Question 1

Why is corporate pricing higher than agency pricing?

Accepted Answer

The short answer is that the workflows are fundamentally different in complexity.

A staffing agency runs a relatively linear process: source candidates, submit to client, track feedback, close placement. The workflow is fast, repetitive, and largely recruiter-driven.

A corporate hiring function is an entirely different operating environment. A single hire can involve a department head raising a requisition, an HR business partner validating it against a headcount plan, multiple interview rounds across different panels, a structured offer approval chain involving finance and leadership, a BGV trigger, a payroll handoff, and an onboarding sequence — all with different people at each stage.

**The automation backbone required to orchestrate that is substantially more sophisticated.** Corporate customers also have access to the full offer management suite, employee ecosystem (IJP, referrals), vendor portal, HRMS and BGV integrations, and compliance infrastructure — capabilities that do not exist in the agency workflow. The pricing difference reflects the depth of what they are getting.

Question 2

Why is there a minimum of 5 users?

Accepted Answer

Hirewand is a workflow and automation platform, not a standalone tool. Its value compounds when the entire hiring team — recruiters, hiring managers, approvers — is operating inside the same system. Below a certain team size, the collaborative and automation features are underutilised and the implementation effort does not deliver a proportionate return.

Five users is the minimum threshold where we consistently see organisations experience the full value of the platform. The minimum also applies permanently — even if your active user count drops, billing will not go below 5 users.

Question 3

Can we add or remove users during the contract? How does billing work?

Accepted Answer

Yes to both. Users can be added or removed at any time and the change is reflected in the very next month's bill — you are always paying for the number of active users in that billing month, nothing more.

**Adding users:** New users are active from the day they are added. The next month's bill includes them at the applicable volume rate. If adding users moves you into a lower price band, the reduced rate applies to your entire account from that month forward.

**Removing users:** Remove a user today and next month's bill will not include them. There is no penalty, no credit note, and no need to wait for a renewal date. The adjustment is automatic.

The minimum of 5 users always applies. If your team drops below 5 active users, you will still be billed for 5. This applies on monthly billing and on annual contracts — reductions below 5 do not result in a refund or credit.

For annual subscribers who reduce users significantly mid-term, we recommend a conversation with your account manager. The goal is not to hold you to a number that no longer reflects your reality.

Question 4

What is the difference between monthly and annual billing?

Accepted Answer

Both options give you access to the same platform and the same features. The difference is cost and commitment.

**Monthly billing** — pay for the current month's active users each month. Full flexibility to scale up or down with no long-term commitment. Pricing is at the standard monthly rates shown.

**Annual billing** — commit for 12 months and receive a 10% discount on the per-user rate across your entire account. Invoiced once at the start of the term. User additions during the year are billed monthly at the same discounted rate. Reductions are reflected month-on-month, subject to the 5-user minimum.

For most organisations with a stable or growing team, annual billing is the more economical choice. For teams that are uncertain about headcount or piloting the platform, monthly gives you the flexibility to find your footing first.

Question 5

Why are employees free? What can they actually do?

Accepted Answer

Employees are free because charging per employee would make the pricing model unworkable for any organisation of meaningful size — and because employee participation is what makes several of the most valuable features actually function.

On both plans, every employee gets access to: Internal Job Postings (IJP) to browse and apply to open roles; the referral portal to submit referrals and track their status; an actionables page for any tasks relevant to them in the hiring process; and a full history of their applications and referrals.

Employees cannot access recruiter dashboards, candidate data, or any hiring management features. Their access is scoped entirely to their own activity. They are never counted as users.

Question 6

Why are vendor seats free up to 5× our user count, and what happens beyond that?

Accepted Answer

Vendor logins are free up to five times your user count because vendor collaboration is a core part of how most corporate hiring functions operate. We did not want pricing that disincentivises bringing your vendor ecosystem into the platform.

The 5× ratio reflects practical reality: a corporate with 20 users rarely works with more than 100 active vendor contacts at any time. Keeping that band free removes the friction entirely.

Beyond the threshold, additional vendor logins are billed at ₹500 per vendor per month. Vendors can submit candidates, track submission status and feedback, and communicate within the platform — they cannot access internal dashboards, salary data, or any candidate information outside their own submissions.

Question 7

How much does the process mapping engagement typically cost?

Accepted Answer

The engagement is billed based on consultant hours. The starting cost is ₹50,000, but the actual figure depends on the complexity and maturity of your existing process.

• Small team, straightforward process — ₹50,000 to ₹75,000

• Mid-size company, moderate complexity — around ₹1,00,000

• Complex workflows, multiple geographies or divisions — ₹2,00,000 to ₹3,00,000

• Large enterprise with undefined or fragmented process — up to ₹5,00,000

Most mid-size companies land around ₹1,00,000. The upper end reflects engagements where no defined recruitment process exists on paper and our consultant is helping build it from scratch — a materially different and more valuable exercise.

Question 8

Can we skip the process mapping and set up Hirewand ourselves?

Accepted Answer

Technically yes. We do not make it a contractual requirement.

In practice, we strongly advise against it. The majority of implementations that underperform are ones where process mapping was skipped. Hirewand's automation layer is only as good as the process it is built on. If that process is ambiguous or inconsistently followed, the automation reflects that ambiguity.

The exercise also surfaces misalignment within the hiring team — between what recruiters think the process is, what hiring managers think it is, and what actually happens on the ground. Resolving that before going live is almost always worth the investment.

Question 9

Is process mapping a one-time cost or recurring?

Accepted Answer

It is a one-time cost. There is no recurring component.

Some organisations revisit it at significant inflection points — after an acquisition, a major restructuring, or expansion into new hiring types or geographies. That is optional and would be a separate, typically shorter engagement. Most organisations do not need this more than once every two to three years.

Question 10

We already have contracts with specific tools. Do we have to give them up?

Accepted Answer

No. Hirewand works with the tools you already use. Existing contracts with job boards, BGV providers, video platforms, or HRMS systems continue to operate exactly as they do today — connected into the Hirewand workflow so your team does not need to switch between products. You retain your contract, your data, and your relationship with that vendor.

Question 11

Are third-party tool costs included in my Hirewand subscription?

Accepted Answer

No. Third-party tool costs — job boards, BGV providers, video platforms, HRMS licences, assessment tools, and any other external product — are contracted and paid directly by you to those vendors. Hirewand's subscription covers the platform, the automation layer, and the integration connectors. It does not include the cost of the tools those connectors connect to.

This keeps your vendor relationships and commercial terms entirely in your control. You are never paying Hirewand a margin on tools you have already negotiated independently.

Question 12

What if we want to switch a tool mid-contract?

Accepted Answer

Fully supported. Tool switches are handled at the integration layer by our team. Recruiters continue working in the same Hirewand interface throughout — no retraining, no disruption, no awareness that anything changed beneath the surface.

Switchover time depends on whether the new tool has a pre-built connector or requires a custom integration build. Either way, the transition is designed to be invisible to end users.

Question 13

Are integrations included in the subscription or billed separately?

Accepted Answer

Standard integrations with tools in our pre-built connector library are included at no additional cost. This covers major job boards, common HRMS platforms, standard BGV providers, video tools, and communication channels.

Custom integrations — proprietary internal systems, niche tools outside our standard library, or bespoke data flows — are scoped and billed separately based on development effort, with a fixed quote before any work begins. If you are unsure whether a specific tool requires a custom build, ask before signing.

Question 14

Who is the Talent Operations Advisory service for?

Accepted Answer

It is for organisations that want more than software — a thinking partner who stays close to their business and helps them continuously improve how they hire.

It suits organisations growing quickly and needing their hiring function to scale intelligently; leadership teams that want sharper visibility into hiring performance and are unsure what analytics to focus on; and HR teams using Hirewand well operationally but sensing there is more value they are not yet unlocking.

It is not necessary for every customer. If you have a strong internal analytics capability and a clear sense of your hiring goals, you may not need it. For organisations navigating complexity, it tends to pay for itself quickly.

Question 15

How is the Talent Operations Advisory priced?

Accepted Answer

Pricing is based on two variables: the frequency of engagement and the seniority of the advisor assigned.

A light-touch arrangement — monthly reviews, async support, and quarterly deep-dives — is structured differently from an intensive partnership where the advisor is involved weekly and present in internal meetings. We scope it to what you actually need rather than selling a fixed package.

Before proposing a cost, we have a conversation about what you are trying to achieve, how your hiring function currently operates, and what level of involvement would be meaningful. The proposal comes from that conversation.

Question 16

Are there any costs not mentioned on this page?

Accepted Answer

The pricing page is designed to surface everything. The full picture of what to budget for:

• **Subscription** — per user per month at the applicable volume rate

• **Annual discount** — 10% off if you commit for 12 months

• **Process mapping** — one-time, strongly recommended

• **Custom integrations or development** — only if you need something outside the standard connector library

• **Vendor seats beyond 5×** — ₹500 per vendor per month, corporate accounts only

• **Talent Operations Advisory** — optional, scoped to your needs

• **Third-party tools** — paid directly to those vendors, not to Hirewand

• **GST** — applicable on all Hirewand charges at the prevailing rate

There are no onboarding charges, no per-hire fees, and no charges for employee access.

Two plans. One platform.

For in-house HR & talent teams

For staffing & recruitment firms

Your tools. Your choices. One interface for your team.

Bring your existing tools

Or use our partner network

Or pick best-in-class yourself

Process mapping & automation design

Customisation & integrations

Talent Operations Advisory

Questions about pricing