Starter
Free
$0
5 conversations / week
Try Confeti on real hiring conversations.
- • Conversation recording
- • Transcription
- • Up to 5 conversations per week
- • Basic interview summary
Capture → Connect → Intelligence → ATS
Start capturing. Grow into hiring intelligence.
Start with every hiring conversation. Connect it to the hiring process. Turn it into organizational intelligence. Eventually run hiring itself on Confeti.
Paid start
Confeti Core
$49
/ recruiter / month
Always free
Hiring team included
Hiring managers and interviewers — unlimited seats, forever $0.
Everything for the conversation and the candidate.
- Unlimited interview and recruiting-conversation capture
- Transcription and interview summaries
- Recruiter notes and candidate briefs
- Candidate-level Ask Confeti
- Evidence-backed candidate insights
Recommended
Organization
Confeti Intelligence
From
$149
/ company / month
What is happening across hiring, why it is happening, and what you should do.
- Persistent role & company memory
- Cross-role analytics & calibration
- Process intelligence & bottlenecks
- Organization-level Ask Confeti
- Evidence-backed hiring decisions
ATS options
Keep your ATS — or make Confeti the system of record.
Bring your own ATS
Confeti Connected
+$99
/ ATS / month
Keep your ATS. Give every Confeti conversation hiring-process context.
- • ATS integration
- • Candidate and role synchronization
- • Hiring-stage context and ATS outcomes
- • Conversations linked to the right candidates and roles
Company-level · not per recruiter
Run hiring on Confeti
Confeti ATS
Custom
Headcount-based pricing
Make Confeti your hiring system of record — not just the layer on top.
For teams ready to run the full hiring process on Confeti — intake through offer — as the system of record.
Talk to salesFree *
Basic conversation recording and transcription with a weekly limit. Enough to experience Confeti capture — not a full recruiting workflow.
Core *
Conversation- and candidate-level hiring intelligence. Includes interview capture, transcription, summaries, candidate-level context and workflows. Hiring managers and interviewers can participate and capture interviews for free.
Connected *
Connects Confeti with your existing ATS so conversations, candidates, roles, stages and hiring outcomes share the same context. Charged per ATS integration, not per user.
Intelligence *
Adds persistent role and company memory, hiring ontology, cross-role and within-role analytics, candidate comparison, calibration, process intelligence, advanced analytics and organization-level Ask Confeti.
ATS *
Optional expansion that makes Confeti the hiring system of record. Pricing scales with company headcount — contact sales for a quote.
Why Intelligence wins
Leaders don’t buy Confeti for one interview. They buy it for the organization.
Persistent memory, process insight, and Ask Confeti across Talent — priced per company, not per seat.
Role intelligence
- Persistent role memory and requirement evolution
- Requirement drift between intake and later interviews
- What the hiring team is actually optimizing for
Candidate intelligence across the role
- Job-level candidate comparison and heatmaps
- Evidence patterns across the candidate pool
- Strong-candidate characteristics and repeated weaknesses
Process intelligence
- Stage conversion, bottlenecks, and feedback latency
- Candidate drop-off patterns and repeated blockers
- Hiring-process drift and inconsistencies
Interview & calibration
- Competency coverage and question effectiveness
- Redundant or skipped evaluation
- Interviewer and hiring-manager calibration
Company memory & ontology
- Persistent hiring knowledge across roles
- Lessons from previous searches
- Structured hiring ontology connecting evidence, requirements, and outcomes
Organization Ask Confeti
- Interrogate hiring operations conversationally
- Evidence-backed answers for Heads of Talent and recruiting leaders
Ask Confeti
- Why is our backend role stuck?
- What changed in what the hiring manager is looking for?
- Where are we losing the strongest candidates?
- Which interviewers are out of calibration?
- What are candidates repeatedly objecting to?
- Which questions actually differentiate the candidates we hire?