Compare Harver and eddy on pricing, features, platforms, and ratings — both HR tools, Contact for pricing vs subscription pricing to decide which fits your…
At a Glance
Harver
eddy
Primary category
HR
HR
Rating
Not documented
Not documented
Pricing model
Contact for pricing
subscription
Starting price
Not documented
$4/mo
Free plan
Not documented
Not documented
Free trial
Not documented
Not documented
Platforms
Web
Web, Mobile App
Team collaboration
Not documented
Yes
AI features
Yes
Not documented
Public API
Not documented
Not documented
Pricing Compared
Starting price reflects the lowest paid tier, not the full cost for every team size or usage level.
Harver
No individual plan breakdown documented yet.
eddy
No individual plan breakdown documented yet.
Pros & Cons
Harver
Pros
Reduces time-to-hire for high-volume recruiting
Science-backed assessments aim to reduce hiring bias
Combines assessments, video interviews, and reference checks in one suite
Scales to large candidate pools across industries like retail and BPO
Backed by acquisitions (Outmatch, pymetrics, Checkster) that broaden its assessment science
Cons
Pricing is not published and requires a sales conversation
Primarily built for enterprise/high-volume hiring rather than small businesses
Assessment-heavy process can add extra steps to the candidate experience
Onboarding and configuration may require vendor support
eddy
Pros
Consolidates payroll, employee records, hiring, onboarding, time & attendance, and PTO management into a single platform, reducing the need for multiple point tools.
Job postings can be distributed to 25,000+ job boards directly from the platform's hiring/ATS tools.
Mobile apps for iOS and Android support features like geolocation-tagged time tracking and on-the-go PTO requests.
Monthly, no-long-term-contract billing with the ability to deactivate seasonal staff to control cost.
Cons
Full pricing for the top Premium tier isn't published; businesses must contact sales for a custom quote.
Payroll and Hiring are priced as separate add-ons rather than bundled into the base plans, which can add up for full-featured use.
Primarily built for U.S. small-to-midsize businesses (roughly 50-1,000 employees); may be less suited to very small teams or large enterprises with complex multi-country payroll needs.
Use Cases
Harver
Volume Hiring for Contact Centers — Screening large applicant pools for contact center and BPO roles using standardized assessments.
Retail Seasonal Hiring — Quickly assessing and ranking large numbers of seasonal or hourly retail applicants.
Enterprise Structured Interviewing — Standardizing interview and assessment processes across large hiring teams to improve consistency.
Bias Reduction in Hiring — Using structured, validated assessments instead of unstructured interviews to reduce hiring bias.