TalentLyft
TalentLyft is a Croatian-built applicant tracking and recruitment marketing platform combining sourcing, branded career sites, interview scheduling and hiring analytics. It bills per active job opening rather than per seat, so user accounts stay unlimited.
What is TalentLyft?
TalentLyft is a web-based applicant tracking system and recruitment marketing platform published by AdoptoTech, a company based in Zagreb, Croatia. Its promise is blunt: everything you need to hire top talent in one tool. The product is sold as three modules, an Applicant Tracking System, an Employer Branding and Career Site builder, and Talent Sourcing and Outreach, with implementation, training and support offered alongside. Sourcing comes first in the funnel: a Boolean search builder, a browser extension that surfaces a full profile and its interaction history, direct import from LinkedIn, automated email sequences and AI-assisted sourcing. Distribution follows, with more than 3,000 job boards and communities, free auto-distribution to aggregators such as Google Jobs, one-click paid social campaigns, channel suggestions, up to 40% exclusive discounts on ad purchases and the option to bring existing job board contracts across. The career site module builds several branded career pages on a custom domain, with a Language kit that translates the ads, policies and templates candidates see. At the core, the ATS runs multiple hiring and talent-pool pipelines with custom fields, bulk actions, advanced and geolocated filters, smart highlights, internal notes and a share portal that lets hiring managers weigh in without an account. Scheduling covers 1:1, round-robin and panel self-scheduling, interview blocks and time zones, synced with Gmail, Outlook, Office 365, Zoom, Hangouts and Teams. Evaluation runs on interview kits, scorecards, structured interviews, anonymised screening and knockout questions. An AI layer branded the Virtual Recruiter drafts job descriptions and email templates, generates job ads and assists assessments. Reporting covers time-to-hire, time-to-fill, stage activity, career site and source analytics, scheduled email reports and a visitor conversion funnel. Developers get three documented APIs, Customer, Public and Partner, plus webhooks and a public Swagger. The publisher claims a 40% cut in time-to-hire, 30% better candidate quality, 50% more team productivity and ratings of 4.9/5 on G2 and 4.8/5 on Capterra; these are its own figures. Hosting is on Microsoft Azure in Ireland and the Netherlands, with a 99.8% uptime commitment. One-way video interviews and automated reference checks are still announced as coming soon.
What it does
- Publish a job opening to more than 3,000 job boards and communities in one click
- Track applicants through multiple customisable hiring and talent-pool pipelines
- Source passive candidates with a browser extension, LinkedIn import and a Boolean search builder
- Generate job descriptions and email templates with the AI Virtual Recruiter
- Automate follow-ups, stage changes, rejections and reminders through triggers
- Let candidates self-schedule 1:1, round-robin or panel interviews synced with Gmail and Outlook
- Measure time-to-hire, time-to-fill and source performance in built-in dashboards
When to use TalentLyft / When not to
A quick filter to help you decide if TalentLyft is the right fit.
When to use TalentLyft
- High-volume recruiters filling anything from one role to two hundred across different teams, who need bulk actions and multiple pipelines rather than more seats
- Multi-location and multi-brand employers running region-targeted job ads, several career pages and interview scheduling across time zones
- In-house talent acquisition teams that want sourcing, job distribution, an ATS and hiring analytics inside a single subscription
- Early-stage startups and small businesses, eligible for the startup discount programme and promised a first candidate in under 24 hours
- Blue-collar and seasonal hiring teams relying on mobile-friendly application forms, knockout questions and skills-based assessments
When not to use TalentLyft
- Individual job seekers and private users: the privacy policy states the platform may be used only by businesses for their business needs, not by individuals
- Teams looking for a permanently free tool, since only a 14-day trial exists and a payment card becomes mandatory afterwards
- Recruiters who work mainly from a phone, as no iOS or Android application is published
- Organisations that need a non-English interface: the Language kit translates candidate-facing content, not the platform itself
- Anyone hoping to use the tool as a general sales or contact CRM, since the terms restrict use to recruitment and filling job positions
How to use TalentLyft
A typical end-to-end flow, from setup to results.
- Create an account in self-service on the TalentLyft registration page; no payment card is required
- Start the 14-day trial, which unlocks every feature: job creation, application tracking, interview scheduling and shared notes
- Migrate your existing data through the custom connectors, importing from any other ATS or a spreadsheet, with setup announced in under 24 hours
- Build your branded career page, custom domain and mobile-friendly application forms without developers or designers
- Create a job opening and configure its pipeline stages, interview kits and scorecards
- Publish the opening to the job boards and social channels, keeping in mind that distribution stays locked until the account is verified or on a paid plan
- Screen incoming applications with advanced filters, knockout questions and smart highlights, then move candidates through the stages
- Schedule interviews with self-scheduling links synced to Gmail, Outlook, Office 365, Zoom, Teams or Hangouts
- Score candidates with structured interviews and scorecards, decide as a team through the share portal, and follow the recruitment analytics
- Optionally wire the ATS into the rest of your HR stack with the Customer, Public and Partner APIs and webhooks; on exit, export the whole database free of charge in JSON
Pros & Cons
Pros
- Broad functional coverage inside one subscription: sourcing, career site, applicant tracking, scheduling and analytics
- Unlimited users on every plan, because billing follows the number of active job openings and not the number of seats
- One-click distribution to more than 3,000 job boards, with up to 40% exclusive discounts on job ad purchases
- Unusually well documented GDPR posture: DPA published in full, sub-processors named with their locations, standard contractual clauses, and a written commitment to no transfer outside the EEA without the controller's consent
- Data hosted in the EU, in Ireland and the Netherlands, with EU-only sub-processors
- Free and complete JSON export at any time, plus a 14-day trial that needs no payment card
- Structural discounts: two months free on annual billing, six on a two-year term, ten on a three-year term, 50% for non-profits, a startup programme and buy-out of a competing ATS contract
Cons
- The pricing page shows 100 USD per month and 1,000 USD per year in its static HTML, while the real grid rendered by JavaScript starts at 73.50 USD per month for two openings, so the actual price is unreadable without scripts
- Billing by active opening scales steeply: fifty openings cost 823.50 USD per month on Essential and 1,648.50 USD per month on Growth, Enterprise pricing is quote-only, and both Growth and Enterprise route to a contact form
- No permanently free plan; after the 14-day trial a payment card is mandatory, and job board distribution stays blocked during the trial until the account is verified or paid
- The terms grant TalentLyft a permanent, worldwide and transferable licence over user content in article 7.4, which sits awkwardly beside the pricing FAQ's claim that you own your data completely
- No public page states whether customer data is used to train AI models, even though several AI features are sold
- No iOS or Android application, an English-only interface since the Language kit translates only candidate-facing content, and some Growth features are paid add-ons on Essential
- Legal documents carry inconsistent version dates, the privacy policy reading April 2, 2025 at the top and Effective: August 2022 at the foot and the terms July 23, 2024 against November 9th, 2023; no security certification of the publisher's own is named; one-way video interviews and automated reference checks remain announced as coming soon; and no support email address is published
Pricing & Plans
There is no permanently free plan. A 14-day free trial, opened without a payment card, gives access to every feature. Paid subscriptions start at 73.50 USD per month on the Essential plan for two active job openings, billed monthly; the same plan on an annual commitment is charged at 61.25 USD per month, that is 735.00 USD per year. Pricing is driven by the number of active job openings rather than by seats, and every plan includes unlimited users. On Essential, the monthly rate rises to 148.50 USD for five openings, 223.50 USD for ten, 373.50 USD for twenty and 823.50 USD for fifty; on Growth it starts at 148.50 USD for two openings and reaches 1,648.50 USD for fifty. Enterprise pricing is available on quotation only. An annual commitment means twelve months paid at the price of ten, while two-year and three-year commitments save 25% and 27.78% respectively. All plans can be paid by card, bank transfer against an invoice being available for annual plans only. Prospective buyers should note that the static pricing page displays 100 USD per month and 1,000 USD per year as placeholder values, replaced by the grid above once JavaScript has rendered.
- branded career page
- one customisable hiring and talent pool pipeline
- interview kits and scorecards
- job board syndication
- GDPR compliance and reporting
- Chrome sourcing extension
- referral programme and 1:1 self-scheduling. Presented as the essential features for small businesses and startups starting out.
- everything in Essential plus multiple career pages
- multiple hiring pipelines and talent pools
- the Language kit
- workflow automation
- custom fields
- custom domain
- job requisition and offer management. Presented as advanced automation and customisation for growing businesses.
- everything in Growth plus unlimited job openings
- SSO
- a custom reporting suite
- multi-location job distribution and bespoke import and data migration. Presented as strategic support
- top-tier security and scalability for large organisations with complex recruitment needs.
Data, GDPR & hosting
A consolidated view of how TalentLyft handles your data.
GDPR overview
GDPR compliance is claimed explicitly on a dedicated Security & Privacy page. Roles are set out: the customer is data controller, TalentLyft is processor, candidates are data subjects. Thirteen concrete mechanisms are described, including data minimisation, purpose limitation, privacy by design, transfer and residency rules, consent capture and withdrawal, access rights, roles and permissions, encryption in transit and at rest, breach notification and storage limitation. A Data Processing Addendum is published in full, alongside a Master Subscription Agreement, an SLA and a Fair Use Policy. Sub-processors are EU entities only, so that candidate data does not leave the EU. The competent authority is named: the Croatian Personal Data Protection Agency (AZOP). The privacy contact is privacy@talentlyft.com. No Data Protection Officer is named, and no Article 27 representative exists, which is expected for an EU-established publisher. Both the privacy policy and the terms carry two contradictory version dates.
Who owns the data?
The pricing FAQ states plainly that you own your data completely, and under GDPR the customer is the data controller while TalentLyft acts as processor for candidate records. The terms qualify that promise. Article 7.4 keeps User Content the customer's property but grants TalentLyft a non-exclusive, permanent, worldwide, transferable and royalty-free licence to store, publish and use it for the purposes of the platform, including developing and maintaining it, while article 7.3 lets TalentLyft analyse customer usage and draw insights from it. Ownership and a very broad licence therefore sit side by side. Exit is protected: article 7.6 and the privacy policy grant a free, complete export in machine-readable JSON, and the security article confirms leavers get a full copy of their database.
Reuse rights
Customers keep free use of their own recruitment data: the full database can be exported at any time, at no cost and without asking permission, in machine-readable JSON, and departing customers are promised a complete copy. Inside the platform, use is bounded by contract: article 5.1 limits it to recruitment and filling job positions, and article 5.2(d) forbids collecting or processing special categories of data such as racial or ethnic origin, political opinions, religion, trade union membership, genetic or biometric data, health or sexual orientation. On TalentLyft's side, data serves contract performance, legitimate interests (access security, product information, understanding usage), legal obligations and consent. Payment cards are held by Braintree, a PCI DSS Level 1 provider, not by TalentLyft. Optional Google OAuth grants access to Gmail and Google Calendar for sending, syncing and scheduling. Named sub-processors are Intercom, Mailgun, Selekcija and VONQ, all bound by standard contractual clauses, with 90 days' notice before any change. TalentLyft declares it does not sell personal information under the CCPA. One caveat: if a customer shares its API key with a marketplace partner, data can flow to that partner and TalentLyft declares it has no influence over the partner's processing.
Data retention & training
Hosting summary
The platform runs on Microsoft Azure and the publisher states that data is stored in the EU, specifically in Ireland and the Netherlands, with daily backups on Azure servers. The Security & Privacy page adds that all data stays within the EU and that only EU entities are used as sub-processors, so candidate data does not leave the EU. The published list names Intercom R&D Unlimited Company (Dublin, Ireland; support data in Ireland, standard contractual clauses plus a European Data Hosting Addendum), Mailgun Technologies Inc. (San Francisco; candidate email data in Germany and Belgium, access limited to EU partners, SCCs), Selekcija d.o.o. (Split, Croatia; assessment data in Croatia, optional) and VONQ B.V. (Rotterdam, Netherlands; job advertising data in the EU, possible access by non-EU partners, optional). The DPA commits to no transfer outside the EU or EEA without the controller's prior written consent, and to 90 days' notice before any sub-processor change. Storage is multi-tenant with segregation controls tested at each code release, and traffic is 256-bit encrypted over HTTPS. The domain's public IP is an anycast Cloudflare node in the United States and says nothing about where data is hosted.
Things to keep in mind
Risks and trade-offs to weigh before adopting TalentLyft.
- The displayed price is not the real price without JavaScript: the static pricing page reads 100 USD per month while the rendered grid starts at 73.50 USD per month. Check any quote you are given against the rendered grid.
- Costs follow the number of active openings, so archiving an opening is what lowers the tier, and a downgrade only takes effect on the next billing cycle. An unattended pipeline keeps billing.
- Annual plans are paid twelve months upfront and two or three-year tiers lock you in for that long; monthly plans must be paid by card, bank transfer being available on annual plans only.
- Terms article 7.4 grants TalentLyft a permanent, worldwide, transferable and royalty-free licence over user content, including for developing the platform, and article 7.3 lets it analyse your usage. Read both before migrating a candidate database, whatever the pricing FAQ says about owning your data.
- Nothing on the site states whether customer data feeds AI model training, and no opt-out is documented, while several AI features are sold. Ask the publisher in writing if this matters to you.
- Treat the AI Virtual Recruiter and AI-assisted assessments as drafts, not verdicts: generated job descriptions carry the wording bias of whatever produced them, machine-assisted scoring still needs a human reading, and trigger-based rejection emails can send a tone-deaf message at scale if nobody rereads the templates.
- Terms article 5.2(d) contractually forbids processing special categories of data, yet EEO/OFCCP demographic surveys are offered for the US market; clarify that trade-off with the publisher before configuring diversity surveys. Note too that the security certifications listed on the security page belong to Microsoft Azure, not to TalentLyft, that both legal documents carry contradictory version dates, that one-way video interviews and reference checks remain coming soon, and that the domain's US Cloudflare IP says nothing about where data actually lives.
Setup & Integrations
Technical difficulty
Low. Sign-up is self-service, needs no payment card and starts the trial immediately. The publisher advertises setting everything up in less than 24 hours and career pages built without developers or designers. Migration from any other ATS or from a spreadsheet uses custom connectors, announced in days rather than months, with implementation, tailored training and ongoing consultation with a dedicated advisor available. The ATS page promises a minimal learning curve and reviews repeatedly praise the interface. The only genuinely technical work is optional: the APIs and webhooks. SSO and bespoke import and migration are Enterprise features; two-factor authentication is user-activated.
Deployment
Integrations
Behind TalentLyft
Social
Resources
All the official URLs gathered for verification and reference.
Frequently asked questions
Does TalentLyft have a free plan?
How much does TalentLyft cost?
Is TalentLyft billed per user?
What happens at the end of the free trial?
Where is TalentLyft data hosted?
Is a Data Processing Addendum available?
How long does TalentLyft keep personal data?
Can I export my data, and is there an API?
Does TalentLyft train AI models on customer data?
Is there a TalentLyft mobile app?
Should you pick TalentLyft?
TalentLyft aims at a specific spot in the ATS market: a broad, mid-priced platform for small and mid-sized employers, billed by active job opening rather than by seat. That choice matters. Teams with many recruiters and few open roles get unlimited seats at a low entry point, while teams opening dozens of positions at once watch the bill climb: fifty openings reach 823.50 USD a month on Essential. What the product does well is coverage. Sourcing, a branded career site, distribution to 3,000+ job boards, a configurable ATS, self-scheduling, structured evaluation and analytics all sit inside one subscription, with an AI Virtual Recruiter drafting job descriptions and email templates. The compliance posture is unusually transparent for a tool of this size: the DPA is published in full, sub-processors are named with their locations, standard contractual clauses are in place, data is hosted in the EU on Microsoft Azure, and a free JSON export is available at any time. The reservations are real and mostly contractual. The pricing page shows placeholder figures until JavaScript renders the real grid, so the advertised 100 USD a month is not the price. The terms grant TalentLyft a permanent, worldwide and transferable licence over user content, which does not sit easily beside the pricing FAQ's you own your data completely. No page states whether customer data trains AI models, even though AI features are sold. The security certifications displayed belong to Microsoft Azure, not to TalentLyft. Each legal document carries two contradictory version dates. There is no mobile app, no non-English interface and no permanently free plan. Read the terms before migrating a candidate database. For a European buyer who wants EU hosting, documented processing and an ATS that does not charge per seat, TalentLyft deserves a fourteen-day look.
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