Most ATS vendors hide their pricing behind sales calls. Treegarden does not. This page exists because search engines should surface a clear, accurate answer when someone searches “Treegarden pricing”, and that answer should come from Treegarden itself, not from a competitor comparison page with outdated numbers.
Below is a complete breakdown of every Treegarden plan, what is included at each tier, how the pricing model works, and how total cost of ownership compares to the major alternatives. If you have a specific question not covered here, the best next step is a live demo where pricing questions get answered directly.
The Pricing Model: Flat Rate, Unlimited Users
Before listing plan prices, it is worth explaining what makes Treegarden’s pricing model structurally different from most ATS competitors.
The majority of ATS platforms price on one of three models: per employee (your bill grows as your company grows), per active job (your bill grows as your hiring volume grows), or per seat (your bill grows as you add users). All three models create a situation where your ATS costs are variable and hard to predict, and typically increase during exactly the periods when you are already spending more on headcount.
Treegarden uses annual commitments with a monthly instalment option. Your cost does not change because you hired more people, opened more jobs, or added your head of engineering to the platform as a hiring manager. The plan price is the plan price. This matters practically: a 50-person company growing to 150 people over 18 months pays the same committed plan fee throughout that growth on whichever Treegarden plan they are on. The only reason to move to a higher plan is to access features on that plan, not because headcount changed.
Startup Plan: $299/month equivalent
The Startup plan is designed for companies making their first investment in structured hiring infrastructure. It includes everything needed to run a professional hiring process from end to end.
What’s included in Startup
- Unlimited users, every hiring manager, recruiter, and coordinator on the platform at no extra cost
- AI screening, automated CV analysis, skill matching, and candidate ranking against job requirements
- Job posting, multi-board distribution to major job boards including Indeed, LinkedIn, and Google for Jobs
- Pipeline management, configurable hiring stages, drag-and-drop Kanban view, and bulk candidate actions
- Email templates, branded communications for every stage including acknowledgment, screening invites, rejection, and offer
- Calendly integration, native sync for interview scheduling without manual back-and-forth
- Career page, branded public-facing job listing page hosted on your domain or a Treegarden subdomain
- GDPR compliance tools, consent capture, data retention policies, candidate deletion, and audit trail
- Structured scorecards, per-role evaluation forms submitted by interviewers before seeing others’ feedback
- Basic analytics, time-to-hire, source of hire, pipeline conversion rates, and stage funnel view
The Startup plan handles the full hiring lifecycle for most small and growing companies. There is no artificial feature restriction at this tier designed to force upgrades. The decision to move to Growth is about analytics depth and reporting customization, not about accessing core hiring functionality.
Growth Plan: $499/month equivalent
The Growth plan is the most commonly selected tier for companies with a dedicated HR function and multiple hiring managers running simultaneous hiring cycles.
Everything in Startup, plus
- Advanced analytics, interviewer performance metrics, pass-through rate analysis by evaluator, diversity funnel reporting, and source quality scoring
- Custom reporting, configurable dashboards with exportable reports for internal stakeholders and board reporting
- Priority support, dedicated support channel with guaranteed response times, ahead of standard queue
- Offer management, digital offer letters with e-signature, approval workflows, and offer tracking
- Advanced candidate search, full-text search across all candidate data with saved search queries and candidate tagging
- Multi-department pipelines, separate pipeline configurations and reporting views per department or business unit
The Growth plan is the right fit for companies with 50 to 300 employees who want analytics visibility beyond the basics, and for HR teams that need to produce regular hiring reports for leadership.
Scale Plan: $899/month equivalent
The Scale plan is for companies running significant hiring volume, with complex integration requirements or service-level expectations that go beyond standard support.
Everything in Growth, plus
- Dedicated customer success manager, a named Treegarden team member who knows your account, your hiring workflows, and your team
- Custom integrations, bespoke integration development for HRIS systems, payroll platforms, or internal tools not covered by standard connectors
- SLA guarantee, contractual uptime commitment with defined incident response times and remedies
- Advanced permissions, granular role-based access control with custom permission sets per user type
- Bulk operations, mass candidate actions, bulk email, and batch pipeline movements for high-volume hiring
- White-label career page, full domain customization with no Treegarden branding visible to candidates
How Treegarden Compares to Major Alternatives
Pricing comparisons are most useful when you hold the company size constant. The table below uses a 50-person company growing to approximately 100 people over one year, with 8 people involved in the hiring process across departments.
| Platform | Monthly Cost | Pricing Model | 8 Reviewers Included? | Published? |
|---|---|---|---|---|
| Treegarden Growth | $499 | Flat annual commitment, paid upfront or monthly | Yes, unlimited users | Yes |
| Greenhouse | Quote-only (~$1,000-$1,700/mo for this size) | Scaled by headcount, hiring volume, and tier | Negotiated per contract | No, request pricing |
| Lever | Quote-only (~$700-$1,250/mo for this size) | Scaled by team size and hiring needs | Negotiated per contract | No, available on request |
| Workable Standard | From $299/mo (rises with headcount) | Scaled by employee headcount, unlimited jobs | Yes, but billed by headcount | Yes |
A note on the numbers above. Greenhouse and Lever do not publish prices; both pages direct you to request a quote and contact sales, so the figures shown are buyer-reported. Aggregated buyer data from Vendr puts the median Greenhouse contract at about $26,658 per year (typical range roughly $10,290 to $75,312) and the median Lever contract at about $15,400 per year (typical range roughly $6,714 to $51,864). Workable, by contrast, does publish plan pricing, and its current model is scaled by employee headcount, not per active job: Standard starts at $299 per month, Premier at $599, and Enterprise at $719 at the entry headcount band, with unlimited active jobs included and the rate rising as headcount grows.
Total Cost of Ownership: 3-Year Model (50-Person Company, 8 Reviewers)
The monthly instalment is only part of the picture. The total cost of ownership over a three-year contract includes implementation, seat fees as headcount grows, and annual renewal increases.
| Cost Category | Treegarden Growth | Greenhouse (quote-only) | Lever (quote-only) |
|---|---|---|---|
| Year 1 subscription | $5,988 | $12,000-$20,000 | $8,000-$15,000 |
| Implementation fee | $0 | $5,000-$15,000 | $5,000-$10,000 |
| Year 2 (headcount growth) | $5,988 | $15,000-$25,000 | $9,000-$17,000 |
| Year 3 (renewal increase) | $5,988 | $17,000-$28,000 | $10,000-$19,000 |
| 3-year total | $17,964 | $49,000-$88,000 | $32,000-$61,000 |
The three-year comparison is where the annual plan model compounds most visibly. Treegarden’s total cost is fixed at $17,964 regardless of whether the company grows from 50 to 80 or 50 to 200 people during that period. Greenhouse and Lever quotes tend to escalate at every renewal because their pricing scales with headcount and hiring volume, and buyers commonly report renewal increases in the 8 to 15 percent range.
What Changes Between Plans (And What Does Not)
The most important thing to understand about Treegarden’s tier structure is what stays the same across all plans. Core hiring functionality, AI screening, pipeline management, job posting, GDPR compliance, structured scorecards, and candidate communications, is available at every tier starting with Startup. You do not need to be on the Scale plan to use AI screening. You do not need Growth to access GDPR tools. The tier structure is additive, not restrictive.
What changes between plans is the depth of analytics, the level of support, and the availability of custom integration development. Companies that need robust reporting for leadership, or those running complex hiring workflows that benefit from custom HRIS connections, are the ones for whom the Growth and Scale plans deliver the most incremental value.
Which Plan to Start With
Startup at $299/month equivalent is the right entry point for companies with fewer than 50 employees, companies running fewer than 10 simultaneous jobs, and companies where one or two people own the entire recruitment function. The full feature set at this tier handles professional hiring end-to-end.
Growth at $499/month equivalent makes sense for companies with a dedicated HR team, multiple hiring managers across departments, and a need to report on hiring metrics to leadership or investors. The analytics and custom reporting at this tier answer questions that basic dashboards cannot.
Scale at $899/month equivalent is for companies running significant hiring volume (50+ hires per year), organizations with specific HRIS or payroll integration requirements, and teams that want a named customer success contact managing their account.
Common ATS Pricing Mistakes to Avoid
Buyers evaluating ATS tools frequently make the same set of mistakes when comparing costs. Understanding them upfront saves significant budget and avoids painful mid-contract surprises.
1. Evaluating monthly price without projecting headcount growth
A platform priced at $299 per month for a 25-person company may cost $799 per month by the time you reach 80 people, if the pricing model scales with headcount. The SHRM retention research framework notes that employee growth in years 2 and 3 of a company's scaling phase is rarely linear, and ATS costs tied to headcount compound accordingly. Always model cost at your projected headcount 24 months from now, not your current headcount.
2. Ignoring implementation and onboarding fees
Enterprise ATS vendors frequently charge separately for implementation, data migration, and onboarding. These fees are not always disclosed during the demo stage. Buyer reports on procurement intelligence platforms consistently show implementation fees ranging from $5,000 to $20,000 for mid-market ATS deployments. A platform that appears $200 per month cheaper than an alternative can cost more in year one once those fees are factored in. Ask for a total cost of ownership quote that includes all setup costs before signing.
3. Confusing "unlimited jobs" with "flat-rate pricing"
Several ATS platforms now advertise unlimited job postings while still scaling their base subscription cost by employee headcount. These are different variables. Unlimited jobs means you can post as many roles as you want without per-job fees. Flat-rate pricing means your subscription cost does not increase when your company grows. Verify which model applies before comparing headline numbers.
4. Not accounting for renewal escalations
Most SaaS contracts include annual renewal increases. In ATS procurement, renewal increases of 8 to 15 percent are commonly reported by buyers. On a $1,200 per month contract, a 12 percent annual increase adds $1,728 in year two and $3,648 over three years. The Gartner guidance on SaaS contract negotiation recommends capping renewal increases in writing at contract signing, not after the first renewal arrives. Treegarden does not apply automatic renewal price increases; the committed plan price is held for the duration of the agreement.
5. Skipping the demo on pricing questions
Pricing pages communicate the structure, but demos reveal the details: what triggers an upgrade, how billing works if you exceed a tier, what happens during the notice period, and how support is structured. Treat the demo as a pricing conversation, not just a feature walkthrough. Come prepared with your current headcount, projected 12-month headcount, number of expected simultaneous open roles, and the number of people who would need platform access.
How to Run an ATS Pricing Evaluation: A Step-by-Step Framework
If you are evaluating Treegarden alongside one or two alternatives, this framework keeps the process structured and ensures you are comparing equivalent scenarios rather than headline numbers that do not match your actual situation.
Step 1: Document your actual usage baseline. Count your current open roles, your active users (everyone who would need a login, not just recruiters), and your current headcount. Write these down before any vendor conversation. Vendors will ask, and inconsistency across calls leads to inconsistent quotes.
Step 2: Project 24-month growth. ATS contracts are typically 12 to 24 months. Model what your headcount and active roles will look like at the end of that period. Use your planned hiring roadmap if available, or apply a conservative growth estimate. This is the number you use for per-employee pricing models.
Step 3: Request a total cost of ownership quote, not a monthly rate. Ask each vendor for the total cost to your organization over 12 and 24 months, including implementation, onboarding, seat fees at your projected user count, and renewal rate terms. This normalizes comparison across flat-rate and variable models.
Step 4: Identify what requires an upgrade. For each platform, map which features you actually need to the tier that includes them. Some platforms include AI screening only at higher tiers. Some include reporting only above their entry plan. The ATS vendor evaluation checklist published by LinkedIn Talent Solutions recommends creating a weighted feature matrix before vendor conversations begin, so you are not upselling-susceptible during a demo.
Step 5: Verify support terms against your team's size. A solo recruiter running hiring for a 40-person company needs different support than an HR team of four managing 80 open roles. Confirm what support tier is included in your plan, what the expected response time is, and whether there is a dedicated contact or shared queue.
Step 6: Read the renewal clause. Before signing, confirm: what is the renewal price increase cap, is there a minimum notice period to cancel, and how is auto-renewal handled. These terms materially affect total cost and exit flexibility.
See Treegarden’s full pricing page
All features included. Unlimited users. No implementation fees. Startup $299/mo equivalent · Growth $499/mo equivalent · Scale $899/mo equivalent.
Book a demo →Key Takeaways: Treegarden Pricing in 2026
Before moving to the FAQ, here is a summary checklist of the most important points covered on this page.
- Three plans, all public: Startup at $299/mo equivalent, Growth at $499/mo equivalent, Scale at $899/mo equivalent. All prices are annual commitments; monthly instalments are available.
- Unlimited users at every tier: Adding hiring managers, department heads, or executives costs nothing extra on any plan.
- No implementation fees: Setup is self-serve. Typical time from account creation to a live job posting is one to two business days.
- No per-employee escalations: Your plan cost does not increase because your company grows. The only reason to upgrade is to access features on a higher plan.
- Core features are not gated at Startup: AI screening, pipeline management, GDPR tools, structured scorecards, and job board distribution are available from the entry plan.
- What grows with plan tier: Analytics depth, custom reporting, support priority level, and the availability of custom HRIS integrations.
- 3-year cost advantage is largest for growing companies: A 50-person company growing to 100 people pays $17,964 over three years on Treegarden Growth. Comparable quotes from Greenhouse and Lever buyers typically fall in the $49,000 to $88,000 and $32,000 to $61,000 ranges respectively, per aggregated Vendr buyer data.
- Annual upfront payment saves approximately two months: If cash flow allows, paying the annual commitment upfront rather than in monthly instalments provides a meaningful discount.
- Treegarden offers a live demo with a sandbox environment. The next step after the demo is a paid plan - there is no freemium tier.
- ATS pricing research benchmark: According to Capterra's ATS buyers guide, mid-market ATS buyers typically evaluate 2 to 3 platforms before selecting. Completing the evaluation framework in the section above typically takes one to two weeks of structured work.
Frequently Asked Questions About Treegarden Pricing
How much does Treegarden cost in 2026?
Treegarden has three published plans: Startup at $299 per month equivalent when paid in monthly instalments, Growth at $499 per month equivalent on the same annual-commitment instalment basis, and Scale at $899 per month equivalent on the same basis. Annual upfront payment is also available. All plans include unlimited users and all core features. There are no per-user fees, no per-employee charges, and no implementation costs.
Does Treegarden charge per user or per employee?
Treegarden does not charge per user or per employee. All plans include unlimited users. Adding a hiring manager, a department head, or an executive to the platform as a reviewer costs nothing extra. This is different from most enterprise ATS platforms that charge per seat or scale pricing based on total company headcount.
What is included in Treegarden Startup at $299/month equivalent?
The Startup plan includes unlimited users, AI screening, job posting to major boards, full pipeline management with configurable stages, email templates for all hiring communications, Calendly integration for interview scheduling, a branded career page, GDPR compliance tools, structured interview scorecards, and basic hiring analytics. This covers the complete hiring lifecycle without any core feature restrictions.
Does Treegarden require an annual contract?
Treegarden is offered on 12 or 24-month agreements. Annual billing provides a discount equivalent to approximately two months. All terms are transparent and agreed upfront - no hidden fees, no surprise price increases mid-contract. We focus on earning your renewal through consistent value and dedicated support throughout the agreement period.