The alternatives to LiveHire, now that it belongs to Humanforce
Updated September 2026
Ployo is recruitment software with a built-in applicant tracking system and an AI video interviewer that interviews every applicant the day they apply, and it is our recommendation for Australian care and frontline employers leaving LiveHire. LiveHire is no longer an independent company: Humanforce, an Australian-born HCM provider, announced its acquisition on 17 December 2024 and folded LiveHire's applicant tracking, CRM, direct sourcing and talent pooling into its own suite. That changes the question. You are now choosing between staying inside Humanforce and moving, and the facts below, read on 10 September 2026 from each vendor's own site, are there to help you decide.
LiveHire has been part of Humanforce since an acquisition announced on 17 December 2024 and valued at $17.2M, so the first option is to stay: if you roster, pay or manage staff on Humanforce, its Talent product keeps hiring in the same suite. If you are leaving, Ployo is the recommendation for care and frontline employers whose bottleneck is screening rather than sourcing. Ployo tracks every applicant, and Sarah, Ployo's AI interviewer, runs a live video interview with each of them the day they apply, returning a Met or Not Met verdict with the candidate's own words behind it. Scout Talent suits in-house HR teams that want ads, onboarding and contracts in one Australian system. PageUp suits large health and university employers. ELMO and Employment Hero suit employers that want recruitment inside an Australian HR suite.
An ATS, Recruit CRM and AI-powered talent pooling platform, with a talent community Humanforce put at nearly 10 million candidates, acquired by Humanforce in a deal announced in December 2024.
- Format
- Applicant tracking, direct sourcing and talent communities. Humanforce Talent's applicant tracking lists AI-assisted matching, knockout questions, resume parsing, criteria-based candidate ranking and interview scheduling with candidate self-scheduling.
- Based
- Humanforce describes itself as an Australian-born global provider of HCM software. The acquisition was announced from Sydney.
- Pricing
- Not published.
Side by side
| LiveHire (Humanforce Talent) | Ployo | |
|---|---|---|
| Company status | Acquired by Humanforce, announced 17 December 2024 and valued at $17.2M. Its capabilities now sit inside Humanforce's HCM suite. | Independent. Recruitment software with a built-in applicant tracking system and an AI video interviewer. |
| Core idea | Talent communities and direct sourcing: a pool of candidates you can search and re-engage, alongside applicant tracking. | Interview every applicant: each one is invited to a live video interview the day they apply. |
| How applicants are screened | AI-assisted matching, knockout questions and criteria-based candidate ranking. | Sarah, Ployo's AI interviewer, asks the must-have questions on video and follows up. The verdict is Met or Not Met, with the quote behind each requirement. |
| Interviews | Interview scheduling and coordination, with calendar integrations and candidate self-scheduling. | The AI interview itself is part of the product. Ployo does not sync calendars or book human interviews. |
| Wider suite | Part of a Humanforce suite covering workforce management, HR, payroll, wellbeing and talent. | Recruitment only. No payroll, rostering or HR system. |
| Pricing | Not published. | Published in US dollars: from US$249 a month with 60 interviews included, and no per-seat charge. |
Choose LiveHire (now Humanforce) if
- You already run Humanforce for rostering, HR or payroll. Humanforce says its suite now covers workforce management, HR, payroll, wellbeing and talent under one platform, and keeping hiring there avoids a second vendor and a second login for your managers.
- Your strategy is a talent pool you re-engage rather than a fresh ad for every shift. LiveHire was built around talent communities and direct sourcing, and Humanforce describes its Talent product as direct sourcing, applicant tracking and talent communities working together. Ployo tracks applicants per job; it is not a talent community product.
- You need human interviews booked into calendars. Humanforce Talent lists interview scheduling with calendar integrations and candidate self-scheduling. Ployo does not sync calendars or book human interviews.
- You want multi-board job posting built into the hiring tool. Humanforce Talent lists multi-board job posting; Ployo does not post to job boards.
Choose Ployo if
- Your bottleneck is the first conversation, not finding candidates. Ployo invites every applicant to a live, two-way video interview with Sarah, Ployo's AI interviewer, the day they apply, in any of 23 languages, on any device and at any hour. A support worker can finish a shift and do the interview that evening instead of waiting for a coordinator to call back.
- You want evidence rather than a ranking. Ployo checks each must-have in the interview and returns a Met or Not Met verdict with the candidate's own words quoted behind every requirement, plus the recording and transcript. A hiring manager can check any shortlist decision in a couple of minutes instead of trusting where a candidate landed in a list.
- You want hiring kept separate from a vendor whose product has changed hands. If you do not roster or pay staff on Humanforce, Ployo gives you a focused recruitment tool with a published price in US dollars, from US$249 a month with interviews included and no per-seat charge, rather than a module of a larger HCM contract.
- You want automation that never works against a candidate. Ployo's automation is advance-only: it invites people to screening or interview when their CV clears your bar or a screening completes. Ployo never auto-rejects anyone, and your team decides every move out of the pipeline.
- You want one view of where every applicant stands. Ployo's stages run from Pending through Shortlisted, On hold, Invited for AI interview and Shortlisted for human interview to Hired, with bulk moves, undo, a drag-and-drop review board, an activity log and analytics showing the funnel and the pass rate per requirement.
Candidates ranked by what they actually proved
The alternatives, and who each one suits
Ordered by the kind of buyer they fit, not by preference. Several of these are a better choice than Ployo for a given team, and the note says which.
Recruitment software with a built-in applicant tracking system and an AI video interviewer, Sarah, who interviews every applicant the day they apply.
Best for: A care or frontline employer with plenty of applicants and too few hours to speak to them, who wants every applicant interviewed and a shortlist it can check. Not the fit if the talent pool itself is what you need.
Humanforce's talent product, combining direct sourcing, applicant tracking and talent communities, inside a suite that also covers rostering, HR and payroll.
Best for: An existing LiveHire customer that already runs Humanforce for workforce management or payroll and wants to keep one vendor.
An AI-powered ATS with job posting, onboarding, contracts and a learning system, plus recruitment services, with locations in Brisbane, Melbourne, Sydney and Canada.
Best for: An in-house HR team at a care provider, council or not-for-profit that wants ads, onboarding and contracts in one Australian system.
An end-to-end talent acquisition suite founded in Australia in 1997, with career sites, ATS, onboarding, performance and an agentic AI assistant called Paige.
Best for: A large health, government or university employer that wants recruitment marketing, onboarding and performance from one enterprise vendor.
An Australian HR platform, founded in 2002, whose recruitment module posts to SEEK, LinkedIn and Indeed, adds AI job ads and AI screening, runs employment checks through Referoo and hands off to onboarding.
Best for: A mid-market employer that wants recruitment, employment checks, contracts and onboarding inside one Australian HR suite.
An HR, payroll, hiring and rostering platform with an ATS and a Recruitment Agent that runs AI video interviews.
Best for: A small provider that wants payroll, rostering and hiring from one vendor.
What happened to LiveHire
On 17 December 2024, Humanforce announced from Sydney that it had acquired LiveHire in a deal valued at $17.2M. Humanforce describes itself as an Australian-born global provider of human capital management software for frontline and flexible workforces, naming childcare, aged care, healthcare, hospitality, retail, events and stadia, and local government. It described LiveHire as a best-of-breed ATS, Recruit CRM and AI-powered talent pooling platform, and said LiveHire's capabilities would join a suite covering workforce management, HR, payroll, wellbeing and talent.
For this page we could not read livehire.com directly, because it blocks automated requests. Everything here about LiveHire comes from Humanforce's own announcement and its Talent product pages. If you are an existing LiveHire customer, ask Humanforce directly what your contract now covers.
The same answer, two formats
A first round is worth what it can find out. Both of these are real screening formats and both work; they differ in what happens after the candidate stops talking.
Typed answer
“One of our residents kept trying to leave at night. I sat with her, worked out she was looking for her husband, and changed her evening routine.”
Submitted, scored, and the interview moves to the next question. Written in private, at the candidate’s own pace, with every tab on their machine available to them.
Spoken answer
“One of our residents kept trying to leave at night. I sat with her, worked out she was looking for her husband, and changed her evening routine.”
And then, unscripted
“You changed the routine. Who signed that off, and what did you write in the notes?”
That second question did not exist until she gave the first answer. It is the one that separates a story a candidate can tell from a shift they actually ran.
Should you stay on Humanforce Talent?
If Humanforce already runs your rosters, timesheets or payroll, staying is a reasonable default. One vendor, one set of employee records and one support desk is worth something real, and Humanforce Talent now lists multi-board job posting, AI-assisted matching, knockout questions and interview scheduling.
The case for moving is strongest when the talent pool was never the problem. Many aged care, disability and health employers have plenty of applicants. What they lack is the hours to speak to them all before the good ones accept another offer. That is the job Ployo does.
Why care employers choose Ployo instead
Ployo puts the first interview inside the tracking system. Applicants arrive through a job link, a bulk CV upload of up to 25 files at a time or a connected Gmail inbox, and each CV is checked against the role's must-haves and good-to-haves with the line behind each one quoted. Every applicant is invited to a live video interview with Sarah, Ployo's AI interviewer, and can book a time or start straight away, with reminders sent automatically.
The verdict is Met or Not Met on the must-haves only, with the verbatim quote behind each requirement, and good-to-have gaps show as red flags. Your team moves candidates through the stages to Hired, one at a time or in bulk. Across the platform Ployo has completed 30,000+ AI interviews with a 70%+ completion rate on invited interviews (Ployo platform data).
What Ployo does not do
Ployo does not run a talent community, post to job boards, host a careers site, send offers, run onboarding, sync calendars, send SMS, roster staff or run payroll. It asks candidates about registrations, checks and visas and records their answers, but it does not verify them with AHPRA, worker screening units or any other issuing body; that stays your process. If most of what you used LiveHire for was the talent pool, Humanforce Talent or another sourcing tool is the better fit.
Ployo platform data
30,000+
AI Interviews Completed
340,000+
Candidate Answers Graded
70%+
Interview Completion Rate
15,000+
Recruiter Hours Saved
Pricing
Humanforce does not publish prices for its Talent product. Ployo publishes its plans in US dollars at ployo.ai/pricing: Essential US$249 a month with 60 interviews, Growth US$850 with 250 and Scale US$2,135 with 800, with custom Group pricing for multi-site operators. Interviews are included and there is no per-seat charge. Buying starts with a call to the founder, and ployo.ai/sample shows a real interview without signing up.
LiveHire's idea was the talent pool: keep candidates warm so you can call on them later. Ployo's idea is the first interview: give every applicant a real conversation the day they apply, so the shortlist is built on what people said. In frontline care, where good applicants take the first reasonable offer, the speed and quality of that first conversation is usually where a hire is won or lost.
LiveHire (now Humanforce) is a layer 0 tool: the ats knockout and resume screen. Software reads the application and rejects most of them before any person is involved. See how the six layers of first-round screening fit together →
Frequently asked
What are the alternatives to LiveHire?
The first is staying on Humanforce Talent if you already use Humanforce for rostering or payroll, since Humanforce acquired LiveHire in December 2024. If you are moving, Ployo is the recommendation for care and frontline employers whose bottleneck is screening: it tracks every applicant and Sarah, Ployo's AI interviewer, interviews each one on video the day they apply. Scout Talent, PageUp, ELMO and Employment Hero each suit a narrower case described on this page.
Is LiveHire still available?
LiveHire is now owned by Humanforce, which announced the acquisition on 17 December 2024. Humanforce says LiveHire's applicant tracking, CRM, direct sourcing and talent pooling are part of its HCM suite, which it sells with a Talent product. Existing customers should confirm their contract terms with Humanforce directly.
Does Ployo have a talent community like LiveHire?
No. Ployo tracks applicants per job and interviews each one; it is not a talent pool you search and re-engage. It does catch a repeat application to the same role, and a team can run several organisations from one account.
Is Ployo cheaper than LiveHire?
Humanforce does not publish prices for its Talent product, so a direct comparison needs a quote. Ployo publishes its plans in US dollars, from US$249 a month with 60 interviews included and no per-seat charge.
Can Ployo replace Humanforce for rostering or payroll?
No. Ployo is recruitment software with a built-in applicant tracking system and an AI video interviewer. It does not roster, run payroll or hold employee records, so employers who need those keep Humanforce or another HR system alongside it.
Sources
Facts about other products come from their own public pages, checked on the dates below. Vendors change pricing and features without notice, so verify anything decision-critical at the source. Found something out of date? Tell us and we'll correct it.
- Humanforce announcement: Humanforce acquires LiveHire, 17 December 2024 ($17.2M, suite integration, industries) · checked 2026-09-10
- Humanforce release on PR Newswire (LiveHire talent community of nearly 10 million candidates) · checked 2026-09-10
- Humanforce Talent product page (direct sourcing, applicant tracking, talent communities, multi-board posting) · checked 2026-09-10
- Humanforce Talent applicant tracking page (matching, knockout questions, ranking, interview scheduling) · checked 2026-09-10
- Scout Talent recruitment software page · checked 2026-09-10
- Scout Talent about page (locations, Scout Talent Group) · checked 2026-09-10
- PageUp homepage (talent acquisition suite, Paige AI) · checked 2026-09-10
- ELMO Recruitment product page · checked 2026-09-10
- ELMO pricing page (custom quote) · checked 2026-09-10
- Employment Hero pricing page (Pro and HR plans) · checked 2026-09-10
- Ployo pricing (US dollars) · checked 2026-09-10
Most of what decides this is your own role, not the feature grid. Worked examples of AI screening applied to specific sectors are on the solutions pages, and the practical how-to side, including what compliance actually requires before someone starts a shift, is in the hiring guides.
If you would rather see the mechanics than read about them, the AI video interviewer page walks through an interview end to end.
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