--- description: Review of The Cognitive Software: system overview, features, price and cost information. Get free demos and compare to similar programs on Software Advice Ireland. image: https://gdm-localsites-assets-gfprod.imgix.net/images/software_advice/og_logo-55146305bbe7b450bea05c18e9be9c9a.png title: The Cognitive | Reviews, Pricing & Demos - SoftwareAdvice IE --- Breadcrumb: [Home](/) > [Video Interview Software](/directory/446/video-interviewing/software) > [The Cognitive](/software/555631/The-Cognitive) # The Cognitive Canonical: https://www.softwareadvice.ie/software/555631/The-Cognitive Page: 1 / 2\ Next: [Next page](https://www.softwareadvice.ie/software/555631/The-Cognitive?page=2) > The Cognitive is AI recruiting software that covers sourcing through shortlist. Candidate sourcing software searches 900M+ profiles, enriches contacts from 30+ sources and reveals verified emails and direct phone numbers, charged only on a successful reveal. Recruitment automation handles outreach sequences and AI voice calls. Every sourced candidate is then evaluated by an AI recruiter in a live interview scored on one rubric, so talent acquisition teams get a shortlist with evidence attached rather than a longer list. Categories Recruiting Automation Software Candidate Sourcing Software Talent Acquisition Suites Video Interviewing Software Pre-Employment Testing Software Features to tick Candidate sourcing · Contact enrichment · Boolean search · Email sequences · Talent pipeline management · Candidate matching · ATS integration · Live video interviewing · Interview recording · Interview transcription · Structured scorecards · Custom rubrics · Proctoring / integrity monitoring · Analytics and reporting Pricing tab Entry-level: AI Interviews from $99/month. AI Sourcing from $49/month. Free trial: yes - 5 AI interviews and 20 sourced candidates, no card required. Annual billing saves 17%. Target market Small-Business · Mid-Market · Enterprise. Primary buyer: Talent Acquisition. Integrations: Greenhouse, Lever, Ashby, Workday, SmartRecruiters, iCIMS, Bullhorn, Avionté, JobDiva, Ceipal, Zoho Recruit, BambooHR (+40 total via webhooks/API) > > Verdict: Rated **5.0/5** by 7 users. Top-rated for **Likelihood to recommend**. ----- ## Quick Stats & Ratings | Metric | Rating | Detail | | **Overall** | **5.0/5** | 7 Reviews | | Ease of Use | 5.0/5 | Based on overall reviews | | Customer Support | 4.7/5 | Based on overall reviews | | Value for Money | 4.9/5 | Based on overall reviews | | Features | 5.0/5 | Based on overall reviews | | Recommendation percentage | 90% | (9/10 Likelihood to recommend) | ## About the vendor - **Company**: The Cognitive ## Commercial Context - **Starting Price**: US$49.00 - **Pricing model**: Usage Based (Free Trial) - **Target Audience**: Self Employed, 2–10, 11–50, 51–200, 201–500, 501–1,000, 1,001–5,000, 5,001–10,000, 10,000+ - **Deployment & Platforms**: Cloud, SaaS, Web-based - **Supported Languages**: English - **Available Countries**: Canada, India, United Kingdom, United States ## Features - AI Copilot - AI/Machine Learning - Activity Dashboard - Applicant Tracking - Application Management - Assessment Management - Calendar Management - Decision Support Systems - Email Management - Feedback Management - Generative AI - Interview Management - Job Description Management - Live Video Interview - Messaging - Panel Interviews - Recruitment Management - Reminders - Resume Database - Resume Search ## Integrations (11 total) - Ashby - Bullhorn - Bullhorn Recruitment Cloud - Greenhouse - Lever - Lever360 Software - LinkedIn Jobs - LinkedIn Recruiter - Workable - Workable - Workably ## Support Options - Email/Help Desk - Phone Support - Chat ## Category - [Video Interview Software](https://www.softwareadvice.ie/directory/446/video-interviewing/software) ## Related Categories - [Video Interview Software](https://www.softwareadvice.ie/directory/446/video-interviewing/software) - [AI Recruiting](https://www.softwareadvice.ie/directory/5505/ai-recruiting/software) ## Reviews ### "Solid recruiting workflow from sourcing to interviews" — 5.0/5 > **Raz** | *28 August 2026* | Market Research | Recommendation rating: 8.0/10 > > **Pros**: "We use The Cognitive across a good part of our recruiting process, especially sourcing, enrichment, outreach and interviews. What works well for us is that the workflow stays connected. We can source candidates, get the information we need, run outreach and move interested candidates into scheduling without creating a lot of manual work in between. Once interviews start, having the recordings, scorecards and feedback together makes reviewing candidates much easier for the team. The interviewing side has also been useful because we are not just left with a transcript or recording. We can go back to the conversation, look at the evaluation and compare candidates with the role in mind. It makes shortlisting more structured and gives everyone reviewing the candidate the same context. Overall, it has removed quite a bit of the repetitive recruiting work while still keeping us involved in the decisions that actually matter." > > **Cons**: "There is a bit of setup involved when we are starting a new role, mainly around getting the requirements, interview flow and evaluation criteria right. We have also found that it is worth reviewing the sourcing results and scorecards rather than treating them as something final. Usually the output is useful, but there are always candidates where context matters more than a score." > > "Before using it, a lot of recruiting work was spread across sourcing tools, enrichment, outreach, calendars, interviews and internal feedback. The Cognitive brings most of that into one workflow. We can find candidates, enrich their profiles, reach out, schedule interviews and then review the interview, recording, scorecard and feedback without rebuilding the candidate context at every stage. For us, the biggest difference is less manual coordination. There is less time spent moving candidate information around, following up, scheduling and collecting interview feedback afterward. It also makes candidate review better. When we are deciding who should move forward, we have the sourcing context, interview discussion and structured feedback in one place instead of trying to piece everything together from different tools and notes." ----- ### "Comprehensive Candidate Sourcing With Reliable Profile Enrichment" — 5.0/5 > **Scott** | *9 September 2026* | Retail | Recommendation rating: 9.0/10 > > **Pros**: There has been an improvement in the research stage of recruitment thanks to the capabilities of AI sourcing and data enrichment. The platform is able to identify relevant candidates easily while giving their correct contact details. This helps in making the outreach phase smooth. The tool does well in automating the scheduling process, saving you time in manually scheduling interviews. It keeps all the process from the beginning stage till when the candidate is interviewed in one platform. > > **Cons**: It takes some time to master all the features of the platform and the configuration required for the sourcing AI needs to be done very carefully so that the output is accurate. The tool is not immediately a plug and play tool. It requires your time at first. > > All in all, this sourcing software becomes a great tool for conducting extensive research. Although the initial configuration of this software demands a good amount of time and efforts to configure AI sourcing for specific positions, the result is definitely worth it. Profile enrichment and scheduling will be done efficiently by using this software. Once you configure it appropriately, it will become an essential component for your recruitment process as well as save you tons of time on data enrichment. ----- ### "Great depth than expected and memory features" — 5.0/5 > **Azaz** | *10 September 2026* | Broadcast Media | Recommendation rating: 8.0/10 > > **Pros**: "The biggest thing for us is how quickly we can go from having a role open to actually having candidates worth discussing. We can describe what we are looking for, work through the sourcing results, enrich the profiles and start outreach without spending half the day building lists manually. Search has been good at bringing up people we probably would not have reached through our usual searches. Where it became more interesting for us was after candidates responded. The interview does not feel like the usual automated screening where everyone gets the same few questions and that is it. We have seen it stay with an answer, ask further questions when something needs more detail and give the candidate room to have an actual conversation. By the time we review the recording and scorecard, there is usually enough substance there to have a proper discussion internally." > > **Cons**: "Sourcing sometimes needs a little tuning at the beginning of a role. We usually adjust what we are asking for after seeing the first set of candidates rather than expecting the first search to be perfect. I would also like a little more control in a few parts of the review workflow. Nothing that stops us from using it, but as we have used it more, we have become more particular about how we want candidate information presented to the team." > > "For us the problem was not just sourcing. It was everything that happens between opening a role and getting to a shortlist we actually feel comfortable spending time on. The Cognitive has taken a lot of the repetitive work out of that middle section. Sourcing, enrichment, outreach and scheduling move faster, but more importantly we are getting considerably more context before someone reaches the next stage with our team. Instead of looking at a resume, a few notes and a basic screening result, we can see how the person actually handled a deeper conversation and go back to specific parts of it when needed. It has made our recruiting process feel less fragmented and has made the shortlist more useful, which matters more to us than simply having a larger number of candidates." ----- ### "Outreach Sequences and Candidate Relationship Management Process" — 5.0/5 > **Marc** | *10 September 2026* | Retail | Recommendation rating: 9.0/10 > > **Pros**: The automated email sequences and scheduled links are the key aspects of this toolset. There is no need to constantly exchange emails for making appointments because it does this work automatically. This automation recruitment software for the initial stage works reliably, and the candidate pipeline goes on without any manual involvement. > > **Cons**: In case of a team using only the outreach part of the platform, there are too many unused features such as the scorecard and recording, which make the dashboard messy. There is no way to hide them, and new members keep asking us about features we never used. > > In general, the tool shines in regards to recruiting at the top of the funnel stage. Although the tool is intimidating because of the additional modules that cannot be hidden, the recruiting automation functions that we use prove to be very powerful. The tool is a very reliable candidate relationship management system which will always keep the pipeline alive without any need for manual interventions. ----- ### "Professional Interview Management With Recordings Tied to Scorecards" — 5.0/5 > **Candi** | *16 September 2026* | Machinery | Recommendation rating: 8.0/10 > > **Pros**: Incorporation of the scorecard and recording features has resulted in much consistency in the evaluation process of candidates. Sharing of a recording with the hiring manager, in case he or she could not make it to the interview, is another advantage. Shortlisting based on the set logic provides an objective selection of the applicants. Since the evaluation criteria have been set beforehand, the scores are really comparable between interviewers. > > **Cons**: It is sometimes difficult to get an accurate transcription if the applicant uses technical terms, thus making it necessary to review notes shortly. > > The Cognitive has enabled us to make the interview process more organized and easy to follow. The use of recordings, transcriptions, scorecard, and shortlisting has made it easy for the recruitment team to evaluate how well each candidate has performed. Transcription is useful in evaluating the interviews as well; however, at times the technical words need to be validated for their accuracy. ----- Page: 1 / 2\ Next: [Next page](https://www.softwareadvice.ie/software/555631/The-Cognitive?page=2) ## Links - [View on SoftwareAdvice](https://www.softwareadvice.ie/software/555631/The-Cognitive) ## This page is available in the following languages | Locale | URL | | en | | | en-AU | | | en-GB | | | en-IE | | | en-NZ | | ----- ## Structured Data