The 18 Best ATS Systems Reviewed & Compared by Experts

• The dashboard is simple and easy to understand.
• Adding new employees to Greenhouse is very easy.
• Keeping a track of candidates and sending out final offer letters can be all done from one platform.

My client has used Greenhouse for the past 5 years. Being a big multinational company, Greenhouse was the best choice because it was a one-stop for all talent acquisition needs. We managed applications, interviews, scorecards, reviews, feedback, notes, and a lot more so that everyone involved in the role would be in collaboration and up to date on where the interview processes were, seamlessly.

I have no complaints about Greenhouse whatsoever.

It is simple to use. Greenhouse offers customizable workflows that can be tailored to a company's hiring process. It allows us to set up unique hiring stages, interview scorecards, and hiring team permissions that align with their needs.

Greenhouse offers robust collaboration features that enable hiring teams to communicate easily, share feedback, and collaborate with candidates.

Focus on diversity and inclusion: Greenhouse strongly focuses on diversity and inclusion and offers features such as structured hiring, interview kits, and blind resume reviews to help reduce bias and promote diversity in the hiring process.

It is steep in cost compared to other systems but well suited for big corporations.

Greenhouse has constantly evolved and adapted to meet the changing needs of its users by introducing innovative features and capabilities that simplify the hiring process, foster diversity and inclusion, and enhance the user experience.

Large corporations with a lot of different hiring managers involved.

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Excellent customer service and ease of use. We went from email organization and spreadsheets to Pinpoint and it's great for our small team. Other platforms did too much and this one just does exactly what we need.

We were looking for our first ATS and as a small startup, price and ease of use were key factors to consider. I chose Pinpoint and have been the primary user for the past 3 years.

Truly don't have any complaints. We're not power users and don't do a ton of hiring but it works for what we need it to do.

First tool we've been a customer of, but as stated lots of other tools in our research did more than we needed. They're price was also perfect for a startup.

Who is going to be using the platform and will they be comfortable with the different functions and tools.

Incredibly responsive to feedback. When we first started with Pinpoint they were pretty new as well. We've learned and worked together to make things better. Loved how they've continued to tailor services to US clients.

Excellent for small teams.

Firstly, I like BambooHR for its simple and user-friendly Recruitment function. Secondly, it is a great system where you can keep all of the records, even it is possible to keep the terminated employees' details as well. Thirdly, I like it for its customizable reports. I think that there is still room for further improvement in supporting clients in the Learning&Development process.

We have been using BambooHR since 2020. The previous HRIS that we used had lots of issues that we were not able to solve as it was not possible to get an answer from the support team to our inquiries. Before choosing BambooHR we defined key criteria that would support the business and analyzed other available HRISs as well. Key benefits of BambooHR for our company are lots of functionalities that support the employee life cycle in the company; a user-friendly interface; friendly and prompt support team. It has very good functionality for welcoming new hires and sending a new hire welcome package to all personnel/users.

I think there is room for further development in the Training function. It would be great to integrate the system with one of the LMS platforms or develop its own. Moreover, I think that it would be great to receive some comments or follow-up messages from each user under each announcement sent through the platform. Besides, there is not any chat room for users. That is why the companies that use BambooHR use other tools for internal communication.

Simplicity, user-friendliness, and having more functions than others.

Clients that prefer user-friendly programs should choose BambooHR. It has a very good customer support team. They are always prompt and friendly. But they should keep in their mind that this tool doesn't provide in-house payroll management.

BambooHR has some great integrations (Slack, for instance) that allow me to see when my co-workers are out of the office or even celebrating an anniversary or birthday.

It is good for startups and small-size companies that use other tools for payroll, but need a user-friendly tool that is great for time tracking, recruitment, and performance management.

The automatic screening and scheduling of candidates have allowed us to focus on finding qualified applicants. Accommodating different time zones and schedules enhanced the candidate's experience and the efficiency of the interview process as a whole. Sharing feedback and communication also helped us make well-timed hiring decisions.

VidCruiter was great in helping us solve the inefficiency and inconsistency in our hiring process. Manually reviewing each candidate's resume and application, scheduling interviews, and discussing hiring decisions led us to miss opportunities, and candidates were frustrated with the length of time. Once we started using the program, it streamlined all of those issues, allowing us to significantly improve the time spent and obtain highly valued employees. I have two years of experience using this program and feel it has been a great tool for the HR team. It allowed us to focus on finding qualified applicants rather than spending a lot of time on ones that weren’t a fit for us.

The interface is more complex and requires more time and training. Troubleshooting with our IT team was not always flawless, causing us to contact customer support. Having to call to work out bugs would sometimes be time-consuming and not conducive to the flow of the day.

Many HR programs focus only on applicant tracking/video interviewing. VidCruiter offers a program that has screening, scheduling, and interviewing all in one program. It allows us to make the hiring process smoother and quicker. I like the flexibility of video interviews, as they are convenient for both the applicant and our team. Having the capability to speed up the interview and hiring process makes it ideal for both the applicant and the HR team.

Anyone considering this program should consider its features and functionalities. Having a checklist of tools needed and wanted will allow them to decide if VidCruiter is a good fit. Reading through other users' reviews and opinions will also allow them to get a real hands-on opinion on the program and customer support.

VidCruiter has evolved over time by expanding its recruitment tools to include more than video interviewing. It has improved its user-friendliness and integration with other HR software.

VidCruiter caters to mid to large-sized companies. It is a great tool for an entire office to be able to easily communicate and streamline interviewing and hiring.

It made recruiter screenings much easier and faster. I could review candidates in less time. Candidates could complete their interviews by a specific deadline, so I didn't need to align my schedule with theirs to conduct the recruiter screening.

We used Sparkhire to help make interviewing smoother and easier for our small but efficient recruiting team. It streamlined the process by saving a lot of time during the recruiter screening process with the one-way candidate interviews. This allowed us to funnel more candidates into our process and quickly screen them in or out, as most roles had a quick turnaround time of about 20-30 days. It helped me free up my time to move candidates through the interview process, source more candidates, focus on new hire onboarding, etc. I used this for about 3-4 months.

I didn't appreciate the lack of identity anonymity since they were video interviews; we had to train hiring managers about hiring biases. I couldn't ask follow-up questions or give feedback in real time to the candidate. The hiring team's access to the interviews was limited.

Sparkhire is excellent for high-volume or entry-level roles with a quick turnaround time. However, it dampens the candidate experience since candidates and recruiters aren't able to ask follow-up questions.

They should consider how often they have high-volume or entry-level roles where interacting with candidates may not be the best use of their recruiters' time. They should also consider how often they encounter roles with a quick turnaround time, as this tool would help speed up the process.

It's adapted to the rise of remote working roles, making the use of such a tool as Sparkhire useful.

Sparkhire would be good for a recruiting consulting firm or any consulting firm that often wins contracts with a certain number of roles needing to be filled.

It is a one-stop shop that makes it easy for the recruiting team and HR team to communicate and see where every candidate is in the hiring process. ClearCompany also has LinkedIn integration, which is very valuable for the talent acquisition department. The base price is inexpensive, but addons will increase the price depending on company needs.

ClearCompany was an easy choice for one of the small clients I supported in the US. They were looking for an inexpensive applicant tracking system to manage candidate steps and statuses. I have used ClearCompany for one year. In addition to an ATS, ClearCompany also provided employment verification and background checks post-offer.

The interview scorecards were not user-friendly for recruiters. The pricing was a bit unclear as to what is included and what is an upgrade. The reporting of recruiting metrics was limited.

In terms of ease of use, it is very easy to navigate. I prefer more detailed systems such as Taleo, SuccessFactors, and Workday as their capabilities have no end. ClearCompany is an average ATS with a slight edge for the onboarding and performance management tools also included.

Think about how many people in your organization will be using the system. While it is only a base price of $5.00 per license, once you figure out how many people will need access, it will add up, particularly if you need upgraded features. Their customer service is easily accessible and helpful. Ease of use is crucial, and the dashboard is set up well, making it easy for users to navigate.

While I have only had one year of experience, I know they are constantly making improvements to make it a better and more user-friendly system.

This depends on the needs of the company. I think a smaller-sized organization is best suited for a tool like ClearCompany, especially if you aren't looking for all the bells and whistles.

The coordination of the hiring process among team members was significantly improved, reducing miscommunications and the hassle of scheduling. Manatal's candidate tracking and database features prevented delays in the recruitment stages and helped us avoid losing good candidates to human error.

The ability to create company showcase web pages was invaluable in attracting sought-after candidates for challenging positions. Additionally, the access to detailed reports and data supported our decision-making with evidence, optimizing our recruitment budget and strategies.

We adopted Manatal to address challenges in managing a high volume of recruiting, especially for hard-to-fill positions with lengthy recruitment processes. We found it difficult to efficiently find the right candidates, and the coordination of the recruitment process was hard, resulting in missed tasks and delays. Additionally, we sought a better way to showcase our company as an attractive place to work, as traditional job postings were insufficient. We experienced loss of good candidates due to protracted processes or confusion over contact points and screening stages. Manatal offered a solution to better coordinate hiring efforts, track candidate progress, and enhance our attractiveness to potential applicants. I personally have used it for about a year.

Some team members found the interface unintuitive, with key features like email templates being hard to locate. The lack of a standalone mobile app initially was a limitation (not anymore), and certain functionalities, such as self-scheduling for candidates and enhancing the focus on candidate relationship management, needed further development for a better candidate experience.

Manatal holds its ground as a competitive tool in the recruitment software market, offering a comprehensive set of features. However, it required a steeper learning curve compared to other tools I have used, although it also provided superior customer service, which added value to our experience.

Prospective buyers should weigh the cost against their specific needs. If your organization does not engage in frequent hiring or if the existing team efficiently manages recruitment, this tool might exceed your requirements. However, for businesses with high recruitment volumes and a collaborative hiring process, Manatal could streamline operations, enhance your company's appeal to candidates, and potentially lead to more successful hires.

Manatal has made significant improvements, including the development of a mobile app and enhancements to its user interface to be more intuitive. The dashboard has been upgraded for easier navigation, reflecting the company's commitment to evolving in line with user feedback.

Manatal is ideally suited for small to medium-sized companies engaged in frequent hiring. It is particularly beneficial for organizations with collaborative hiring processes and those needing to attract high-demand candidates through compelling career pages.

I like how user friendly it is. I like that you can make offers within the software and track the status of them (have they opened it, have they signed it etc). I like that you are able to see the history of applicants so you know if they have applied previously or at other properties of your organization.

We bought JazzHR as a means to streamline our hiring process. We had so many hands in the pot, without solid communication and it was a mess! JazzHR is a one stop shop for the hiring process. The interview guide allows you to view questions to ask, and actually provide the answer you were given so that when you are meeting to discuss applicants you can simply pull up the interview notes in a seamless way. You no longer have to wonder who the candidate spoke to, what the feedback was, or even if they've applied previously. You can vote on applicants as a team to get the consensus of who the ideal candidate will be. I have personally used JazzHR for 2 years.

I truly do not have any cons for JazzHR.

Ideal criteria would be ease of access, workflow logistics, is it ideal for my organization size\type. You want your software program to be able to sustain the task at hand. Can you reach someone for support when needed? Do you have 24 hour support? If not, how long do you wait? How long would my ROI take? How quickly can a user complete the process from start to finish? These are all things to consider when buying these types of products.

They have sped up the hiring process via JazzHR. Now you can post to dozens of job boards in one click just like that! They have replaced the outdated system of hiring that once existed.

Property Management is the area I have used it. We have to hire for over 200 apartment communities. Corporate offices for sure. Large Businesses, Mid size businesses, small businesses.

• I love how user friendly it is for anyone to hop in and utilize.
• Top notch reporting and accuracy.
• We like the candidate interview workflow and the ability to contact candidates directly from the ATS and create templates as necessary.
• It integrates with key background check companies.

We bought Ashby to be our single source of truth for all things related to hiring. We wanted to track our candidate experience, interview progress and hiring manager feedback in a safe space. The benefits of Ashby is the reporting metrics, ease of use and the ability to integrate with other day to day platforms. I have used Ashby for over 3 years now.

• For first time users it can take a little getting used to especially if you have never used an ATS system before
• It can be confusing to set up calendar links for scheduling with candidates.
• It would be great to include a post interview survey or some form of onboarding feature that automates steps from a signed offer until the first day.

Ashby is certainly in the top 5 of ATS systems out there. It is reliable, it has the necessary reporting that a leader would need and it point blank, just gets the job done.

Buyers should understand the reason behind it. How many roles are you looking to fill, how many hiring managers will need to be involved, what type of reporting will be critical to understand and share with leaders.

Ashby does a great job of providing monthly or bi-monthly newsletters to users about features and changes to the platform. They have a great CS team responsible for showing everyone the ropes.

Anything from small business to large enterprise. Ashby can hold its ground with any size.

Efficient Tracking: It keeps all candidate information and statuses at our fingertips.

Customizable Workflows: We can tweak processes to fit exactly how our teams work.

Integration Friendly: It works well with our other HR and operational systems.

During my time at Maersk, we implemented a platform called RecruitCRM to address the challenges we faced in managing recruitment efficiently and effectively on a global scale due to our widespread operations and the need to oversee numerous recruitment activities each year. The application enabled us to consolidate candidate information in one place, which helped organize our communications and monitor the overall progress of recruitment processes.

I used the system for more than two years, and it significantly improved our ability to coordinate efforts across different regions, leading to a more seamless and cohesive hiring process. This development greatly enhanced our approach to handling our diverse recruitment needs.

Learning Curve: It took time for everyone to get the hang of it.

Occasional Glitches: Sometimes, there are minor bugs, especially after updates.

Limited Awareness: The shipping industry uses so many products that many people aren't familiar with this one.

RecruitCRM stands out due to its flexibility in accommodating recruitment processes and its ability to integrate seamlessly with other systems or tools. This sets it apart from tools that may lack user-centered features and customization options.

I recommend ensuring it can scale with your organization and integrate with your existing systems. Ease of use is also crucial—no one wants a tool that’s difficult to learn. Additionally, check how robust their customer support is because you’ll likely need their help at some point.

When I used it, I noticed upgrades that enhanced its user-friendly interface and incorporated new features based on feedback from users. It seems they are quite dedicated to adapting to market needs.

It's perfect for large, international companies like ours that deal with a high volume of applicants across many different sectors. It's robust enough to handle complex processes and large amounts of data.

User experience is great; it's fun, modern, and engaging. It has a real Gen Z energy, which is attractive!

It's a really quick and easy way of adding a careers page and ATS, there is no need to build anything manually - which is a huge money and time saver!

It brings personality to your business by enabling you to showcase your team.

We were looking for a tool that was an ATS as well as a way of attracting candidates and maximizing our employer brand. If you're looking to add a careers page to your website, Teamtailor is a brilliant way of doing this in a quick, easy, and effective way. Teamtailor can bring personality to your organization by allowing you to showcase your existing team members to prospective candidates, with personal bios and even Instagram-esque stories. I've used Teamtailor for the last couple of years.

Overall Teamtailor is an excellent platform, but its functionality can be quite simple at times. For example, there is an interview kit tool with scorecards, but the customization here is quite minimal and limited to interview questions. It would be great to see an addition to add role-specific tasks.

Other ATS tools are quite frankly, boring. Teamtailor is engaging, modern, and attractive - it's straightforward in its set-up, meaning that anyone can use it. Whereas, other tools on the market are complicated, plain, and jargon-heavy.

As with most HR tools, I think businesses should first consider whether they have the internal resources to implement and maintain Teamtailor, that being said, it is one of the least high-maintenance ATS software on the market.

Businesses should also consider whether or not they already have a careers page, as even if they want the ATS, the careers page will come with it and could serve as a duplicate, so that's also something I would suggest checking before committing.

Teamtailor has evolved to meet users' needs, particularly in terms of enabling integrations with platforms like Bob, DocuSign, and even Snapchat.

Teamtailor is great for in-house recruitment teams and hiring managers, and would suit a small to medium business, as well as a business at enterprise level (over 1000 employees).

I like how easy it is to understand and use the system. I love the live support they use, they are fast to get back to you. I like how modern the UI is and how updated it is in terms of the latest features and functionalities.

Great question, we have been using Recruitee for almost a year now, and it has been the best decision ever. We get to track candidates and offer a smooth hiring process. Before having Recruitee in the house, we were using spreadsheets, which was painful and extremely time-consuming, we couldn't track well without many integrations and automation, and the manual efforts were not productive. This ATS is the best!

Something I hope they can work out better is to get the text messages incorporated faster. They claim to have been working on it for a while, but we don’t really know until it is rolled out. I wish they had more integrations as Paylocity, I believe they are expanding their list. The last thing, I wish they give you more options to change the theme color of the screen and other customization options.

Yes, pricing-wise. Modern and easy to use. I have used other ATSs that are not that easy to use. The integrations at Recruitee are great!

They should think about how this ATS offers everything! They are very open to feedback and willing to work on the ideas you might have. This ATS is complete.

Recruitee has helped the company tremendously, it has helped me as a Recruiter and also the Managers. Everyone I know who has used this ATS loves it!

Recruiting, onboarding, background check. Medium to large-sized organizations can maximize their use cases.

The three main positive elements of Trakstar are its ease of use, the ability to customize, and the comprehensive administrative documentation.

My current organization needed an online performance management software. The previous system was manual, using paper forms, which was very difficult to track from an administrative standpoint. As the HR Manager, I researched many potential solutions and eventually decided to select Trakstar. The key benefit it initially provided was its user-friendly and customizable online platform for all employees. We used Trakstar for performance reviews for four years.

I honestly did not have many dislikes about this software; however, I did receive feedback from managers that their user experience could be challenging when managing many employee reviews.

Trakstar has an advantage over competitors because it is a primary performance management software that focuses on employee reviews, whereas an HRIS only includes performance management as one of its available modules.

When considering Trakstar, think about the number of employees, as this will affect the overall cost. Also, ensure the software aligns with leadership’s performance review objectives for the company. Finally, consider the HR department's need for frequency and oversight of the performance review process.

While using the software, no updates were implemented to my knowledge.

Trakstar can be utilized by any type of organization that focuses on employee development.

• One of the best things is that it shows the full history of recruitment activity, like how many times candidates applied to which roles, when, and what were the results.
• I really like that it’s possible to create many email templates in different folders which are easy to access.
• And I appreciate the possibility to integrate iCIMS with many different tools, though I don’t really need that at the moment.

We bought iCIMS in order to collect the activity history of all the candidates from other ATS systems which were used before. It is needed to manage high volume hiring. iCIMS also helps track the motion of the candidates to the onboarding stages. Additionally, iCIMS was implemented because there are many customizable dashboards to be created internally depending on demand. I’ve been using iCIMS for around 1 year.

• I’m finding the interface quite hard to digest.
• I need too much time to figure out all of the edits or filters, and which ones are available or possible when generating a report.
• On the iCIMS marketplace, the prices of the additional upgrades are left unknown (you always have to ask about each vendor), which I find quite inconvenient.

I haven’t been using something very similar to iCIMS before, however, from the Sourcing Recruiter point of view, it is mostly not necessary to use it.

This complex ATS might be of use if the organization plans to use it for a long time to build a huge database of candidates.

It would make sense to consider buying it in case there is a person who could specialize in using it and helping others because it is not so easy to grasp when self-taught.

I’m afraid I’m not the right person to evaluate the changes as I’ve been using it a few times monthly, and I didn’t notice any changes that influenced what I was looking for (honestly, it never became easier).

It might be useful with the organizations which have a long history of high volume recruiting.

The user-friendly platform makes it easy for recruiters to navigate and utilize the features with ease. It streamlines the process and is a cost-saving for our metrics, such as time to fill. It helps to source candidates more effectively, taking the time out of manually sourcing for candidates.

Another pro is that Avature is customizable; you can tailor it to your specific needs and workflows.

We purchased Avature CRM to create a tool that would help us create a pipeline for future candidates. At the time, we would interview candidates who were our 'silver medalists', and we didn't have a tool that would keep the resumes on file in the event we had future roles that matched the qualifications of the candidates. We also used it to create a Talent Community that would help drive registration and capture candidate information when we attended job fairs, career events, etc., in order to keep track of all the potential candidates we came into contact with so that we could add them to the database/pipeline of future talent. We also used it as a sourcing tool. For my hard-to-fill roles, I used Avature to search job sites that would produce leads, and then it would automatically direct them to our Talent Community. I used Avature for 4 years. At my most recent job, I was part of a pilot group that tested Avature to see how it would benefit our company.

A con that I noticed was learning. It took our recruiters a while to learn the system and to fully customize what we needed. It was a trial and error, but once we learned the specifics of customizing what we needed, it was a win-win from there.

When working events, sometimes I would experience issues when candidates would register; their information wouldn't save, and they would have to re-enter their information. So, this could have been a glitch.

One last con I would say would be that customer service could be a bit slow. For example, regarding the issue of candidate information being saved, it was hard to get through to get help.

The only other tool I may be able to compare it to is Seekout. Avature is way more customizable to my needs.

Look at user experience. One of my pros about using Avature was the user-friendly platform. You want to make sure it is easy to use for your intended audience. Another important criteria to think about is customization. Does it have the features you need to meet your specific needs? Does it help to streamline processes? This was a main feature we looked at when I worked for Etsy.

Having not used Avature since 2015, I am confident that it has undergone significant improvements, driven by surveys, feedback and the ever- changing landscape. When I was in a test group, I observed an array of highly customizable features that you could create, that wasn't offered when using it 8 years ago.

Avature is good for large companies with complex recruitment needs as well as looking to enhance or improve their talent acquisition solutions.

1. The tool is incredibly user-friendly and is optimized for collaboration and communication, both internally and externally.

2. It has an intuitive dashboard that makes it easy to manage and track applicants’ progress throughout the recruitment process.

3. The tool has powerful filters and search capabilities, making it easy to qualify job seekers quickly and accurately.

4. Lever has many automation capabilities, including interview scheduling, email campaigns, and even candidate sourcing.

We chose Lever because of its user-friendly interface. It has the ability to easily track, maintain, and analyze all hiring data. The different tools also help streamline the entire hiring process. Lever's reporting capabilities also provide insight into sourcing efforts. This enables us to identify areas for improvement. The archive tool is also great for keeping a pool of talent.

1. Price, may not be affordable for every company.

2. Many tools are useless for a very small business.

3. The interface might look boring to some people.

It is more user-friendly. Everything is tracked in the same place. The system begins to become intuitive as the project goes on. It integrates with other platforms, such as LinkedIn.

1. Do you need all of the tools? 2. Will you be hiring continuously, or only for a few roles?

Yes - the interface became more user-friendly, and it becomes more intuitive as it "learns" about the types of candidates you approve.

Corporation or large recruiting agency

I have a positive opinion of SmartRecruiters as I find it easy to use and its interface straightforward. I like its ability to store and manage candidate data, as well as its integration with tools for organizing interviews and generating reports for my manager. These features make SmartRecruiters an effective and convenient tool in the recruitment process.

My organization bought SmartRecruiters 2 years ago to help solve the issue of managing applicant data and to streamline the recruitment process. With SmartRecruiters, they can keep track of all past applications, allow hiring managers to screen, reject, and make job offers in one place, and easily schedule interviews through integration with Google Calendar.

Firstly, I find it challenging to integrate other applications like Checkr, etc. with SmartRecruiters. Secondly, there are a very limited number of job portals that can be linked with SmartRecruiters. There are many small to big job portals that are still not available on their platform.

SmartRecruiters distinguishes itself from other competitors by offering a user-friendly interface, constantly adding new features, and integrating well with daily tools like Zoom and Calendly. This makes it easier for users to manage candidate data and extend job offers, all within a single platform.

People should consider the following factors when buying a recruitment tool like SmartRecruiters: ease of use, the size of their organization, the desired job portals, and pricing. These are key elements that can impact the effectiveness and efficiency of the recruitment process, and it's important to consider these factors before making a decision.

SmartRecruiters has made significant improvements over time. They have expanded the number of job portals available every month, improved their support team's response time, and have shown a commitment to addressing user feedback. These advancements have helped make SmartRecruiters a more effective and efficient tool for managing recruitment efforts.

SmartRecruiters is well-suited for organizations that utilize technology in their hiring process, experience high volumes of monthly hiring, and are seeking a comprehensive HR information system rather than just an applicant tracking system. With its user-friendly interface, ability to integrate with other tools, and robust features for managing candidate data, SmartRecruiters can provide a seamless and streamlined recruitment experience for these types of organizations.

Rippling's user interface is exceptionally user-friendly, with appealing graphics and straightforward instructions, which differentiates it from other more complex HRIS systems. Our employees find it easy to navigate and locate what they need. The modular approach of Rippling, allowing us to activate features as needed, is highly beneficial. Additionally, Rippling's customer service has proven to be responsive and thorough.

Our organization was grappling with highly manual HR processes such as payroll, benefits administration, timekeeping, and time-off requests, which were prone to errors due to being handled via Excel spreadsheets. As our organization continued to grow rapidly, we required a tool that could automate these processes in a user-friendly manner with minimal implementation time. We have been using Rippling for almost two years now.

We find ourselves renegotiating the cost of our contract annually, with sales representatives often pushing for us to add new features instead of facing a price increase. While custom workflows are beneficial, they can be challenging to set up without a clear understanding of the functionality. The payroll function's inability to handle retroactive pay is a significant drawback, requiring manual calculations on our part.

Rippling stands out due to its ease of use and engaging user interface, which makes it more appealing to employees compared to other HRIS systems I've encountered, which often appear sterile and are not intuitive.

When choosing an HRIS, consider both your current needs and future growth. Be wary of systems that might become obsolete as your business evolves or require additional purchases to meet new needs. It’s also crucial to consider the system's cost structure, especially if your organization experiences high turnover or expects significant growth. Lastly, evaluate how user-friendly and engaging the system is for your employees, as a difficult or dull interface might deter them from using it effectively.

Rippling actively responds to customer feedback, making regular recommendations for system upgrades or new modules based on our specific needs. They have significantly improved their Applicant Tracking System (ATS) by incorporating suggestions from users like us during their annual updates.

Rippling is particularly well-suited for small to medium-sized organizations looking to automate their HR processes comprehensively. It's easy to implement, requiring only a small team, and manageable even by a modest HR department.