Pricing

We don't charge per assessment. We never have.

Per-candidate pricing makes serious assessment unaffordable at volume. So we built a different model — one annual fee, unlimited use across the whole FindingPotential suite. Use it on three finalists or three thousand applicants. The price doesn't change.

Minimum annual fee: £2,950 (organisations of roughly 75 staff or fewer)

Enter your headcount

We’ll show you the price.

Everything included — no upsells, no add-ons
Match Personality Questionnaire Ability Tests Connect New Hire Questionnaire Drivers FeedForward 360

✓  Unlimited use · No per-assessment fees · Every product in the suite

What you get for the price

Everything. No upsells. No add-ons.
No per-assessment fees.

The annual fee covers every product in the suite, every assessment your team runs, every report every candidate or employee receives. There is no premium tier. There are no items kept behind a separate paywall.

Match
Unlimited use. Profile any role, assess any volume of candidates, get a ranked FIT Score per candidate. Dashboard or API delivery, your choice.
Personality Questionnaire
The instrument that feeds Match. Used unlimited times across hiring and development. Every candidate gets a personal feedback report automatically.
Connect
The shortlist tie-breaker. Use it whenever you have candidates who all match on behaviour and you need to pick the one who’ll thrive in your environment.
Ability Tests
Verbal and numerical reasoning. Use them as an early-stage filter where the role requires it; skip them where it doesn’t.
New Hire Questionnaire
The four-week check-in. Engagement signal, induction effectiveness, capability — the early read on whether your hire is settling.
Drivers
The six-month conversation. Individual stay interview at the personal level; group-level engagement intelligence at the population level.
FeedForward 360
Forward-looking development feedback. Personal development at the individual level; leadership capability mapping across your organisation.

Use one assessment or use them all. The price is the same.

Be creative with it. There's no penalty for running more assessments, no incentive to limit use — just better data the more you use it.

The thinking behind unlimited use

Built to be used early. And used everywhere.

UK employment law is tightening. The cost of a bad hire is rising and the window to correct one is shrinking. The leading-practice response is to push assessment earlier in the recruitment process — to use it as a sift on volume, not a check on the shortlist.

That only works if assessment is affordable at volume. Per-candidate pricing makes it prohibitive — most organisations assess only the final two or three candidates, where the protection is thinnest.

We built FindingPotential around a different commercial model. Annual fee, unlimited use, deliberately. So the system gets richer the longer the relationship runs — because once a candidate is hired, the same data spine flows into New Hire, Drivers, and FeedForward without anyone having to reach for a credit card.

∞
Unlimited candidates

Assess at application stage. Use FIT Score to build the shortlist, not review it.

∞
Unlimited roles

Run Match on every open position. No rationing by seniority or volume.

1
Flat annual fee

Budget once. No surprises when a high-volume campaign runs.

Two ways to commit

Start with three years and your
first year is half price. On purpose.

FindingPotential is a system. The longer the relationship runs, the more useful the data spine becomes. So we price multi-year contracts to reflect that.

One-Year
Annual contract.
Full flexibility.
Annual fee as calculated above. Renews annually unless terminated. Full unlimited use across the whole suite from day one.
For buyers who want flexibility above all else.
✓  Recommended
Three-Year
Year one at half price.
Multi-year economics locked in.
Sixteen percent off the annual rate, applied across all three years. Year one priced at fifty percent of that — the easiest way to start, with the multi-year economics locked in from the beginning.
For buyers who are committing to FindingPotential as a system.

Both options are unlimited use. Both include the whole suite. The only difference is the length of the commitment and the price.
A note on growth: if your headcount moves into a higher pricing band during a three-year contract, you move up to that band’s three-year rate from the next anniversary.

What this looks like in practice

For an organisation of 500 staff.
A real worked example.

The calculator at the top of this page will show your specific numbers — but it’s easiest to show how it works on a real shape of organisation.

Contract Year 1 Year 2 Year 3 Total over 3 years
One-year, repeating £15,500 £15,500 £15,500 £46,500
Three-year + year-one rate✓ Recommended £6,500Year-one onboarding rate £13,020 £13,020 £32,540

A 500-person organisation that takes the three-year route saves £13,960 over the three years compared to renewing annually — and starts year one paying less than half what they’d pay on a one-year contract. The fuller economics arrive in year two, by which point you’ve seen what FindingPotential does inside your business.

What people ask before they sign

Common questions.

It doesn’t change anything. You stay at the rate you signed on. The contract is for unlimited use across the suite for the agreed period; it doesn’t flex downward with headcount. Headcount changes only matter if you grow into a higher tier — in which case you move up at your next anniversary.
Unlimited means unlimited — there is no assessment counter, no per-candidate charge, and no mid-year invoice if volumes are higher than expected. Your annual fee is set by headcount, not by how much you use the platform.

The fair use basis is this: the platform is for your organisation’s own recruitment and development activity. It is not licensed for resale, and not for use by or on behalf of third-party organisations. Automated or synthetic use — running the questionnaire without genuine candidates — is also outside the terms.

For the vast majority of clients, none of this will ever come up. Where usage appears materially inconsistent with an organisation’s headcount band, we reserve the right to make contact and discuss — that’s the extent of it.
The minimum annual fee is £2,950, which applies to organisations of roughly seventy-five staff or fewer. Below that, the per-employee maths would produce a number small enough to be uneconomical for both of us; the floor protects the level of service we can offer.
The published rate card runs to 5,000 staff. Above that, we move to a bespoke conversation — typically because deployment at that scale involves integration work, custom validation, and customer success investment that warrants a structured commercial discussion. The published rates are still the anchor; the conversation is about how the model is delivered, not whether the maths works.
Yes. We run structured pilots for buyers who want to validate the proposition on real hiring before signing a multi-year contract. Talk to us about scope and structure.
Existing customers continue on their current arrangement until renewal. At renewal, you’ll have the option of moving to the new model — typically at the three-year rate with the year-one onboarding price, which represents a meaningful saving over a like-for-like extension. We’ll walk you through the maths well before the conversation matters.
Next step

Run the numbers. Then have a conversation.

The calculator at the top of this page gives you the exact number for your headcount — published openly, with no need to fill in a form first. When the maths makes sense, the next step is a conversation about how FindingPotential would actually run inside your organisation.

Book a demo → Request a written proposal →

Or talk to us at hello@findingpotential.com