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The applicant tracking system is free for employers. You can post roles, collect applications, and run a hiring pipeline without paying for the software.

Everything else is billed by use or by outcome. AI resume ranking is $0.10 per resume and AI interview screening is $5 per interview. Contractor placements cost 30% of the contractor's engagement fees, permanent placements cost 20% of first-year base salary with a refundable 10% retainer, and employer of record is $499 per employee per month.

Yes. HireCade staffs data annotators, second-pass reviewers, and credentialled domain experts for AI training data, covering RLHF and preference ranking, model evaluation and red teaming, computer vision, speech, multilingual, and document work. Every annotator passes a structured interview on instruction comprehension and edge-case reasoning before joining a project.

Most teams start with a paid pilot batch, which usually begins within three to five business days for common text and image tasks, while credentialled or low-resource language work takes one to three weeks. Project work is quoted per project, and direct placement onto your payroll is a refundable 10% retainer credited toward a 20% placement fee.

Screening reads each application against the requirements of the role you posted and ranks candidates so the strongest applications surface first.

It is a shortlisting aid rather than a decision maker. A person still decides who moves forward, and the ranking exists so that reviewers spend their time on the applications most worth reading.

The candidate joins a session in the browser, grants microphone access, and answers questions out loud. The session is recorded, transcribed, and turned into a score with written feedback.

Your team sees the transcript and score next to the application, so reviewers can decide who moves forward without running every first conversation themselves.

A human makes every hiring decision. The automated parts are ranking, transcription, and scoring, which change the order in which your team reads applications rather than who gets hired.

Every score comes with the transcript behind it, so a reviewer can disagree with the ranking and see exactly what the candidate said.

Yes. Low volume hiring is where a free applicant tracking system helps most, because the alternative is usually a spreadsheet and a shared inbox.

You can post a role, keep applications in one pipeline, and add screening interviews only for the roles where you get more applications than you can read.

An agency owns the process and hands you a shortlist. HireCade gives you the software to run the process yourself, and adds services only where you want them.

If you would rather not run sourcing or interviewing in-house, Candidate Drop delivers shortlists and Interview as a Service supplies interviewers, but you keep your pipeline, your data, and your candidate relationships either way.

Screening and interviewing work across roles rather than only engineering, from software and data through sales, marketing, and operations.

The specialist hiring pages cover the verticals where we place people directly, including software developers, immigration experts, SEO, data annotation, email marketing, lead generation, and social media.

Yes, through employer of record for employees and contractor of record for contractors. The employer of record becomes the legal employer and handles payroll, taxes, and statutory benefits in that country.

Contractor of record covers the same problem for contract relationships, where the main risk is misclassification rather than payroll.

Applications, resumes, interview recordings, transcripts, and scores are stored so your hiring team can review them next to the application.

The privacy policy sets out what is collected, which providers process it, how long it is kept, and how to ask for a copy or a deletion.