Compare Harver and WorkMotion on pricing, features, platforms, and ratings — both HR tools, Contact for pricing vs usage-based pricing to decide which fits…
At a Glance
Harver
WorkMotion
Primary category
HR
HR
Rating
Not documented
Not documented
Pricing model
Contact for pricing
usage-based
Starting price
Not documented
Employer of Record plans start from around EUR499 per employee per month; contractor management and direct-entity modules are priced separately
Free plan
Not documented
Not documented
Free trial
Not documented
Not documented
Platforms
Web
Web
Team collaboration
Not documented
Not documented
AI features
Yes
Yes
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.
WorkMotion
WorkGlobal (Employer of Record) — From approximately EUR499 per employee per month Monthly, per employee
WorkDirect — Custom pricing Monthly, per employee
Contractor Management — Custom pricing Monthly, per contractor
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
WorkMotion
Pros
Broad country coverage spanning more than 160 markets
Flat, transparent per-employee pricing on the core EOR product
Multiple employment models (EOR, owned-entity payroll, contractor management, flexible remote work) under one platform
Independent Gold Certification from the IEC Group adds third-party validation of compliance quality
Positioned as a lower-cost alternative to larger EOR players like Deel and Remote
Cons
Smaller and less widely known than category leaders such as Deel and Remote
Per-employee EOR pricing can still add up quickly for companies scaling headcount in many countries
Country-specific nuances in labor law mean turnaround times can vary by market
Less independent public data available on company size and funding compared to larger competitors
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.
WorkMotion
Testing a New International Market — A company hires its first employee in a new country through WorkMotion's EOR service before committing to a local entity.
Managing a Distributed Global Team — HR teams use WorkMotion to run payroll and manage compliance for employees spread across dozens of countries from one dashboard.
Converting Contractors to Compliant Employees — Companies use WorkMotion to convert long-term contractors into properly classified local employees as regulations tighten.