ClearCompany Review — ATS, Onboarding, Performance Management, and Talent Management in One Platform for Mid-Market Teams

Name: ClearCompany
Brand: ClearCompany
Availability: InStock

ClearCompany is the talent management platform that combines applicant tracking, onboarding, performance management, goal setting, and employee engagement in a single system — solving the fragmentation problem that mid-market companies face when they use separate tools for hiring, onboarding, and talent development. Where most ATS platforms focus exclusively on the recruiting pipeline, ClearCompany extends the talent lifecycle from job posting through employee performance and development. The platform serves companies with 200 to 2,000 employees, with particular strength in organizations that want their recruiting data to flow into performance management without requiring manual data transfer between systems.

What makes ClearCompany worth reviewing in 2026 is the question of whether a unified talent management platform delivers better outcomes than best-of-breed tools at each stage. My review covers where ClearCompany's integrated approach genuinely improves the employee lifecycle, where individual modules fall short of specialized competitors like Greenhouse for ATS or Lattice for performance management, and whether the per-employee pricing model delivers enough value across all modules to justify consolidating your talent tech stack.

ClearCompany uses per employee per month (pepm), custom quote based on modules and company size, annual contract pricing, runs on cloud, supports Web, and No free trial. Demo-led sales process with guided product walkthrough..

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Written by Maya PatelFact-checked by ChandrasmitaLast updated Mar 22, 2026

Pricing model

Per employee per month (PEPM), custom quote based on modules and company size, annual contract

Deployment

Cloud

Supported platforms

Web

Trial status

No free trial. Demo-led sales process with guided product walkthrough.

Review rating

Not yet rated

Vendor

ClearCompany

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ClearCompany pricing, module costs, and what the per-employee model looks like

ClearCompany does not publish specific pricing on its website, operating a custom-quote model based on company size, module selection, and contract terms. According to third-party estimates from G2 and Capterra, the cost ranges from approximately $6 to $12 per employee per month, depending on which modules are included. A company with 500 employees would pay approximately $3,000 to $6,000 per month, or $36,000 to $72,000 per year.

The per-employee pricing model means cost scales with company headcount, not the number of HR users or recruiting seats. This is important for budget planning — the cost increases as the company grows, which can be a concern for fast-growing mid-market organizations. The modular structure allows companies to start with the ATS and add performance management and engagement modules over time.

See the full ClearCompany pricing breakdown

ATS Module: ~$6-$8 PEPM (estimated) ()

ATS + Onboarding: ~$8-$10 PEPM (estimated) ()

Full Platform: ~$10-$12 PEPM (estimated) ()

Verified from the official pricing page on March 17, 2026. View source

Why ClearCompany stands out for mid-market companies that want ATS and talent management unified

My take on ClearCompany is that it is the best option for mid-market companies that want ATS and talent management unified in a single platform without building a multi-vendor tech stack.

The integration between recruiting and onboarding is genuinely seamless — a hired candidate flows into the onboarding workflow with all their application data intact, and onboarding completion data feeds into the employee profile that performance management uses. This continuity eliminates the data gaps that occur when you use Greenhouse for hiring and Lattice for performance separately.

But each individual module is not as deep as the best-of-breed alternative in its category. The ATS is functional but not as sophisticated as Greenhouse's structured hiring methodology. The performance management is solid but not as flexible as Lattice's customizable review cycles. The engagement surveys work but do not match Culture Amp's depth.

If your priority is a unified talent lifecycle where hiring data informs performance management and all employee data lives in one system, ClearCompany is the right platform. If you want the absolute best ATS or the absolute best performance tool and are willing to manage integrations, specialized platforms will outperform ClearCompany in their respective categories.

ClearCompany is best for

ClearCompany is best for mid-market companies with 200 to 2,000 employees that want to consolidate applicant tracking, onboarding, performance management, and employee engagement into a single platform with unified employee data.

It fits organizations where the HR leader wants one system that covers the full talent lifecycle — from job posting to performance review — without managing integrations between multiple specialized tools. The commercial fit is strongest when the buyer plans to use at least three of ClearCompany's modules.

If you only need an ATS, Greenhouse or Ashby will give you deeper recruiting functionality. If you only need performance management, Lattice or 15Five will give you more flexibility. ClearCompany's value is in the combination.

Why ClearCompany stands out

ClearCompany stands out because it is the only mid-market platform that provides a genuine end-to-end talent lifecycle — from applicant tracking through onboarding, performance management, goal alignment, and employee engagement — in a single, natively integrated system.

The data continuity is the key differentiator. When a candidate is hired through the ATS, their profile — skills, interview evaluations, hiring manager notes — flows into the onboarding module. When onboarding completes, the employee profile carries forward into performance management with context about how they were hired and onboarded. This continuity enables analytics that span the entire employee lifecycle.

Goal management is another area where the integration adds value. Company goals cascade to department goals to individual performance objectives, and progress tracking connects to the performance review cycle. This alignment is harder to achieve when goals live in one tool and reviews live in another.

For HR leaders who have experienced the pain of managing three to five separate talent tools with manual data transfers between them, ClearCompany's unified approach eliminates that operational tax.

Commercial fit for ClearCompany

Commercially, ClearCompany positions itself as the talent management platform that replaces a fragmented HR tech stack with a single system. That positioning is most compelling for mid-market companies where the HR team is small — typically 3 to 10 people — and managing multiple vendor relationships, integrations, and data migrations consumes disproportionate time.

The commercial fit weakens for companies that only need one module. Buying ClearCompany for the ATS alone puts you in a feature-depth competition with Greenhouse, where ClearCompany is at a disadvantage. The platform's value proposition requires multi-module adoption to justify the investment.

Teams that buy ClearCompany with the intention of 'starting with ATS and adding modules later' should have a realistic timeline for module expansion. If performance management is two years away, you may be better served by a deeper ATS now with a future platform evaluation later.

ClearCompany sits in the Onboarding Software category. Browse all onboarding software tools to see how it compares to the full shortlist.

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ClearCompany in depth

ClearCompany is best evaluated in the context of the specific recruiting workflows your team is trying to improve.

Shortlist quality depends less on surface-level feature parity and more on how well ClearCompany fits your operating model, reporting expectations, and the amount of change management your people team can absorb. Use this page to understand fit before moving into direct vendor comparisons.

Test whether ClearCompany supports the workflows that matter in the next 90 days.
Validate pricing mechanics against actual headcount, payroll, or manager usage assumptions.
Check whether the implementation path matches your internal resourcing and change timeline.

ClearCompany features: ATS pipeline, onboarding workflows, goal alignment, and engagement surveys

ClearCompany applicant tracking and recruiting pipeline management

The ATS module provides a visual pipeline for managing candidates across configurable stages.

The ATS module provides a visual pipeline for managing candidates across configurable stages. Job posting distribution covers major boards including Indeed, LinkedIn, and Glassdoor. Application forms are customizable per role with screening questions and document upload requirements. The career site builder creates a branded job listing page that hosts open positions.

Interview scheduling integrates with Google Calendar and Outlook for coordinator efficiency. Candidate evaluation tools include ratings, notes, and basic scorecards. The ATS reporting covers pipeline activity, time-to-fill, source effectiveness, and EEO compliance reporting.

ClearCompany candidate pipeline and stage management

Pipeline stages are configurable per job template with automatic actions at each stage — email notifications, task assignments, and approval gates. The pipeline supports bulk candidate actions for high-volume roles and filtering by source, stage, rating, and custom fields. Candidate profiles aggregate all recruiting data in a single view.

ClearCompany job posting and candidate sourcing channels

Job distribution reaches major boards and niche industry sites. The career page builder creates a branded listing page with the company logo and description. Social sharing tools enable recruiters and employees to distribute job postings through their networks. Source tracking attributes each applicant to the channel they came from.

ClearCompany onboarding workflows and new-hire automation

The onboarding module manages the transition from candidate to employee through automated workflows that begin before the start date.

The onboarding module manages the transition from candidate to employee through automated workflows that begin before the start date. Digital paperwork — offer letters, tax forms, employment agreements, benefits enrollment, direct deposit setup — is completed electronically. Task assignments for managers, IT, and facilities ensure logistical readiness.

Onboarding workflows are configurable per role, department, and location. A remote engineering hire triggers different tasks and communications than an in-office sales hire. Compliance tracking ensures required forms are completed and stored with audit trails.

Pre-boarding and first-day task automation

Pre-boarding workflows send welcome materials, paperwork, and company information to new hires before their start date. Task assignments for IT equipment provisioning, badge creation, and workspace setup ensure everything is ready on day one. The automation replaces the manual checklists that most mid-market companies use for onboarding coordination.

Onboarding-to-performance data continuity

When onboarding completes, the employee profile — including hiring data, onboarding progress, and initial goals — carries into the performance management module. This data continuity means the first performance review has context about the employee's hiring profile and onboarding experience, enabling more informed management conversations.

ClearCompany performance management and review cycles

The performance management module supports multiple review formats — annual reviews, quarterly check-ins, 360-degree feedback, project-based reviews, and continuous feedback.

The performance management module supports multiple review formats — annual reviews, quarterly check-ins, 360-degree feedback, project-based reviews, and continuous feedback. Review forms are customizable per role level with competency ratings, goal achievement tracking, self-assessments, manager assessments, and calibration tools.

The review cycle management tools track completion status across the organization, send reminders to incomplete reviewers, and provide HR with visibility into the review process. Calibration sessions help ensure consistency in ratings across managers and departments.

Review form customization and competency frameworks

Review forms can be configured with custom competency frameworks per role level — individual contributors, managers, directors, and executives can have different evaluation criteria. The forms support rating scales, open-ended feedback, and goal-aligned performance metrics. Templates are reusable across review cycles.

Calibration and review consistency tools

The calibration feature enables managers and HR to review rating distributions across departments and adjust for bias or inconsistency. The calibration view shows how ratings are distributed by manager, which helps identify managers who rate consistently high or low relative to peers.

ClearCompany goal management and OKR alignment

The goal management module supports cascading objectives — company goals decompose into department goals, then into individual performance targets.

The goal management module supports cascading objectives — company goals decompose into department goals, then into individual performance targets. The OKR-style framework connects strategic objectives to measurable key results with progress tracking. Goal alignment visualizations show how individual contributions connect to organizational priorities.

Goals integrate directly with performance reviews, so goal achievement data flows into the review process automatically. Managers can track team goal progress in a single dashboard without requiring separate goal-tracking tools.

Goal cascading and organizational alignment

Company-level goals set by leadership cascade to departments and individuals through a parent-child relationship. Each level can define goals that support the level above, creating a visible chain from individual tasks to company strategy. The alignment view helps employees see how their work connects to broader objectives.

Goal tracking and progress reporting

Progress tracking supports percentage-complete, milestone-based, and metric-based goal measurement. Automated check-in reminders prompt employees to update goal progress periodically. The reporting dashboard shows goal completion rates by department, team, and individual.

ClearCompany employee engagement surveys and sentiment tracking

The engagement module includes pulse surveys, annual engagement surveys, and eNPS measurement.

The engagement module includes pulse surveys, annual engagement surveys, and eNPS measurement. Surveys are deployed through the platform with automated distribution and anonymous response collection. Results are broken down by department, location, manager, and employee tenure for targeted analysis.

The engagement data integrates with performance and retention data, enabling HR leaders to identify correlations between engagement scores and outcomes like turnover, performance ratings, and promotion rates.

Survey design and deployment automation

Survey templates include proven engagement questions with benchmarking data. Custom questions can be added for organization-specific topics. Deployment is automated with scheduled send dates, reminder sequences, and anonymous collection that encourages honest responses.

Engagement analytics and action planning

Results dashboards highlight areas of strength and concern with trend analysis over time. The analytics identify specific teams, locations, or tenure groups where engagement is declining, enabling targeted interventions. Action planning tools help managers create improvement initiatives based on survey feedback.

ClearCompany integrations, API access, and platform connectivity

ClearCompany integrates with HRIS platforms including ADP, UKG, and Paylocity for employee data sync.

ClearCompany integrates with HRIS platforms including ADP, UKG, and Paylocity for employee data sync. Payroll integrations support new-hire data transfer. Background check integrations connect to verification providers like Checkr and Sterling. The platform also supports SSO through major identity providers.

The API provides programmatic access to talent data for organizations that need custom integrations with internal systems. The integration strategy prioritizes complementary tools — HRIS, payroll, benefits — rather than overlapping categories where ClearCompany's native modules provide coverage.

HRIS and payroll data synchronization

Bidirectional sync with major HRIS and payroll platforms ensures employee data stays current across systems. New hires created through ClearCompany's onboarding module automatically appear in connected HRIS platforms. Employee status changes in the HRIS reflect in ClearCompany's talent management modules.

Background check and assessment tool integrations

Pre-built integrations with background check providers enable automated verification workflows within the ATS pipeline. Assessment tool integrations support pre-hire testing with results flowing into candidate profiles. These integrations extend ClearCompany's ATS functionality without requiring manual data transfer.

ClearCompany pros and cons: onboarding, performance management, engagement, and ATS depth

Evaluating ClearCompany means separating what sounds strong in the demo from what holds up after implementation for onboarding software teams.

Strengths

Where ClearCompany earns its place on the shortlist for mid-market teams once practical fit matters more than feature breadth.

ClearCompany unified talent lifecycle eliminates data fragmentation across hiring, onboarding, and performance

The seamless data flow from ATS through onboarding to performance management is ClearCompany's primary differentiator. When a candidate is hired, their profile — including application data, interview notes, hiring manager evaluations, and skills assessments — transfers directly into the onboarding module. When onboarding completes, the employee profile with hiring and onboarding context carries into performance management.

This data continuity enables lifecycle analytics that fragmented tools cannot provide. HR leaders can analyze the relationship between hiring quality scores and subsequent performance ratings, identifying which recruiting practices predict employee success.

For mid-market HR teams that currently manage separate ATS, onboarding, and performance tools with manual data transfers, the unified lifecycle eliminates hours of weekly data reconciliation work.

ClearCompany onboarding module automates new-hire paperwork and first-day logistics

The onboarding module handles digital paperwork — offer letters, tax forms, employment agreements, direct deposit setup, and benefits enrollment — through automated workflows that start before the employee's first day. Task assignments for hiring managers, IT teams, and facilities staff ensure that equipment, access, and workspace are ready.

The workflow is customizable per role, department, and location, which means a sales hire in the New York office gets a different onboarding experience than an engineering hire working remotely. Compliance forms are tracked with audit trails.

For companies where onboarding has been a manual process of email checklists and paper forms, the automation reduces administrative burden and ensures consistent onboarding experiences across the organization.

ClearCompany performance management supports configurable review cycles and continuous feedback

The performance management module supports annual reviews, quarterly check-ins, 360-degree feedback, and continuous feedback — configurable to match your organization's review cadence. Reviews include competency ratings, goal progress tracking, self-assessments, and manager assessments with calibration tools for ensuring consistency across departments.

The review forms are customizable per role level and department, which means individual contributors, managers, and executives can have different evaluation criteria. Review completion tracking gives HR visibility into which managers have completed their reviews and which are behind.

For mid-market companies implementing performance management for the first time or transitioning from spreadsheet-based reviews, ClearCompany provides a structured system without requiring the customization complexity of enterprise performance platforms.

ClearCompany goal management cascades company objectives to individual performance targets

The goal management module supports OKR-style cascading goals — company goals decompose into department goals, which further decompose into individual objectives. Progress tracking is integrated with the performance review cycle, so goal achievement data automatically feeds into performance evaluations.

The alignment visualization shows how individual goals connect to department and company objectives, which helps employees understand how their work contributes to organizational priorities. For managers, the goal dashboard shows team progress against objectives without requiring separate tracking tools.

For organizations implementing goal alignment frameworks, the built-in cascading structure provides the infrastructure without requiring a separate tool like Lattice or 15Five alongside the ATS.

ClearCompany employee engagement surveys measure sentiment and surface retention risks

The engagement module includes pulse surveys, annual engagement surveys, and eNPS measurement that track employee sentiment over time. Survey results are broken down by department, location, manager, and tenure, which helps HR leaders identify specific areas where engagement is declining.

The survey data integrates with performance management data, enabling correlation analysis between engagement scores and performance outcomes. This integration is harder to achieve when surveys live in Culture Amp and performance data lives in a separate tool.

For mid-market companies that have not previously measured engagement formally, ClearCompany provides an accessible starting point without the cost of a standalone engagement platform.

ClearCompany workforce planning tools support headcount planning and succession management

The workforce planning module provides headcount planning, organizational charting, and succession planning tools. HR leaders can model future headcount needs, identify critical roles that need succession plans, and track internal candidates for leadership positions.

The planning data connects to the ATS — when a succession plan identifies a gap that cannot be filled internally, it can trigger a recruiting requisition in the ATS module. This integration between workforce planning and recruiting is a practical advantage of the unified platform.

For mid-market companies where workforce planning has been done in spreadsheets, the structured tools provide more rigorous planning infrastructure without requiring a dedicated workforce planning platform.

Limitations

What to press on in ClearCompany pricing calls and technical validation before treating it as a safe choice for cloud deployment.

ClearCompany ATS module is functional but not as deep as purpose-built ATS platforms

The ATS covers core recruiting functionality — job posting, candidate pipeline, interview scheduling, and reporting — but lacks the structured hiring methodology of Greenhouse, the native sourcing tools of Ashby, and the CRM capabilities of Lever. For organizations where recruiting complexity is the primary pain point, the ATS module alone may not justify ClearCompany's price over specialized alternatives.

The structured evaluation tools are basic compared to Greenhouse's scorecards, interview kits, and interviewer calibration. Teams that prioritize hiring consistency and bias reduction will find the ATS adequate but not as rigorous.

The ATS value proposition is strongest when combined with onboarding and performance management modules. As a standalone ATS, it competes with mid-market alternatives but does not lead the category.

ClearCompany per-employee pricing escalates significantly as headcount grows

The PEPM pricing model means cost scales directly with company headcount. A company growing from 500 to 1,000 employees sees their ClearCompany cost double, regardless of whether recruiting volume or HR tool usage increases proportionally. For fast-growing mid-market companies, this pricing escalation can create budget pressure.

The per-employee model is standard for talent management platforms, but it contrasts with per-user or flat-rate ATS pricing where cost scales with the HR team size rather than the company size.

For companies with high growth rates, projecting the three-year cost of ClearCompany at anticipated headcount is essential before committing. The cost at 2,000 employees is significantly different from the cost at 500 employees.

ClearCompany performance management is solid but less flexible than Lattice or 15Five

The performance module supports standard review cycles and goal tracking, but the customization options are less flexible than Lattice's configurable review templates or 15Five's continuous performance approach. Organizations with unique performance management frameworks may find ClearCompany's templates constraining.

The calibration tools are functional but not as sophisticated as enterprise performance platforms that support multi-level calibration sessions with real-time adjustments.

For companies implementing straightforward performance reviews — annual or quarterly cycles with competency ratings and goal tracking — ClearCompany is more than adequate. For organizations with complex or progressive performance management approaches, a specialized platform may be necessary.

ClearCompany custom pricing model requires sales engagement before budget evaluation

Like many talent management platforms, ClearCompany does not publish specific pricing. This means HR leaders cannot include ClearCompany in budget planning or compare it to alternatives without investing time in the sales process.

The custom pricing model also makes it harder to compare ClearCompany's unified platform cost against the combined cost of specialized tools, because the ClearCompany quote depends on which modules you select and your specific headcount.

For organizations running structured procurement processes with defined budget thresholds, the lack of public pricing creates friction in the initial vendor screening phase.

ClearCompany integration ecosystem is focused on complementary tools rather than competing ones

ClearCompany integrates with HRIS platforms, payroll tools, and background check providers, but the integration library is smaller than what standalone ATS platforms like Greenhouse offer. The platform is designed to be the primary talent management system, which means integrations focus on tools that complement rather than overlap with ClearCompany's modules.

Assessment tools, specialized sourcing platforms, and advanced analytics tools may have limited or no integration with ClearCompany. For organizations that use niche HR tech tools, integration gaps may require workarounds.

The integration strategy reflects ClearCompany's positioning — if you use the full platform, you need fewer integrations because the modules cover more functionality natively. If you use only one module, the integration limitations are more apparent.

ClearCompany plan structure and what buyers should verify

What the modular pricing structure means for mid-market buyers

ClearCompany's modular approach allows companies to purchase only the modules they need. The ATS module alone is the lowest-cost entry point, estimated at $6 to $8 per employee per month. Adding onboarding increases the cost to approximately $8 to $10 PEPM. The full platform with performance management, goals, engagement, and workforce planning reaches $10 to $12 PEPM.

This modular structure is advantageous for companies that want to start with recruiting and add talent management over time. However, the per-employee pricing means each additional module increases the total cost significantly for larger companies. A 1,000-employee company moving from ATS-only to the full platform sees a cost increase of $4,000 to $6,000 per month — $48,000 to $72,000 per year — which requires clear ROI justification.

How ClearCompany pricing compares to Greenhouse plus Lattice versus the unified platform

The comparison most mid-market buyers face is ClearCompany's unified platform versus a combination of Greenhouse for ATS and Lattice for performance management. Greenhouse Advanced costs approximately $15,000 to $35,000 per year for mid-market companies, and Lattice costs approximately $6 to $11 per person per month. For a 500-person company, the combined cost of Greenhouse plus Lattice would be $51,000 to $101,000 per year.

ClearCompany's full platform for the same company would cost approximately $60,000 to $72,000 per year, which is potentially cheaper than the best-of-breed combination while providing the data integration advantage. However, if you only need ATS functionality, ClearCompany's ATS-only pricing competes directly with Greenhouse, and Greenhouse's ATS is deeper. The value proposition for ClearCompany depends on using multiple modules.

Before you book a demo

ClearCompany demo checklist, module planning, and buying motion for HR leaders

If ClearCompany is on your shortlist, the evaluation should test whether the unified platform advantage justifies the cost and feature trade-offs versus specialized tools at each stage of the talent lifecycle. Here is what to focus on.

Map which modules you will actually deploy in the first 12 months before requesting a quote. ClearCompany's value is in the combination of modules. If you only plan to use the ATS in year one with performance management 'someday,' you are paying for a unified platform while only using one module. Before the demo, define which modules you will implement immediately and which are on a realistic roadmap. If the answer is 'just ATS for now,' evaluate whether a deeper ATS platform like Greenhouse is a better initial investment.

Request a pricing comparison at your current headcount and projected headcount in two years. The PEPM pricing means cost scales with company size. Get quotes for your current employee count and your projected count in 24 months. If the cost increase is significant, evaluate whether the value scales proportionally or whether you are paying more for the same functionality. This projection is essential for fast-growing companies where the cost difference between 500 and 1,500 employees is substantial.

Ask for a demo that shows the data flow from ATS to onboarding to performance management. The data continuity across modules is ClearCompany's primary differentiator. Ask the sales team to demonstrate a complete scenario: a candidate is hired through the ATS, flows into onboarding, completes onboarding tasks, and appears in performance management with their hiring context intact. If the data flow is as seamless as described, it validates the unified platform advantage. If there are gaps or manual steps, the integration value diminishes.

Compare the total cost of ClearCompany's full platform against Greenhouse plus Lattice plus an onboarding tool. Calculate the combined annual cost of the best-of-breed alternative — Greenhouse for ATS, Lattice for performance management, and an onboarding tool like Enboarder — at your headcount. Compare that against ClearCompany's full platform quote. The comparison should include not just subscription costs but also implementation time, integration maintenance, and ongoing administration overhead. ClearCompany's unified platform reduces administrative complexity, which has real cost even if it is not on the invoice.

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Frequently asked questions about ClearCompany talent management, ATS, and performance features

Question 1

Is ClearCompany a good ATS if I only need applicant tracking and not talent management?

ClearCompany's ATS module is functional for core recruiting — job posting, candidate pipeline, scheduling, and reporting — but it is not as deep as purpose-built ATS platforms like Greenhouse or Ashby. If your only need is applicant tracking, you will get better recruiting-specific features from a dedicated ATS at a comparable or lower cost. ClearCompany's ATS value proposition depends on using it alongside onboarding and performance management modules, where the data continuity across the employee lifecycle creates the differentiation. As a standalone ATS, it is competent but not category-leading.

Question 2

How does ClearCompany's performance management compare to Lattice for mid-market companies?

ClearCompany's performance module covers standard review cycles — annual reviews, quarterly check-ins, 360-degree feedback, and goal tracking — with calibration tools and completion tracking. Lattice offers more flexibility in review configuration, a more polished user experience, deeper continuous feedback tools, and stronger analytics. The trade-off is that ClearCompany's performance module is integrated with the ATS and onboarding modules, creating data continuity across the talent lifecycle. Lattice is the better standalone performance tool, but ClearCompany offers better integration if you are also using it for recruiting and onboarding.

Question 3

What does ClearCompany's per-employee pricing include and how does it scale?

ClearCompany's PEPM pricing is based on total employee headcount and the modules selected. Estimates from G2 and Capterra place the cost at $6 to $12 PEPM depending on whether you purchase ATS only, ATS plus onboarding, or the full platform including performance management and engagement. The cost scales linearly with headcount — a company growing from 500 to 1,000 employees sees their ClearCompany cost double. Annual contracts are standard. Before committing, project your cost at current and future headcount to ensure the investment scales with your budget.

Question 4

Can ClearCompany replace BambooHR for combined HR and talent management?

ClearCompany and BambooHR serve overlapping but different primary use cases. BambooHR is an HRIS first — it handles employee records, PTO, benefits administration, and HR data management with ATS and performance features added on. ClearCompany is a talent management platform first — it handles the ATS, onboarding, performance management, and engagement lifecycle with HRIS integration rather than HRIS replacement. Most companies need both: an HRIS for employee administration and either ClearCompany or BambooHR for talent management. ClearCompany integrates with HRIS platforms like ADP and UKG rather than replacing them.

Question 5

How long does a ClearCompany implementation take for a mid-market company?

A ClearCompany implementation typically takes 6 to 12 weeks for mid-market companies, depending on the number of modules being deployed and the complexity of the configuration. ATS-only deployments are faster — 4 to 6 weeks. Full platform implementations with ATS, onboarding, performance management, goals, and engagement require 8 to 12 weeks for configuration, data migration, and training across HR, managers, and employees. ClearCompany provides an implementation team that guides the process. The timeline also depends on internal readiness — organizations with defined performance review frameworks and onboarding processes can configure faster.

Question 6

Does ClearCompany support remote and hybrid workforce management?

ClearCompany supports remote and hybrid workforces through configurable onboarding workflows per work location (remote, hybrid, in-office), location-independent performance management, and engagement surveys that can be segmented by work arrangement. The ATS supports remote job postings and virtual interview scheduling. However, ClearCompany does not include workforce management features like time tracking, shift scheduling, or remote work monitoring. For remote-specific HR needs beyond talent management, additional tools may be required.

Question 7

What are the main reasons companies choose ClearCompany over building a multi-vendor talent tech stack?

The primary reasons are data continuity, administrative simplicity, and total cost of ownership. With ClearCompany, hiring data flows into onboarding and then into performance management without manual transfers or integration maintenance. A single vendor relationship replaces three to five vendor contracts, implementations, and support channels. The total cost is often comparable to or lower than the combined cost of Greenhouse plus Lattice plus an onboarding tool when you factor in integration costs and administrative overhead. The trade-off is that each ClearCompany module is less deep than the best-of-breed alternative in its category.

ClearCompany alternatives worth comparing

ClearCompany is the unified talent management platform for mid-market companies, but the module depth trade-offs and PEPM pricing mean it is not the right fit for every organization. Here are the alternatives worth evaluating.

Product	Pricing	Deployment	Free trial	Rating
ClearCompany	Per employee per month (PEPM), custom quote based on modules and company size, annual contract	Cloud	No	—
Gusto	Per-employee pricing	Cloud	Yes	—
Sapling	Custom quote	Cloud	No	—
HiBob	Custom quote	Cloud	No	—
Deel	Per-employee pricing	Cloud	Yes	—
BambooHR	Custom quote	Cloud	Yes	—

See all ClearCompany alternatives