Loxo pricing for recruiting agencies

Loxo’s current pricing page lists Core starting at $149 per user per month and Professional starting at $199 per user per month. It says the plans are billed annually and paid up front. Enterprise is a custom annual agreement. The page also shows a limited-time new-customer offer, but that promotion is not a stable plan price and should be confirmed in the order form.

Core is the fit when the agency primarily needs one recruiting system of record. Loxo lists applicant tracking, a recruiting CRM, natural-language AI search, unlimited jobs, candidates, and companies, email and calendar sync, and a Chrome extension. It also lists free migration for teams with three or more seats. Confirm the migration scope and the records included before treating it as a zero-effort move.

The important buying boundary is the sourcing layer. If the firm expects the Loxo Source database or the wider agent workflow, compare the Professional tier rather than assuming the Core price covers the product shown in a demo.

Professional is the tier to compare when proactive sourcing is part of the reason to buy Loxo. The pricing page lists Loxo Source, a complete agentic workforce, data agents, Loxo AI Chat, API access, and 2,500 credits per seat per month. Ask how the credits are consumed by contact details, searches, enrichment, or agent actions. A credit allowance is useful only when the team understands the unit.

The Loxo page describes the Professional tier as a full-platform package. Test it on one live req and one client-development motion. A single platform can reduce handoffs, but it can also make a team pay for sourcing and automation when the real gap is employer-side demand.

Enterprise is custom and annual. Loxo lists SSO or SAML, governance, roles and permissions, and a dedicated success team. The public page does not show a dollar price. Ask for the seat count, data and credit allowance, API or integration scope, migration, onboarding, support, renewal language, and exit terms in the proposal.

Annual payment changes the cash question. The plan page says Core and Professional are paid up front, so compare the full first-year commitment and the cost of unused seats with the cost of a monthly alternative. Do not let a lower monthly display hide the billing term.

A recruiting platform should make the candidate and client records easier to work. It should not obscure which team owns business development. Test one job from intake through candidate outreach, then test one past-client motion from account selection to a real manager conversation. Keep the scoring separate. A polished ATS workflow does not prove that the tool finds employer demand.

If a firm already has the employers it wants, the missing step may be timing rather than data. It needs to know that the client is hiring again, name the manager, and use the warmest route. That is a different evaluation from sourcing candidates in a broad talent market.

Loxo can be the ATS and CRM. dreach covers the client-development signal around it. It watches past clients and selected employers for new openings, provides the source and date, confirms the hiring manager with a current email and phone, and shows the warmest way in. The staffing firm sends outreach from its own accounts and keeps the system of record it chose.

dreach is not an Loxo alternative and does not replace candidate search, ATS workflows, or CRM records. It is the employer-side service for firms that want to work demand from known accounts. Pricing is not published. Scope and terms are confirmed before starting.