Comparison
HireAll Boost vs SeekOut: price, speed and results (November 2026)
Prices and facts checked 2 November 2026
- PriceSeekOut
- To first interviewsTie
- Your timeBoost
- Who you reachSeekOut
- Fake-CV riskBoost
- ContractBoost
No card. 1 credit = one candidate who gets an invite.
In short: SeekOut costs less per person reached when someone works it every month, about $0.30–0.36 per contact credit against $0.40–0.50 per Boost invite. Boost costs more per person and does the work after the search, from the invite to the booking in your calendar.
At a glance
Boost and SeekOut, row by row
| HireAll Boostwins 3 of 6 | SeekOutAI sourcing | |
|---|---|---|
| Price | $0.40–0.50 per invite, 100 free. ≈ $14–17 per interview estimate | ✓ SeekOut winsless a month, and per person at full use$149 a month billed yearly ($1,788 upfront) or $179 monthly, 500 contact credits a month; team plans by quote1 |
| To first interviews | Tieboth send sequences; replies set the pace~3–7 days, by pace estimate | TieDepends on replies to your email campaigns, and on your time to schedule |
| Your time | ✓ Boost wins10 minutes instead of hours a week10 minutes to brief, then approve or skip | Hours a week: searches, shortlists, campaigns, replies |
| Who you reach | Passive: people who aren't applying | ✓ SeekOut wins1B+ profiles, emails and phone numbersPassive: 1B+ profiles, with emails and phone numbers1,4 |
| Fake-CV risk | ✓ Boost winsplus your questionnaire before any callLow only people who said yes and filled in your questionnaire | Low you pick whom to contact |
| Contract | ✓ Boost winsno subscription; credits don't expireNone: prepaid credits that don't expire | A subscription: monthly, or a year paid upfront3 |
Prices as of November 2026, from each vendor's public pages, or a published estimate where the vendor quotes privately. Product names belong to their owners; HireAll is not affiliated with them.
Price
What one role costs for a month
One open role for one month, side by side. SeekOut publishes one price, for its self-serve plan, Sourcing Core (also called Recruit Core): $179 month to month, or $149 a month when you pay $1,788 for the year upfront. Team plans are quoted and billed yearly.1 Vendr, which negotiates software contracts for buyers, puts the median SeekOut contract at $20,000 a year: a third-party estimate, not a list price.5
On the sticker, SeekOut is the cheaper of the two. Core costs less than Boost's Fast pace ($300 for 600 invites), and about the same as the Steady pace ($150 for 300). Its 500 contact credits a month, each one an email address or a phone number for one person,4 work out at $0.30–0.36 each if you use them all, against $0.40–0.50 for a Boost invite.
HireAll Boost
Pick a pace: people invited a day
- Invites this month
- 600
- At $0.50 a credit
- $300
- With the 2,000-credit pack
- $240
- Interested people estimate
- ≈ 61
- First interviews estimate
- ~5 days
About $17 an interview estimate, $14 with the biggest pack. The first 100 credits are free.
SeekOut
AI sourcing
- Sourcing Core, billed monthly
- $179 a month
- Billed yearly, upfront
- $1,788 ÷ 12 = $149 a month
- Seats
- 3 listed as included; no extra seats on this plan1
- Contact credits
- 500 a month; unused ones don't roll over4
- Search and email campaigns
- Unlimited search; campaigns sent from your own email2
Interviews: as many as your campaigns’ replies turn into, once you have answered each one and found a time.
The two totals buy different steps. A SeekOut contact credit gets you an email address or a phone number; the search, the campaign, the replies and the scheduling stay yours. A Boost credit is an invite that HireAll recruiters send, with the intro, up to two follow-ups, the questionnaire and the booking included: about $5 per interested person estimate and $17 per interview estimate.
Boost costs less in the months you don't hire: a paused role costs nothing, and credits wait for the next one. SeekOut's $149 rate means $1,788 upfront for twelve months, with no refund for months you don't use;3 month to month it's $179, and each month's contact credits lapse at its end.4 And neither invoice shows the hours someone spends working the tool.
estimate Boost's figures come from its product model, until the pilot reports: 2.9% of the people invited book an interview, and 10.1% say they're interested. A month here is 30 days.
Speed and effort
What you do with each, step by step
Where the hours go, from an open role to the first interview. SeekOut's AI drafts much of the work, and a recruiter drives it. Boost does the steps.
| With Boost | With SeekOut | |
|---|---|---|
| Say who you want | Describe the role in a chat or paste the job description. Boost turns it into must-haves and filters, and you fix anything that's off. | Paste a job description; the AI pulls out skills and related titles. Narrow it with 30+ filters.1,6 |
| Find the people | Reads every matching profile in full and checks each one against your must-haves. | AI search ranks profiles, and AI scorecards rate each one against your requirements. You review them and build the shortlist.6 |
| Contact details | Not needed: the invite goes out on LinkedIn. | Fetch an email or a phone number: one credit per person, 500 a month on Core.4 |
| First message | HireAll recruiters send a plain LinkedIn invite, then your intro once they accept. You see and edit the wording before it starts. | Connect your email account and launch an AI-written, multi-step campaign. It sends from your address.2 |
| Follow up | At most two short follow-ups, sent for you. | Follow-ups are steps of the campaign. Replies land in your inbox, and answering them is yours.2 |
| Screen | Everyone who says yes gets your two-minute questionnaire. You read the answers first. | A call or an email thread. AI screening of applicants is on the top plan or an add-on, not in Core.1 |
| Book the interview | They pick a free slot in your Google Calendar. | Agree on a time by email. Scheduling isn't among the features in SeekOut's plan table.1 |
SeekOut says its 14-day trial is "enough time to run a complete recruiting workflow for 1 to 2 open roles, from search through outreach".6 Quick for someone who sources for a living; real hours for a hiring manager who doesn't. With Boost the first interviews come in about 3 to 7 days estimate, set by the pace, while you work on something else.
Quality
Whom you meet, and how they're checked
Passive and active candidates
Both reach people who aren't applying anywhere, whom job posts miss: posts now draw about 291 applications per hire, against roughly 100 in early 2021.7 SeekOut's reach is wider. It searches over a billion profiles, from LinkedIn to GitHub, patents and publications,8 and the team plans add 31M+ healthcare profiles,6 your ATS and inbound applicants.1 Boost reaches people on LinkedIn only; it doesn't post jobs or read applications.
Checked on substance, not keywords
SeekOut's AI scorecards rank candidates against your requirements and show why each one matched,6 and SeekOut says recruiters "set the bar and make every call".9 Boost reads every profile in full against the must-haves you set, invites only the ones that meet them and shows you why. In Manual mode you approve each person before the invite and again before the interview, and your "no, because…" teaches it whom to skip.
Fake CVs
Gartner expects one candidate profile in four worldwide to be fake by 2028;10 34% of recruiters already spend up to half their week filtering spam applications;11 and a single North Korean remote IT worker scheme reached more than 70 US employers.12 Outbound keeps that risk low with either: you choose whom to contact. SeekOut offers AI screening "with integrity checks" for applicants, on its top plan or as an add-on.1,9 With Boost you meet only people who said yes and filled in your questionnaire, so you've read real answers before you spend an hour on a call.
Which one
When Boost wins, and when SeekOut still makes sense
Choose Boost when
- You're a founder or a hiring manager with a role or two, and no recruiter to drive a sourcing tool.
- You want interviews in your calendar, not a shortlist and a campaign to run.
- You hire in bursts. There's no subscription, credits don't expire, and a paused role costs nothing.
- You'd rather keep your inbox and your LinkedIn account out of cold outreach.
- You want the questionnaire answers before you meet anyone.
SeekOut still makes sense when
- You're a recruiter or a TA team with roles open every month. Core's 500 contact credits cost $0.30–0.36 each at full use, less than a Boost invite.1
- You need email addresses and phone numbers, or people who are easier to find on GitHub, in patents or in publications than on LinkedIn.8
- You want your ATS in the same search, with a two-way sync to Workday, Greenhouse, iCIMS or Lever: the Sourcing + Integration plan.1,9
- You need diversity filters, SSO, usage reports or market intelligence, which come with the team plans.1
- You want outreach from your own address, or from your hiring manager's with their permission.2
Using both
Boost alongside SeekOut
Map the market in SeekOut, brief Boost with it. SeekOut's talent pool insights show availability by location, experience and skills.6 Put what you learn into Boost's must-haves; Boost checks profiles only against what you tell it.
Keep SeekOut for email, phone and your ATS. Boost doesn't send email, keep an ATS or rediscover past applicants. Let it run the LinkedIn invites for a role a hiring manager owns, while the TA team's seats stay on the roles they run.
Add a role without adding a seat. When a hiring manager has a role nobody on the team can take on this month, Boost runs it on credits: $300 for a month at the Fast pace, and nothing once it's paused.
FAQ
SeekOut vs Boost: questions people ask
How much does SeekOut cost in 2026?
The self-serve plan, Sourcing Core, is $179 a month billed monthly, or $149 a month paid as $1,788 a year upfront, with 500 contact credits a month. The team plans are quoted and billed yearly.1 Vendr puts the median SeekOut contract at $20,000 a year, from $5,820 to $54,920, across 65 purchases.5
Is there a SeekOut free trial?
Yes: 14 days of Sourcing Core, with no credit card and no sales call. When it ends you keep read-only access to what you built.6 Boost starts with 100 free credits, no card, and they don't expire.
What is a good SeekOut alternative for a hiring manager?
If you want interviews rather than a sourcing tool, HireAll Boost: it does the search, the LinkedIn invites, the follow-ups, the questionnaire and the booking, and charges per invite. If you're a recruiter who wants a big search index, contact data and email campaigns, SeekOut is built for you, and Boost can run next to it.
What does SeekOut Sourcing Core include?
Unlimited AI search across 1B+ profiles, 30+ filters, 500 contact credits and 1,000 exports a month, email campaigns sent from your connected address and talent pool insights. ATS integration, advanced diversity filters, SSO and AI screening are on the quoted plans.1
Is SeekOut cheaper than HireAll Boost?
Per person reached, yes, if you use every credit: $0.30–0.36 per SeekOut contact credit against $0.40–0.50 per Boost invite. But a credit is an email address; an invite comes with the follow-ups, the questionnaire and the booking. Per month, Core costs $149–179; Boost costs $150 at the Steady pace and $300 at Fast, and nothing in a month you don't hire.
Does Boost send email or use my inbox?
No. HireAll recruiters invite people on LinkedIn, on behalf of your company, under LinkedIn's daily limits. You don't connect an inbox or a LinkedIn account. Boost doesn't send email at all, so if you need email or phone outreach, that's SeekOut's ground.
More comparisons
Stop sifting. Start hunting.
Describe the role, pick a pace and meet the first people who said yes.
Get 100 free credits →No card. 1 credit = one candidate who gets an invite.
Sources
- SeekOut, Plans that scale with your hiring ambitions (pricing): Sourcing Core (Recruit Core), "For individual recruiters": "$149/mo (paid annually, upfront) $1,788/yr" or "$179/mo (billed monthly)"; "Unlimited search", "1B+ profiles", "30+ filters", "500 contact credits/mo", "1,000 exports/mo", "Email integration + send on behalf", "AI multi-step campaigns", "Talent pool insights"; "Seats included 3". Team plans "Custom", "Billed annually"; not in Core: ATS integration, diversity filters, SSO, healthcare search, market intelligence, usage reports and "Applicant Evaluation & AI Screening" (an add-on, or in the top plan). Checked 2 November 2026
- SeekOut Help Center, Use different email addresses in Candidate Outreach, 1 September 2026: "automated, multi-step email campaigns"; "These emails are sent and candidate replies are tracked via your own email address"; a recruiter can send from a hiring manager's address with their permission. Checked 2 November 2026
- SeekOut, Self-Serve Subscription Supplemental Terms, last updated 8 June 2026: a Monthly Plan has "no fixed commitment beyond the current one-month Billing Period"; an Annual Plan is "charged in full in advance"; no refunds for "the unused portion of an Annual Plan". Checked 2 November 2026
- SeekOut Help Center, Contact Information Credits, 1 September 2026: "Each email contact info credit retrieves email addresses for one candidate", a phone credit a phone number; "Credits do not roll over from month to month"; add-on credits "will never expire". Checked 2 November 2026
- Vendr, SeekOut Software Pricing & Plans 2026, last updated February 2026: "Median buyer pays $20,000 per year", "Based on data from 65 purchases", from $5,820 to $54,920. A third-party estimate from the contracts buyers negotiated through Vendr, not a SeekOut price. Checked 2 November 2026
- SeekOut, Free Trial: From Job Description to Qualified Shortlist in Minutes: "No credit card · No sales call · 14-day access", "enough time to run a complete recruiting workflow for 1 to 2 open roles"; then "read-only access"; "Paste a job description and AI extracts skills and related titles"; "AI scorecards that rank candidates against your requirements"; talent pool insights show "availability by location, experience, and skills"; "31M+ Healthcare Profiles"; "built for recruiters and sourcers at mid-market and enterprise companies". Checked 2 November 2026
- Ashby, Recruiter Productivity Trends, reported by HR Dive, May 2026: "291 applications per hire, compared to roughly 100 in early 2021". Checked 1 November 2026
- SeekOut, SeekOut Sourcing (formerly Recruit): "SeekOut Sourcing, formerly SeekOut Recruit"; it "searches over 1 billion profiles across LinkedIn, GitHub, academic publications, patents, and your ATS". Checked 2 November 2026
- SeekOut, Agentic AI Recruiting Platform: "Recruiters set the bar and make every call"; "AI screening with integrity checks"; ATS integrations with Workday, Greenhouse, iCIMS and Lever, "bidirectional data sync". Checked 2 November 2026
- Gartner, press release, 31 July 2025: "by 2028, one in four candidate profiles worldwide will be fake". A forecast. In its surveys 6% of candidates admitted to interview fraud, "either posing as someone else or having someone else pose as them"; 39% used AI while applying, 54% of those to write resume text; 62% are more likely to apply where interviews are in person. Checked 2 November 2026
- Greenhouse, press release, 19 November 2025: 34% of recruiters spend up to half their week filtering spam and junk applications. In the US, 91% of recruiters have spotted candidate deception; 65% of hiring managers caught applicants using AI deceptively: reading AI-generated scripts 32%, prompt injections in resumes 22%, deepfakes 18%; 36% of job seekers altered their appearance, voice or background in video interviews. Survey of 4,136 people in the US, UK, Ireland and Germany. Checked 2 November 2026
- US Department of Justice, press release, 13 October 2026: one of the North Korean remote IT worker schemes charged "impacted more than 70 U.S. company employers". Checked 1 November 2026