# ParsleyHR - Recruiting Software for Small Business > Applicant tracking system (ATS) built for small businesses. Post jobs to 50+ job boards in one click, track every applicant in one pipeline, and hire as a team - free forever for your first role, no contracts, no credit card required. ## What ParsleyHR is ParsleyHR is a simple, honest applicant tracking system built only for small businesses. It replaces hiring out of a spreadsheet and an inbox with one screen where every applicant from every board lands, gets reviewed by the team, and moves through to hired. It is **not** an HRIS, payroll system, or developer API. It is a recruiting-only product: the team is hiring, and ParsleyHR is the tool they hire with. ### Who it is for - Small businesses (roughly 1–100 employees) hiring without a dedicated HR team. - Restaurants, retail, trades, agencies, healthcare practices, and similar service businesses. - Founders and owners who are also their own hiring manager. ## Plans and pricing Three plans, monthly or annual (annual = two months free, still cancelable). **Every plan includes every ParsleyHR feature** - the only thing that changes is how many roles you can have open at the same time. **Bootstrap - Free forever** - 1 active position - 1 user - Unlimited candidates - Branded careers page - Job-board posting to Indeed, LinkedIn, Google for Jobs and 50+ other boards - World-class resume parsing - Candidate pipeline + team notes + interview scheduling - Email templates + candidate SMS - GDPR compliance & automation - Multi-language support **Team - $49/month** (everything in Bootstrap, plus) - Up to 10 active positions - Up to 10 users **Unlimited - $99/month** (everything in Bootstrap, plus) - Unlimited active positions - Unlimited users What is explicitly **not** charged for, on any plan: - No setup fees - No contracts (cancel any time, two clicks) - No per-user charges - No add-on paywalls on basic features - No trial timer on the free plan Free entry: **Bootstrap plan is free forever, no credit card.** [Pricing page](https://parsleyhr.com/pricing) ## Features ### Applicant tracking A kanban pipeline (Applied → Screening → Interview → Offer → Hired) where every applicant from every source lands. Resumes parsed on intake. Notes and ratings shared with the team. ### Job posting One-click posting to Indeed, LinkedIn, Google for Jobs, ZipRecruiter, Glassdoor, Monster, Facebook Jobs, Craigslist and other boards from a single job form. ### Branded careers page A hosted careers page that matches the company's brand, with all open roles listed and a clean apply experience - no designer or developer needed. ### Team hiring Shared candidate notes, structured interview scorecards, team mentions, mobile-ready review - all features included on every plan, free and paid. ### Mobile Review applicants, leave notes and message candidates from your phone - important for owners who aren't at a desk. [Features page](https://parsleyhr.com/features) ## Category landing pages ### Applicant tracking system for small business The full ATS landing page for the 1-50-employee band. Every applicant from 50+ job boards in one pipeline, branded careers page with Google for Jobs schema, interview scorecards, offer letters with e-signature, candidate SMS - all on every plan including free. Side-by-side comparison vs JazzHR, Breezy HR, and BambooHR with an honest matrix. [Applicant tracking system for small business](https://parsleyhr.com/applicant-tracking-system-small-business) ### Free ATS for small business The Bootstrap plan in detail. Genuinely free forever, no trial timer, no credit card, no feature-gimping. Compared honestly vs Giig, Breezy HR, and Jobspage on what each "free" plan actually ships. The most-common Bootstrap questions answered: what's included, what happens when you outgrow the 1-position cap, can you post to Indeed and LinkedIn on free, does the branded careers page work on free, is there a setup fee. [Free ATS for small business](https://parsleyhr.com/free-ats-small-business) ## Why ParsleyHR vs the category Most ATS products were built for mid-market HR departments and then "scaled down" with caps, trials and add-on fees that punish small businesses for being small. ParsleyHR is built only for small business and refuses three category norms: the 12-month contract, the per-user charge, and the add-on paywall on basic features. [Why ParsleyHR](https://parsleyhr.com/why-parsleyhr) ## Comparisons - ParsleyHR vs the alternatives ### ParsleyHR vs JazzHR JazzHR is an established applicant tracking system aimed at growing teams, but reviewers consistently flag the 12-month contract, the 30-day cancellation notice, the 3-active-job cap on the entry tier, and add-on fees for things like e-signature. ParsleyHR is built only for small business: free forever for your first role, no contract, every feature on every plan. **Best fit for JazzHR:** Choose JazzHR if you're a 50-500-person HR team with a dedicated recruiter, want deep ATS configuration and reporting, are comfortable with a 12-month contract and a sales-led onboarding, and your hiring volume is high enough that the Pro-tier features earn their place. **Best fit for ParsleyHR:** Choose ParsleyHR if you run a small business, you're hiring without a dedicated HR person, you want to start free and cancel anytime, and you'd rather pay one flat price (Free / $49 / $99) than a base plan plus six add-ons. [Full comparison](https://parsleyhr.com/alternatives/jazzhr) ### ParsleyHR vs Workable Workable is a full HR suite for mid-market teams hiring constantly. ParsleyHR is a focused ATS for small businesses that want every feature on every plan without a $299 floor or annual contract. **Best fit for Workable:** Choose Workable if you have 50+ employees, hire continuously across multiple roles, want a single vendor for ATS plus light HRIS / onboarding / time off, and need a large sourcing database and 200+ board syndication. **Best fit for ParsleyHR:** Choose ParsleyHR if you're a small business hiring a handful of roles a year, you want every feature on every plan with no add-ons, and you don't want to sign an annual contract to get a fair price. [Full comparison](https://parsleyhr.com/alternatives/workable) ### ParsleyHR vs Breezy HR Breezy HR is a polished visual ATS aimed at SMB and mid-market hiring teams, but its real cost comes from tier-gated features and per-feature add-ons that push the effective price well past the headline number. **Best fit for Breezy HR:** Choose Breezy HR if you've got budget for the Growth or Business tier, you want a polished visual pipeline that hiring managers will adopt without training, you need 50+ job-board syndication and native video interviews out of the box, and you're comfortable adding SMS and Onboard as paid add-ons. Breezy is also the safer pick if you want to bundle performance reviews with your ATS under one vendor. **Best fit for ParsleyHR:** Choose ParsleyHR if you're a small business hiring a handful of roles a year, you want every feature (scorecards, eSignatures, automations, integrations) on the cheapest paid plan, you'd rather pay a flat $49 or $99 per month than budget for tier upgrades plus SMS, onboarding, and AI add-ons, and you want to stay month-to-month instead of negotiating annual renewals. [Full comparison](https://parsleyhr.com/alternatives/breezy-hr) ### ParsleyHR vs Recruitee Recruitee is a mid-market collaborative ATS (now part of Tellent) priced for 50+ employee companies on annual contracts, with automation, SSO, and analytics locked to higher tiers. **Best fit for Recruitee:** Choose Recruitee if you are a 50+ employee company hiring continuously, you want a single vendor that can also sell you an HRIS and LMS (Tellent), you need EU data residency or broad language support, and you are comfortable signing an annual contract. Their collaborative workflows and career site builder are genuinely strong if budget is not the constraint. **Best fit for ParsleyHR:** Choose ParsleyHR if you are a 1-50 person team that wants every feature - automation, SSO, reporting - included at a flat $49-$99/mo, billed month-to-month, with no sales call, no annual lock-in, and no per-active-job pricing games. If your hiring is bursty or seasonal, paying $354+/mo on an annual contract for 5 job slots is the wrong shape. [Full comparison](https://parsleyhr.com/alternatives/recruitee) ### ParsleyHR vs Greenhouse Greenhouse is an enterprise-grade ATS for structured hiring at scale. ParsleyHR is a fit-for-size ATS for owner-operators and teams under 50 who want every feature on a flat monthly plan with no sales call. **Best fit for Greenhouse:** Choose Greenhouse if you have 100+ employees, a dedicated talent ops or recruiting team, structured-hiring methodology you want to enforce across hiring managers, an annual ATS budget of $10,000+, and the internal capacity to run a 4 to 10 week implementation and maintain workflows, templates, scorecards, and reports over time. **Best fit for ParsleyHR:** Choose ParsleyHR if you are an owner-operator, founder, or small-business HR generalist hiring under 50 people, you want to start posting roles today without a sales call, you prefer a flat monthly fee with no annual commitment, and you want every feature on whichever plan you pick. [Full comparison](https://parsleyhr.com/alternatives/greenhouse) ### ParsleyHR vs BambooHR BambooHR is an HRIS with an ATS module attached; ParsleyHR is a focused ATS that does not charge per employee. **Best fit for BambooHR:** Choose BambooHR if your primary need is a full HRIS (employee records, PTO, onboarding, performance, optional payroll and benefits) and you only do light hiring on the side. If you want one vendor running both HR and recruiting, and you are comfortable with per-employee pricing and an annual contract, BambooHR is a defensible choice. **Best fit for ParsleyHR:** Choose ParsleyHR if hiring is the actual job you need software to do. If you want flat month-to-month pricing, every feature on every plan, and a product where the ATS is the product (not a sub-module of an HRIS), ParsleyHR fits better. It is also the better fit if you are under 25 employees and do not want to pay BambooHR's effective minimum just to start hiring. [Full comparison](https://parsleyhr.com/alternatives/bamboohr) ### ParsleyHR vs JuggleHire JuggleHire is a newer AI-native ATS bootstrapped in 2023, with flat $19-$79/mo pricing and no free tier. ParsleyHR has the same flat-pricing-no-per-seat-fees thesis, but ships a genuinely free Bootstrap plan and a simpler, more focused product surface without AI-credit metering. **Best fit for JuggleHire:** Choose JuggleHire if you're a solo founder or 5-15 person team that hires often, you want AI scoring on every applicant, async video assessments, and skill tests built into the pipeline, and you're consolidating from a stack of separate tools (ATS + Calendly + Loom + DocuSign + assessments). At $79/mo for the Pro tier, the bundle math is genuinely good if you'd otherwise pay for those tools individually. **Best fit for ParsleyHR:** Choose ParsleyHR if you want the same flat-pricing-no-per-seat-fees commercial model JuggleHire pioneered, but with a free forever tier for your first hire, no AI-credit metering, and a focused pipeline-plus-50+-job-boards product without async video and AI scoring as primary features. ParsleyHR is also the better pick if you specifically want one-click syndication to Indeed, LinkedIn, and Google for Jobs rather than to social channels. [Full comparison](https://parsleyhr.com/alternatives/jugglehire) ### ParsleyHR vs GoHire GoHire is an established UK-based ATS with tier pricing from £39/mo and a 14-day free trial, popular with European SMEs. ParsleyHR is built for the same small-business buyer but ships a genuinely free Bootstrap plan and flat USD pricing without trial-gates. **Best fit for GoHire:** Choose GoHire if you're a UK or EU-based small business hiring 5-20 roles per year, you want a multilingual careers page, AI authoring tools, and a mature product with a track record. If GBP billing is friendlier for your accounting and you don't need a free tier to start, GoHire is a credible pick. **Best fit for ParsleyHR:** Choose ParsleyHR if you want flat USD pricing without active-job tier pressure, a free forever tier for your first hire, broader US-focused job-board syndication (Indeed, ZipRecruiter, Google for Jobs out of the box), and a simpler product surface without AI authoring as a primary feature. ParsleyHR is also the better economic fit for US small businesses whose hiring is sparse (1-2 roles/year) and would otherwise pay GoHire £39/mo most months with no active role open. [Full comparison](https://parsleyhr.com/alternatives/gohire) ### ParsleyHR vs Manatal Manatal is an AI-native ATS popular with recruitment agencies, priced per-user from $15-$59/mo on annual billing. ParsleyHR is built for small business hiring rather than agency workflows, with flat per-tier pricing (not per-user) and a genuinely free Bootstrap plan. **Best fit for Manatal:** Choose Manatal if you're a recruitment agency or an in-house recruiting team of 3+ recruiters running continuous high-volume hiring, you want AI sourcing tooling (People-Match LinkedIn extension), AI async video screening, and an agency-CRM layer. Manatal's per-user pricing pays off when each seat is generating placements or hires. It is the strongest pick on this list for agency workflows. **Best fit for ParsleyHR:** Choose ParsleyHR if you're a small business hiring for yourself (not for clients), you have 1-10 people on the hiring team, and you want a flat-priced ATS without per-user multipliers or annual-billing requirements. ParsleyHR is also the right pick if you want to evaluate every candidate yourself rather than rely on AI scoring, or if your hiring volume is sparse enough that a $0 Bootstrap plan for your active role saves real money over $15-60/user/mo. [Full comparison](https://parsleyhr.com/alternatives/manatal) [All comparisons](https://parsleyhr.com/alternatives) ## Glossary - small-business hiring terms ### Applicant Tracking System (ATS) _Also called:_ ATS, recruiting software, hiring software An applicant tracking system (ATS) is software that organizes hiring in one place - it posts your jobs, collects every application, and tracks each candidate as they move from applied to hired. Instead of juggling email inboxes and spreadsheets, a small business uses an ATS to see its whole pipeline at a glance. ParsleyHR is an ATS built specifically for small businesses, with flat pricing and no contract. [Term page](https://parsleyhr.com/glossary/applicant-tracking-system) ### Applicant Pipeline _Also called:_ candidate pipeline, hiring pipeline An applicant pipeline is the path every candidate follows during hiring, organized into stages such as new applicant, screening, interview, offer, and hired. Viewing applicants as a pipeline shows you exactly where each person stands and which roles need attention. A clear pipeline keeps a small team from letting good candidates slip through the cracks. [Term page](https://parsleyhr.com/glossary/applicant-pipeline) ### Job Board _Also called:_ job site, job listing site A job board is a website where employers publish open roles and job seekers search and apply, such as Indeed, LinkedIn, ZipRecruiter, or Google for Jobs. Posting to multiple job boards widens your reach so more qualified people see the role. With an ATS, you can post one job to several job boards at once instead of re-entering it on each site. [Term page](https://parsleyhr.com/glossary/job-board) ### Careers Page _Also called:_ jobs page, careers site A careers page is the part of your website that shows your open roles and lets candidates apply directly to you. Unlike a job board, it is branded as yours and is a hiring channel you completely own. A good careers page builds trust with applicants and feeds them straight into your hiring pipeline. [Term page](https://parsleyhr.com/glossary/careers-page) ### Resume Parsing _Also called:_ CV parsing, resume extraction Resume parsing is when software automatically reads an uploaded resume and extracts the key details - name, contact information, work history, education, and skills - into structured fields. It saves you from retyping information from every application by hand. Parsed resumes make candidates easier to search, sort, and compare inside an ATS. [Term page](https://parsleyhr.com/glossary/resume-parsing) ### Time to Hire _Also called:_ time-to-hire, hiring speed Time to hire measures how long it takes to fill an open role, usually counted from when a candidate applies to when they accept your offer. A shorter time to hire means you lose fewer strong candidates to faster-moving competitors. Tracking it helps a small business spot where its hiring process slows down and fix it. [Term page](https://parsleyhr.com/glossary/time-to-hire) ### Cost per Hire _Also called:_ cost-per-hire, hiring cost Cost per hire is the total amount a business spends to fill a role - including job board fees, recruiting software, and the time your team puts in - divided by the number of people hired. Knowing this number helps a small business budget for hiring and judge whether a tool is worth its price. Flat-rate, no-contract software keeps cost per hire predictable instead of surprising. [Term page](https://parsleyhr.com/glossary/cost-per-hire) ### Offer Letter _Also called:_ job offer, employment offer An offer letter is the formal document a business sends to extend a job to a chosen candidate. It states the role, compensation, start date, work location, and any key terms of employment. A clear, professional offer letter sets expectations and gives the candidate everything they need to accept with confidence. [Term page](https://parsleyhr.com/glossary/offer-letter) ### Candidate Sourcing _Also called:_ sourcing, talent sourcing Candidate sourcing is the work of actively finding potential applicants and inviting them to apply, rather than only waiting for inbound applications. It includes posting to job boards, referrals, social media, and reaching out to past applicants. Good sourcing widens your pool so a small business has stronger candidates to choose from. [Term page](https://parsleyhr.com/glossary/candidate-sourcing) ### Job Description _Also called:_ JD, role description A job description explains what a role involves - its responsibilities, required skills and experience, location, and pay range. It helps candidates decide whether the job fits them and helps you attract the right applicants instead of the wrong ones. A clear job description is the foundation of every job posting. [Term page](https://parsleyhr.com/glossary/job-description) ### Candidate Screening _Also called:_ screening, applicant screening Candidate screening is the first review of incoming applicants to decide who moves forward. It usually means checking resumes, basic qualifications, and screening questions against the role's requirements. Screening early saves time by focusing interviews on the candidates most likely to succeed. [Term page](https://parsleyhr.com/glossary/candidate-screening) ### Interview Scorecard _Also called:_ scorecard, interview rubric An interview scorecard is a simple form interviewers fill out to rate a candidate against the same set of criteria - skills, experience, and fit. It makes feedback consistent so every candidate is judged the same way, not on gut feel. Scorecards help a small team compare candidates fairly and decide together. [Term page](https://parsleyhr.com/glossary/interview-scorecard) ### Job Posting _Also called:_ job listing, job ad A job posting is the published advertisement for an open role - the live listing candidates actually see and apply to. It takes the job description and puts it in front of job seekers on job boards and your careers page. With an ATS, you create one job posting and publish it to several places at once. [Term page](https://parsleyhr.com/glossary/job-posting) ### Talent Pool _Also called:_ candidate pool, talent pipeline A talent pool is a saved group of promising candidates you can return to when a new role opens. It often includes strong applicants who were not hired for a previous job but would be a good fit elsewhere. Keeping a talent pool means a small business can fill its next opening faster, without starting the search from scratch. [Term page](https://parsleyhr.com/glossary/talent-pool) ### Onboarding _Also called:_ new hire onboarding, employee onboarding Onboarding is everything that happens after a candidate accepts the job and before they are fully up to speed - paperwork, training, equipment, and introductions to the team. Good onboarding helps a new hire feel welcome and become productive faster. It is the bridge between hiring someone and them succeeding in the role. [Term page](https://parsleyhr.com/glossary/onboarding) ### Recruiting Funnel _Also called:_ hiring funnel, recruitment funnel A recruiting funnel describes how a large group of applicants narrows down at each stage of hiring - from many applications, to a handful of interviews, to one offer and hire. Looking at hiring as a funnel shows where most candidates drop off so you can improve that step. It is closely related to the applicant pipeline, but focuses on the numbers at each stage. [Term page](https://parsleyhr.com/glossary/recruiting-funnel) ## Hiring guides ### The Small Business Hiring Process, Start to Finish From writing the job description to sending the offer letter - a practical walkthrough of every stage of hiring at a small business, including what to skip and where most owners get stuck. [Read the guide](https://parsleyhr.com/guides/small-business-hiring-process) ### How to Write a Job Post That Gets Responses Most small business job posts get ignored - not because the role is bad, but because the post is vague. This guide shows you what to include, what to cut, and how to write a post that good candidates actually respond to. [Read the guide](https://parsleyhr.com/guides/how-to-write-a-job-post) ### How to Run a Great Interview Without an HR Background You don't need a formal HR background to run a fair, useful interview. This guide covers how to prepare, what questions actually reveal fit, how to take notes you'll use later, and how to make a decision without second-guessing yourself. [Read the guide](https://parsleyhr.com/guides/how-to-run-an-interview) ## Blog ### Where to Post Jobs for Free as a Small Business _May 20, 2026 · 7 min read · Hiring_ You don't need a big budget to find good people. Here are the free job boards worth your time, the ones to skip, and how to make one posting do the work of ten. [Read](https://parsleyhr.com/blog/where-to-post-jobs-free-small-business) ### How to Write a Job Description That Actually Gets Applicants _May 15, 2026 · 8 min read · Guide_ Most job descriptions are a wall of requirements nobody reads. Here's a simple structure that gets the right people to hit apply - and screens out the wrong ones. [Read](https://parsleyhr.com/blog/how-to-write-a-job-description) ### Do Small Businesses Really Need an Applicant Tracking System? _May 12, 2026 · 8 min read · Guide_ An applicant tracking system for small business sounds like enterprise overkill. Here's an honest look at when a spreadsheet is fine - and when it quietly costs you good hires. [Read](https://parsleyhr.com/blog/applicant-tracking-system-small-business) ### How to Screen Resumes Fast When You're Not an HR Pro _May 8, 2026 · 7 min read · Guide_ Fifty applicants and a business to run. Here's a practical, repeatable way to sort resumes in minutes - without missing the candidate you should have called. [Read](https://parsleyhr.com/blog/how-to-screen-resumes-fast) ### 12 Interview Questions Every Small Business Owner Should Ask _May 5, 2026 · 8 min read · Hiring_ You don't need a structured-interview framework - you need a dozen good questions and a plan. Here are the ones that actually tell you who you're hiring. [Read](https://parsleyhr.com/blog/small-business-interview-questions) ### JazzHR Alternatives: What to Look For in Small-Business Hiring Software _May 2, 2026 · 8 min read · Comparison_ Shopping for a JazzHR alternative? Here's what actually matters in hiring software for small business - contracts, pricing, and the features you'll really use. [Read](https://parsleyhr.com/blog/jazzhr-alternatives-small-business) [Browse the full blog](https://parsleyhr.com/blog) ## Quickstart - [Start free, forever](https://app.parsleyhr.com/signup) - no credit card, no sales call. - [See pricing](https://parsleyhr.com/pricing) - Bootstrap free, Team $49/mo, Unlimited $99/mo. - [Book a 20-minute demo](https://parsleyhr.com/book) - if you'd rather see it first. ## Company - [About ParsleyHR](https://parsleyhr.com/about) - [Help Center](https://parsleyhr.com/docs) - [Contact](https://parsleyhr.com/contact) - [Changelog](https://parsleyhr.com/changelog) - [Brand](https://parsleyhr.com/brand) ## Legal - [Terms of Service](https://parsleyhr.com/terms) - [Privacy Policy](https://parsleyhr.com/privacy) - [DPA](https://parsleyhr.com/dpa)