Solutions · Scale-ups

Hire fast. Hire right. Scale smart.

Growing from 50 to 200+ means hiring becomes the bottleneck overnight. Jobful gives scale-ups enterprise-grade recruitment infrastructure — full ATS, talent community, employer branding, and AI — without enterprise cost or complexity.

rocket_launchLaunch in 2–4 weekstuneModular — pay for what you usetrending_upScales as you grow
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From €600/month — AI screening included, never a surcharge.

Hiring engine · this quarterOn plan
18Hires this quarter of 22 planned
31dTime-to-hire ↓ 65%
€2.7KCost per hire ↓ 69%

Team hours per hire

Before63h
With Jobful24h
check_circleOffer accepted — Product Engineer2h
check_circleInterview loop done — Growth Marketer1d
check_circle12 qualified — Customer Success (AI-scored)1d
Overview

Built for the speed you're growing at

Scale-ups can't hire like startups (founder gut-feel doesn't scale past 50) and can't hire like enterprises (you don't have an 8-person TA team or a 6-month implementation budget). Jobful is the third option: real recruitment infrastructure, launched in weeks, priced for your stage.

speed

Why scale-ups specifically?

Because your hiring problem is unique: volume is spiking (5–15 hires a quarter), every hire is high-stakes, your employer brand is unknown, and the hiring team is often one recruiter plus busy founders. The platform automates the volume so the humans can protect quality.

payments

What does it cost?

Modular pricing from €600/month — the Core Suite plus the engagement modules your stage needs, at €300/month each. Customer-measured payback lands in the first quarter, driven by lower job-board spend, fewer agency fees, and reclaimed founder hours.

€600+per month, modular — grows with your headcount plan
2–4wkfrom contract to first requisitions live
Q1typical payback — board-spend and agency savings alone
The challenges

The five walls every scale-up hits

Each one has a number attached — before and after.

speed

Growth outpaces hiring capacity

The plan says 15 hires this quarter; the team is one recruiter

Every open role compounds: screening piles up, candidates go cold, and founders get pulled back into hiring. AI screening and pre-screening summaries absorb the volume — your team only touches qualified candidates.

  • checkAI scoring ranks every applicant with reasoning attached.
  • checkSummaries turn 20-minute CV reads into 2-minute reviews.
  • checkAutomations keep candidates warm without manual follow-up.
63→24h

Team hours per hire, before and after — the difference between missing and making the quarter's plan.

This week · 4 open rolesAI-screened
Product Engineer46
Growth Marketer31
Customer Success24
Data Analyst17
Applicants scored & ranked — review the top, skip the pile
Where to start

Four ways scale-ups configure Jobful

Start where your pain is sharpest — every configuration upgrades to the next without migration.

Config 01

Core hiring engine

ATSAI screening

Best for: teams drowning in applications with one (or zero) dedicated recruiters.

Expected outcomes

  • checkStructured pipelines from day one
  • checkAI-ranked applicants, 2-minute reviews
  • check15+ recruiter hours back weekly
Most common

Config 02

Engine + visibility

ATSAIMicro-siteReferrals

Best for: scale-ups competing against known brands for the same talent.

Expected outcomes

  • checkBranded careers presence in week one
  • checkReferral engine — your team recruits
  • check2–3× application quality

Config 03

Community builder

+ Courses+ Events+ Groups

Best for: companies hiring the same profiles repeatedly — engineering, sales, support.

Expected outcomes

  • checkStanding pipeline for repeat roles
  • checkSilver-medal candidates stay warm
  • check25%+ of hires from community

Config 04

Full platform

Everything

Best for: 150+ headcount with aggressive plans — the Publicis configuration.

Expected outcomes

  • checkOwned talent channel at scale
  • check35%+ lower cost-per-hire
  • checkEnterprise-ready when you are
The first 90 days

From zero to hiring engine in 90 days

A proven three-month framework — every scale-up launch follows it, and each month ends with a measurable exit goal.

Month 1

Foundation

Platform configured and branded, first requisitions live, historical candidates imported so your community starts warm.

  • checkTeam onboarded, pipelines and interview process defined
  • checkPast applicants imported as first community members
  • checkReferral campaign launched, baseline metrics set
5–10roles live, team fully productive by week four

Month 2

Growth

First engagement modules go on — talent pools for repeat roles, automated nurture, and content that pulls candidates in.

  • checkTalent pools + automated nurture for key profiles
  • checkA/B-tested job descriptions — double down on what works
  • checkFirst community-sourced hires land
−15–20%time-to-hire versus your month-one baseline

Month 3

Optimization

Segmentation, source analytics, and process standardization — then a quarter plan built on ninety days of real data.

  • checkCommunity segmented, targeted communications on
  • checkSource effectiveness clear — spend shifts to winners
  • checkROI documented, next quarter planned
−35%cost per hire — a self-sustaining recruiting engine
Customer story

Publicis: growing talent instead of buying it

Junior creative and media talent is scarce, and every agency fishes the same pond. Publicis Groupe Romania built a school instead — the School of Big Ideas, running end to end on Jobful.

The approach

A formation-to-internship pipeline, not a job ad

schoolofbigideas.ro is a branded program site and platform in one: candidates apply, take the GAMA aptitude test, work through real advertising courses taught by Publicis' own people, and the strongest advance to mentor-scored workshops — then to a three-month internship. Media and Creative modules run in parallel on the same platform, with a PR module in preparation, and every edition's data stays in one place.

“We easily centralized data, ran two modules simultaneously, and greatly improved the program's efficiency. It's how we position Publicis as the employer of choice for creative talent.”Anca Catarambol, Chief Talent Officer

The results

The program, by the numbers

From the published case study and the program's running editions.

600+registrations per edition — for ≈60 program places
190→57course students to mentor-scored workshops
~25selected per module for the 3-month internship
12/17hires from an early edition still with the agency two years on
Pricing

Scale-up pricing

The same three plans as jobful.io/pricing — modular, no per-seat surprises, AI included in every tier.

Starter

€600/month

Core Suite + 2 modules · 50–100 employees

  • checkFull ATS with AI screening
  • checkBranded careers micro-site
  • check2 engagement modules (e.g. Referrals + Gamification)
  • checkStandard analytics & integrations
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Popular

Growth

€1,200/month

Core Suite + 4 modules · 100–300 employees

  • checkEverything in Starter
  • check4 modules — community, courses & events
  • checkAdvanced analytics & attribution
  • checkPriority support
Contact sales

Complete

€2,700/month

All 9 modules · unlimited community members

  • checkEverything in Growth
  • checkFull engagement stack
  • checkDedicated success manager
  • checkCustom implementation
Contact sales
Modular by design: add engagement modules at €300/month each — swap as your strategy evolves, or step up to Complete (€2,700/month, all nine modules) without migration. Annual billing saves 15%.
FAQ

Common scale-up questions

Two to four weeks from contract to first requisitions live, including data import and team onboarding. The Core configuration (ATS + AI) is the fastest path; community modules layer in afterward without disruption.
At that volume, every hire is high-stakes — and every mis-hire costs 6–12 months of salary. The Growth tier is priced for exactly this: structured pipelines, AI screening, and a professional candidate experience, at less than the cost of one agency placement per year.
Yes — spreadsheets, existing ATS exports, and mailbox history import during onboarding, so your community starts warm instead of empty. Past applicants become the first members of your talent pool.
You flip on enterprise capabilities — multi-entity architecture, SSO, group analytics — on the same platform, with the same data. No migration, no re-implementation. That continuity is the point: the community you build at 80 people is still compounding at 800.
No. Pricing is by tier and modules, not seats — founders, hiring managers, and interviewers collaborate freely. You'll never choose between including a stakeholder and staying on budget.
Ready when you are

Make hiring your growth engine

See the platform on your own open roles — a 30-minute demo, priced for your stage, live within a month.

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