--- description: Review of Plum Software: system overview, features, price and cost information. Get free demos and compare to similar programs. image: https://gdm-localsites-assets-gfprod.imgix.net/images/software_advice/og_logo-55146305bbe7b450bea05c18e9be9c9a.png title: Plum | Reviews, Pricing & Demos - SoftwareAdvice GB --- Breadcrumb: [Home](/) > [Recruitment Software](/directory/372/recruiting-software/software) > [Plum](/software/49089/plum) # Plum Canonical: https://www.softwareadvice.co.uk/software/49089/plum Page: 1 / 2\ Next: [Next page](https://www.softwareadvice.co.uk/software/49089/plum?page=2) > Plum is a cloud-based talent management solution that assists businesses with workforce planning, talent acquisition, succession planning, employee skill development, and talent-building processes. It allows recruiters to conduct analysis surveys for roles to establish match scores between the applicant and role applied via assessment responses. It offers a social intelligence test, which allows hiring managers to evaluate candidates' responses and understanding of social cues. Managers can conduct Match Criteria Survey to manage behavioral requirements for roles and create personalized development plans to target employees' skills. > > Verdict: Rated **4.7/5** by 19 users. Top-rated for **Likelihood to recommend**. ----- ## Quick Stats & Ratings | Metric | Rating | Detail | | **Overall** | **4.7/5** | 19 Reviews | | Ease of Use | 4.5/5 | Based on overall reviews | | Customer Support | 4.5/5 | Based on overall reviews | | Value for Money | 4.4/5 | Based on overall reviews | | Features | 4.3/5 | Based on overall reviews | | Recommendation percentage | 90% | (9/10 Likelihood to recommend) | ## About the vendor - **Company**: Plum - **Location**: Waterloo, Canada - **Founded**: 2012 ## Commercial Context - **Starting Price**: US$750.00 - **Pricing model**: (Free Trial) - **Pricing Details**: Unlike many other assessment providers, Plum uses a per-hire costing model. This means that you pay based on how many hires you will make within a year. This is very different from the traditional pay per candidate model, which charges you for every individual who completes an assessment. At Plum we believe you should have actionable, data-driven insight for all of your candidates - and our pricing model supports this notion. Since you aren’t restricted by per candidate pricing, you can use Plum at the top of your hiring funnel and measure your entire talent pool - allowing you to mitigate bias, streamline your process, and make better shortlisting decisions. - **Target Audience**: 11–50, 501–1,000, 1,001–5,000, 5,001–10,000, 10,000+ - **Deployment & Platforms**: Cloud, SaaS, Web-based - **Supported Languages**: Chinese, English, French, German, Italian, Japanese, Polish, Portuguese, Spanish, Traditional Chinese - **Available Countries**: Australia, Canada, Germany, United Kingdom, United States ## Features - API - Aptitude Testing - Assessment Management - Automatic Grading - Candidate Comparison - Candidate Management - Online Tests - Personality Testing - Skills Assessment - Succession Planning - Talent Acquisition ## Integrations (2 total) - Greenhouse - SAP SuccessFactors HCM ## Support Options - Email/Help Desk - FAQs/Forum - Knowledge Base - Chat ## Category - [Recruitment Software](https://www.softwareadvice.co.uk/directory/372/recruiting-software/software) ## Related Categories - [Recruitment Software](https://www.softwareadvice.co.uk/directory/372/recruiting-software/software) - [Pre-employment Testing Software](https://www.softwareadvice.co.uk/directory/3654/pre-employment-assessment-tools/software) - [Succession Planning Software](https://www.softwareadvice.co.uk/directory/3798/succession-planning/software) ## Alternatives 1. [SuccessionHR](https://www.softwareadvice.co.uk/software/429824/successionhr) — 4.9/5 (18 reviews) 2. [SuccessionNow](https://www.softwareadvice.co.uk/software/428448/successionnow) — 4.8/5 (5 reviews) 3. [Dayforce HCM](https://www.softwareadvice.co.uk/software/4592/dayforce-hcm) — 4.3/5 (1054 reviews) 4. [Lattice](https://www.softwareadvice.co.uk/software/28905/lattice) — 4.5/5 (203 reviews) 5. [isolved](https://www.softwareadvice.co.uk/software/187108/isolved) — 3.9/5 (645 reviews) ## Reviews ### "We use PLUM for a stepping stone in our hiring process and it is a very helpful tool\!" — 4.0/5 > **Devon** | *27 April 2018* | Recommendation rating: 8.0/10 > > **Pros**: - Behavioral Analysis is great to filter candidates - Building an ideal candidate profile - Easy to sort through and determine which candidates are a good fit - Simple to use for the potential candidate > > **Cons**: - Monthly pricing doesn't seem right for this type of software. A per-job pricing would be ideal for the way that we use it. - Account management is simple, but seems lacking on a few features - It would be nice to have another section or custom sections for different stages of the interview process rather than just "shortlisted" and "hired"... Many candidates go through several stages of the interview and sometimes want to keep track of that. > > The biggest benefit is to filter out 10s - 100s of candidates to fit a particular style of work that you are hiring for. It is a huge time saver for that feature alone. ----- ### "Fastest, the most accurate psychometric tool to date. Our organization did extensive research." — 5.0/5 > **Joshua (Grades)** | *17 July 2018* | Recommendation rating: 10.0/10 > > **Pros**: The ability to save exponential amounts of time on screening candidates for our roles. The ability to understand humans more and more after reviewing their profiles. > > **Cons**: The length of time can be challenging for some people but as long as it's presented properly, it shouldn't be an issue. A lot of the competition have 2-3 hour tests while this is 30-40 minutes. > > Ability to pinpoint the exact types of personality for our team' desires. Timeline to shorten our screening process with 1000s of resumes. ----- ### "Useful assessment tool" — 3.0/5 > **Dawne** | *16 October 2018* | Pharmaceuticals | Recommendation rating: 7.0/10 > > **Pros**: ability to assign candidates to different jobs > > **Cons**: template incompatibility with our email software ----- ### "Nice insights, not so nice service" — 4.0/5 > **Jeff** | *16 January 2020* | Construction | Recommendation rating: 3.0/10 > > **Pros**: As personality profiles go, plum is really nice. Interesting text descriptions of the person and the match rating system is easy to understand. > > **Cons**: Be careful\! If you change an applicant to hired plum counts them against your hiring limit regardless of the reason. While they let you change the status from hired back to something else, they will count that applicant as hired and they refuse to accept any reason for changing it back. So don't make a mistake\! They will be very rude if you do\! The location of functions in the menu system is not very intuitive. Functionality is there but you have to hunt a bit and once you understand it you can find ways to make management easier. > > The tool provides interesting insights into the type of person you are hiring, which is important for understanding the most effective ways to manage and communicate with them. Unfortunately, we were having trouble determining whether the investment was really worth it and they were very rude and unhelpful. ----- ### "Excellent screening tool for candidates" — 5.0/5 > **Maciej** | *23 October 2018* | Management Consulting | Recommendation rating: 10.0/10 > > **Pros**: Results are genuinely helpful in assessing strengths and weaknesses of potential hires. Based on the Big Five personality traits, I have a high degree of confidence in the validity of the results. The additional hurdle of completing the survey effectively filters out unqualified applicants. Customer support is excellent -- they are very open to sharing additional information and spending time with you to ensure you understand what you need to know. > > **Cons**: I would like to see how employees rate on all 10 talents as opposed to just the top 5 that are used for scoring. The methodology used for scoring should be a bit more transparent so that swings in results can be explained more easily. How is each of the top 5 criteria weighted? Do the bottom 5 influence the score at all? How do you aggregate each team member's match criteria to arrive at a single score? Is it done at the talent or sub-talent, or sub-sub-talent level? It would be amazing if Plum implemented more ATS system functionality. As it stands, we still have to use a spreadsheet to manage and review candidates alongside their system. ----- Page: 1 / 2\ Next: [Next page](https://www.softwareadvice.co.uk/software/49089/plum?page=2) ## Links - [View on SoftwareAdvice](https://www.softwareadvice.co.uk/software/49089/plum) ## This page is available in the following languages | Locale | URL | | en | | | en-AU | | | en-GB | | | en-IE | | | en-NZ | | ----- ## Structured Data