Asendia AI

Asendia AI provides recruiting agents that source, screen, verify, and score candidates for staffing agencies and enterprise teams. For each new requisition, an agent searches active applicants and the company’s internal database. Outreach can include AI phone calls, SMS reminders, WhatsApp follow-ups, and email with role details. A compatibility report scores skills, experience, and role fit; recruiters receive email and in-app alerts when candidates are ready for human review. The platform supports 50+ ATS systems and syncs candidate scores, summaries, transcripts, and next steps. It is available on Android, iOS, web, and through an API. Starter is $159 a month, Growth is $399 a month, and Business is $799 a month. Each of those plans also charges $10 for every new job opening and $3 for every new interview. There is no free plan, and Enterprise pricing is by contact. Asendia lists encryption at rest and in transit, field-level encryption for sensitive fields, annual penetration testing, and vulnerability scanning. Its security page lists SOC 2 Type II, HIPAA, GDPR, CCPA, and ISO 27001 certification or compliance.

Asendia AI combines candidate sourcing, outreach, scoring, and ATS syncing for recruiting teams. Compare the monthly plan price with the additional per-opening and per-interview charges when assessing a plan.

Asendia AI suits staffing agencies and enterprise recruiting teams that want to qualify candidates and prepare shortlists. Its ATS integrations and recruiter alerts support teams handing candidates off for human review.

Asendia AI is a recruiting-agent platform for staffing agencies and enterprise hiring teams. It suits organizations that want sourcing, candidate contact, qualification and recruiter handoff in one workflow. The main buying question is whether its capped monthly plans and usage fees fit your hiring volume.

Overview

For each requisition, Asendia AI searches active applicants and the employer's internal database. It can then place AI phone calls, send SMS reminders, follow up through WhatsApp and email role information. Candidates are scored across skills, experience and role fit in a compatibility report, while email and in-app alerts tell recruiters when a person is ready for human review.

The platform says it supports more than 50 ATS systems and synchronizes candidate scores, summaries, transcripts and next steps. That makes it more useful to teams that already depend on an ATS than to organizations seeking a standalone sourcing tool. The Business tier specifically advertises 20+ ATS integrations, so the exact connector available to your team should be confirmed before committing.

Recruitment data and AI outputs are encrypted at rest, sensitive fields receive field-level encryption, and data in transit uses TLS 1.2 or higher. The security program describes annual penetration testing and vulnerability scanning during development, and lists SOC 2 Type II, HIPAA, GDPR, CCPA and ISO 27001 certification or compliance. The privacy policy covers contact and professional data, interview recordings, assessments, skills information and communication records, so governance requirements remain important for buyers.

Key features

• Automated sourcing and screening: Drawing from applicants and an internal database for every requisition can shorten initial search work. The compatibility report gives recruiters a consistent prioritization signal, but it does not remove the need for human judgment.
• Multichannel candidate contact: AI calls, SMS, WhatsApp and email support different candidate preferences and keep reminders in the same process. This is valuable for high-volume staffing workflows, although each new interview carries a separate charge.
• Recruiter handoff: Email and in-app alerts mark the point at which a candidate needs human review, helping teams avoid leaving qualified applicants in an unattended automation queue.
• ATS synchronization: Syncing scores, summaries, transcripts and next steps can preserve context in the recruiting system. Integration breadth is tier-dependent, particularly because the Business plan names 20+ integrations while the site describes support for 50+ ATS systems overall.

Pricing

There is no free plan and pricing is on request for Enterprise. Starter costs $159 a month, billed at $159 monthly, for one job posting, one seat and 50 interviews. Each new job opening costs $10 and each new interview costs $3. It is the entry point for a single recruiter or a small, low-volume operation, but the one-seat and 50-interview limits leave little room for a growing team.

Growth is $399 a month, billed at $399 monthly, with three job postings, four seats and 250 interviews. It adds a talent hub, changeable interview voice and language, and customer support; the $10-per-opening and $3-per-interview charges remain. This is the more practical tier for a small recruiting group that needs shared access and customization without unlimited capacity.

Business costs $799 a month, billed at $799 monthly, and includes 10 job postings, eight seats, 750 interviews and 20+ ATS integrations. It is aimed at larger teams that can use the higher interview allowance and need broader ATS connectivity, but usage fees still increase the effective cost as activity rises.

Enterprise uses custom pricing with unlimited job postings, seats and interviews. It adds dedicated recruiting support, custom voices and dialects, API interview creation and 24/7 customer support. That tier fits organizations with substantial or variable demand; buyers needing a predictable published price should look at the fixed tiers instead.

Platforms

Asendia AI is available on Android, iOS and the web, with an API for system-level integration. Its multi-platform deployment suits distributed recruiting teams and organizations that need ATS-connected workflows.

Who it's for

Staffing agencies and enterprise teams seeking faster qualification and shortlists are the clearest audience. Growth is a sensible starting point for a small team sharing recruiting work, while Business is better for larger groups with heavier interview volume and integration needs. Starter is best reserved for one-seat operations. Teams with minimal hiring activity may not recover the monthly fee and per-event charges.

Pros and cons

Pros

• One workflow covers sourcing, outreach, scoring and recruiter review.
• Multiple contact channels include AI calls, SMS, WhatsApp and email.
• ATS synchronization can carry scores, summaries, transcripts and next steps into existing systems.
• Encryption, security testing and stated compliance coverage address regulated recruiting environments.

Cons

• Every listed tier charges $10 per new opening and $3 per new interview, making busy hiring programs more expensive than the base subscription suggests.
• Starter allows only one seat and 50 interviews, limiting collaboration and throughput.
• Enterprise pricing is custom, so larger buyers cannot compare its total cost from the published plans.
• Privacy-sensitive teams must account for recorded interviews, assessments and communication data in their governance review.

Alternatives

Browse AI Recruiting Assistants for a wider category comparison. Choose Hirin if a free plan, free trial and Android, iOS, web, API and extension access matter more than Asendia's integrated workflow. Talview is worth considering when unit-based pricing and feature bundles, with a typical 150–200-candidate minimum commitment, fit your purchasing model. Pick Paradox for a hiring platform with pricing tailored to your needs. Sprad suits buyers wanting a free web ATS core with career-site, pipeline and team features. Findem offers a free Studio entry point for trying an expert-built agent. Avery is a free web option for searching vetted European profiles, but its free plan excludes outreach and contact details. HireMIQ provides a free plan with JD analyses, scoring, templates and assessments. Metaview is a freemium desktop-and-web alternative with paid per-user sourcing tiers.

Verdict

Choose Asendia AI if your staffing agency or enterprise team wants automated candidate contact and scoring tied directly to recruiter review and ATS records. Its strongest advantage is the connected, multichannel workflow. Look elsewhere if your hiring volume is low, you need a free tier, or per-opening and per-interview fees would make monthly costs unpredictable.