM and ATS with agentic actions	Solo $25, Professional $80, Enterprise $120 a user a month. Agent actions $0.50 to $3.00 each	Staffing agencies that want pay-per-action AI inside a CRM
Metaview	Sourcing agent, application review, interview notes and reports	Pro $100 a user a month (200 profiles), Max $300 (unlimited sourcing). Enterprise custom	Teams whose bottleneck is screening and interview write-ups
Paradox (Olivia)	Conversational apply, screening, scheduling and onboarding by text and chat	Not published. Demo only	High-volume hourly hiring: retail, restaurants, logistics
LinkedIn Hiring Assistant	Intake, sourcing strategy, applicant screening and outreach drafts inside Recruiter	Not published. Paid add-on to LinkedIn Recruiter, contact sales	Teams already paying for LinkedIn Recruiter seats
Eightfold AI Interviewer	Runs autonomous first-round interviews in 22+ languages with identity checks	Not published. Demo only	Enterprise talent teams on the Eightfold platform
HireVue	AI interviewer, assessments and video interviews	Not published. The pricing page has an ROI calculator and no numbers	Large employers screening at campus or hourly scale
Tezi (Max)	An autonomous AI recruiter that runs the search end to end	Not published on its own site. Third parties report $1,000 to $10,000 a year by planned hires	Startups hiring a handful of roles a year
Moonhub	Qualify, engage and monitor agents	No pricing. The site states the team has joined Salesforce	Not a product you can buy today

The split is sharp. Every tool that publishes a price is a seat or credit product for recruiters who source and screen themselves. Every tool that hides it is an enterprise platform that runs high-volume screening or interviews for you, which is exactly where a price set after the vendor has seen your hiring volume costs the most. Two pages also disagree with themselves: Fetcher's meta description quotes $117 while the page shows $115, and Juicebox's toggle does not say which price is annual. Ask for the price in writing, per seat and per year, before the demo ends. It is the same pattern we found auditing AI agents for small business: the more autonomous the agent, the less likely the price is on the page.

The unit that matters

What an AI recruiting agent costs per requisition and in recruiter hours

Two public benchmarks make these prices comparable. SHRM's 2025 recruiting benchmark puts the median load at 20 requisitions a recruiter a year and the median nonexecutive cost per hire at $1,200. The Bureau of Labor Statistics puts median pay for human resources specialists, the category that includes recruiters, at $36.51 an hour (May 2025). Divide each tool's annual cost by 20 requisitions, and its monthly cost by $36.51.

One recruiter on	Per year	Per requisition (20 a year)	Hours saved a month to break even
Metaview Pro ($100 a month)	$1,200	$60	2.7 hours
Pin Professional ($135 a month, annual)	$1,620	$81	3.7 hours
Juicebox Starter + one Agent ($99 + $199)	$3,576	$179	8.2 hours
Fetcher Growth ($379 a month)	$4,548	$227	10.4 hours
Workable Standard + 5,000 agent credits	$3,588 + $600 in credits	$209	9.6 hours
Paradox, HireVue, Eightfold, LinkedIn Hiring Assistant	Not published	Cannot be computed	Ask for the annual price per seat or per hire

Two readings. First, every published tool costs between 5 and 19 percent of the $1,200 median cost per hire when spread across a normal requisition load, so none of them is expensive relative to the job. Second, the break-even is small: a recruiter who spends even half a day a week on sourcing searches or calendar ping-pong clears it on all of them. The Workable row assumes the 5,000 credits last the year, which depends on how many actions the agent takes. The real question is not whether an agent pays for itself but whether the one you pick does your bottleneck, and whether it can act inside the ATS your team already works in.

What it actually does

Six jobs AI agents for recruitment take off a recruiter

SHRM's 2026 figure for median time to fill a nonexecutive role is 39 days. Most of those days are spent waiting on a search, a reply or a calendar, and those are the jobs an agent does well.

Sourcing against the intake

The agent turns the hiring manager intake into searches across public profiles and your own ATS database, and returns a ranked shortlist with the reason each person matched.

First-touch outreach and follow-up

Personalized first messages, two or three follow-ups on a schedule, and replies routed to the recruiter the moment a candidate says yes.

Application screening on a rubric

Every inbound application is read against the must-haves you set per role, scored, and written back to the ATS with the evidence, so nobody reads 300 resumes to find 12.

Interview scheduling

The agent reads the panel calendars, offers real times, books the slot, sends the video link and reschedules without a thread of emails.

Silver-medalist rediscovery

Past finalists and strong applicants in the ATS get matched to new openings first, which is the cheapest source of hire most agencies already own.

Interview notes and ATS hygiene

Notes, scorecards and stage changes written into the ATS after each call, so the pipeline report is true without a Friday cleanup.

Screening is where most teams start, because inbound volume is the pain they can measure. If that is your only job, you may not need an agent at all: dedicated resume screening software that applies your requirements to every application does it for less. An agent earns its cost when it chains the jobs together, screening a candidate, messaging them and booking the call in one pass. Before any of it goes live, test it the way you would evaluate any AI agent before you ship it: on last quarter's real applicants, with the outcomes you already know. Agencies comparing whole desk setups, ATS plus sourcing, can start from our list of the best AI recruiting software for staffing agencies, priced for a five-recruiter team.

Buy or build

When a custom AI agent for recruiting costs less than seats

A custom recruiting agent that screens applications on a per-role rubric and writes back to one ATS is about 100 hours of work; adding sourcing, outreach and calendar booking takes it toward 200. At the $60 to $150 an hour marketplace developers bill, that is $6,000 to $30,000. Spread over 24 months and add about $150 a month for model usage and hosting, and it costs $400 to $1,400 a month, however many recruiters use it.

Your team	Seat tool per month	Custom build per month	Verdict
Solo or 2 recruiters, mostly sourcing	$135 to $270 (Pin Professional)	$400 to $1,400	Buy. The build never catches up
5 recruiters, screening is the bottleneck	$500 (Metaview Pro)	$400 to $775 for a screening-only agent	Buy, unless your ATS is not supported
10 recruiters on a sourcing tool	$1,350 (Pin Professional)	$400 to $1,400	Build if scoped tightly; the seat bill keeps growing with headcount
Staffing agency with per-client rubrics on Bullhorn or a custom ATS	Seats plus manual work the tools cannot reach	$400 to $1,400 for one agent across all desks	Build. The rubric and the ATS are the product
High-volume hourly hiring, thousands of applicants	Paradox or HireVue quote	Comparable, plus your own audit duty	Get the quote first; build only if it is priced per hire and your volume is growing

The hours depend on the scope, and a vague scope is how a 100 hour agent turns into a 200 hour one. "Screen applicants" is expensive. "Score every application for these five must-haves per client, write the score and the evidence to these two Bullhorn fields, and email a shortlist to the account manager at 8 am" is cheap, because the developer is not guessing. Our AI agent development cost audit breaks those hours down by agent type, and our AI agent development company page shows what agencies charge when you would rather hand off the whole build.

The rules it has to follow

Five US rules every AI recruiting agent must be built around

New York City Local Law 144. Enforced since July 5, 2023. An automated employment decision tool used for candidates in the city needs an independent bias audit within the year before use, with the results posted publicly, and candidates must get notice at least 10 business days before it is used. Fines are up to $500 for a first violation and $500 to $1,500 for each later one, and each day of use counts separately.

Illinois. Since January 1, 2026, amendments to the Illinois Human Rights Act bar employers from using AI that has the effect of discriminating in recruitment or hiring, bar zip codes as a proxy for protected classes, and require notice when AI is used. The older AI Video Interview Act still requires notice, an explanation and consent before AI analyzes a video interview.

California. Civil Rights Council regulations in force since October 1, 2025 treat an automated decision system that disadvantages people on a protected trait as a possible violation of state law, and require employers to keep the system's data for at least four years.

Colorado. The 2024 Colorado AI Act was replaced in May 2026 by SB26-189, which takes effect on January 1, 2027. It is notice based: tell candidates at the point of interaction, explain an adverse decision in plain language within 30 days, and offer human review on request.

Federal law everywhere. Title VII still makes a selection practice with a disparate impact unlawful unless it is job related and consistent with business necessity, whatever the current enforcement priorities. And if the agent pulls background data from a third party, the Fair Credit Reporting Act's disclosure, authorization and adverse action steps apply. In practice this means a well-built agent logs every score with its reason, keeps a human on every rejection, and can produce selection rates by group for an auditor on request. A vendor should be able to show you the same, and a custom build should have it in the scope from day one.

How it works

From your hiring workflow to a working AI recruiting agent

01

Describe the bottleneck

In the hire brief at the top of this page, name your ATS, the roles you fill, where the hours go (sourcing, screening, scheduling) and where your candidates are located. Two minutes.

02

Get a scoped brief with hours

The brief comes back with the integrations named, an effort band in hours and whether a ready-made agent from the library already covers it, so you can compare it with the seat prices above in the same unit.

03

Pick a developer who has built on your ATS

Matched specialists show their rate and the ATS and calendar integrations they have shipped. You agree the rate directly, with no hire fee on the Growth plan.

04

Test on last quarter, then go live on one desk

Run the agent on applicants whose outcome you already know, compare its shortlist with your recruiters, check selection rates by group, then switch it on for one desk or client before the rest.

The honest version

Where BotGigs fits, and where a seat tool is the better buy

BotGigs does not sell an ATS or a sourcing database. It is a marketplace: a library of ready-made agents and vetted developers who build custom ones. Buyers pay $99 a month on the Growth plan to keep a job on the board, with no hire fee, and agree the rate with the specialist directly. See BotGigs pricing for the plans.

That is the wrong purchase for a solo recruiter who needs better searches; Pin or Juicebox will do it this afternoon for about $100 a month. It is the right one for a staffing agency with per-client rubrics, an ATS the vendors barely touch, ten or more recruiters on seat bills, or a compliance team that wants to own the scoring logic it will have to defend in a bias audit. If you would rather add an engineer to your own team for the build, see how to hire AI engineers on a contract basis.

Questions

Questions teams ask before buying an AI recruiting agent

What is the best AI recruiting agent?

The best AI recruiting agent is the one that does your bottleneck and works inside your ATS. For sourcing and outreach, Pin, Fetcher and Juicebox publish prices from $99 to $379 a month. For screening and interview notes, Metaview Pro is $100 a user. For high-volume hourly hiring by text, Paradox is the usual pick but prices only on a demo. Teams on a custom or staffing ATS often get a better fit from a custom agent.

How much does an AI recruiting agent cost?

On the vendors own pricing pages, $99 to $379 a month for a sourcing agent (Pin, Juicebox, Fetcher), $100 to $300 a user for Metaview, and $299 to $719 a month for Workable plus AI credits at $0.095 to $0.12 each for its agent. Six of the twelve products we checked publish no price. A custom recruiting agent built on your ATS costs about $6,000 to $30,000 one time.

Can AI agents replace recruiters?

No. AI recruiting agents take over the repetitive middle of the job: searching profiles, sending first-touch outreach, reading applications against a rubric and booking interviews. The recruiter still owns the intake with the hiring manager, the judgment on borderline candidates, the offer and the relationship. In practice an agent lets one recruiter carry more open roles, not fewer recruiters carry the same ones.

Is it legal to use AI in hiring in the US?

Yes, with conditions that depend on where the candidate is. New York City requires an annual independent bias audit and 10 business days notice before an automated employment decision tool is used. Illinois bans AI use that has a discriminatory effect from January 1, 2026 and requires notice. California requires four years of records for automated decision systems. Title VII disparate impact rules apply everywhere.

What can an AI recruiting agent do?

Most AI recruiting agents do four jobs: source candidates from public profiles and your own database, send and follow up personalized outreach, screen inbound applications against the requirements you set, and schedule interviews into the team calendar. Some also run first-round interviews, take interview notes and update the ATS. Each job can be bought separately or combined in one custom agent.

Should a staffing agency build its own AI recruiting agent?

Build when you have ten or more recruiters on per-seat tools, run an ATS the vendors do not integrate with deeply, or need your own screening rubric per client. A custom agent spread over 24 months costs about $400 to $1,400 a month however many recruiters use it, while ten seats of a sourcing tool at $135 cost $1,350 a month. Buy when a seat tool already covers the job.

Does an AI recruiting agent need a bias audit?

In New York City, yes, if it substantially assists a hiring or promotion decision for a candidate in the city: an independent bias audit within the year before use, with the results posted publicly. Fines run $500 for a first violation and up to $1,500 for each later one. Outside NYC an audit is not mandated everywhere, but it is the best evidence you have against a disparate impact claim.

How long does it take to build an AI recruiting agent?

A focused agent that screens applications against a rubric and writes the result back to one ATS takes about 100 hours, roughly three to five weeks for one developer. Adding sourcing, outreach sequences and calendar booking takes it toward 200 hours. Most of the time goes into the ATS integration and into testing the rubric on past applicants, not into the model.