# ParsleyHR

> Recruiting software / applicant tracking system (ATS) for small business. 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).

ParsleyHR is a simple, honest applicant tracking system built only for small businesses. Owners and managers post a job to Indeed, LinkedIn, Google for Jobs and 20+ other boards in one click, collect every applicant in a kanban pipeline, rate and message candidates, and hire as a team - without a 12-month contract, per-user fees, or add-on paywalls.

Two flat plans: **Core $49/mo** and **Pro $99/mo**. Both include unlimited job postings and unlimited users. Cancel any time.

## Quickstart
- [Start free](https://parsleyhr.com/signup): 14-day trial, no credit card, no sales call.
- [Pricing](https://parsleyhr.com/pricing): Two flat plans - Core $49/mo, Pro $99/mo.
- [Features](https://parsleyhr.com/features): Applicant tracking, job-board posting, careers page, team hiring.
- [Why ParsleyHR](https://parsleyhr.com/why-parsleyhr): The honest-pricing manifesto.
- [Book a demo](https://parsleyhr.com/book): 20-minute walkthrough - no slide deck.

## Hiring guides
- [The Small Business Hiring Process, Start to Finish](https://parsleyhr.com/guides/small-business-hiring-process): 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.
- [How to Write a Job Post That Gets Responses](https://parsleyhr.com/guides/how-to-write-a-job-post): 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.
- [How to Run a Great Interview Without an HR Background](https://parsleyhr.com/guides/how-to-run-an-interview): 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.

## Comparisons - ParsleyHR vs the alternatives
- [ParsleyHR vs JazzHR](https://parsleyhr.com/alternatives/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.
- [ParsleyHR vs Workable](https://parsleyhr.com/alternatives/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.
- [ParsleyHR vs Breezy HR](https://parsleyhr.com/alternatives/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.
- [All comparisons](https://parsleyhr.com/alternatives)

## Comparison blog posts
- [JazzHR Alternatives: What to Look For in Small-Business Hiring Software](https://parsleyhr.com/blog/jazzhr-alternatives-small-business): 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.

## Hiring how-to (blog)
- [How to Write a Job Description That Actually Gets Applicants](https://parsleyhr.com/blog/how-to-write-a-job-description): 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.
- [Do Small Businesses Really Need an Applicant Tracking System?](https://parsleyhr.com/blog/applicant-tracking-system-small-business): 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.
- [How to Screen Resumes Fast When You're Not an HR Pro](https://parsleyhr.com/blog/how-to-screen-resumes-fast): 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.

## Small-business hiring topics (blog)
- [Where to Post Jobs for Free as a Small Business](https://parsleyhr.com/blog/where-to-post-jobs-free-small-business): 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.
- [12 Interview Questions Every Small Business Owner Should Ask](https://parsleyhr.com/blog/small-business-interview-questions): 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.

## Glossary - small-business hiring terms
- [Applicant Tracking System (ATS)](https://parsleyhr.com/glossary/applicant-tracking-system): 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.
- [Applicant Pipeline](https://parsleyhr.com/glossary/applicant-pipeline): An applicant pipeline is the path every candidate follows during hiring, organized into stages such as new applicant, screening, interview, offer, and hired.
- [Job Board](https://parsleyhr.com/glossary/job-board): 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.
- [Careers Page](https://parsleyhr.com/glossary/careers-page): A careers page is the part of your website that shows your open roles and lets candidates apply directly to you.
- [Resume Parsing](https://parsleyhr.com/glossary/resume-parsing): 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.
- [Time to Hire](https://parsleyhr.com/glossary/time-to-hire): 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.
- [Cost per Hire](https://parsleyhr.com/glossary/cost-per-hire): 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.
- [Offer Letter](https://parsleyhr.com/glossary/offer-letter): An offer letter is the formal document a business sends to extend a job to a chosen candidate.
- [Candidate Sourcing](https://parsleyhr.com/glossary/candidate-sourcing): Candidate sourcing is the work of actively finding potential applicants and inviting them to apply, rather than only waiting for inbound applications.
- [Job Description](https://parsleyhr.com/glossary/job-description): A job description explains what a role involves - its responsibilities, required skills and experience, location, and pay range.
- [Candidate Screening](https://parsleyhr.com/glossary/candidate-screening): Candidate screening is the first review of incoming applicants to decide who moves forward.
- [Interview Scorecard](https://parsleyhr.com/glossary/interview-scorecard): An interview scorecard is a simple form interviewers fill out to rate a candidate against the same set of criteria - skills, experience, and fit.
- [Job Posting](https://parsleyhr.com/glossary/job-posting): A job posting is the published advertisement for an open role - the live listing candidates actually see and apply to.
- [Talent Pool](https://parsleyhr.com/glossary/talent-pool): A talent pool is a saved group of promising candidates you can return to when a new role opens.
- [Onboarding](https://parsleyhr.com/glossary/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.
- [Recruiting Funnel](https://parsleyhr.com/glossary/recruiting-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.

## All blog posts
- [Browse the full blog](https://parsleyhr.com/blog)

## 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](https://parsleyhr.com/terms)
- [Privacy](https://parsleyhr.com/privacy)
- [DPA](https://parsleyhr.com/dpa)