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100Hires is trusted by a wide range of companies, from startups and SMBs to large enterprises like Siemens. Our pricing plans are flexible and designed to meet the needs of businesses of all sizes.
We built Hireology to serve entrepreneurs in automotive, healthcare, and hospitality who want to centralize hiring efforts into one intuitive system to drive business impact and see ROI.
The platform's user-friendly interface and powerful features have made our recruitment process incredibly efficient and effective. Also the best that this system can add is the automation and the AI.
The out of the box integration with our internal CRM is missing and requires some extra budget. Unfortunately, the company can’t afford it at the moment and it takes some extra effort to put the data.
Intuitive UX/UI, good functionalities, great extension to use, quick and easy, good value for money, easy to adapt with an WFM.
The interview scheduling process seemed confusing.
I like the most easy of use and great capability of sourcing. They have great customer support.
The only thing is that if somehow the payment is undone for a few days you will have access to your DB, and then the access stops.
What I liked most about 100 Hires is the smoothness of the software and the ease of use. Everything is super straight forward.
I don't have anything I don't like about it for now.
Nice to have the ability to text or email from the same platform. Having all the onboarding forms loaded for the candidate to complete has been helpful.
Being charged for a background check when the person never even completed the authorization or provided any information is beyond frustrating.
They are a partner with what we are trying to accomplish, while providing industry leading benchmarks. Our reps are quick and responsive and understand the subject matter at a high level.
Having emails and text going to my own email can be disorganized at times and hard to respond asap.
We initially chose Hireology to find other recruitment solutions to help us in the onboarding process. Initially it was great and it still is a recruitment solution.
The only other negative is that there are some hiring boards that seem to have found a way to auto-submit their client's information to apply for a job.
The ease of use and ability to thoroughly organize my candidates and their progress through the recruiting process.
Flow of candidates is not high, so the basic subscription is not ideal for emergency hiring.
Cheryl B.: My name is Cheryl. I am the BDC manager for an auto group dealership of over 250 employees, and I would rate Hireology a five out of five. Before Hireology, we were using somewhat of a hodgepodge, basically logging into recruiting websites and job listing websites individually and directly, and receiving applications individually and directly. They were inconsistent, the formats were inconsistent, and the results were inconsistent. We chose Hireology because it was a one-stop shop in terms of recruiting, keeping our applicants coordinated and organized, running background checks on them, anywhere from auto mechanics here at our dealership to admin staff, salespeople, customer service. We have multiple department managers and we wanted an easy, seamless, and intuitive software, and we felt Hireology was just the one for us. Getting started with Hireology was somewhat seamless. We had a great account rep who transitioned us in getting us familiar with the software, which wasn't that complicated because it is pretty intuitive. We had some basic training, and that's all we really needed. We then built our job listings, our job postings. We also built questionnaires and pre-interviews for applicants to send into us, and basically customized what type of background checks we'd be wanting, and we launched. The advice I would have for somebody considering Hireology would be to have a point person at your company be the Hireology guru. This way if there's any account questions or issues, which are rare, that they could be the person that would be the direct contact. They're also kind of the people that when there's new features that get rolled out, should you need to know how to use it and not sure, you would go to them as well. Basically, kind of wanting to understand what your reach is in terms of trying to get applicants, what kind of job listings you would have out there, and also what kind of questions you want to ask your applicants, and make those questionnaires.
Prioritize real-user-identified key features according to your needs to find your best fit.
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