Candidate experience feedback and talent analytics
ResearchedSurvale
Feedback platform that triggers short surveys from real hiring events in the ATS — application, interview, offer, hire — and ties every answer to the job, location, recruiter and hiring manager behind it, from candidate through onboarding to exit.
The short answer
- Best for
- TA teams on a mainstream ATS that want continuous, stage-by-stage candidate and hiring-team feedback tied to operational data
- Not ideal for
- Teams that need a modelable price before a sales conversation, or that only want an occasional survey rather than a standing feedback programme
- Price
- Not publicly priced. Enterprise is quote-based; the self-serve Professional Edition has a 30-day free trial
- Closest alternative
- None selected yet
At a glance
- Recruitment fitStrong
- Ease of useUnknown
- ImplementationFair
- Price transparencyWeak
- Value for moneyUnknown
- ScalabilityFair
Why these assessments
- Recruitment fitStrong
- It is purpose-built for talent feedback: surveys fire on ATS events and results are cut by job, recruiter and hiring manager, concepts a generic survey tool does not have.
- Ease of useUnknown
- The vendor says Professional Edition sets up in minutes, but SourcrLab has not run a feedback programme through the dashboards in live recruitment work.
- ImplementationFair
- The standalone Professional Edition needs no ATS connection, but the Enterprise product is an integration project plus survey design, and the programme needs an owner to act on findings.
- Price transparencyWeak
- No public page shows a price: Enterprise is quote-based and even the self-serve Professional tiers publish their structure but not their numbers or billing metric.
- Value for moneyUnknown
- Without a published price or measured outcomes there is nothing to weigh capability against; the 30-day trial is the honest way to test it.
- ScalabilityFair
- The integrations list (Workday, Oracle, UKG, iCIMS) and the hire-to-retire scope are enterprise-grade, but with quote-based pricing the cost of growth cannot be modelled in advance.
Our reading of the evidence on this page. No score, no formula.
Where it sits
- Apply
- Screen
- Interview
- Decision
- Hire
The SourcrLab bottom line
Survale is the recruitment-specific answer to a generic survey tool: feedback is triggered by real ATS events rather than sent in an annual batch, and every response lands with operational context, so a problem can be located at a specific stage, site, recruiter or hiring manager. The scope runs from career site to application, interviews, offer, onboarding, tenure checkpoints and exit, and the company also runs the CandE benchmark research programme it acquired, so benchmark context is native. The honest reservations: nothing is publicly priced, the independent review base is still small (22 G2 reviews at 4.7/5 when checked), and measurement only pays off for teams that act on it. SourcrLab would shortlist it for a continuous candidate-experience programme on a mainstream ATS, and use the Professional trial before any Enterprise conversation.
Best fit
A TA team large enough to have recurring process problems worth finding: surveys fire automatically at each hiring stage, answers arrive with the job, location, recruiter and hiring manager attached, and the same platform continues into onboarding, quality-of-hire checkpoints and exit. Teams without an enterprise budget can start with the standalone Professional Edition and its 30-day trial.
Think twice if
If you cannot commit an owner to act on the findings, a measurement platform becomes a dashboard nobody opens. And since no price is published anywhere, budget-constrained buyers cannot model the cost before a sales conversation.
SourcrLab assessment
Everything on this page comes from the vendor's own pages, checked on the dates below. SourcrLab has not used this product in real recruitment work, so you will not find a first-hand opinion here.
Why choose Survale?
Surveys fire on hiring events, not on a calendar
ATS status changes — application submitted, interview completed, offer extended, hire made — each trigger a short, stage-specific survey while the experience is fresh, with no recruiter sending anything by hand.
Every answer arrives with its operational context
Responses carry the job, location, department, recruiter and hiring manager pulled from the ATS, so a candidate-experience problem stops being an average and becomes a specific stage in a specific team.
One platform from career site to exit
The same system continues past the hire: onboarding surveys of new hires and hiring managers at 30, 90 and 180 days feed quality-of-hire metrics, with tenure and exit feedback on the same data model.
Benchmark heritage through the CandE programme
Survale powered the Talent Board / CandE candidate-experience benchmark research for years and has since acquired the programme, so comparing your results against a large employer benchmark is part of the product's DNA rather than an add-on.
Main trade-offs
Nothing is publicly priced
Enterprise is quote-based and even the self-serve Professional tiers publish Bronze, Silver and Gold as a structure without amounts, so total cost and billing metric only become clear in a sales or signup flow.
It measures; it does not fix
The platform tells you which stage, site or manager is hurting the experience, but improvement still depends on someone owning the follow-up. Without that owner the programme produces dashboards, not better hiring.
The independent review base is still small
G2 showed 22 reviews at 4.7/5 when checked, positive but thin for an enterprise purchase, and reviewers there ask for more workflow automation and more flexible self-serve reporting.
Enterprise value hangs on your specific ATS integration
Event-triggered surveys are only as good as the events your ATS exposes. Verify which status changes your integration can actually trigger on, and what a survey can carry along, before signing an Enterprise contract.
Pricing and buying reality
No public price list: Enterprise is quote-based and the self-serve Professional Edition publishes tiers but not amounts
- Enterprise, the ATS-integrated product, is sold through a sales process without published pricing
- Professional Edition is standalone (no ATS integration required) in Bronze, Silver and Gold tiers, billed monthly or annually through Stripe
- Professional Edition offers a 30-day free trial; no free plan is advertised
What we do not know
- Actual prices for the Professional Bronze, Silver and Gold tiers
- The billing metric: per user, per response volume, per employee count or otherwise
- Enterprise minimums, implementation fees and contract terms
- What upgrading from Professional to Enterprise costs and involves
Checked August 2026. We do not list a price we have not verified ourselves. Survale Professional Edition
How it fits your stack
Works with
- Workday, Greenhouse, SmartRecruiters, iCIMS, Jobvite, Oracle, UKG and Phenom, as named ATS/HRMS integrations
- Slack and Microsoft Teams, as named delivery channels
Likely replaces
- A generic survey tool bent into candidate and hiring-team feedback
- Manual post-interview feedback emails and the spreadsheet that collects them
May overlap with
- Candidate-survey features inside some ATS products
- Employee-experience survey platforms on the post-hire side
Check before buying
- Which ATS events your integration can trigger surveys on, and what operational data comes along
- The actual price and billing metric for your hiring volume, via trial signup or sales
- Survey frequency versus candidate fatigue, and who owns acting on the findings
- Data-processing terms for candidate data under GDPR; SOC 2 and GDPR documentation is stated to be available on request
Survale vs alternatives
Products a buyer would genuinely put next to this one, with the reason you would pick each instead.
Choose candidate.fyi when you would rather fix the interview experience directly — scheduling, communication, a candidate portal on top of your ATS — than measure it first
Choose Hyreo when your candidate-experience budget should go to engagement and personalised candidate communication rather than to feedback measurement
Used Survale?
Tell other recruiters what worked, what did not, and who it suits. Positive, mixed or critical — all useful.
Evidence
- Survale triggers stage-specific surveys automatically from ATS events across application, interview, offer and hire — checked against a primary source: Survale candidate experience surveys
- Named ATS/HRMS integrations include Workday, Greenhouse, SmartRecruiters, iCIMS, Jobvite, Oracle, UKG and Phenom, plus Slack and Microsoft Teams — checked against a primary source: Survale ATS integrations
- Survey responses are joined to operational data such as job, location, department, recruiter and hiring manager — checked against a primary source: Survale platform site
- The scope extends past hiring: onboarding surveys at 30/90/180 days, quality-of-hire metrics, tenure and exit feedback — checked against a primary source: Survale onboarding and quality of hire
- Professional Edition is standalone, tiered Bronze/Silver/Gold with monthly or annual Stripe billing and a 30-day free trial, without published prices — checked against a primary source: Survale Professional Edition
- Survale powered the Talent Board / CandE benchmark research programme and has acquired the CandEs programme — checked against a primary source: Survale CandEs acquisition announcement
- Survale states SOC 2 Type 2 compliance, with audit attestations and GDPR documentation available to clients on request — vendor claim, not independently verified: Survale security page
- G2 showed a 4.7/5 rating across 22 reviews when checked — checked against a primary source: G2 — Survale reviews
- SourcrLab has not used this product in live recruitment work. — not enough evidence
Last reviewed: August 2026. How SourcrLab verifies information
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