Staffing and recruitment agencies managing multi-client candidate pipelines, requisitions, and placement tracking.
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Primary Terms & Pricing Audited Q3 2026 | Unbiased Data
⭐️ 4.4/5 (800+ reviews)
Based on G2 & Industry Benchmark user reviews
⭐️ 4.4/5 (500+ reviews)
Based on G2 & Industry Benchmark user reviews
Compliance standards, native integrations, support SLAs, deployment type, and ideal headcount for Workable vs JazzHR.
| Capability | Workable | JazzHR |
|---|---|---|
| Compliance Standards | Compliance Standards:
| Compliance Standards:
|
| Native Integrations | Native Integrations:
| Native Integrations:
|
| Support & SLAs | Support & SLAs: Live Chat, Dedicated CSM (Premier+), Knowledge Base | Support & SLAs: Email support, Ticketed SLA, Knowledge Base |
| Deployment Type | Deployment Type: Cloud / SaaS / Mobile Native | Deployment Type: Cloud / SaaS |
| Ideal Headcount | Ideal Headcount: 1–50 seats | Ideal Headcount: 1–50 seats |
The bottom line for Agencies
Workable is the top-recommended platform for Agencies. It is the stronger overall fit for this workflow. JazzHR is the stronger alternative when you need budget smb unlimited posting.
Detailed capability breakdown tailored for Agencies. Checkmarks indicate native platform support, while crosses highlight functional gaps or required third-party integrations.
| Capability | Workable | JazzHR |
|---|---|---|
| Structured scorecards | Scorecards are basic. Workable is job-board + AI sourcing, not Greenhouse structured hiring. | Simple workflows, not structured enterprise scorecards. |
| Sourcing CRM & client portals | No full candidate CRM. AI sourcing database (400M+ profiles) substitutes for Lever-style nurture. | No Lever-style CRM. Applicant tracking for SMB volume. |
| Scheduling & async video | Self-scheduling included; async video and SMS texting are paid add-ons. | Basic scheduling and collaborative score-on-the-record for small panels. |
| Career site & job boards | Job-board blast helps agencies advertise roles; client submission portals are not a first-class staffing module. | Fine for small recruiting shops posting US jobs; not a client-submission staffing ATS. |
| EEO / OFCCP compliance | GDPR tools on; OFCCP/EEO is not Greenhouse-grade. Checkr-class background checks are a native integration. | Published OFCCP/EEOC reporting for US SMB federal-contractor-lite needs; GDPR is not a Recruitee-grade EU story. |
| Reporting & analytics | Operational reports only; no Ashby-style recruiting data warehouse in-product. | Standard ATS reports; not a recruiting analytics product. |
| Checkr, SMS & integrations | Background-check integrations plus job boards; SMS/video interview modules are add-on SKUs. | Narrow integration catalog; background checks are not a native Greenhouse/Checkr-level matrix win. |
| Seat / usage pricing | Standard from $299/month (1–20 employees) with a published free trial; texting/video extra. | From $75/month with unlimited interviewer seats and a free trial, the price leader. |
For Agencies, pipeline stages are client-tagged submittals, not a single in-house req. Workable vs JazzHR must stop duplicate-candidate collisions across retainers and let a sourcing extension push prospects into the right client pipeline without mixing confidential rosters Agencies cannot leak. A confidential-roster firewall is the buying test.
For Agencies, the interviewer is often the client. Structured interview kits have to travel as a client-facing scorecard, not an internal-only form. Workable or JazzHR fails if feedback loops cannot be exported per retainer. GDPR candidate consent must be captured before Agencies redistributes a CV across accounts.
For Agencies, the offer approval chain is the client plus the agency lead, not an internal budget owner. Workable vs JazzHR should keep the offer letter, fee-on-placement ledger, and guarantee window on one placement record Agencies can invoice from.
For Agencies, pipelines are client-tagged, not one company req list. Workable vs JazzHR must catch duplicate candidates across retainers. A sourcing extension that cannot target a client pipeline will mix confidential rosters Agencies is contracted to keep separate behind a confidential-roster firewall.
For Agencies, the interviewer is often the hiring client. Structured interview kits have to export as a client scorecard. Workable vs JazzHR fails if feedback loops cannot be retainer-scoped. GDPR candidate consent is required before Agencies redistributes a CV to a second account.
For Agencies, the offer approval chain is client plus agency lead. Workable vs JazzHR should keep the offer letter, fee-on-placement ledger, and guarantee on one record Agencies invoices from. Internal-only requisition approvals that ignore the client will not close retained search.
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