# ParsleyHR - Recruiting Software for Small Business > Applicant tracking system (ATS) built for small businesses. Post jobs to 20+ job boards in one click, track every applicant in one pipeline, and hire as a team - with flat pricing, no contracts, unlimited users, and a 14-day free trial (no credit card). ## 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 Two flat plans, monthly or annual (annual = two months free, still cancelable): **Core - $49/month** - Unlimited job postings - Unlimited team users - Branded careers page - Job-board posting to Indeed, Google for Jobs and 20+ boards - Candidate pipeline + resume parsing - Email templates + basic reporting **Pro - $99/month** (everything in Core, plus) - Interview scheduling with calendar sync - Candidate SMS / texting - included, not an add-on - Interview scorecards + automation - Advanced reporting What is explicitly **not** charged for: - No setup fees - No contracts (cancel any time, two clicks) - No per-user charges - No add-on paywalls on basic features Free entry: **14-day free trial, 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 Unlimited users on every plan. Shared candidate notes, structured interview scorecards (Pro), team mentions, mobile-ready review. ### 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) ## 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 that drifts toward mid-market teams. ParsleyHR is built only for small business - flat pricing, no contract, start free. **Best fit for JazzHR:** Choose JazzHR if you are a growing or mid-market team that wants a long-established ATS with deep configuration and reporting, and an annual contract and sales-led onboarding are not obstacles for you. **Best fit for ParsleyHR:** Choose ParsleyHR if you run a small business and want flat, readable pricing, no 12-month contract, unlimited job postings, and the ability to start free today without a demo call. [Full comparison](https://parsleyhr.com/alternatives/jazzhr) ### ParsleyHR vs Workable Workable is a broad hiring and HR platform that scales into larger teams. ParsleyHR stays focused on small-business hiring - simple, flat-priced, and no contract. **Best fit for Workable:** Choose Workable if you want a single platform that handles recruiting and broader HR, value an extensive sourcing toolkit, and expect to grow into more advanced people-management features. **Best fit for ParsleyHR:** Choose ParsleyHR if you mainly need to post jobs, track applicants, and hire as a team - and you want flat pricing that does not climb as you grow, with no contract. [Full comparison](https://parsleyhr.com/alternatives/workable) ### ParsleyHR vs Breezy HR Breezy HR is a friendly, visual ATS popular with small and growing teams. ParsleyHR covers the same ground with flat per-account pricing and no per-position limits. **Best fit for Breezy HR:** Choose Breezy HR if you like its visual drag-and-drop pipeline, hire for a fairly steady and limited number of positions, and a position-based plan structure matches how you work. **Best fit for ParsleyHR:** Choose ParsleyHR if your hiring volume varies - seasonal pushes, multiple roles at once - and you want flat pricing with unlimited job postings so a busy month never bumps you to a higher tier. [Full comparison](https://parsleyhr.com/alternatives/breezy-hr) [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 your 14-day free trial](https://parsleyhr.com/signup) - no credit card, no sales call. - [See pricing](https://parsleyhr.com/pricing) - Core $49/mo, Pro $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)