Most teams come to us for the free ATS and stay for the AI recruiter. Below is the full picture, so pick the problem you have today.
HireCade is a hiring and global employment company. It provides a free applicant tracking system, AI sourcing and screening through an assistant called Cade, human technical interviewers, pre-vetted specialists across several disciplines, global employment via Employer of Record and Contractor of Record, immigration and IT operations, research participant recruiting, and free preparation tools for candidates.
That list is long because these are genuinely different jobs that happen to involve the same people. Finding someone is a sourcing problem. Getting through the applicants is a screening problem. Paying someone in a country where you have no legal presence is a corporate structure problem. Talking to professionals to understand a market is not a hiring problem at all. Products that solve one of those rarely solve another, which is why they are separate here rather than bundled into a suite.
Most teams arrive for the free applicant tracking system, because tracking software should not cost per seat, and stay for the AI recruiter once a role starts attracting more applicants than anyone can read. The global employment products are usually a later and separate decision, triggered by one specific candidate who happens to live in the wrong country.
Everything shares one pipeline and one invoice, so combining products does not mean combining vendors. It also means you can use one product and ignore the rest indefinitely: the free tier does not degrade, expire, or turn into a sales call.
HireCade covers five different jobs that all involve people, and they are easy to confuse from the outside. You either need to find someone, hire them, employ them somewhere you have no legal presence, talk to professionals for research without hiring anyone at all, or, if you are on the other side of the table, prepare for the process yourself.
Most teams arrive for the free applicant tracking system, because tracking software should not cost per seat, and stay for the AI recruiter once a role starts attracting more applicants than anyone can read. Those two are the entry point for almost everyone, and plenty of companies never use anything else.
The global employment products solve a different problem entirely. If the right candidate lives in a country where you have no entity, the obstacle is corporate structure rather than recruiting, and an Employer of Record removes it in days instead of months. Nothing about that decision has anything to do with how you found the person.
Research recruiting is the outlier, and deliberately so. It uses the verified pool that makes the hiring products work, but nobody gets hired at the end of it. It exists because the same verification that tells an employer someone really is a staff engineer tells a researcher the same thing, and that turns out to be the hardest part of professional research recruiting.
Cade sources, screens, and interviews for you, 24/7, at a fraction of a recruiter's cost.
This group answers the job of running a hiring process yourself. It starts with a free applicant tracking system, because tracking software is no longer the scarce thing, and adds AI on top of it for the parts that break at volume: reading every resume, and running a first screening interview with everyone worth talking to. Every product here shares one pipeline, so switching a capability on does not mean moving your candidates somewhere else.
Post jobs, track candidates, and publish a careers page. Free forever, unlimited seats.
The pipeline everything else plugs into. Post roles, publish a branded careers page on your own URL, and move candidates through stages with notes and feedback on the candidate record rather than scattered across inboxes and direct messages. Unlimited jobs, unlimited candidates, and unlimited team seats, with no trial clock and no card required to start. This is where almost everyone begins.
Cade reviews every resume, reaches out to talent, and hands you a ranked shortlist.
Software for the two jobs that break first when a role gets popular: finding people who are not applying, and reading the ones who are. Resume ranking scores each application against your job description and explains the score, at $0.10 per resume. AI interview screening runs a video or voice interview and returns a score, a transcript, and cheating detection, at $5 per interview. Reach for it when a role attracts more applicants than anyone on your team can read carefully.
Expert human interviewers run your technical loops so your engineers stay shipping.
People rather than software. Expert interviewers run your technical loops and return structured feedback, which solves a different problem from AI screening: not volume at the top of the funnel, but senior engineering time consumed by interviews in the middle of it. Teams commonly use both, with AI screening narrowing the field and human interviewers handling the deep technical assessment.
A curated shortlist of top-tier candidates in your inbox every Monday.
For teams that hire continuously rather than in bursts. Instead of opening a search each time a role appears, you receive a curated shortlist of strong candidates every Monday and start conversations before you have a requisition. It works best when your hiring is predictable enough that a good person is always worth meeting.
Pre-vetted talent for the roles you need filled, screened by our AI Interviewer.
This group answers the job of handing a search over. You are not evaluating software here, you are asking for people who have already been screened for a specific discipline. Full-service recruiting is priced as a 10% retainer with a 20% placement fee against first-year base salary, and contract placements are 30% of engagement fees. Reach for this when the constraint is that nobody good is applying, rather than that too many people are.
Frontend, backend, full-stack, mobile, DevOps, and ML engineers.
The broadest vertical we run, covering product engineering through infrastructure and machine learning. Candidates are screened on fundamentals with our AI Interviewer before they reach you, which is the part that usually consumes the most senior engineering time. Pair it with Interview as a Service if you want the deep technical loop handled as well.
Labelling and RLHF teams for training data at scale.
Labelling, evaluation, and reinforcement learning from human feedback, usually needed as a team rather than as an individual hire. Volume and consistency matter more than individual seniority here, which changes both the screening approach and the engagement model: this is one of the categories most often engaged through Contractor of Record rather than employment.
Technical SEO, content strategy, and link building.
Practitioners for the three quite different disciplines that get bundled under one title: technical SEO, content strategy, and link acquisition. Most teams need one of the three rather than all of them, and being specific about which saves a lot of interviewing. Frequently a fractional or project engagement rather than a full-time role.
Attorneys and paralegals for visa and mobility casework.
Individual-level immigration talent, including specialists in United States categories such as O-1A, H-1B, EB-1, and EB-2 National Interest Waiver. This is the right starting point if you are an applicant rather than an employer, or if a case needs deep advisory work. If you want sponsorship run as part of your employment operation instead, that is HireCade Immigration.
Lifecycle, nurture, and outbound campaign specialists.
Lifecycle and campaign practitioners who own deliverability, segmentation, and the sequences that actually move a number. A common first marketing hire for companies whose product already has users but whose retention is handled by nobody in particular.
Researchers and SDRs who fill your pipeline.
Researchers who build lists and qualify accounts, and outbound representatives who work them. Usually hired against a pipeline target rather than a job description, which makes it one of the easier verticals to scope precisely and one of the harder ones to screen for on a resume alone.
Managers and creators for organic and paid social.
Organic community building and paid social buying are different skills that often share a job title, and the mismatch is the usual reason a first social hire underperforms. We screen for which one you actually need before shortlisting.
A full product team (design, engineering, and QA) assembled for your roadmap.
Not a hire, a team. Design, engineering, and quality assurance assembled around a roadmap and engaged as a unit, which is the right shape when you have a product to build and no in-house team to build it with. Engagements are quoted per project rather than priced per seat.
Hire, pay, and equip people in new countries without setting up a local entity.
This group answers a corporate structure problem rather than a recruiting one. You have found the person, and the obstacle is that you have no legal way to pay them where they live, no way to sponsor a permit, or no way to get a laptop to them. Choosing between the first two products here is the most consequential decision on this page, because picking the wrong one is how misclassification claims start.
We become the legal employer and handle payroll, tax, and local HR. $499 per employee / month.
We become the legal employer in the country where the person lives, providing a locally compliant employment contract, payroll in local currency, tax withholding and statutory filing, and statutory benefits, at $499 per employee per month plus salary and employer contributions. You keep full day-to-day direction of their work. This is the correct model whenever the relationship is employment in substance, which means you set hours, supervise method, or the person is embedded in your team.
Engage contractors worldwide without taking on misclassification risk.
We contract with your genuinely independent contractors on your behalf, assess each engagement against local classification criteria before it starts, issue a localized agreement, handle invoicing and payment, and take on the misclassification liability. Priced as a percentage of contractor spend, quoted per engagement. It protects a real contractor relationship; it cannot turn employment into something else.
Work visas and relocation handled end to end, without the legwork.
Sponsorship, relocation, and work authorisation run alongside the employment itself. The initial eligibility review is free, cases are quoted individually, and government fees are passed through at cost. The first question we ask is whether anyone needs to move at all, because if the only obstacle is that you cannot employ someone where they live, an Employer of Record solves it with no immigration process.
Device provisioning, access control, and security for distributed teams.
Hardware procured in the employee's own market, configured centrally, and delivered in over 130 countries, plus account and permission provisioning tied to the role, an endpoint security baseline, and device recovery or certified disposal at offboarding. Quoted per device and per managed seat, with hardware passed through at cost.
Reach verified professionals for research instead of hiring: screened, scheduled, and paid.
This group answers the job of learning something from people inside a market without hiring any of them. It uses the same verified pool that makes the hiring products work, which is why targeting can be based on role, level, and named employer rather than a self-reported job title. Nobody gets hired, and research participation is a separate, revocable opt-in.
Recruit participants by role, seniority, company, and industry for research interviews.
You describe the audience and the decision you are trying to make, we pressure-test the screener, recruit and verify candidates, and put confirmed sessions on your calendar. Participants are paid directly by us and incentives are bundled into a per-session price, with no-shows replaced rather than billed. Suits interviews, usability tests, diary studies, surveys, and pricing work.
One-off consultations with operators who have done the exact job you're researching.
Sometimes you do not need a study, you need one hour with somebody who has already solved the problem. This tier is sales-led rather than self-serve, because scoping the right person matters more than speed. We do not currently support investment research that requires material non-public information controls.
The other side of the marketplace: practice, preparation, and pay data, free to use.
Everything in this group is built for the person being hired rather than the company hiring. It is free, it needs no sales conversation, and it exists because a marketplace only works if both sides get something out of it. Hiring teams often find it useful too, usually as a way to understand what candidates are preparing against and what a role should pay.
The starting point if you are looking for a role rather than filling one.
An overview of everything HireCade offers candidates, from applying through to interview preparation and pay research. Start here if you are not sure which of the tools below is the one you need today.
Practise answering out loud and get scored feedback.
Realistic interview practice with scoring, which is the closest thing available to rehearsing the part of the process that people prepare for least: explaining your reasoning out loud, under time pressure, to somebody who is evaluating you.
Real questions organised by company and role.
What actually gets asked, grouped so you can prepare for a specific loop rather than a generic one. Useful to hiring teams as well, as a check on whether your own questions are the ones everyone else is already asking.
Timed problem sets to keep recall sharp.
Structured practice for the coding round, which rewards consistent short sessions far more than occasional long ones. Pairs naturally with the mock interview tool once recall is solid and the remaining gap is explaining your approach.
Live courses in programming, data structures, system design, and AI engineering.
Structured courses for people who want a syllabus rather than a problem list, including a beginner track for those who can write loops but freeze when a problem has no obvious loop. The full catalogue sits on the learning hub.
Build and publish a resume that gets past the first screen.
A free resume builder with a publishable version, aimed at the screen that happens before any interview. Worth using even if you are not actively looking, because the exercise of writing achievements down is what makes them findable later.
Benchmark an offer by role and location before you accept it.
Pay data you can check an offer against, which is the single most useful thing to have before a negotiation and the thing candidates most often go without. Hiring teams use it in the other direction, to sanity-check a band before posting a role.
What each rung means, and what it takes to reach the next one.
Level frameworks and promotion expectations across companies, so a title can be translated into scope rather than guessed at. Useful when comparing two offers whose job titles do not describe comparable jobs.
Run Python in the browser with no setup.
A free browser-based Python environment for working through examples, testing an idea, or practising without installing anything. Built for the moment when setup friction is the reason somebody stops.
Diagram a system design without installing anything.
A free whiteboard for sketching architecture, which is what a system design round actually asks you to do. Also the fastest way to think through a design with someone else when neither of you wants to open a heavier tool.
Ask questions and compare notes with other professionals.
Discussion with people going through the same processes, which is where the current, unpublished detail about a company's loop or a market's pay tends to surface first.
Guides and writing on hiring, global employment, and careers.
Longer-form material on the topics these products touch, for the questions that need an article rather than a product page. A reasonable place to start if you are researching a decision rather than making one today.
Find the row that sounds like your week. Each one points at the product that removes the constraint, and what it costs to try.
| Your situation | Start with | Why | What it costs |
|---|---|---|---|
| We track candidates in a spreadsheet | Free ATS | A shared sheet loses feedback the moment more than one person interviews, and nobody can say how long the process takes. | Free forever, unlimited jobs, candidates, and seats |
| A role attracted 400 applicants | AI Recruiter resume ranking | Every resume gets scored against the job description with an explanation, instead of the first fifty getting read carefully and the rest not at all. | $0.10 per resume |
| First-round screening calls are the bottleneck | AI interview screening | An AI video or voice interview per candidate returns a score, a transcript, and cheating detection, so human time goes to the shortlist. | $5 per interview |
| Our engineers are interviewing instead of shipping | Interview as a Service | Expert human interviewers run the technical loop and return structured feedback, which is a capacity problem rather than a volume problem. | Quoted per engagement |
| Nobody good is applying | AI Recruiter sourcing or Candidate Drop | Sourcing reaches people who are not looking. Candidate Drop suits teams hiring continuously enough that a strong person is always worth meeting. | Usage-based, or a weekly shortlist |
| We want to hand the whole search over | Full-service recruiting | We run sourcing, screening, and shortlisting end to end when you would rather not own the process at all. | 10% retainer plus 20% on placement |
| The person we want lives where we have no entity | Employer of Record | We become the legal employer, so there is a compliant contract, local payroll, and statutory benefits without you incorporating. | $499 per employee / month |
| We use independent contractors across several countries | Contractor of Record | Classification assessed before the engagement starts, localized agreements issued, and misclassification liability taken on by us. | A percentage of contractor spend |
| The work has to happen in a specific country | HireCade Immigration | Sponsorship and relocation run alongside the employment, with a free eligibility review before you make the offer. | Free review, then quoted per case |
| Our team is distributed and IT is a patchwork | HireCade IT | Devices procured and configured in the employee's market, access tied to the role, and offboarding that actually revokes and recovers. | Quoted per device and per seat |
| We need to understand a market, not hire in it | Market research recruiting | Verified professionals recruited, screened, scheduled, and paid, targeted by role, level, and named employer rather than job title. | Per completed session, quoted per project |
| We need one hour with someone who has done this | Expert calls | A single consultation with an operator who has held the exact role, scoped by us rather than self-served. | Sales-led, quoted per engagement |
Nothing here requires a bundle. The applicant tracking system is free and the rest are added one at a time, usually months apart.
Four steps that get most teams to the right answer without a sales conversation.
Write down the sentence that starts with the word because. Nobody good is applying. We cannot read four hundred resumes. Our engineers are in interviews all week. We found the person and cannot pay them. Each of those points at a different product, and most confusion on this page comes from skipping this step.
It costs nothing, has no trial clock, and includes unlimited jobs, candidates, and team seats, so there is nothing to evaluate and no decision to defend. It is also the pipeline the other hiring products plug into, which means starting here does not commit you to anything but does make everything else cheaper to try.
Add AI resume ranking at $0.10 per resume when the volume of applicants stops being readable. Add AI interview screening at $5 per interview when first-round calls become the bottleneck. Add Interview as a Service when senior engineering time is the scarce resource, and Candidate Drop or full-service recruiting when the problem is that nobody is applying at all.
Where the person lives is a different decision from how you found them. If the relationship is employment in substance, that is Employer of Record. If the person is genuinely independent, that is Contractor of Record. If the work has to happen in a specific country, immigration enters the picture. Run the classification assessment before signing anything, because this is the expensive one to get wrong.
The easiest way to read this page is as a hiring process with a compliance problem attached to the end of it. A role opens, you find people, you narrow them down, you interview the survivors, and then you have to legally pay whoever accepts. Each of those stages has a different failure mode, and each product exists because one of them broke for somebody.
The applicant tracking system is the substrate. It is free and it holds the pipeline, which means every other hiring product can be a capability you switch on rather than a system you migrate to. This matters more than it sounds: the usual reason teams tolerate bad screening is that fixing it would mean moving their candidate data, and removing that cost removes the excuse.
Sourcing and screening sit on top and solve opposite problems. Sourcing is for when the funnel is empty, and it means reaching people who are not applying, through the AI Recruiter or a weekly curated shortlist. Screening is for when the funnel is full, and it means resume ranking at $0.10 per resume and AI interview screening at $5 per interview. Teams regularly buy the wrong one because both feel like recruiting, and the diagnostic question is simply whether your problem is the number of applicants or their quality.
Human interviewing is a third thing again, and it is a capacity problem rather than a funnel problem. Interview as a Service exists because senior engineers are the scarcest resource in a technical hiring process, and their time is consumed at exactly the point where the candidates are most worth talking to. AI screening narrows the field; human interviewers handle the deep assessment. The two are complements, not alternatives.
The global employment products attach at the offer. They have nothing to do with how you found the person, and the decision between them is driven entirely by the nature of the working relationship. Research recruiting sits outside the process entirely, drawing on the same verified pool for a job that ends in a transcript rather than a hire.
Pricing on this page follows one rule: things that cost us money to run are charged for, and things that do not are free. The applicant tracking system is free forever with unlimited jobs, unlimited candidates, and unlimited team seats, because tracking software is no longer the scarce thing and charging per seat mostly taxes small teams for having colleagues. There is no trial clock and no candidate cap that quietly triggers a sales call.
The AI work is usage-based, because inference has a real marginal cost. Resume ranking is $0.10 per resume and AI interview screening is $5 per interview, both charged on what you actually use. That structure matters for seasonal hiring: you pay in the months you are hiring hard and nothing in the months you are not, which is the opposite of an annual seat contract.
Services are priced the way services are priced. Full-service recruiting is a 10% retainer with a 20% placement fee against first-year base salary, and contract placements are 30% of engagement fees. Employer of Record is $499 per employee per month plus salary and employer contributions. Contractor of Record is a percentage of contractor spend, quoted per engagement, because the right percentage depends on the country, the contract value, and how much classification work the engagement needs.
The remaining products are quoted rather than published, and it is worth being clear about why rather than treating it as a negotiating position. Immigration cost depends on the country, the route, and the evidence a case needs, and the initial eligibility assessment is free. IT is quoted per device and per managed seat, with hardware passed through at cost including duties and shipping. Research recruiting is quoted per completed session based on how hard your audience is to reach, and product build engagements are quoted per project.
Everything for candidates is free, with no account required for most of it. That is not a loss leader in the usual sense. A hiring marketplace only functions if the people being hired get something out of it, and preparation tools are the most direct version of that.
These three words get used interchangeably in hiring conversations, and the confusion is expensive because the products that solve them do not overlap. Sourcing is finding people who are not currently applying to you. Screening is deciding which of the people in front of you are worth time. Interviewing is assessing the ones who survive. A team with a screening problem that buys a sourcing solution ends up with more applicants and the same bottleneck.
The diagnostic is uncomfortable but quick. Count the applications a role received last month and count how many a human actually read carefully. If the first number is small, you have a sourcing problem. If the first number is large and the second is small, you have a screening problem. If both are healthy and the process still takes eleven weeks, you have an interviewing capacity problem, and it is almost certainly sitting on two or three senior engineers.
Sourcing is the hardest to automate well, because the constraint is relevance rather than throughput. Sending more messages to more people is trivial and mostly counterproductive. The AI Recruiter reaches out to talent, and Candidate Drop takes a different angle on the same problem by delivering a curated shortlist every Monday, which suits teams whose hiring is steady enough that meeting strong people before a requisition exists is worthwhile. Full-service recruiting is the version where you hand the search over entirely.
Screening is where automation pays off most obviously, because the work is genuinely repetitive and humans do it badly at volume. Reading four hundred resumes fairly is not something attention can sustain, and what actually happens is that the first fifty get read properly and the rest get skimmed. Resume ranking scores every application against the job description and explains the score, and AI interview screening runs a first conversation with a score, transcript, and cheating detection attached.
Interviewing resists automation for a reason worth respecting: the assessment that matters is judgement under ambiguity, and that is what senior engineers are for. Interview as a Service does not remove the human, it moves which human, so your own engineers spend their week on product work while the loop still gets run properly.
Once you have chosen a person, a second decision appears that has nothing to do with recruiting: what kind of relationship is this, and how do you pay for it legally. There are three realistic answers. Employ them through an entity you own, employ them through an Employer of Record, or engage them as an independent contractor, with or without a Contractor of Record standing between you.
The deciding factor is control, not cost, and this is the part teams most often get backwards. If you need to set someone's hours, supervise how they do the work, run them through a performance cycle, or require them to work only for you, that is employment in most jurisdictions regardless of what the contract is titled. Classification tests look at the substance of the working relationship, and a document calling someone a contractor is the weakest kind of evidence when the day-to-day pattern contradicts it.
Employer of Record is the answer when the relationship is employment and you have no entity where the person lives. HireCade becomes the legal employer, providing a locally compliant contract, payroll in local currency, tax withholding, and statutory benefits, at $499 per employee per month plus salary and employer contributions. You keep full direction of the work, which is exactly the thing you cannot have as a client of a contractor.
Contractor of Record is the answer when the relationship is genuinely independent: a defined deliverable, a specialist who controls their own method and hours, other clients, their own tools. We assess each engagement against local criteria before it starts, issue a localized agreement, handle invoicing and payment, and take on the misclassification liability. What it cannot do is convert employment into something cheaper, and any provider suggesting otherwise is selling you the risk you came to remove.
Immigration enters only when the work has to happen somewhere specific. If the reason for relocating someone is simply that you have no way to employ them where they live, an Employer of Record solves it with no immigration process at all, which is faster, cheaper, and carries less risk than moving a person across a border to fix a corporate structure problem. Once someone is employed, HireCade IT handles the practical part: a configured device in their market, access scoped to their role, and revocation and recovery when they leave.
The right combination changes with the shape of the company more than with its size, but a few patterns repeat often enough to be worth describing. None of these are prescriptions, and most companies arrive at them by adding one thing at a time rather than by designing a stack.
A startup making its first hires almost always needs only the free applicant tracking system. There is no procurement process to satisfy, roles attract manageable numbers of applicants, and the founders are doing the interviews themselves. The useful thing at this stage is a real pipeline and a careers page, not automation, and paying for tracking software would be paying to solve a problem nobody has yet.
A scaleup hiring across several roles at once tends to add screening first. Several people are interviewing in parallel, feedback starts getting lost, and at least one role is attracting far more applicants than anyone can read. Resume ranking and AI interview screening usually arrive here, and Interview as a Service tends to follow once engineering leadership notices how much of the week their senior people spend in loops.
A distributed company hiring internationally has a different profile. The recruiting side may be entirely unremarkable, and all the difficulty sits after the offer: an Employer of Record for the hires in countries without an entity, a Contractor of Record for the specialists and fractional experts, HireCade IT because nobody can hand a laptop to anybody, and occasionally immigration when a role genuinely has to sit in one place.
An agency or staffing firm uses the hiring products differently again, because unlimited jobs and unlimited seats means running many client searches at once without licence arithmetic on every new coordinator. And a product or strategy team may never touch the hiring side at all, arriving only for research recruiting because they need to talk to twelve practitioners before committing a quarter of engineering time.
A page listing this many products is more useful with the boundaries drawn, so here they are. We decline investment research that requires material non-public information controls: compliance chaperoning, trade restriction checks, and the audit trail that public-market investors need. If that is your use case, an established expert network is the right call today, and saying so costs us one deal rather than the reputation that makes the rest of this work.
We are not a general population consumer research panel. Our pool is professional and verified through hiring, which is what makes it strong for B2B studies and unsuitable for a nationally representative consumer sample. A specialist consumer provider will serve that better.
On employment, we will not paper an employment relationship as a contractor engagement. If the classification assessment finds that the substance is employment, we say so and quote an Employer of Record instead. We also cannot retroactively fix exposure created before we were involved, and we would rather you plan around that honestly than assume it has been cleaned up.
On immigration, we do not guarantee approvals or decision dates, because both belong to a government authority. We coordinate casework with qualified in-country specialists and provide clear practical information, and where a matter needs formal legal advice or argued representation, that sits with those professionals rather than with us.
On IT, we do not run an on-site help desk, your product infrastructure, or your internal tooling, and we are not a compliance certification service. We supply evidence for the controls we operate. And in general, where we cannot support a country, a route, or a study properly, we will tell you at the start rather than take the work and under-deliver.
The quickest way to narrow this down is to name the constraint rather than the product. If your problem is that nobody good is applying, you need sourcing, which means the AI Recruiter or Candidate Drop. If plenty apply and you cannot get through them, you need screening, which is AI resume ranking and AI interview screening.
If you have found the person and cannot legally pay them, that is Employer of Record for employees or Contractor of Record for genuine contractors, and picking the wrong one of those two is how misclassification claims start. If they can do the work from where they already live, that decision is usually an Employer of Record rather than an immigration project.
If your engineers are spending their week interviewing instead of shipping, Interview as a Service moves the technical loop to expert interviewers. And if you do not want to hire anybody, but you do need to understand a market from the people inside it, that is market research recruiting.
If none of those describe you, the honest answer may be that you do not need a product yet. The applicant tracking system costs nothing and commits you to nothing, so starting there and adding capability when a specific thing hurts is a better sequence than deciding on a stack in advance.
HireCade is a hiring and global employment company. It provides a free applicant tracking system, AI sourcing and screening, human technical interviewers, pre-vetted specialists across several disciplines, global employment through Employer of Record and Contractor of Record, immigration and IT operations, research participant recruiting, and free preparation tools for candidates.
The products are separate because they solve genuinely different problems. Finding someone is a sourcing problem, getting through applicants is a screening problem, and paying someone in a country where you have no legal presence is a corporate structure problem that has nothing to do with recruiting.
Start with the free applicant tracking system. It costs nothing, has no trial clock, and includes unlimited jobs, candidates, and team seats, so there is no commitment to evaluate.
Once a role is generating more applicants than you can read, add AI resume ranking at $0.10 per resume or AI interview screening at $5 per interview. That is the path most teams take, and you never pay for the months you do not use it.
The applicant tracking system is free forever with unlimited jobs, candidates, and seats. AI resume ranking is $0.10 per resume and AI interview screening is $5 per interview, both usage-based.
Full-service placements are a 10% retainer plus a 20% placement fee on first-year base salary, contract placements are 30% of engagement fees, and Employer of Record is $499 per employee per month. Contractor of Record is a percentage of contractor spend. Immigration cases, IT, research recruiting, and build engagements are quoted per project.
The AI Recruiter is software. Cade sources candidates, ranks every resume against your job description, and runs automated screening interviews at a volume no human could match.
Interview as a Service is people. Expert human interviewers run your technical loops so your own engineers stay on product work. Teams often use both: AI screening to narrow the field, then human interviewers for the deep technical assessment.
Count the applications a role received last month, then count how many a human actually read carefully. If the first number is small, you have a sourcing problem and need the AI Recruiter, Candidate Drop, or full-service recruiting.
If the first number is large and the second is small, you have a screening problem, and resume ranking and AI interview screening are the answer. If both numbers are healthy and the process is still slow, the bottleneck is interviewing capacity, which is what Interview as a Service is for.
It depends on the working relationship, not on your preference. If you direct how, when, and where someone works, that is employment in most jurisdictions regardless of what the contract says, so you need an Employer of Record at $499 per employee per month.
If the person is genuinely independent, sets their own methods, and works on defined deliverables, Contractor of Record engages them compliantly and takes on the classification liability. Getting this wrong is the single most expensive mistake in global hiring, which is why we run an assessment before anything is signed.
You can run the entire process yourself. Plenty of teams use the tracking system and their own interviews and never switch anything on.
If you would rather hand the whole search over, full-service recruiting is priced at a 10% retainer with a 20% placement fee against first-year base salary, and we do the sourcing, screening, and shortlisting for you.
Yes, and most established customers do. A common combination is the free ATS for the pipeline, AI screening for volume roles, Interview as a Service for senior technical loops, and Employer of Record for the hires who happen to live somewhere you have no entity.
Everything shares one pipeline and one invoice, so combining products does not mean combining vendors.
Actually free, with no time limit, no card required to sign up, and no candidate cap that quietly triggers a sales call. Unlimited jobs, unlimited candidates, and unlimited team seats.
The paid parts are clearly separate and usage-based. If you never switch on AI ranking or AI interview screening, you never pay anything, and nothing in the free tier degrades over time.
Nobody gets hired. You are recruiting verified professionals to speak with you for an interview, usability test, or survey, and they are screened, scheduled, and paid for their time.
It draws on the same verified talent pool that makes our hiring products work, which is why we can filter by role, seniority, company, and level more precisely than a general research panel. Research participation is a separate, revocable opt-in, and we never disclose hiring activity to a research client or research participation to an employer.
Everything on the candidate side is free: AI mock interviews, a library of real interview questions by company and role, coding practice, a resume builder, salary and career level data, an online Python compiler, a free whiteboard for system design, and a community.
There are also live courses through HireCade Learning for people who want a structured syllabus rather than a problem list. The job seeker page is the best starting point if you are not sure which of those you need.
Yes, and the free tier suits them unusually well. Unlimited jobs and unlimited seats means running many client searches at once without doing licence arithmetic every time a coordinator joins.
Contract placements through our own recruiting service are priced at 30% of engagement fees, and Contractor of Record is available where placements need to be engaged compliantly across borders.
We will tell you. There are cases we decline, including investment research that requires material non-public information controls, general population consumer research panels, countries where we cannot support employment properly, and contractor arrangements that are really employment.
Saying so upfront costs us one deal. Taking the work and under-delivering costs us the reputation that makes the rest of this business function.
One link for each page, grouped the same way as the sections above, so you can jump straight to whichever job you are trying to do.
Unlimited jobs, candidates, and team seats, free forever, with a branded careers page.
Sourcing, resume ranking at $0.10 per resume, and AI screening interviews at $5 each.
Expert human interviewers run your technical loops and return structured feedback.
A curated shortlist of strong candidates in your inbox every Monday.
Every price in one place, including the parts that are quoted rather than published.
Become the legal employer in a country where you have no entity, at $499 per employee per month.
Engage independent contractors worldwide without carrying misclassification risk.
Sponsorship and relocation run alongside employment, with a free eligibility review.
Devices in over 130 countries, role-based access, and offboarding that actually revokes.
Verified professionals recruited, screened, scheduled, and paid for research sessions.
Frontend, backend, full-stack, mobile, infrastructure, and machine learning engineers.
Labelling, evaluation, and RLHF teams for training data at scale.
Technical SEO, content strategy, and link acquisition specialists.
Attorneys and paralegals for individual petitions and advisory casework.
Lifecycle, nurture, and outbound campaign practitioners.
Researchers and outbound representatives hired against a pipeline target.
Organic community building and paid social buying, screened for which you need.
Design, engineering, and QA assembled as one team around your roadmap.
The starting point if you are looking for a role rather than filling one.
Practise explaining your reasoning out loud, with scoring and feedback.
Real questions organised by company and role.
Timed problem sets that keep recall sharp between interviews.
Live courses in programming, data structures, system design, and AI engineering.
Build and publish a resume aimed at the screen before any interview.
Benchmark an offer by role and location before you accept it.
Translate a job title into scope, and compare two offers properly.
Run Python in the browser with no setup at all.
Sketch a system design without installing anything.
Compare notes with people going through the same hiring processes.
Longer-form writing on hiring, global employment, and careers.
Tell us what you are trying to hire, employ, or find out. We will point you at the right product, or tell you honestly if we are not the right fit.
The applicant tracking system is free forever with unlimited jobs and candidates. Add AI screening and interviews only when you want them.
