Enterprise talent acquisition teams managing multi-department requisitions, offer approvals, and talent CRMs.
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Primary Terms & Pricing Audited Q3 2026 | Unbiased Data
⭐️ 4.4/5 (1,800+ reviews)
Based on G2 & Industry Benchmark user reviews
⭐️ 4.4/5 (800+ reviews)
Based on G2 & Industry Benchmark user reviews
Compliance standards, native integrations, support SLAs, deployment type, and ideal headcount for Lever vs Workable.
| Capability | Lever | Workable |
|---|---|---|
| Compliance Standards | Compliance Standards:
| Compliance Standards:
|
| Native Integrations | Native Integrations:
| Native Integrations:
|
| Support & SLAs | Support & SLAs: Dedicated CSM, Ticketed support, Knowledge Base | Support & SLAs: Live Chat, Dedicated CSM (Premier+), Knowledge Base |
| Deployment Type | Deployment Type: Cloud / SaaS | Deployment Type: Cloud / SaaS / Mobile Native |
| Ideal Headcount | Ideal Headcount: 50–250 seats | Ideal Headcount: 1–50 seats |
The bottom line for Enterprise
Workable is the top-recommended platform for Enterprise. It is the stronger overall fit for this workflow. Lever is the stronger alternative when you need outbound crm & candidate nurture.
Detailed capability breakdown tailored for Enterprise. Checkmarks indicate native platform support, while crosses highlight functional gaps or required third-party integrations.
| Capability | Lever | Workable |
|---|---|---|
| Structured scorecards | Scorecards exist but are secondary to CRM nurture; less audit-rigid than Greenhouse Structured Hiring. | Scorecards are basic. Workable is job-board + AI sourcing, not Greenhouse structured hiring. |
| Sourcing CRM & client portals | Candidate CRM, silver-medalist rediscovery, and automated nurture campaigns are the Lever differentiator. | No full candidate CRM. AI sourcing database (400M+ profiles) substitutes for Lever-style nurture. |
| Scheduling & async video | Visual pipeline plus scheduling; multi-language career sites are not a Recruitee-level strength. | Self-scheduling included; async video and SMS texting are paid add-ons. |
| Career site & job boards | No Workable-style one-click 200-board blast; sourcing is CRM-led rather than syndication-led. | One-click syndication to 200+ job boards is the SMB acquisition engine. |
| EEO / OFCCP compliance | SAML SSO on enterprise; OFCCP is secondary to CRM. Checkr via integration, not a native compliance suite. | Not the OFCCP system of record. Video/SMS add-ons also keep total cost above the $299 headline. |
| Reporting & analytics | Reporting is adequate; native analytics are thinner than Ashby’s funnel engine. | Operational reports only; no Ashby-style recruiting data warehouse in-product. |
| Checkr, SMS & integrations | Core HRIS/assessment integrations; background-check marketplace is narrower than Greenhouse’s 400+ catalog. | Background-check integrations plus job boards; SMS/video interview modules are add-on SKUs. |
| Seat / usage pricing | Custom annual quote; no published starter price and no unlimited-seat flat tier. | Standard from $299/month (1–20 employees) with a published free trial; texting/video extra. |
For Enterprise, stage automation has to survive requisition freezes, adverse-impact funnel files, and executive-search bypasses. Lever vs Workable cannot treat a sourcing extension as the system of record if OFCCP needs a reconstructable pipeline Enterprise can hand legal.
For Enterprise, structured interview kits are an audit artifact. Lever or Workable must enforce scorecards, store GDPR candidate consent with the application, and prove every interviewer used the same kit. Feedback loops that live in email are a works-council finding waiting to happen.
For Enterprise, the offer approval chain includes compensation-committee signoff, legal, and sometimes a works council. Lever vs Workable has to freeze the offer letter until that chain clears and still log who approved what. A self-serve send is a policy breach Enterprise will not survive.
For Enterprise, stage automation must survive requisition freezes, adverse-impact funnel files, and OFCCP reconstruction. Lever vs Workable cannot let a sourcing extension be the system of record. Adverse-impact reporting on the pipeline is a buying criterion Enterprise legal will raise in the RFP.
For Enterprise, structured interview kits are evidence. Lever vs Workable must store GDPR candidate consent with the application and prove every interviewer used the same kit. Feedback loops in email are a works-council issue Enterprise will not accept.
For Enterprise, the offer approval chain includes compensation-committee signoff, legal, and sometimes a works council. Lever vs Workable has to freeze the offer letter until that chain clears and log approvers. A self-serve send is a policy breach Enterprise procurement will reject.
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