HiredScore 
HiredScore, part of Workday, provides enterprise talent orchestration, candidate prioritization, internal mobility, and recruiting intelligence. Organizations should validate job relevance, audit adverse impact, give appropriate notices, protect employee and applicant data, document governance, and retain human review and appeal processes.
Starting price Custom pricing
Tool Information
HiredScore, part of Workday, provides enterprise talent orchestration, candidate prioritization, internal mobility, and recruiting intelligence. Organizations should validate job relevance, audit adverse impact, give appropriate notices, protect employee and applicant data, document governance, and retain human review and appeal processes.
Begin with authorized, non-sensitive inputs and a limited test. Configure privacy, access, quality, export, disclosure, evaluation, and spending controls; compare results with authoritative sources and real requirements; correct errors; and keep a responsible person in control before publication, hiring, outreach, purchases, deployment, or consequential changes.
Enterprise pricing is provided on request. Employees, applicants, modules, integrations, implementation, support, and contract terms affect cost.
AI output may be inaccurate, generic, biased, incomplete, stale, unsafe, or misleading. Review privacy, retention, training, copyright, consent, security, renewals, refunds, and commercial rights, and require qualified human review for employment, history, education, finance, or other high-impact work.
F.A.Q (3)
Pros and Cons
Pros
- HiredScore is now part of Workday's talent acquisition portfolio
- Candidate grading compares applications with job requirements
- Recruiter dashboards consolidate assigned requisitions and pending actions
- Smart Candidate Profiles combine parsed resumes with application insights
- Fetch rediscovers relevant applicants already present in an ATS
- Reverse Fetch recommends open positions to candidates or prospects
- Dynamic Fetch combines requisition context with user-defined sourcing criteria
- The product supports recruiting processes across seventy languages
- Bulk actions help recruiters advance or reject applicants efficiently
- Hiring-manager dashboards show candidates and tasks awaiting review
- Microsoft Teams channels support collaboration between recruiters and hiring managers
- Masked screening can hide selected identifying information
- Diversity insights help teams monitor active applicant pools
- Automation recipes send reminders and surface stalled actions
- Embedded integrations include HireVue video and Paradox scheduling
- Workday describes its recommendations as explainable and responsible AI
Cons
- HiredScore is aimed at enterprise HR environments rather than small self-service teams
- Implementation requires administrators or professional services
- Candidate grades depend on accurate resumes and well-defined job requirements
- A resume that cannot be parsed receives no grade
- Supported attachment formats exclude some less common resume formats
- New applicant synchronization can take minutes and occasionally much longer
- Candidates cannot be moved between requisitions from HiredScore
- Historical hiring data can reproduce earlier selection biases
- Automated Fast Lane rules can advance candidates before adequate human review
- Talent rediscovery may contact people who no longer want recruitment messages
- Employee mobility matching processes sensitive internal career information
- Complex ATS; CRM; Teams; and assessment integrations increase data-governance scope
- Diversity dashboards must be used carefully to avoid unlawful decision criteria
- Workday does not expose simple public pricing for the product
- AI prioritization can cause recruiters to neglect lower-ranked applicants
- Employers remain responsible for notices; audits; accommodations; and final employment decisions
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Overview
Before you subscribe
- Check the currency, billing period, automatic renewal, usage limits and seats at checkout — prices and promotions change.
- App-store pricing can differ from website pricing by country, device and tax.
- Share only authorised data, and read the provider's encryption, retention and model-training terms first.
- AI output can be incomplete or wrong. Verify facts, citations, calculations and code before you publish or ship.
- Commercial usage rights vary by plan, provider terms and jurisdiction.
- None of these tools replaces a qualified professional for medical, legal or financial decisions.
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