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For companies of all sizes
A complete, consultative hiring experience for one role, entirely in Slack, Teams, or WhatsApp.
- JD transformed into predictive success profile
- Expert pushback on unrealistic criteria or comp
- Synthetic resume calibration (5–10 profiles)
- Up to 1,000 candidates scored
- 50 automated pre-screens
- 25 automated interview schedules
- 10–20 passive candidates (LinkedIn, view only)
- Market demand & talent scarcity insights
- Slack, Teams, WhatsApp only (no platform UI)
Most Popular
Hire smarter, move talent internally, and predict who will leave before they decide.
- Full platform UI + Slack/Teams/WhatsApp via Meg
- Unlimited positions & candidates
- Hiring manager self-service via Meg
- Candidates scored against your top performers
- Automated passive candidate outreach
- Internal talent marketplace & career pathing
- Weekly flight risk scoring & driver attribution
- Retention interventions & stay interview automation
- 40+ integrations (HRIS, ATS, PMS)
- ML models that retrain on your outcomes
Build your leadership pipeline and prove your L&D spend works.
- Everything in Acquire & Retain
- Succession bench strength scoring (0–100)
- Single point of failure detection
- Emergency succession playbooks
- Board-ready reporting in hours
- Skill gap heat maps across the org
- Learning ROI with matched control groups
- Personalized development pathways
- Certification compliance & predictive alerts
- Hidden successor discovery
Restructure with confidence, surface pay gaps, and forecast workforce composition years ahead.
- Everything in Develop & Succeed
- Compensation equity analysis & remediation
- Restructuring simulation (Monte Carlo)
- Role redundancy detection across entities
- Capacity utilization intelligence
- Cross-entity benchmarking
- Demographics forecasting (3–10 years)
- Pay equity gate on new hire offers
- Organizational network analysis
- Dedicated account team
Compare plans in detail
Per Position
Single role
A complete, consultative hiring experience for one role, entirely in Slack, Teams, or WhatsApp.
Hiring IntelligenceLearn more
- JD to predictive success profileTransforms your job description into a data-driven profile that predicts candidate success based on historical hiring outcomes.
- 1 role
- Synthetic resume calibrationGenerates synthetic candidate profiles to calibrate scoring before real candidates are evaluated, ensuring accuracy from day one.
- 5–10 profiles
- Candidate scoringRanks every candidate against your success profile so you see the strongest fits first.
- 1,000/position
- Scored against top performersBenchmarks candidates against traits and skills shared by your organization's highest performers.
- No
- Automated pre-screeningConducts initial candidate screening conversations automatically to filter for must-have qualifications.
- 50/position
- Automated interview schedulingCoordinates calendars and sends invites automatically, eliminating scheduling back-and-forth.
- 25/position
- Passive candidate outreachIdentifies and contacts strong-fit candidates who are not actively job searching.
- View only
- Pipeline health analyticsReal-time visibility into stage conversion rates, bottlenecks, and time-to-fill projections.
- No
- Source ROI intelligenceTracks which sourcing channels deliver the highest-quality hires relative to cost.
- No
- Quality-of-hire tracking (30/90/365 day)Measures new hire performance and retention at key milestones to validate hiring decisions.
- No
Internal MobilityLearn more
- Internal talent marketplaceA searchable internal platform where employees discover open roles, projects, and mentorship opportunities.
- No
- Career path navigationShows employees possible career trajectories within the organization based on their skills and interests.
- No
- Cross-entity candidate matchingIdentifies internal candidates across business units and subsidiaries who fit open roles.
- No
- Promotion readiness assessmentEvaluates whether an employee has the skills and experience needed for the next level.
- No
- Shadow role detectionIdentifies employees already performing responsibilities of a higher-level role without the title or compensation.
- No
- Gig & project staffingMatches employees to short-term projects and stretch assignments based on skills and availability.
- No
Retention IntelligenceLearn more
- Weekly flight risk scoringPredicts the likelihood of each employee leaving within the next 90 days, updated weekly.
- No
- Driver attribution (top 5 factors)Surfaces the top five factors driving an employee's flight risk, such as compensation gaps or manager changes.
- No
- Engagement pulse monitoringContinuously tracks engagement signals from surveys, communications, and activity patterns.
- No
- Manager retention scoringRates each manager's ability to retain their team based on historical turnover data.
- No
- Stay interview automationGenerates and schedules personalized stay interview conversations for at-risk employees.
- No
- Departure impact scoringQuantifies the business impact of losing a specific employee based on role criticality and institutional knowledge.
- No
Succession PlanningLearn more
- Bench strength indexing (0–100)Scores each critical role from 0 to 100 based on the depth and readiness of internal successors.
- No
- Readiness trajectory trackingMonitors each successor candidate's development progress over time toward their target role.
- No
- Single point of failure detectionFlags roles where institutional knowledge or critical responsibilities depend on a single person.
- No
- Emergency succession playbooksPre-built contingency plans that activate immediately if a key leader departs unexpectedly.
- No
- Board-ready reportingGenerates polished succession and talent pipeline reports formatted for board-level presentations.
- No
- Hidden successor discoveryUses skills and performance data to surface non-obvious internal candidates for leadership roles.
- No
Learning & DevelopmentLearn more
- Skill gap heat mapsVisual overview of skill deficiencies across teams and departments to prioritize training investments.
- No
- Learning ROI measurementCalculates the return on your L&D spend by linking training completion to performance outcomes.
- No
- Personalized learning pathwaysCreates individualized development plans based on each employee's current skills and career goals.
- No
- Certification compliance & alertsTracks certification status across the workforce and sends alerts before expirations.
- No
- Knowledge concentration riskIdentifies critical knowledge held by too few people, creating organizational vulnerability.
- No
- Reskilling economicsModels the cost of reskilling existing employees versus hiring externally for emerging skill needs.
- No
Workforce OptimizationLearn more
- Compensation equity analysisDetects pay gaps across gender, ethnicity, and role, with actionable remediation recommendations.
- No
- Restructuring simulationModels the impact of organizational changes before you make them using Monte Carlo simulations.
- No
- Role redundancy detectionIdentifies overlapping roles across teams and entities to eliminate unnecessary duplication.
- No
- Cross-entity benchmarkingCompares workforce metrics across business units, subsidiaries, and geographies.
- No
- Demographics forecastingProjects workforce composition 3 to 10 years out based on attrition, hiring, and market trends.
- No
- Organizational network analysisMaps informal collaboration networks to identify key connectors and information bottlenecks.
- No
Platform & IntegrationsLearn more
- Platform UIFull web-based dashboard for managing all talent intelligence workflows in one place.
- No
- Slack, Teams, WhatsAppAccess Meg and core platform features directly from the messaging tools your team already uses.
- Yes
- Hiring manager self-service (Meg)Hiring managers interact with Meg in chat to post roles, review candidates, and schedule interviews.
- No
- HRIS, ATS, PMS integrationsConnects with over 40 HR systems to sync employee, applicant, and performance data automatically.
- No
- Identity resolutionMerges duplicate and fragmented employee records across systems into a single unified profile.
- No
- ML that learns from your outcomesMachine learning models retrain on your organization's data, improving predictions with every decision.
- No
- SSO & role-based accessEnterprise single sign-on and granular permissions to control who sees what.
- No
- GCC/MENA complianceBuilt-in support for labor regulations and data residency requirements in the Gulf and MENA regions.
- No
Support
- Email supportDirect email access to the support team for technical questions and troubleshooting.
- Yes
- Guided onboardingStructured onboarding sessions to help your team get up and running quickly.
- No
- Named success partnerA dedicated customer success manager who knows your account and goals.
- No
- Dedicated account teamA full team including success, engineering, and executive sponsors for your account.
- No
Acquire & Retain
$6 /emp/mo
Hire smarter, move talent internally, and predict who will leave before they decide.
Hiring IntelligenceLearn more
- JD to predictive success profileTransforms your job description into a data-driven profile that predicts candidate success based on historical hiring outcomes.
- Unlimited
- Synthetic resume calibrationGenerates synthetic candidate profiles to calibrate scoring before real candidates are evaluated, ensuring accuracy from day one.
- Unlimited
- Candidate scoringRanks every candidate against your success profile so you see the strongest fits first.
- Unlimited
- Scored against top performersBenchmarks candidates against traits and skills shared by your organization's highest performers.
- Yes
- Automated pre-screeningConducts initial candidate screening conversations automatically to filter for must-have qualifications.
- Unlimited
- Automated interview schedulingCoordinates calendars and sends invites automatically, eliminating scheduling back-and-forth.
- Unlimited
- Passive candidate outreachIdentifies and contacts strong-fit candidates who are not actively job searching.
- Automated
- Pipeline health analyticsReal-time visibility into stage conversion rates, bottlenecks, and time-to-fill projections.
- Yes
- Source ROI intelligenceTracks which sourcing channels deliver the highest-quality hires relative to cost.
- Yes
- Quality-of-hire tracking (30/90/365 day)Measures new hire performance and retention at key milestones to validate hiring decisions.
- Yes
Internal MobilityLearn more
- Internal talent marketplaceA searchable internal platform where employees discover open roles, projects, and mentorship opportunities.
- Yes
- Career path navigationShows employees possible career trajectories within the organization based on their skills and interests.
- Yes
- Cross-entity candidate matchingIdentifies internal candidates across business units and subsidiaries who fit open roles.
- Yes
- Promotion readiness assessmentEvaluates whether an employee has the skills and experience needed for the next level.
- Yes
- Shadow role detectionIdentifies employees already performing responsibilities of a higher-level role without the title or compensation.
- Yes
- Gig & project staffingMatches employees to short-term projects and stretch assignments based on skills and availability.
- Yes
Retention IntelligenceLearn more
- Weekly flight risk scoringPredicts the likelihood of each employee leaving within the next 90 days, updated weekly.
- Yes
- Driver attribution (top 5 factors)Surfaces the top five factors driving an employee's flight risk, such as compensation gaps or manager changes.
- Yes
- Engagement pulse monitoringContinuously tracks engagement signals from surveys, communications, and activity patterns.
- Yes
- Manager retention scoringRates each manager's ability to retain their team based on historical turnover data.
- Yes
- Stay interview automationGenerates and schedules personalized stay interview conversations for at-risk employees.
- Yes
- Departure impact scoringQuantifies the business impact of losing a specific employee based on role criticality and institutional knowledge.
- Yes
Succession PlanningLearn more
- Bench strength indexing (0–100)Scores each critical role from 0 to 100 based on the depth and readiness of internal successors.
- No
- Readiness trajectory trackingMonitors each successor candidate's development progress over time toward their target role.
- No
- Single point of failure detectionFlags roles where institutional knowledge or critical responsibilities depend on a single person.
- No
- Emergency succession playbooksPre-built contingency plans that activate immediately if a key leader departs unexpectedly.
- No
- Board-ready reportingGenerates polished succession and talent pipeline reports formatted for board-level presentations.
- No
- Hidden successor discoveryUses skills and performance data to surface non-obvious internal candidates for leadership roles.
- No
Learning & DevelopmentLearn more
- Skill gap heat mapsVisual overview of skill deficiencies across teams and departments to prioritize training investments.
- No
- Learning ROI measurementCalculates the return on your L&D spend by linking training completion to performance outcomes.
- No
- Personalized learning pathwaysCreates individualized development plans based on each employee's current skills and career goals.
- No
- Certification compliance & alertsTracks certification status across the workforce and sends alerts before expirations.
- No
- Knowledge concentration riskIdentifies critical knowledge held by too few people, creating organizational vulnerability.
- No
- Reskilling economicsModels the cost of reskilling existing employees versus hiring externally for emerging skill needs.
- No
Workforce OptimizationLearn more
- Compensation equity analysisDetects pay gaps across gender, ethnicity, and role, with actionable remediation recommendations.
- No
- Restructuring simulationModels the impact of organizational changes before you make them using Monte Carlo simulations.
- No
- Role redundancy detectionIdentifies overlapping roles across teams and entities to eliminate unnecessary duplication.
- No
- Cross-entity benchmarkingCompares workforce metrics across business units, subsidiaries, and geographies.
- No
- Demographics forecastingProjects workforce composition 3 to 10 years out based on attrition, hiring, and market trends.
- No
- Organizational network analysisMaps informal collaboration networks to identify key connectors and information bottlenecks.
- No
Platform & IntegrationsLearn more
- Platform UIFull web-based dashboard for managing all talent intelligence workflows in one place.
- Yes
- Slack, Teams, WhatsAppAccess Meg and core platform features directly from the messaging tools your team already uses.
- Yes
- Hiring manager self-service (Meg)Hiring managers interact with Meg in chat to post roles, review candidates, and schedule interviews.
- Yes
- HRIS, ATS, PMS integrationsConnects with over 40 HR systems to sync employee, applicant, and performance data automatically.
- 40+
- Identity resolutionMerges duplicate and fragmented employee records across systems into a single unified profile.
- Yes
- ML that learns from your outcomesMachine learning models retrain on your organization's data, improving predictions with every decision.
- Yes
- SSO & role-based accessEnterprise single sign-on and granular permissions to control who sees what.
- Yes
- GCC/MENA complianceBuilt-in support for labor regulations and data residency requirements in the Gulf and MENA regions.
- Yes
Support
- Email supportDirect email access to the support team for technical questions and troubleshooting.
- Priority
- Guided onboardingStructured onboarding sessions to help your team get up and running quickly.
- Yes
- Named success partnerA dedicated customer success manager who knows your account and goals.
- No
- Dedicated account teamA full team including success, engineering, and executive sponsors for your account.
- No
Compare plans in detail
Hiring IntelligenceLearn more
| Feature | Per Position | Acquire & Retain |
|---|---|---|
| JD to predictive success profileTransforms your job description into a data-driven profile that predicts candidate success based on historical hiring outcomes. | 1 role | Unlimited |
| Synthetic resume calibrationGenerates synthetic candidate profiles to calibrate scoring before real candidates are evaluated, ensuring accuracy from day one. | 5–10 profiles | Unlimited |
| Candidate scoringRanks every candidate against your success profile so you see the strongest fits first. | 1,000/position | Unlimited |
| Scored against top performersBenchmarks candidates against traits and skills shared by your organization's highest performers. | No | Yes |
| Automated pre-screeningConducts initial candidate screening conversations automatically to filter for must-have qualifications. | 50/position | Unlimited |
| Automated interview schedulingCoordinates calendars and sends invites automatically, eliminating scheduling back-and-forth. | 25/position | Unlimited |
| Passive candidate outreachIdentifies and contacts strong-fit candidates who are not actively job searching. | View only | Automated |
| Pipeline health analyticsReal-time visibility into stage conversion rates, bottlenecks, and time-to-fill projections. | No | Yes |
| Source ROI intelligenceTracks which sourcing channels deliver the highest-quality hires relative to cost. | No | Yes |
| Quality-of-hire tracking (30/90/365 day)Measures new hire performance and retention at key milestones to validate hiring decisions. | No | Yes |
Internal MobilityLearn more
| Feature | Per Position | Acquire & Retain |
|---|---|---|
| Internal talent marketplaceA searchable internal platform where employees discover open roles, projects, and mentorship opportunities. | No | Yes |
| Career path navigationShows employees possible career trajectories within the organization based on their skills and interests. | No | Yes |
| Cross-entity candidate matchingIdentifies internal candidates across business units and subsidiaries who fit open roles. | No | Yes |
| Promotion readiness assessmentEvaluates whether an employee has the skills and experience needed for the next level. | No | Yes |
| Shadow role detectionIdentifies employees already performing responsibilities of a higher-level role without the title or compensation. | No | Yes |
| Gig & project staffingMatches employees to short-term projects and stretch assignments based on skills and availability. | No | Yes |
Retention IntelligenceLearn more
| Feature | Per Position | Acquire & Retain |
|---|---|---|
| Weekly flight risk scoringPredicts the likelihood of each employee leaving within the next 90 days, updated weekly. | No | Yes |
| Driver attribution (top 5 factors)Surfaces the top five factors driving an employee's flight risk, such as compensation gaps or manager changes. | No | Yes |
| Engagement pulse monitoringContinuously tracks engagement signals from surveys, communications, and activity patterns. | No | Yes |
| Manager retention scoringRates each manager's ability to retain their team based on historical turnover data. | No | Yes |
| Stay interview automationGenerates and schedules personalized stay interview conversations for at-risk employees. | No | Yes |
| Departure impact scoringQuantifies the business impact of losing a specific employee based on role criticality and institutional knowledge. | No | Yes |
Succession PlanningLearn more
| Feature | Per Position | Acquire & Retain |
|---|---|---|
| Bench strength indexing (0–100)Scores each critical role from 0 to 100 based on the depth and readiness of internal successors. | No | No |
| Readiness trajectory trackingMonitors each successor candidate's development progress over time toward their target role. | No | No |
| Single point of failure detectionFlags roles where institutional knowledge or critical responsibilities depend on a single person. | No | No |
| Emergency succession playbooksPre-built contingency plans that activate immediately if a key leader departs unexpectedly. | No | No |
| Board-ready reportingGenerates polished succession and talent pipeline reports formatted for board-level presentations. | No | No |
| Hidden successor discoveryUses skills and performance data to surface non-obvious internal candidates for leadership roles. | No | No |
Learning & DevelopmentLearn more
| Feature | Per Position | Acquire & Retain |
|---|---|---|
| Skill gap heat mapsVisual overview of skill deficiencies across teams and departments to prioritize training investments. | No | No |
| Learning ROI measurementCalculates the return on your L&D spend by linking training completion to performance outcomes. | No | No |
| Personalized learning pathwaysCreates individualized development plans based on each employee's current skills and career goals. | No | No |
| Certification compliance & alertsTracks certification status across the workforce and sends alerts before expirations. | No | No |
| Knowledge concentration riskIdentifies critical knowledge held by too few people, creating organizational vulnerability. | No | No |
| Reskilling economicsModels the cost of reskilling existing employees versus hiring externally for emerging skill needs. | No | No |
Workforce OptimizationLearn more
| Feature | Per Position | Acquire & Retain |
|---|---|---|
| Compensation equity analysisDetects pay gaps across gender, ethnicity, and role, with actionable remediation recommendations. | No | No |
| Restructuring simulationModels the impact of organizational changes before you make them using Monte Carlo simulations. | No | No |
| Role redundancy detectionIdentifies overlapping roles across teams and entities to eliminate unnecessary duplication. | No | No |
| Cross-entity benchmarkingCompares workforce metrics across business units, subsidiaries, and geographies. | No | No |
| Demographics forecastingProjects workforce composition 3 to 10 years out based on attrition, hiring, and market trends. | No | No |
| Organizational network analysisMaps informal collaboration networks to identify key connectors and information bottlenecks. | No | No |
Platform & IntegrationsLearn more
| Feature | Per Position | Acquire & Retain |
|---|---|---|
| Platform UIFull web-based dashboard for managing all talent intelligence workflows in one place. | No | Yes |
| Slack, Teams, WhatsAppAccess Meg and core platform features directly from the messaging tools your team already uses. | Yes | Yes |
| Hiring manager self-service (Meg)Hiring managers interact with Meg in chat to post roles, review candidates, and schedule interviews. | No | Yes |
| HRIS, ATS, PMS integrationsConnects with over 40 HR systems to sync employee, applicant, and performance data automatically. | No | 40+ |
| Identity resolutionMerges duplicate and fragmented employee records across systems into a single unified profile. | No | Yes |
| ML that learns from your outcomesMachine learning models retrain on your organization's data, improving predictions with every decision. | No | Yes |
| SSO & role-based accessEnterprise single sign-on and granular permissions to control who sees what. | No | Yes |
| GCC/MENA complianceBuilt-in support for labor regulations and data residency requirements in the Gulf and MENA regions. | No | Yes |
Support
| Feature | Per Position | Acquire & Retain |
|---|---|---|
| Email supportDirect email access to the support team for technical questions and troubleshooting. | Yes | Priority |
| Guided onboardingStructured onboarding sessions to help your team get up and running quickly. | No | Yes |
| Named success partnerA dedicated customer success manager who knows your account and goals. | No | No |
| Dedicated account teamA full team including success, engineering, and executive sponsors for your account. | No | No |
No commitment required
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