The 18 Best ATS Systems Reviewed & Compared by Experts

It is very easy to use from a product owner and user perspective. Both management AND suppliers have happily adopted PinPoint and only have positive feedback about it. The PinPoint support staff/messaging tool is also fantastic, with immediate responses provided to any tickets raised.

I love the ability to make bespoke application form questions. Knowing clearly candidate availability, salary expectations, and right-to-work status from such questions saves the recruitment team countless hours.

With the right process and email template set, it gives a better candidate experience. Candidates receive rejection emails and will know clearly what to expect at the interview/assessment stages.

The reporting is wonderful. You simply cannot report on diversity matters without a system like PinPoint, which removes the candidate’s personal info from their actual job application.

Our global recruitment function was hiring around 60+ people a year, across multiple global locations. We used various channels and suppliers to generate candidates but had to manage everything via email and Excel trackers. We wanted a solution that was easy to use, configurable, and enabled HR and management to collaborate, in line with our values. We also wanted a solution that enabled blind CV applications to mitigate unconscious bias, plus diversity reporting. We have used it since April 2022.

You can't effectively share comms with recruitment suppliers about new openings or changes to vacancy briefs, so I am still relying on emails. There should be a ‘vacancy supplier’ area on each vacancy where we can communicate with agencies and also document any feedback from them from the market. Then we could have an option to share info with leaders.

• The way it can be configured to your needs is refreshing.
• The general speed of moving candidates around within a process or into a new process is also different from other systems.
• In a recruitment team, everyone can see what is going on with candidates and roles, so you remove bottlenecks and enhance efficiency when it comes to things like recruitment team absence.

• First, make sure you have an agreed recruitment process established in the business, then create a ‘shopping list’ of problems to solve or features you would like. Then review solutions.
• Ensure you liaise closely with IT and/or infosec/GDPR managers around the idea and implementation.
• Finally, these systems are priced based on an organization’s headcount, so that may come under consideration from a budget perspective.

A few enhancements here and there, mostly around the reporting suite.

Firms recruiting high volume roles and varied roles, with many different managers/suppliers involved.

• BambooHR is highly user-friendly, making it easy for organizations to integrate into their processes.
• It offers customizable fields and charts, allowing organizations to tailor the system to their needs.
• The platform receives frequent updates based on client feedback, continually improving the user experience.

I used BambooHR in my previous organization, which chose to purchase it for its user-friendly design. The company needed an HR management system that could centralize all employee information while also supporting performance reviews and document storage.

BambooHR provided these features while maintaining a simple and intuitive interface. The platform allowed HR teams to manage employee data efficiently without the complexity of more advanced systems.

• While some customization options are available, they are relatively basic.
• The performance review module only allows customization of questions but lacks options for adding charts or more detailed evaluations.
• The cost can be high, especially when considering add-ons, making it less accessible for smaller companies.
• Larger companies often require more customization, and while BambooHR may be more cost-effective, its limitations can be restrictive.
• The system is more payroll-focused, which may be unnecessary for organizations looking only for HR management features.

BambooHR is more affordable and easier to use than competitors like Paycom, Rippling, and ADP. While those systems offer more robust features, they are also more complex to set up and navigate. BambooHR’s simplicity makes it a strong choice for organizations that prioritize ease of use over advanced functionality.

A company should consider cost and, based on its budget, determine which system best fits its needs. Customer support is another critical factor, as implementing a new system comes with a learning curve, making reliable support essential, particularly in the first 6–12 months.

Additionally, organizations should assess which modules they need most and how well those features integrate to ensure accurate and efficient data management.

BambooHR has added more customization features over time to better meet user needs.

Small to medium-sized organizations can benefit from BambooHR.

Greenhouse is very customizable; I like that we can adjust our rejection reasons, scorecards, email templates, etc. I appreciate that it is very self-contained, meaning with the right integrations, you can pretty much do everything from within Greenhouse itself; you don't need to switch from different apps much. I also like their support; they have a robust self-help and self-guided support platform and very quick and helpful live support.

We had previously been using another ATS that did not allow for much customization of stages, rejection reasons, scorecards, etc. and did not have very robust reporting features. I like that Greenhouse has lots of integration partners, full customization options, and great pre-made reports with custom reporting options. I have been using it for over 5 years and have to say it is my favorite ATS.

There is not a lot I don't like about Greenhouse; I think it's a great ATS. One area I do prefer about some other ATS is the resume disposition flow; with Greenhouse, there is a pop-up every time you want to disposition a resume, and you have to select the reason every time from a dropdown, with some others, you can choose a reason for the first person and from there it just saves and stays the say unless you change it. While they do have a lot of integration partners, you are somewhat limited as well, for example with signatures, you only really have Docusign as a natural integration, so if you use anyone else then you are going to have to do offer letters manually outside the system.

Greenhouse is much more customizable. Some competitors don't allow you to make custom reports, custom rejection reasons, custom interview flows, custom approvals, etc. So for that reason, I much prefer Greenhouse whenever I enter a new Greenhouse environment. At the same time, it looks similar; it is entirely bespoke to the needs of that individual company.

Do you need an ATS yet? It is expensive, so I would consider how much hiring you are doing. Who will manage this and implement it? The implementation can be lengthy and requires a significant time investment; even afterward, you will need someone internally to work the system. Otherwise, it will quickly lose all order. Do I need all these features and customizations? If you don't, going for a cheaper alternative may make sense.

They have added a nice self-scheduling feature; it replaces the need to integrate Calendly for interviews. They often send feedback requests and surveys, so it is nice to know they always look for ways to improve. They send newsletters out to update any changes.

Someone who wants a customizable ATS with lots of features. You likely need to be rather comfortable with using different software to be comfortable in Greenhouse, it can be easy to be overwhelmed with the amount of things you can do with it.

VidCruiter offered extensive customization options for interview templates, making it easy to tailor the process to specific roles. The platform included robust onboarding tools, which facilitated a smooth transition for new hires. VidCruiter's scheduling tools streamlined interview coordination, reducing the administrative burden on our team.

We initially purchased VidCruiter to streamline our recruitment process with video interviewing and onboarding tools. The platform's features for candidate management and scheduling were appealing as we needed an efficient way to handle the high volume of applications. VidCruiter helped us simplify and organize our hiring process. We used VidCruiter for about two years before transitioning to another solution that better aligned with our needs for advanced AI-powered candidate analysis and seamless HRIS integration.

The platform's AI capabilities were not as advanced as we needed for in-depth candidate analysis. We experienced some difficulties integrating VidCruiter with our existing HRIS and other systems. The user interface could be more intuitive, as some users found it challenging to navigate.

VidCruiter stands out due to its extensive customization options and robust onboarding tools, which are ideal for organizations needing tailored interview processes and seamless new hire transitions. However, its AI capabilities are less advanced compared to competitors like myInterview, which excels in AI-powered video screening and detailed candidate analysis. Integration with existing HRIS systems can also be more challenging with VidCruiter.

We prefer myInterview because of its superior AI-driven insights into candidates' soft skills and its seamless integration with our HRIS. These features significantly enhance our hiring efficiency and decision-making processes, making it a better fit for our needs.

Ensure the platform is intuitive for both recruiters and candidates to avoid slowing down the hiring process. Look for tools with robust AI capabilities that provide valuable insights into candidates' soft skills and personalities. Check if the tool integrates well with your existing HRIS and payroll systems for efficient onboarding and seamless data management.

Consider features that improve the candidate experience, such as flexible recording times and user-friendly interfaces. Ensure the tool can scale with your company's growth and offers customizable options to meet specific hiring needs.

VidCruiter has continuously evolved to better meet user needs by enhancing its video interviewing and onboarding tools. The platform has introduced more customization options, allowing companies to tailor the interview process more precisely to their needs. Improvements in user interface design have made it more intuitive for both recruiters and candidates.

VidCruiter is good for medium to large organizations that require extensive customization in their hiring processes. It is ideal for companies with a complex recruitment process that benefits from tailored interview workflows and robust onboarding tools.

1. It helps keep track of interviews.
2. The customer service is excellent.
3. The platform is easy to understand.

My organization purchased Sparkhire because we needed a virtual solution for hiring employees. We evaluated other programs similar to Sparkhire, but most of them did not meet our needs. We were looking for a program that could assist with scheduling interviews with qualified candidates in a timely manner. Additionally, we wanted software that was not cumbersome and that managers could easily understand. Sparkhire fit the criteria we were looking for at my organization.

1. There’s nothing we dislike; we love it.
2. We have no recommendations for improvement.
3. We highly recommend Sparkhire for small to midsize companies.

I haven’t used any other software that is similar to Sparkhire.

Sparkhire helps HR and hiring managers maintain important information from interviews, eliminating the need to write notes. All information on the candidate can be found in Sparkhire, making it easy to share information between HR and hiring managers.

Sparkhire has made tracking interviews easier than before. Other than that, I haven’t experienced significant changes to the platform.

Any company in need of large-scale hiring will find Sparkhire a good fit.

The applicant tracking system works well for our small (less than 500 employees) business. It integrates well with our background check processes. It improves our communication with potential hires.

My company started using Clear Company because we wanted to make the onboarding process smoother for new hires. Prior to using Clear Company, we had a disjointed process. We had to individually craft emails to applicants in the recruitment process, and check in constantly on where we were in the process of recruiting them and completing background checks. Clear Company allowed us to streamline the process. We were able to set up customizable templates for ongoing communication with new hires. We were also able to streamline the background check process.

It takes some time to learn how to use it. We have not tried integrating with our payroll/HRIS software because it doesn't seem like it will function that well. It doesn't integrate with our social media.

I have not used other tools just like Clear Company, but we added Clear Company to our tool chest because it offers functionality that our HRIS software does not when it comes to applicant tracking and onboarding.

If you're considering using Clear Company, think about what functionality it will add that you don't already have with your other HR software. In our case, it adds additional applicant tracking and background check integration functionality that we wouldn't otherwise have. I would also consider the price. It is well-priced for our smaller business where we only pay for the essentials for a few users each month. The price could add up quickly in larger businesses, so you need to consider if the value-add of the product is worth the price tag.

I know they integrate with more payroll/HRIS systems than they used to (but still not with ours). They have improved the user interface over time as well.

I think Clear Company is good for small to medium-sized businesses. It is right-priced for this size of business and adds functionality that most businesses this size might be lacking in their other HR software.

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.

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.

• JazzHR is intuitive compared to other tools we have used.
• The job board integrations are helpful and time-saving.
• The pricing of JazzHR provides great value for its features.

The main reason we chose JazzHR was that we needed an affordable and user-friendly recruitment platform to streamline our hiring process. Like many other companies, we were relying on manual hiring processes, which were time-consuming, especially as our company grew.

JazzHR provided a more efficient solution, reducing the time spent on recruitment tasks. The platform also offers enhanced collaboration, allowing our teams to work together effectively.

• JazzHR lacks some advanced features, such as AI-powered candidate assessments.
• While the platform is user-friendly, it offers fewer customization options for branding and job listing design compared to some competitors.
• JazzHR does not have a mobile app.

JazzHR is simple and affordable. It is straightforward and provides essential recruitment features, including an ATS, job board integrations, and other useful tools. The pricing is lower than that of competitors because it has fewer advanced capabilities.

Consider ease of use, feature requirements, pricing, and scalability. Pricing is a key factor for many organizations, and JazzHR’s competitive cost makes it an attractive option. Additionally, depending on your company size, you should determine whether the tool meets your long-term needs.

JazzHR has continuously improved by adding more integrations and enhancing its job posting capabilities. The user interface has also been updated to make it more accessible for new users. Additionally, its reporting tools have expanded to provide deeper insights into the recruitment process.

JazzHR is ideal for small businesses and startups that need a simple and affordable recruitment tool. It is easy to use, offers essential functionalities, and gets the job done without unnecessary complexity.

• 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.

The professional user interface and advanced search features allow candidates to filter jobs by location, date, and interest. The pricing is favorable, making it accessible for smaller businesses. Integration with Google Meet and Microsoft Teams is straightforward, and the customizable email templates save time.

It has been three years since we started using Recruit CRM. Our company needed a solution to communicate with employees without relying on separate emails and to enhance our HR management capabilities. Recruit CRM has streamlined remote interviews, eliminating the need for physical offices. The integration with Google Meet and Microsoft Teams has made it easy to conduct 1:1 online meetings with candidates, interns, and employees. This tool has significantly improved my efficiency as a Human Resource professional.

Integrating with a custom email for sending emails from our job email requires knowledge of SMTP integration. The tool lacks Zoom and Webex integrations, which we often use, forcing us to switch to supported tools. Creating employee reports requires skill, as there are no templates available for this module.

Recruit CRM offers job listing, deal-making, online meeting integration, and document management at the same price, while competitors charge extra for these add-ons.

Consider the size of your HR needs and the team you will manage with this tool to ensure it remains cost-effective in the long run. Assess the tool’s features against your organization's requirements to determine its suitability.

While there haven't been many changes, new features like job listing and online interview modules have been added.

Recruit CRM is ideal for recruiting companies and Human Resource departments.

• Email tracking. All emails are tracked within the tool, making it easy to manage and understand all communications made by our employees and applicants.
• Questionnaires. We can create custom questionnaires and send them to applicants. Their answers are collected and kept automatically on their profiles.
• Interview scheduling. It's easy to send a link to users so they can schedule their interview directly within the app.

We've been looking for an ATS (Application Tracking System) for a long time, and we've been using Recruitee for about 3 years. As a small game development studio, handling the dozens of applications we receive daily takes time. By using Recruitee, we're able to properly categorize, evaluate and keep records for every applicant.

• Pricing. It's one of the most expensive ATS in its category.
• It's not trivial to change the pipeline steps. If we could change the pipeline steps directly on the pipeline screen, it would be awesome.
• Mobile application is still far from ideal, and has some bugs.

• We've tried many other ATS systems, but Recruitee was the best I could find in this price range.
• The best parts of it are the application workflow and how easy is to keep all information we have on an applicant on his profile.

I recommend keeping an eye on how the communication between the applicants is handled within the app. When trying ATS tools, make sure to apply with another email so you can evaluate the whole pipeline.

The tool hasn't changed significantly over the last 3 years, so I can't speak a lot about this.

It fits companies that need to be more efficient in it's hiring processes, normally larger than 20 people.

• It seamlessly integrated into our recruiting process, from job boards to our HRIS.
• It improved the candidate selection process, saving recruiters time searching through job boards.
• The platform significantly streamlined our hiring and recruitment processes.

We needed an improved ATS to streamline the hiring process. Before implementing TeamTailor, we struggled with tracking candidates and maintaining clear communication with hiring managers. TeamTailor provided a centralized, user-friendly platform that simplified hiring and improved communication with both candidates and hiring managers.

The tool reduced our time-to-hire and improved candidate engagement. The company has been using TeamTailor for over five years now, and it continues to deliver value.

• There were initial challenges in setting up user and admin rights, which led to some dissatisfaction among hiring managers.
• Customer support lacked a single point of contact, and resolving issues sometimes required going through several representatives.
• There were occasional issues with candidate rating functionality, although this might have been an internal process issue.

• TeamTailor stands out as an "all-in-one" ATS platform compared to others with more limited capabilities.
• It is more user-friendly than other systems I’ve used and has a visually appealing design.

• People considering TeamTailor should first check if it integrates with their HRIS or other onboarding systems.
• It’s important to determine whether all its features will be utilized to ensure value for money.
• Securing buy-in from internal stakeholders and preparing them with proper training during implementation is critical for success.

It has been several years since I actively used TeamTailor, but I understand it has evolved with AI technology and now integrates with more HRMs than before.

I recommend TeamTailor for mid-sized to large organizations with active and continuous hiring needs that require streamlined processes.

• Moving from a 100% paper process, iCIMS allowed my team to collect applicant information and respond to them (advancing/declining) efficiently and fully electronically.
• The user experience for our HR team and other staff has been great. It’s very easy to navigate.
• The continuous improvements done to their offering.

Our organization bought iCIMS to move from a paper-based process to one that is electronic and all online. We did not have an ATS until iCIMS. When looking at vendors, we were seeking a robust offering that could help us elevate our recruiting efforts. We loved the ability to customize the business processes to our company’s needs and that we can do outreach campaigns right from the software.

• It can be difficult to create custom reports and find them easily when trying to quickly pull information. You have to know very specific prompts and is not very intuitive.
• The cost of the iCIMS offering.
• When creating targeted recruitment campaigns, we wish we could incorporate more of our own branding and formatting.

Overall, it’s an offering that will easily support most organizations recruiting efforts from start to finish. iCIMS focuses on recruiting and onboarding as its primary focus rather than trying to support all areas of HR like many of its competitors. They specialize instead and do it very well!

First, evaluate when your organization needs are for a vendor. If you need a vendor to support your recruitment efforts, iCIMS is a wonderful offering! If your company needs a more complex system that provides a full HRIS offering, you may then want to consider alternatives.

One of the biggest benefits of iCIMS is that they are always looking for ways to innovate and be better. For example, after we partnered with iCIMS they launched a feature to be able to text candidates, which really elevated our experience working with candidates.

Medium and large organizations needing a solution to support recruitment and onboarding efforts.

It is user-friendly for all stakeholders using the system. We very seldom had system outages. It is cost-efficient as many other Applicant Tracking Systems are much more expensive. Data analytics reporting was very easy for tracking recruiter KPIs.

My organization has been utilizing Avature for years. I have used it strictly as an Applicant Tracking System for recruiting efforts. One of the top benefits is that it is easily integrated into another HRIS such as Oracle. Another top benefit is that it is extremely user-friendly. It also has the capability to work globally as well as in the US to streamline recruiting processes.

Depending on the format a candidate submitted a resume, it could look distorted, making a strong resume appear elementary. I did not see a place to submit a ticket if there was a glitch in the system. There was no Q/A section.

Avature is a cheaper alternative to more robust Applicant Tracking Systems. While it can be used in larger global organizations, the reporting features have been more detailed in other systems. For a smaller organization, Avature is the way to go.

Cost-effectiveness is particularly important for a startup company. The ability to run large complex data reports is still lacking a bit. User-friendliness is a key component; if you have a small team of recruiters, they will be able to navigate Avature with very little direction.

Avature doesn't give the best updates for system changes.

Smaller organizations or startup companies will fine Avature the best fit.

• Lever's interface is clean, intuitive, and easy to use.
• It's very collaborative and allows you to tag hiring managers and recruiters, and write notes around resumes and candidates for quick highlights.
• It has robust reporting capabilities to get the reports and metrics showing how well your team is doing, or where the funnel is catching for a job.

We were originally doing and organizing interviews via Excel and Google Docs, and were getting to a point where that was not the best solution. Initially, we utilized Lever as our main ATS to build out more optimized interviewing and recruiting processes. I've personally used it at 2 separate companies for a total of about 2.5 years. The key benefits it provides are the easy-to-use interface, the customizability of the user interface for applications, the easy-to-use screening tools and notes section, the privacy settings, and the affordability. It's an affordable ATS that helps you organize, understand recruiting metrics, and recruit easily.

• Lever’s integration options with third-party HRISs were not great, specifically with Paylocity or Rippling. It would be nice to see a more robust integration in which candidates would only have to input important contact information once throughout the whole process.
• Technical bugs/issues would happen specifically with the scheduling tool, so manual back and forth was usually the most reliable way to set the scheduling. It would be nice for them to partner with a great scheduling vendor.
• Lack of customizability. There wasn't a lot you could do around customizing the look and logo of job boards and such, it was very minimal. It would be nice to be able to customize a bit more.

Overall, Lever is definitely high up there. I would rate it second to Greenhouse. It's a much more affordable option with similar functionalities. Lever is the best for an up and coming start-up that values collaboration and has multiple people working on roles.

• Budget - Your budget is definitely important in making the decision. Lever is probably the best choice in the affordability category.
• Integrations - It's important to think about what you want your ATS to integrate into ( Usually an HRIS or payroll system). Lever may not integrate with all, so it is definitely important to take a look to make sure that it does.
• Reporting - Know what metrics are important to your team and org. Lever can help build the reports you need.
• Customization - If you want to customize the look of your job boards, you'll have very limited customization. but for the price, it's not too shabby!

Their customer service wait times have gotten significantly better. Also their user interface and usability evolves pretty quickly.

If your requisition load for roles does not exceed 50, Lever is a great fit. Most companies probably won't hit 50 until down the road. Until then, it's a great tool!

• Integration with Office 365 gives an opportunity to connect to Outlook Calendar, which is useful for quickly scheduling the interviews.
• You can see upcoming interviews on your ATS home page! Quite neat.
• It is quite easy to build the hiring team of other recruiters and hiring managers that will be involved in the recruitment.

For many years my organization has been using another ATS. However, it has been significantly increasing the price every year. The new goal was to reduce yearly subscriptions by at least 30%. The main benefit that attracted my organization was the possibility to integrate a lot of other business software with ATS. More precisely, having the option to generate a unique link that candidates can use to self-schedule interview time slots, connected with MS Teams link for that call, plus automatically booking Recruiters' Outlook calendars and making it visible on SmartRecruiters candidates' profiles.

At first glance, it seemed that SmartRecruiters offered more features for less price. Unfortunately, the data migration we performed later added a lot to the price.

The price of data migration from other ATS is tremendously high (some scripts had to be written by internal software engineers). It also might take a few months and be incomplete.

To post the job you need to fill in two separate fields: the name of the brand and the name of the company, plus it’s a must to enter the address of the workplace. This I find sometimes inconvenient, especially if a company has many brands, and the position has responsibilities for more than one brand, plus if there are multiple locations for that position.

• It is less user-friendly than Recruitee, for example.
• However, SmartRecruiters automatically generates useful data analytics and visualization.

Will you need to migrate a lot of data from previous ATS? (better not)

Will you need the package that allows many jobs to be posted at the same time (100+?) (in that case, yes)

Creating jobs was relatively slow and had many steps; it was simplified after some time.

It might be better for startups than for corporations.

Recognizing the inefficiencies of siloed HR systems, we implemented Rippling to centralize payroll, benefits, onboarding, and even IT management. This user-friendly platform automates tasks, boosting departmental efficiency. Employees are empowered through a self-service portal, freeing up HR time for strategic initiatives. Rippling prioritizes security, giving us peace of mind. Overall, it streamlines processes and empowers our workforce.

Before implementing Rippling, we juggled multiple siloed systems for payroll, benefits administration, and onboarding. It was time-consuming and error-prone to manage everything separately. Rippling offered a single platform to manage everything in one place, allowing for a more efficient and centralized approach. This has not only saved my client a significant amount of time but also improved the employee experience by providing a user-friendly portal for them to access their benefits information, make changes, and complete onboarding tasks.

Rippling isn't without limitations. Extensive customization for unique needs might require extra development work. Some reviews suggest scalability limitations for massive enterprises. Thankfully, these haven't been dealbreakers for us, and the overall benefits outweigh the downsides.

Unlike competitors with clunky interfaces, Rippling prioritizes user-friendliness for both HR and employees. It goes beyond just payroll or benefits, offering a single platform for HR, IT, and some finance needs. This centralization eliminates juggling multiple systems and fosters smoother workflows. Rippling's focus on automation frees up HR from repetitive tasks, allowing them to focus on bigger picture initiatives. Ultimately, Rippling stands out for its user experience, comprehensive approach, and focus on streamlining HR processes.

Selecting HR software requires introspection. Identify your core needs - is it strong payroll, benefits, or something else? Prioritize user-friendly interfaces for both HR and employees. Finally, decide if a one-stop-shop like Rippling suits you, or if best-in-breed solutions for specific areas are preferable.

Rippling keeps evolving to meet user needs. They've expanded beyond core HR functions, offering features like bill pay. Automation is increasing, freeing up HR professionals. User experience remains a focus, with ongoing improvements based on feedback.

Rippling shines for SMBs - easy to use and centralizes HR for them. Fast-growing companies benefit from its scalability and automation for a growing workforce. It also excels for those seeking streamlined workflows and a user-friendly experience for both HR and employees.