ClearCo

What it is

ClearCo is the new name of ClearCompany, a Boston talent-management vendor that has sold recruiting software for more than two decades. It renamed itself on 23 March 2026 at the Transform conference to signal that it now sells a full talent suite, not just an applicant tracking system. Search engines, review sites, and the website domain (clearcompany.com) still use the old name, so expect both.

The suite has three groups of modules. Hire covers job posting, the candidate experience, background checks, and onboarding. Succeed covers performance reviews, goals, and engagement surveys. Grow covers learning, from the Brainier LMS that ClearCompany bought in June 2024, and compensation planning, launched in May 2025. People analytics runs across all of them. The company says more than 3,000 companies and nearly two million employees use it. It is owned by the private-equity firm Gemspring Capital. Co-founder Andre Lavoie stepped down as CEO in September 2025, and Jason Beem now leads the company.

What ClearCo does not include is core HR: no payroll, benefits, or system-of-record HRIS. It sits on top of one, with two-way integrations for ADP Workforce Now, ADP TotalSource, and ADP Vantage HCM, plus connectors for UKG and Paylocity.

This page answers one question: is ClearCo’s ATS-plus-talent suite a credible alternative to iCIMS or Greenhouse plus separate performance and learning tools, for a company of 200-2,000 people?

What the agents do

ClearCo announced its Agent Platform on 16 June 2026, with general availability on 16 July 2026. The named agents are:

• Req Agent drafts and bulk-manages requisitions, flags duplicates, and routes approvals.
• Sourcing Agent sends candidates to an AI-run screening call and returns them ranked, with transcripts and a call summary.
• Interview Agent gives interviewers a short candidate brief beforehand and drafts the scorecard afterward for the interviewer to edit.
• Review Agent and Performance Admin Agent draft evidence-based reviews from goals and 1:1 notes, and handle cycle admin such as completion tracking and reassigning reviews when a manager changes.
• Agent Studio lets HR and L&D teams build their own agents from handbooks, policies, and training content, with answers that cite their source.

These are useful, but screening and interview-note AI is now common across ATS vendors. ClearCo’s real difference is that one agent layer reads hiring, performance, and learning data together.

Pricing reality

ClearCo publishes no prices. Third-party estimates are consistent enough to plan with: about $4-6 per employee per month for the ATS alone, about $6-8 for ATS plus onboarding, and about $6-12 for the full suite. One-time implementation fees range from about $1,000 to $15,000. Contracts are usually 12 months, with no free trial. For a 500-person company buying the full suite, that is roughly $36,000-$72,000 a year before implementation. Note that ClearCo charges per employee, not per recruiter seat, so the bill grows with headcount even if hiring slows.

Best for

HR leaders at US companies of 200-2,000 employees who already run payroll in ADP, UKG, or Paylocity and want one vendor for hiring, onboarding, reviews, and learning instead of four. For example: a 600-person multi-site healthcare or services company hiring 150-300 people a year, where managers need to use the same system to hire, onboard, and review.

Not for you if recruiting is your main problem and you hire mostly technical or high-volume roles. A dedicated ATS will beat ClearCo on sourcing depth, reporting, and integrations.

Versus the alternatives

iCIMS has the larger market share in enterprise recruiting. It goes deeper on high-volume hiring, CRM, and scale, but it does not cover performance or learning. Pick iCIMS above roughly 2,000 employees or 1,000 hires a year.

Greenhouse is the default for structured hiring and has a much larger integration marketplace. Pick Greenhouse plus a separate performance tool when recruiting quality matters more than having fewer vendors.

Ashby is the fastest-growing ATS and has the strongest built-in analytics. Pick it when recruiting data, not performance or learning, is what you need to fix.

BambooHR or Rippling make sense when you also need payroll and the HR system of record. ClearCo cannot replace them.

Watch-outs

• Reporting is the most common complaint. Capterra rates ClearCo 4.4 out of 5 (359 reviews), and G2 around 4.6. Reviewers praise ease of use but repeatedly call reporting rigid and hard to customize. Guard: during the demo, have the vendor build your three most-used reports live (time-to-fill by department, review completion, and a funnel by source) in a sandbox before you sign.
• Data still has to sync with your HRIS. Some reviewers say the HRIS sync left them doing manual work, especially for promotions and job changes. Guard: get a written field-by-field mapping for your HRIS, including hires, terminations, job changes, and managers, and test one full new hire and one promotion end to end before going live.
• AI screening calls carry legal risk. The Sourcing Agent ranks candidates after an AI-run call. Guard: run an adverse-impact test on the rankings before they decide who moves forward, publish the notices NYC LL 144 requires if you hire in New York City, and check whether Colorado’s AI Act (SB 24-205) applies to you. Ask ClearCo for its AI subprocessors and how long it keeps recordings.
• New ownership and leadership. A new CEO, a new name, and private-equity ownership can mean price increases at renewal. Some reviewers already report fees for add-ons they did not expect. Guard: cap renewal increases in the contract, for example at 5% a year, and list every module and per-employee price in the order form.