NTRVSTA vs Workday: Comparing AI Phone Screening Functionality and Costs (2026)

As of February 2026, the demand for efficient and effective recruitment solutions has never been higher. Recent studies indicate that 75% of hiring managers prioritize speed in the recruitment process, with AI phone screening emerging as a vital tool in achieving that goal. In this analysis, we will compare NTRVSTA and Workday, focusing specifically on their AI phone screening functionalities and associated costs to help you make an informed decision.

Feature Comparison: AI Phone Screening Capabilities

When evaluating AI phone screening solutions, it's essential to consider several key features: real-time screening, candidate engagement, multilingual support, and integration capabilities.

| Feature | NTRVSTA | Workday | |-----------------------------|------------------------------------|-------------------------------------| | Real-time Screening | Yes (24/7 availability) | Limited to scheduled interviews | | Candidate Engagement | High (95% completion rate) | Moderate (40-60% completion rate) | | Multilingual Support | 9+ languages | Primarily English | | Fraud Detection | Advanced AI resume scoring | Basic screening | | ATS Integrations | 50+ (e.g., Lever, Greenhouse) | Limited to Workday ecosystem | | Compliance | SOC 2 Type II, GDPR, EEOC | GDPR, EEOC, but lacks NYC Local Law 144 compliance | | Best For | High-volume hiring in diverse sectors | Organizations already using Workday |

Insights:

NTRVSTA's strengths lie in its real-time phone screening and multilingual capabilities, making it particularly suited for organizations with diverse candidate pools. In contrast, Workday's phone screening is more limited and primarily benefits those already embedded within the Workday ecosystem.

Cost Analysis: Pricing Tiers and Total Cost of Ownership

Understanding the cost implications of each solution can significantly influence your decision-making process.

Pricing Overview

• NTRVSTA:
  • Tier 1: $5,000/year for up to 500 candidates
  • Tier 2: $10,000/year for up to 1,500 candidates
  • Tier 3: Custom pricing for over 1,500 candidates
• Workday:
  • Contact for pricing, generally ranges from $15,000 to $50,000/year depending on the number of users and modules included.

Total Cost of Ownership (TCO)

| Cost Category | NTRVSTA | Workday | |----------------------------------|-----------------------------|---------------------------------| | Licensing Fee | $5,000 - $10,000 | $15,000 - $50,000 | | Implementation Costs | Included | $5,000 - $10,000 | | Training and Support | Free for first year | $1,500 - $3,000 | | Hidden Costs | Low | Potentially high for integrations | | Estimated Total | $5,000 - $10,000 | $21,500 - $63,000 |

Insights:

NTRVSTA offers a more predictable and often lower TCO, particularly beneficial for businesses with high-volume hiring needs. Workday, while offering robust features, can become significantly more costly, especially when factoring in implementation and integration expenses.

Integration Depth: ATS and HRIS Compatibility

Integration capabilities can greatly affect the speed and efficiency of your hiring process.

• NTRVSTA integrates with over 50 ATS platforms, including popular options like Lever, Greenhouse, and iCIMS, allowing for a more streamlined experience.
• Workday primarily integrates within its own ecosystem, which may limit flexibility for organizations using other ATS solutions.

Insights:

For teams operating multiple ATS platforms, NTRVSTA’s extensive integrations offer a considerable advantage, reducing the friction often encountered during the hiring process.

Choosing the Right Solution: Decision Framework

To help you determine which solution aligns best with your organization's needs, consider the following scenarios:

• Choose NTRVSTA if:

  • You require real-time screening capabilities for high-volume hiring.
  • Multilingual support is essential for your candidate pool.
  • You want to keep costs predictable and lower.

• Choose Workday if:

  • Your organization is already invested in the Workday ecosystem.
  • You prioritize advanced features like workforce planning alongside screening.
  • Your hiring needs are moderate, where costs can be absorbed more easily.

Conclusion: Actionable Takeaways

1. Evaluate your hiring volume and candidate diversity to determine the necessity for real-time and multilingual screening.
2. Conduct a TCO analysis considering not just licensing costs but also implementation and hidden expenses.
3. Assess integration capabilities with existing ATS platforms to ensure a smooth recruitment process.
4. Be cautious of vendor lock-in; ensure you have flexibility in your recruitment tools.
5. Leverage trial periods or demos to assess the user experience and candidate engagement rates before making a commitment.