Answers, in plain language.

HRM8 is a workforce platform for direct employers. It combines hiring software, HR management, an Assessment Hub, and consultant-led Recruitment and HR Services in one place. Built for organisations that want to hire, manage and grow their team without juggling multiple tools or external agencies.

Direct employers of every size. Small teams making their first hires on free ATS Lite, scale-ups outgrowing spreadsheets, mid-market organisations consolidating point tools, and enterprises standardising globally. If you hire and manage your own people, HRM8 is built for you.

HRM8 is direct-employer-only. Agencies are welcome to use the platform for their own internal hiring, but cannot resell HRM8 or use it to service external clients. That policy protects the customer experience: when an HRM8 recruiter works in your account, they work for you and for HRM8, not for a third party.

Most modern ATS or HRMS platforms are software-only. HRM8 includes experienced recruiters and HR consultants as a first-party part of the platform. They work inside your account, on the same employee record, when you need them. The software and the people aren't separate products from separate companies. They're one offering.

Worldwide. HRM8 runs local price lists for Australia and New Zealand (A$), the United Kingdom (£) and Europe (€), with the US dollar list serving the United States and every other market. The platform is designed for regional data residency, so organisations operating across jurisdictions can run on the same product.

Yes. The HRM8 job board is a standalone site where candidates browse and apply to roles posted by HRM8 employers, free for job seekers. It connects to the ATS, so applications land straight in your pipeline alongside applicants from the 25,000+ boards Job Distribution reaches.

Applicant tracking, careers page, AI-assisted screening, structured scorecards, e‑sign offers, and integrated job distribution to 25,000+ boards. Subscription and PAYG options for different hiring volumes, plus a free Lite tier for small teams getting started.

Job Distribution is built into every ATS tier, including free ATS Lite: post once and your job reaches 25,000+ job boards, your careers page and the HRM8 job board. Premium and sponsored board placements are optional and priced at cost, so you choose exactly where paid spend goes.

People records, leave, performance reviews, compensation, self-service, document library, payroll connection to your own provider, and standard reporting. Shares one employee record with the ATS, so candidates become employees without re-entering data.

No, and that's deliberate. HRM8 connects to the payroll provider you already use, keeping employee records, leave and time in sync both ways, with HRMS at US$9 per employee per month when payroll is connected. Gross-to-net, payslips and statutory filing stay with your payroll provider, so nothing about how your people get paid has to change.

AI Interviews, Reference Checks, and a library of skills, behavioural, cognitive and leadership assessments, priced per candidate with credits that never expire. Available standalone or built into the hiring flow, consent-first across every assessment. The Hub is AI-scored and never auto-rejects: results route to you, and you own the decision.

Each product is independently buyable. The platform value compounds when you use more (one employee record, one consent flow, one bill), but you can start anywhere and add as needed.

HRMS is the consolidation play. If you already run an HR system, you can start with ATS, Recruitment Services, or Assessment Hub independently and add HRMS later when you're ready to consolidate.

The software (ATS) is what your team operates. Recruitment Services is delivery work by experienced HRM8 recruiters. They work inside your ATS to source, screen and shortlist candidates for roles your internal team can't cover alone. Shortlist, Recruit, Search and RPO are the engagement modes, priced per engagement.

HRM8 staff. First-party. They work for HRM8, not as an external agency the buyer brings in. The first-party arrangement is the wedge: the recruiters work inside your ATS, on your record, with the same compliance posture as the rest of the platform.

Experienced recruiters and HR consultants engaged by HRM8. They specialise across industries and HR domains, and they own every output. AI is a tool they use. It's not the actor doing the work.

Run hiring yourself for roles your team can fill. Most ATS-led hiring works this way. Bring in Recruitment Services when a role is hard to fill, niche, or when your team doesn't have capacity. Shortlist works for early-stage support; Recruit and Search go deeper.

No. Professional fees never include advertising or job-board spend. Your recruiter advises on the right channels for the role, and any advertising budget is agreed with you before it is spent. For Search engagements, a targeted advertising budget is agreed as part of the engagement.

On-demand advice, retainer engagements and project work. Topics include policy, employment relations, employment law guidance, performance management casework, and generalist HR support.

Recruitment Services are priced per engagement: Shortlist, Recruit and Search, with Search at 10% of salary and a minimum fee. RPO is custom. HR Services on-demand is fixed-price per call, Retainer is monthly on a 3, 6 or 12 month commitment, and Project is scope-priced. Full pricing is on the Pricing page.

Each pillar has its own pricing. ATS subscriptions from US$295/month or PAYG from US$195/job, with a free ATS Lite tier for small teams getting started. HRMS from US$7 per employee per month (US$9 with payroll connected), billed annually on the seats you have. Assessment Hub from US$25 per candidate. Recruitment Services Shortlist from US$990. HR Services advisory from US$189. Full breakdown on the Pricing page.

Yes. ATS Lite is a genuinely free ATS, not a time-limited trial: post a job, build a pipeline and make your first hire at no cost. Beyond that, pay as you go posting and the Assessment Hub's pay-per-use pricing both work without a subscription, so you can start small and commit when it makes sense.

US dollars are the global list, with local price lists for Australia and New Zealand (A$), the United Kingdom (£) and Europe (€). The region selector in the header shows the list that applies to you, and billing runs in the currency of your country of business registration.

ATS and HRMS subscriptions are billed annually, with HRMS priced per employee on the seats you have and seats added as you grow. Recruitment Services and HR Services are priced per engagement or by retainer commitment.

ATS tiers differ by active job volume, not features, so you upgrade when you need more open roles and nothing else changes. HRMS is priced per seat: add seats whenever you hire, pro-rated to your renewal date, and reduce them at renewal.

Never. Credits are US$5 each, packs of 50 to 1,000 carry volume discounts of 10% to 30%, and whatever you buy stays on your account until you use it.

Yes. HRM8 for Good gives charities and not-for-profits with registered status 50% off ATS subscriptions, 25% off HRMS and 20% off Recruitment and HR Services, held for the life of your registered status with no reset. The Assessment Hub stays at standard pricing. See how HRM8 for Good works.

Yes. The platform is built for this. Start with one pillar and add others as your team or hiring needs grow.

Yes. The HRMS Enterprise tier is custom-priced (multi-entity, multi-jurisdiction, SSO/SCIM, sandbox environment, dedicated account manager, SLA-backed support). RPO is custom-priced per agreement.

HRM8 is designed with regional data residency in mind. Customer data is held in the customer's nominated region. Specific arrangements are confirmed at the commercial stage.

HRM8 is designed for EU AI Act, NYC LL144, Colorado AI Act, Australian Privacy Act ADM, UK ICO/EHRC AI guidance, and Indian DPDP.

Not yet, and we won't claim otherwise. SOC 2 Type I certification is in progress, with ISO 27001 on the roadmap. Privacy frameworks (GDPR, UK GDPR, CCPA and the Australian Privacy Principles) are designed-for rather than certified. Current status is always disclosed on the Trust page.

AI is used to screen, summarise and surface context, and nothing is auto-rejected. For our delivered services, experienced HRM8 consultants own every consequential decision: final shortlist decisions, offer and rejection communications, executive search longlists, employment relations guidance, policy interpretations and compensation recommendations. The Assessment Hub is self-serve and AI-scored: the Hub never auto-rejects a candidate, and any disqualification or reference outcome routes to you, the employer, to sign off. You own the hiring decision.

Yes, consent comes first. Candidates see what is collected and why before any assessment starts, and identity verification is used only for identity and anti-cheating checks, with explicit consent and human review of any flags. The full Candidate Privacy and AI Consent Notice is public.

Yes. Customer data is exportable on demand at any time.

Candidate data retention follows the customer's configured retention policy. Records can be exported any time before retention applies.