First 14 days free · no credit card · 30-day money-back guarantee
No sales rep. No per-test fees. No headcount tax. Paste a job description, run a real hiring campaign, decide before you pay.
Annual plans · displayed monthly for easy comparison
All plans are annual contracts, displayed monthly. Every plan includes the same assessment science.
$30,000/year, billed annually
For multi-team hiring programs that need governance and depth.
First 14 days free · no credit card
$18,000/year, billed annually
For companies hiring across teams and roles on a recurring basis.
First 14 days free · no credit card
$10,800/year, billed annually
For one hiring team that wants a premium system without overhead.
First 14 days free · no credit card
All plans include Big Five (IPIP-NEO) assessments, role profiles, candidate reports, interview guides, and onboarding briefs.
On every paid plan
Upgrade to any paid annual plan. If SMP Work is not the right fit in your first 30 days, we'll refund your first payment. No questions, no friction.
Not the category norm. Most pre-employment platforms lock you into non-cancellable annual contracts. We'd rather earn your business.
Plans scale by hiring program size, workflow depth, and governance. Never by downgrading the science.
60- or 120-item IPIP-NEO inventory. Same instrument validated on 619,000+ participants.
Define what good looks like for each role. Get trait targets and candidate fit scores.
One-page hiring brief with fit band, strengths, watchouts, and personality scores.
AI-generated questions, rubrics, and red flags tailored to the role profile.
Post-hire coaching tips, work values, and delegation guidance per candidate.
Export candidate data, audit records, and reports for your systems.
| Scale | Popular Growth | Core | |
|---|---|---|---|
| Monthly price | $2,500 | $1,500 | $900 |
| Annual price | $30,000 | $18,000 | $10,800 |
| Active assessments | Unlimited | 50 | 10 |
| Candidate responses | Unlimited | Unlimited | Unlimited |
| Team members | Unlimited | Unlimited | Unlimited |
| Assessment versioning | Yes | Yes | |
| Candidate comparison | Yes | Yes | |
| Audit log | Yes | ||
| Retention controls | Yes | ||
| Support level | Priority | Priority | Standard |
Unlimited candidate responses across the assessments in your plan.
Hiring for a handful of roles at a time?
One team, focused hiring. You want a premium system without complexity.
Choose Core →Hiring across departments or scaling up?
Multiple teams and recurring hiring. You need versioning and candidate comparison.
Choose Growth →Need governance and unlimited assessments?
Full audit trail, custom retention controls, and no cap on active assessments.
Choose Scale →Pricing pages are usually optimised to push you up a tier. We've tried to do the opposite. The honest answer for most teams is: start on the smallest plan that fits the role volume you actually have this quarter, run two or three live openings on it, and only move up once a real constraint shows up. Buying more capacity on hope is one of the easier ways to waste budget on hiring software.
Core is built for teams that fill openings in clusters: a few engineers in Q1, a sales role mid-year, an ops hire when something breaks. You get the full assessment, the candidate dashboard, and the success-profile editor. What you don't get is multi-team workflows or candidate comparison across campaigns. If your hiring rhythm is "a handful of openings, hands-on involvement from one person," this is the level the platform was designed for.
The signal that you've outgrown Core is usually a hiring manager asking "how does this candidate compare to the last three we shortlisted?" Once cross-campaign comparison and role versioning matter, you save more time on Growth than the price difference. Growth also adds collaborative review notes, which become valuable the moment more than one person needs to see a candidate's profile and form an independent view before a calibration meeting.
Scale exists for teams with audit, retention, and access-control requirements that come from above the hiring function: legal, security, or a regulated industry context. The features you get on Scale are the same shape as Growth's, with stronger controls around who sees what, how long data is retained, and how changes are recorded. If those are not active requirements yet, you can come back to Scale when they become one.
The per-assessment cost covers the questionnaire infrastructure, response-quality checks, scoring against role-specific success profiles, and the candidate report. It does not cover an interview. We say this because some buyers expect a hiring assessment to do the whole filtering job. It will not. It will give you a structured signal alongside your resume review and interview process. Used as one input among several, the evidence is reasonable. Used as the only input, you'll miss strong candidates and over-trust weak ones.
For easy comparison. All paid plans are annual contracts billed yearly.
No. SMP Work is sold as an annual hiring platform, not as packs of tests. Every plan includes unlimited candidate responses across your active assessments.
Your workspace becomes read-only until you upgrade. Your data stays available for 30 days, so nothing is lost.
Yes. That is the point of the free trial. You get 1 live assessment with up to 15 candidate invites and full reports.
No month-to-month plans. Quarterly invoicing is available for larger accounts.
Yes. Your first paid annual plan is covered by our 30-day money-back guarantee. If SMP Work is not the right fit, we'll refund your first payment.
First 14 days free with full access. Run a real campaign, see reports, and upgrade when the value is obvious.