Spark Hire pricing: what Spark Hire costs per month, every plan, and what each one caps

Spark Hire costs $249 a month for video interviewing on annual billing, or $299 a month if you pay month-to-month. Its Recruit applicant tracking system starts at $335 a month for Pro and $499 a month for Growth, both billed annually, for companies with up to 50 employees. The behavioral assessment is priced on the same $249 and $299 structure as video interviewing. Those are the only figures Spark Hire publishes, and each carries a "starting at" qualifier plus applicable sales tax.

The word doing the most work there is "starting". Spark Hire states plainly that pricing varies by company size, so the published number is the floor for a small team rather than a quote for yours. Its own page puts it this way: the features and functionality of the plans correspond with the complexities and hiring needs of different-sized organizations, and you should pick the option that matches your headcount.

The number most US buyers actually need is the stacked one. Video interviewing and the behavioral assessment are separate line items, not tiers of one plan, so a team that wants both is looking at roughly $498 a month on annual billing before the ATS enters the conversation. That is the figure that surprises people at renewal.

There are five published plan lines across three products. Video interviewing is a single plan with a monthly or annual billing toggle, at $299 and $249 a month respectively. The behavioral assessment mirrors it exactly, again $299 monthly and $249 annually. Recruit, the applicant tracking system, has three tiers: Pro from $335 a month, Growth from $499 a month, and Enterprise, which is a sales conversation.

Notice what is not in that list. There is no free tier for employers, no per-interview or per-candidate metering, and no published enterprise number. Spark Hire is free for job applicants, which its FAQ states directly, but that is a statement about candidates rather than a trial for buyers.

The three products are sold separately and can be combined. Recruit Pro and Growth both include one-way video interviews, AI Video Review and AI summaries of one-way interviews as part of the ATS, which is the single most useful thing to know before you buy the standalone video product.

The annual plan is cheaper and less restricted, which is unusual enough to be worth stating flatly: on Spark Hire, paying monthly costs more money and gives you less product. Annual billing is $249 a month with unlimited jobs and unlimited users. Month-to-month is $299 a month, capped at 5 jobs at a time and 5 users.

Spark Hire lists three other differences on the page. Live training and personalized onboarding are annual only. A named Customer Success Manager is annual only. Downloading interviews is annual only, which matters more than it sounds if you ever need to hand recordings to a client, an auditor or a hiring manager outside the platform.

The saving works out at about 17 percent, not the 20 percent some roundups state. $299 down to $249 is $50 a month, or $600 across a year. Whether that is worth a twelve-month commitment depends on how confident you are about your hiring volume in month nine, which for most US teams under 50 people is the honest sticking point.

Recruit Pro starts at $335 a month and Recruit Growth at $499 a month, both for companies with up to 50 employees, and both billed annually. Above 50 employees the price scales with headcount and you have to ask. Pro is offered to companies up to 200 employees and Growth up to 500, so the tier you are eligible for is decided by your size rather than by which features you want.

There is no month-to-month path into Recruit at all. Spark Hire states that all Recruit plans are only available under an annual contract, which means the ATS is a twelve-month decision from the first day, unlike the video product.

What separates the two published tiers is mostly volume and workflow governance rather than core capability. Pro includes 6,000 AI resume reviews a year and 100 e-signature offer documents. Growth raises those to 24,000 and 200, and adds lead management for future openings, an internal mobility job board, requisition approval management and offer approvals. Admin, recruiter and hiring manager seats are unlimited on every Recruit tier, which is genuinely generous compared with the per-seat pricing common in interview intelligence.

Because they have merged two separate product lines. Pro and Growth are Recruit plan names, priced at $335 and $499 a month for the applicant tracking system. Several widely read pricing roundups attach those names, and sometimes a $299 price, to the video interviewing product and describe a tiered video lineup with job limits per tier. Spark Hire does not sell that. Its video interviewing product is one plan with a billing toggle.

The mix-up is easy to make, because $299 is a real Spark Hire number and Growth is a real Spark Hire plan name. They just belong to different products. If you budget from a roundup that has combined them, you will either underestimate the ATS or invent video tiers that do not exist, and you will arrive at the sales call arguing about a lineup nobody recognizes.

This is the same failure we documented on the Willo pricing page, where six independent third-party sources published a plan structure the vendor had already retired. Directory sites copy each other, so a single stale summary propagates across the whole ecosystem at once. The only reliable fix is to open the vendor page yourself and grep the source for the numbers you expect to find.

Spark Hire uses AI, but it does not conduct the interview. Its product pages describe AI-enabled video interviews, AI Video Review, AI summaries of one-way interviews, AI-assisted job descriptions, AI-suggested screening questions and AI resume review. Every one of those acts on material a candidate already produced, or helps a recruiter prepare. None of them asks a candidate a question in real time and follows up on a thin answer.

The practical consequence is about where the work lands. A one-way video tool moves the reviewing, not the volume: 200 applicants still generate 200 recordings, and somebody on your team still watches or skims them. AI summaries shorten that job, which is real value, but they do not remove it. This is the distinction we would want a buyer to hold in mind whichever vendor they pick, including when they are evaluating us.

If what you need is a first-round screen that happens without a recruiter attending and returns a scored shortlist rather than a review queue, that is a different product category. Our page on one-way video interview software sets out where recording tools genuinely fit, and our AI interview software comparison covers the nine vendors in the wider category.

Spark Hire does not publish a free plan or a free trial for employers on its pricing page. The only free language on that page concerns candidates: its FAQ confirms that pricing applies only to employers, and that anyone taking an assessment or applying for a job through Spark Hire does not need a plan.

That places Spark Hire in the middle of the category on trial access. Hireflix advertises a first month free on its published tiers. Metaview and Fabric both run genuine free tiers, capped at 25 calls a month and 200 credits respectively. Willo, HireVue and Paradox publish nothing resembling a trial.

If you want to test before committing, the route Spark Hire actually offers is a demo booking, and the leverage you have in that conversation comes from knowing the published floor before you walk in. We keep dated breakdowns for the other two brands buyers weigh against it on our Willo pricing and HireVue pricing pages.

Seven of the twelve vendors in the table above publish a real number. Hireflix is the cheapest published route at $75 a month billed yearly under 50 staff and $150 for 50 to 250, with unlimited seats, positions and responses on every tier, and it is the closest like-for-like swap because it does the same job: one-way recording with no AI scoring. Willo publishes Enterprise from $3,799 a year and Lite at $59 per live role. Metaview, Fabric and Kula publish for the adjacent interview intelligence category, which solves a different problem.

The five that do not publish are HireVue, Paradox, Sapia.ai, VidCruiter and Alex from Apriora. We checked HireVue again on August 26, 2026 and it still names Essential and Premium packages without attaching a figure to either. Third-party estimates for HireVue span more than five times from bottom to top and none trace back to HireVue, so we publish none of them.

Our own pricing is $149, $399 and $999 a month, and we state plainly that these are launch prices and the product is not open for purchase yet. We put that in writing on every comparison page rather than burying it, because a price you cannot act on is not really a price. The full side-by-side sits on our Spark Hire alternative page.

Five things, in the order they cost people money. First, confirm which product the quote covers, because video interviewing, the behavioral assessment and Recruit are three separate line items and a quote for one is not a quote for all three. Second, get the company-size band in writing, since every published figure is a floor for small teams and scales with headcount above 50 employees.

Third, check whether API access, single sign-on and additional brands are in your quote. Spark Hire lists all three as add-ons rather than included features, and single sign-on in particular tends to be assumed by IT and discovered at implementation. Fourth, if you are on the monthly video plan, confirm that 5 concurrent jobs and 5 users genuinely covers your team, because that is the cap that pushes buyers onto the annual contract mid-quarter.

Fifth, decide the download question before you sign, not after. Downloading interviews is annual only. If you ever need to hand a recording to a client, a hiring manager outside the platform or a legal team, the monthly plan will not let you. Retention rules make this concrete: the federal floor for keeping application and interview records is one year, longer for many federal contractors and four years in California, which is covered on our guide to how long to keep interview records.