Talent relationships in-house, or client relationships across many

Lever pricing is not published in a form we can verify independently, so no figure appears here. We will not estimate it or repeat a number from a third-party listing, because a comparison page that invents a competitor's price has already shown how much its other claims are worth.

Surhires publishes $39 Starter, $49 Professional and $99 Enterprise per user per month, annual at $32, $41 and $82, with a three-seat minimum, a $2,000 per month platform fee on Enterprise and a fourteen-day trial with no credit card and no free tier. Those figures are provisional pending buyer validation, and the label stays on the pricing page until they are locked.

If cost is part of your decision, ask Lever for a written quote at your headcount and compare it against a published ladder rather than against a guess.

On an agency desk the client is an account. It has open requisitions, a fill rate, a last-touch date, a set of contacts and a history of what has been submitted and what came back. The Client Health Agent watches exactly that and raises accounts going quiet, because a client that stops replying is a revenue problem before it is a relationship problem.

A submittal is a first-class object: who was sent, to which requisition, when, what the client said and how long they took. A placement carries a fee basis, a guarantee window and rebate terms, and placement invoicing raises and tracks the first invoice against it. The Placement Pipeline Command Centre shows revenue booked against revenue invoiced and at-risk placements inside the guarantee window.

None of that is a criticism of Lever. An in-house product has no client to invoice, so building it would be waste.

Agency outbound differs from in-house outbound in a specific way: the same candidate may be a fit for three clients, and the record has to hold that without confusing the conversation. Surhires's structure at capture time, normalised skills, seniority, location, notice period and salary expectation with currency, is what makes a candidate reusable across briefs rather than tied to one requisition.

Communication runs through WhatsApp Business API messaging on Professional with templates, opt-in capture and full history on the record, alongside email cadences that are shipping and being extended. The Outreach Personaliser drafts from a candidate's actual history; the Reply Handler classifies responses and moves the record or raises a task.

Candidate nurture sequences are in build for Wave 1 and multi-channel sequencing across email, WhatsApp and SMS in one flow is planned. If long-running nurture programmes are your core requirement today, an established product is further along and you should weigh that.

Surhires is not an HRIS, a payroll system, a background-check provider or an assessment platform, and it does not run structured internal hiring approvals the way a corporate ATS does. Candidate scorecards are shipping and being extended; interview kits are in build. Neither matches a mature corporate ATS on structured evaluation.

There is no pay-and-bill module. Talent pools, the client portal, structured data import, consent and retention tooling, the Chrome extension and source-of-hire attribution are in build for Wave 1. The AI Notetaker and the AI Sourcing Agent are planned rather than built.

A Lever connector is on the roadmap rather than live. Every integration on this site carries an explicit state, and a roadmap item is not something to plan a quarter around. SOC 2 is a readiness programme in progress with a Type I report as the first deliverable.

If you are an in-house talent team that does serious outbound and wants nurture, pipeline and structured hiring in one product for your own company, Lever is the better answer. It was designed for exactly that, hiring managers understand it, and the reporting is built for internal talent operations rather than for a billing desk.

It is also the better choice if your organisation needs a defensible structured evaluation process across many interviewers, if your compliance function has already approved it, or if your hiring model is requisition-driven with a well-defined internal approval chain. Moving that to agency software would make the work harder, not easier.

Surhires is the better fit when you are selling recruitment to other companies: many clients, submittals in volume, fees and guarantee windows, and a candidate database that has to keep earning after a job closes.