The 18 Best ATS Systems Reviewed & Compared by Experts
We've researched, reviewed, and compared hundreds of ATS since 2018. Here are the best applicant tracking systems to streamline your recruitment process.
Best Applicant Tracking Systems
An Applicant Tracking System (ATS) is software that automates the recruitment and hiring process. For companies that hire more than 20 employees a year, an ATS is an essential tool. On this page you’ll find expert reviews and comparisons of the best ATS systems on the market.
We've been researching, reviewing and comparing ATSs since 2018 and update this article regularly. But we offer more than just research: Our writers have led recruiting operations and PeopleOps across industries. We combine our direct, hands-on experience with rigorous research, product demos, user reviews, and the input of impartial, third-party experts to provide consistent, reliable, and helpful advice. You can also book a free call with an HR tech expert who'll give you personalized help.
To create and update our list of the best ATSs we regularly participate in product demos, gather user and expert feedback, and leverage in-house knowledge. We assess each product's performance on core functions, including job post distribution, candidate screening, interview scheduling, and analytics/reporting. In our view, the three most essential components that best-in-class ATS software must score highly on are UX/UI, candidate experience, and integration/compatibility.
- UX/UI: Posting a job should take less than 30 seconds, syndicating this job to job boards should be a simple push of a button, and viewing applicants should be as intuitive as using platforms like Trello.
- Candidate Experience: Features like personalized communication, easy interview scheduling, and self-service portals for application status updates all enhance the candidate experience. Your talent acquisition team is also part of your public relations team, so it is critical to equip them with tech to ensure you maintain a strong reputation among all candidates, regardless of your hiring decision.
- Integration and Compatibility: We assess each platform’s ability to integrate with other tools in a typical HR ecosystem. Limited integrations can be a massive drag on ROI: manually entering data or downloading CSVs just to upload them to your ATS, for example, is suboptimal at best.
To address the needs of companies of any size, we've included a few all-in-one solutions. In our experience, many companies with lean HR/TA teams and fewer than 500 employees are better off with a platform that combines applicant tracking with other functions like CRM, HRIS, or payroll.
For more information on our methodology, read this article on how we evaluate HR tech vendors.
Greenhouse
Pinpoint
BambooHR
VidCruiter
Workable
SparkHire
ClearCompany
Manatal
VIVAHR
JazzHR
Ashby
Recruitee
Teamtailor
Recruit CRM
Trakstar Hire
Avature
iCIMS
Lever
SmartRecruiters
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Greenhouse
Greenhouse is a feature-rich ATS best suited for midsize and large teams. In addition to advanced scheduling, workflow customization, and numerous seamless HRIS integrations, the platform also includes a well-liked onboarding feature.
PROS
- Onboarding module to ease the transition from candidate to new hire.
- 300+ integrations with third-party solutions for numerous people ops needs.
- Collaboration-enabling features distribute the hiring workload across multiple stakeholders.
- Customization options are plentiful, and template workflows are convenient.
- Greenhouse's onboarding feature is built and executed well. New hires transition smoothly from candidate to employee.
- iOS and Android apps work well for recruiters on the go. Users can review applications, schedule interviews, view candidates' profiles, and more.
- 450+ third-party integrations.
CONS
- Undisclosed prices, no free trial.
- The reporting feature can be challenging to navigate.
- Cost-prohibitive for budget-conscious teams.
- A full focus on ATS and onboarding means it lacks core HR features.
- Greenhouse’s pricing is undisclosed, and they do not offer a trial version.
- Some users note that reporting customization is quite limited and difficult to navigate.
- In-person/live support could be improved.
Our editorial team has always had good things to say about Greenhouse. Several of us have used it extensively as members and leaders of TA teams, and our sentiments align with most of the users who tested the product for us: it’s easy to use, and it saves time.
The dashboard is reflective of the product’s name: greenhouse. It’s visually appealing and offers a clear view of the collection of candidates that need attention. The whole hiring team can see the upcoming interviews, applications to review, and task status overviews.
In our most recent experience using an updated version, we were impressed with the developments in the “interview kit”. The standardization of the interview process is a massive help in combating bias. Clear-cut qualification criteria for each interview stage result in employee confidence in decision-making and valuable insights for process improvement.
We like the pre-built templates for creating and posting jobs. We found that even users with minimal familiarity can post a job in about one minute.
For experienced users who have created their own hiring workflow, this task is reduced to seconds. Even the process of creating custom workflows is a drag-and-drop, super-streamlined affair.
Our writers with professional experience using this tool report that once you’re familiar with it, it basically runs itself. That’s an exaggeration, of course, but the sentiment stands: Greenhouse is a popular ATS because the product meets the needs of actual recruiting teams (and writers who used to be recruiters!).
With more than 300 partners, chances are good that they can connect you with any tool or service you need, and with their well-established place among top HR tech tools, you can count on a smooth, well-supported integration. However, some businesses prefer the simplicity and security of an all-in-one platform, which Greenhouse is not. There’s no right or wrong choice here, but we encourage you to evaluate what is right for your team carefully.
HubSpot, DoorDash, Dropbox, Wayfair.
Pricing is unavailable online, but we found some information through our network.
Greenhouse offers tiered plans, and the pricing is based on the company’s total headcount.
- Essential: Core features and one event.
- Advanced: Everything from Essential, plus custom reporting, scalable workflows, and ten events.
- Expert: Everything from Advanced, plus upgraded CRM, enhanced security, developer sandbox, DEI feature set, and unlimited events.
The standard contract is a one-year prepaid subscription, and discounts are available for two and three-year prepaid agreements.
Best For
Midsize to large enterprises who are ready to invest in the full feature set of a top-notch ATS platform.
- Posting job openings: used it for posting jobs for the website and internally.
- Managing candidates: Once job postings are live, candidates can apply through Greenhouse. I manage candidates and track their progress through the hiring process, including resume screening, interview scheduling, and feedback collection.
- Collaborating with the hiring team: Greenhouse allows hiring teams to collaborate on candidates by sharing notes and feedback, scheduling interviews, and assigning tasks.
- Reporting and analytics: I use its analytics and reporting features to help track hiring metrics.
- 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.
Small businesses and NGOs.
Pinpoint
A lot of ATS platforms don’t deliver on their claim to be user-focused, but Pinpoint does. With a sophisticated, sleek look and an intuitive interface, they clearly know great software is a mix of form and function.
PROS
- Best in class automations that will save your recruiting team time.
- Highly customizable and values collaborative hiring.
- Unlimited jobs and team members in all of its plans.
- Career site builder helps teams find and convert the right talent.
- Pinpoint is an agile ATS that is highly customizable and values collaborative hiring.
- It’s got a simple and transparent pricing structure.
- Pinpoint offers unlimited jobs and team members in all of its plans.
- Their customer service team is highly praised by users.
- The career site builder is very robust, allowing teams to attract and convert the right talent.
- There are over 100 HR software integrations to choose from, and Pinpoint’s team is adding 3-5 every month.
CONS
- The employee onboarding module costs extra
- Cost prohibitive for budget-conscious teams
- No free version or free trial offer
- The employee onboarding module does cost extra.
- It isn’t the best fit if you’re looking for the cheapest ATS.
- There isn’t a free trial or free version at this time.
The career site builder is a big hit with our team, especially for our writers and editors with extensive experience on TA teams. They emphasized that the need to stand out among other companies is one of the most critical tasks they faced as recruiters, and this unique approach was compelling.
We found the site builder feature to be so intuitive that a first-time user could complete the setup for a custom site in about 30 minutes.
This ease of use is no coincidence: Pinpoint is known for its emphasis on user experience, so the visual clarity and sequential logic of workflows were designed with care.
Users report attentive customer support via email, chat, or phone.
The platform also considers the experience of employees who make referrals by offering a low-friction process. An automated email is sent to current employees informing them about open positions. The message includes a link to share with their network, and the platform keeps track of the referrals they have made so far.
With an open API and more than 100 built-in integrations, Pinpoint plays well with others. However, bespoke integration is available exclusively for Enterprise plan users.
CoinShares, Pathways Global, Grant Thornton, Icario, Pivot Energy.
- Pinpoint pricing starts at $600 monthly when billed annually.
- Enterprise features, such as multi-page career sites, multi-lingual support, custom integrations, and help on data migrations, start at $1,200 per month.
- Discounts are available for startups with fewer than 50 headcount.
Best For
This ATS is best for in-house recruitment teams filling at least 30 openings annually, especially those with a strong, user-centric mentality.
Job board, moving candidates through the hiring process and accepting applicants.
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.
Can only speak from my own experience and everything has been positive.
BambooHR
We love how this ATS operates within Bamboo’s larger HR Suite. We found seamless workflows between the ATS and other core HR features. The simplicity makes for ease of use, and helps ensure compliance.
PROS
- This is one of the few solutions that allow you to do month to month pricing, a nice option to have!
- Free 7-day trials are available (and you can definitely extend these another week or so if needed).
- The mobile app works well and offers built-in application review, communication, and collaboration features.
- They have a ridiculously fast response time on customer success queries, less than 2 minutes in our experience.
- Flexible packaging and custom pricing is the way they roll. You can pick out one or two packages and pick other modules as add-ons based on your needs.
- Very simple and straightforward tool, easy to use.
CONS
- If you go over your allotted time for customer support, you will pay extra.
- Customer support availability is restricted to U.S. business hours, potentially causing delays in addressing urgent concerns for international users.
- Certain modules like time tracking, performance management, and surveys are only accessible as add-ons, requiring additional investment if you want more HR functionality.
- Payroll is only available for US-based employees
- Customer support is only offered during US business hours.
- Some modules like time tracking, performance management, and surveys are only available as add-ons.
We’ve led TA teams, so we know the pressures growing orgs face. The fast pace can result in hasty decisions, which lead to problems down the road in terms of efficiency and compliance.
This ATS, built into the Bamboo suite, gets around the problem of siloed employee data. On top of this, we were also impressed with some specific features.
We used the app version on Android and iOS devices and found it easy to navigate workflows like posting jobs, viewing resumes, communicating with candidates and hiring managers, and scheduling. We know that if you’re a recruiter, your job probably has you on the run, so the well-built app is a big plus.
The cloud-based web version was also impressive. We were guided through each step of a standard hiring process without any confusion, and we found it easy to customize workflows when we tested the simplicity of creating our own. Ease of access to other elements of the suite highlights one of the biggest advantages: not only is it easier to be productive when all employee data is in one place, but it’s also much safer if you don’t have to move information across platforms manually. It’s more secure and less prone to human error.
Among the 30,000+ companies who use BambooHR are names like Quora, Universal Group, Reddit, Asana, Change.org, University of Maryland, Grammarly, Stance, Postmates, Wistia, the Jacksonville Jaguars, and ZipRecruiter.
BambooHR pricing is based on a per employee per month (PEPM) model. There is a minimum charge of $3,000, that usually starts to increase once you hit 25 employees.
In general, we've seen companies pay as low as $8 PEPM, but $12-14 PEPM is a good range (assuming you are using the full HRIS with a few modules).
Best For
BambooHR is a great pick for SMBs who want an all in one suite that can take care of the entire employee lifecycle. If you're just looking for an ATS, there may be better standalone options. But, if you are <500 employees, you are generally going to want an all in one anyways.
We mainly used it for time tracking, sourcing, shortlisting, hiring, onboarding, and performance management. Besides, it has very good functionality for Compensation&Benefit and internal communication. There is no need to fill in the new hires' details manually, it is fully integrated with its ATS, and when we send out a job offer through the system the details of the new hire are automatically added. Moreover, we used it for birthday and tenure celebrations. We used Bamboohr for Engagement surveys as well. Last but not least, we customized and get periodical reports for various data that make sense for decision-making.
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.
Big enterprises and global big companies that have many processes in HR
VidCruiter
VidCruiter is known chiefly for video interviews, but the platform also offers a solid ATS solution and Quick Apply, a hit feature with both TA teams and candidates.
PROS
- VidCruiter can be fully customized to meet specific recruiting needs.
- Easy to use for both job seekers and recruiters.
- Works on all devices. No app installation is needed.
- Quick Apply feature lets candidates apply directly from Indeed and LinkedIn and auto-syncs the candidate's info to the user’s existing ATS.
- Dedicated client success manager, 24/7 applicant support, phone, email, and live chat.
- Scalable and customizable — users pay for what they need and can purchase more features as they grow.
- Robust pre-recorded and live video interviewing with advanced automation.
- Browser-based, so it works across devices without installing apps.
- Available for recruiters in eight languages and supports job seekers in dozens more.
- 24/7 live agent support, assigned account manager, and on-demand training.
CONS
- Some users reported that implementation was time-consuming
- Advanced search and technical skills testing features within the assessment module leave room for improvement.
- There is no trial version, and no price is listed on their site.
- Screenshots of VidCruiter (one of the best ATS software) Showing Different Features of their ATS
- Because the product is feature-rich and highly customizable, the implementation phase can be time-consuming.
- Advanced search and technical skills testing features within the assessment module leave room for improvement.
- No free or trial version.
- Undisclosed pricing.
VidCruiter has been a significant player in the video interviewing software market for years, but the platform is less well-known for its ATS. However, our research proves the ATS is robust enough to be listed among other top vendors in the space.
The platform balances the needs of those on both sides of the interview pipeline. TA teams are well-equipped with highly customizable features like job posting, pre-screening, interview scheduling, and real-time reports, and applicants are met with a user experience that was clearly designed with them in mind.
For a glimpse of team culture, vision, and values, users can build a custom career site that delivers a branded digital experience to candidates. The site editor is simple to use, and in our in-house testing, we managed to set everything up without help from the IT or VidCruiter support team. One feature of note: when a candidate accesses a career page supported by VidCruiter, the platform automatically generates recommendations for jobs available near them.
Quick Apply benefits both employers and candidates. With this feature, TA teams can rev up the hiring process without implementing a new ATS, so it’s perfect for teams on a budget. It is also helpful for those counting down the hours left on an ATS contract they don’t plan to renew. The platform offers job seekers the convenience of applying directly from portals such as LinkedIn and Indeed.
VidCruiter is used by over 100,000 recruiters, including Lowe’s, Lionsgate, Samsung, Bears, US Foods, and the United Nations.
The price varies based on company specifications, so contacting the vendor directly for a quote is best.
Best For
VidCruiter is a perfect ATS for large companies (U.S.-based and otherwise) hiring 100+ people annually. At the same time, the VidCruiter Quick Apply tool is an excellent pick for smaller companies that want to streamline their hiring process without going separate ways with their current ATS.
I use this tool throughout my workday. Of course, it is used more when we are hiring multiple positions. It creates and posts job requisitions, which is a great tool for tracking candidates. I also use it to review resumes and send out automated questionnaires. This allows us to filter applicants and schedule video interviews, which has saved the company many hours between the HR team. Having the ability to interview people in different time zones with VidCruiter has given us the ability to find highly talented staff members.
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.
VidCruiter may not be a good fit for companies that prefer in-person interviews as it focuses more on video screening.
Workable
Workable is a robust and scalable recruiting solution. Their AI-powered sourcing tool integrates seamlessly with their ATS and other products and can provide over 400 million candidate records.
PROS
- Straightforward pricing plans.
- 15-day free trials with no card info required.
- Post jobs with one click to over 200 sites and access its talent pool with over 400 million profiles.
- Built-in features for cognitive and personality candidate assessment and management. No need for third-party tools.
- The anonymized screening feature can help reduce unconscious hiring bias.
- You can post jobs with one click to over 200 sites. You also get access to access to Workable’s talent pool with over 400 million profiles.
- Workable has built-in cognitive and personality candidate assessment. The platform also has features for offer management, which means you can create offer letters and collect e-signatures without needing to use third-party tools
- You can reduce unconscious hiring bias with Workable’s anonymized screening feature. It helps you hide identifying candidate information from the sourced and applied stages of the hiring process.
CONS
- No automated reference checking and onboarding features.
- Features like candidate texting, video interviews, and assessments are not included in plans but must be bought separately.
- Workable could do better with duplicate candidate merging since one person will have numerous candidate records on the ATS if they apply for multiple positions.
- The reporting feature needs to be more detailed and customizable.
- The candidate search function could have more filters.
- Workable doesn’t provide automated reference checking and onboarding features.
- Useful features such as candidate texting, video interviews, and assessments are not offered in any of Workable’’s plans and instead, sold separately.
- Several users complained about the reporting feature not being detailed or customizable enough, and that the candidate search function could use more filters.
Workable provides an applicant tracking system catering to medium and large businesses.
Besides covering the features expected from an ATS, like candidate sourcing and applicant organization, Workable integrates AI to suggest suitable candidates for posted jobs.
The ATS tries to foster a more structured and unbiased hiring process by providing anonymized screening, interview kits, and scorecards in all their plans. However, additional candidate evaluation tools like video interviews and assessments separately, as they’re not built within the ATS product.
Workable has been used by over 20,000 organizations, including Sephora, Forbes, Bevi, Moodle, and Navarro.
Workable has three plans:
- Paygo costs $129 per job per month
- Standard costs $299 per month
- Premier costs $599 per month.
- Add-on pricing starts at $59 per month.
Best For
Workable’s AI-powered sourcing tools suit medium- and large-sized businesses best.
SparkHire
Spark Hire has packed a massive framework for analytics into a program that looks very simple. The product is easy to navigate and appeals to hiring managers with scarce time and attention.
PROS
- Data analysis dashboard and features are top-tier.
- Efficiency-focused elements, like one-way video interviews, are great for busy TA teams.
- Collaboration is enabled by features that offer pipeline transparency to multiple stakeholders.
- Data analysis dashboard and features are top-tier.
- Efficiency-focused elements, like one-way video interviews, are great for busy TA teams.
- Collaboration is enabled by features that offer pipeline transparency to multiple stakeholders.
CONS
- No free trial version.
- Some users require more customization than what is offered.
- No caption or translation features in video limits access for some candidates
- No free trial version.
- Some users require more customization than what is offered.
- No caption or translation features in video limits access for some candidates
Spark Hire enables truly collaborative hiring, and that's no easy task. All top-tier ATSs are equal parts powerful and pleasant to use. Spark Hire goes beyond that by providing features that appeal to the entire hiring team, encouraging collaboration across roles, and, ultimately, better hires.
One feature that demonstrates this is the interviewing interface, which provides an impressive amount of context at a glance. Without shuffling papers or trying to manage a dozen open tabs, the candidate’s info, including their position in the pipeline, is organized thoughtfully in a single dashboard. The interviewers can directly add their thoughts and impressions to the platform in real-time.
We asked our colleagues with the most recruiting experience to weigh in, and they were most impressed with the analytics dashboard. Spark Hire stands out, with notable strengths in data quantity and quality. For example, if a candidate withdraws from the process, it records the point on the pipeline at which they dropped out. This may seem obvious, but it’s a rare find.
Recruiting Empowerment was also emphasized during our demo. Our writers are all familiar with the relentless dedication it takes for TA teams to keep their heads above water, so we know the value of seamless automation. This ATS knows where digital assistance can help and where a human touch is needed.
6000+ including Fiverr, Monday.com, Sodastream, Vimeo, KPMG
Spark Hire’s ATS pricing starts at $250/month.
Best For
Spark Hire is the right tool for small and medium-sized companies. The platform is made to grow alongside scaling companies, but small teams holding steady with a minimal headcount are likely to pay for features they don’t use.
I used Sparkhire for roles commonly hired by us or for roles with large volume requests. For example, if I needed to find seven React developers within a three-week timespan, I would use Sparkhire to help me quickly screen candidates to either move forward to the next process or screen them out. For roles with consistent hiring needs, Sparkhire made it easy to hire more candidates faster. It also helped with entry-level roles where many applicants applied, as this allowed me to quickly screen the candidates. Thus, the tool was most helpful for me during the recruiter screening step.
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.
Sparkhire would not be good for niche organizations like a design agency where it's best to chat with candidates about their portfolios, past projects, and workflows.
ClearCompany
Launched in 2004, ClearCompany is an established platform that has kept pace with leading-edge HR tech. During our hands-on evaluation of the ATS, we found a comprehensive set of “talent management” features assembled into a logical and seamless workflow recruiting teams need.
PROS
- Multiple pricing options and add-on features.
- Intuitive UI across multiple HR modules.
- Numerous reports of a smooth implementation and attentive customer support.
- ClearCompany offers a host of HR solutions that work well with another. You can choose the solution you need or combine them all to have a comprehensive talent management platform in your stack.
- The majority of users find ClearCompany’s interface to be quite intuitive and easy to navigate.
- Many users have highly rated ClearCompany’s support team for speed and quality of response. Several users have also reported a smooth implementation experience.
CONS
- Undisclosed pricing, no free trials.
- Some users felt underwhelmed by the customization options of the reporting feature.
- The candidate search function is reported to be somewhat unreliable.
- No mobile apps.
- ClearCompany’s pricing is not readily available on their website. You also can’t create a trial account on your own from the website and have to go through the sales team for more info.
- Some users felt that the reporting feature is limited in customizations.
- According to a few users, the candidate search function doesn’t always bring up the correct candidate(s) and could use some improvement.
- ClearCompany doesn’t currently have a mobile app, but the platform is well optimized for mobile use both for hiring managers and candidates.
ClearCompany is a talent management suite with an ATS feature that can be purchased as a stand-alone product or as part of the comprehensive HR tech toolset. Numerous configurations and pricing options are available so companies can create a plan that meets their needs and suits their budget.
We review all types of HR tech, but our team has a lot to say about ATSs. In fact, during our in-house evaluation, we found that several of us had extensive professional experience using this platform in previous positions. The consensus: the ATS works best within ClearCompany’s suite, but it is a super-solid ATS on its own.
Some standouts include the user interface, uniquely modern for a company founded in 2004. We were specifically impressed with the onboarding workflows that transitioned candidates into new hires in just a few clicks.
Mitsubishi Electric, Chick-fil-A, Goodwill, Axiom Bank, Bios, FlixBrewHouse, and Halco.
The software has custom pricing. Quotes are based on company size and customizations.
Best For
Large-size organizations with a budget that can cover paying for the whole suite are the best fit, but the ATS alone is excellent for mid-size teams.
I used ClearCompany as an applicant tracking system from requisition inception to candidate start date. One of the features that ClearCompany provided was onboarding tools and performance management. Unlike other ATSs, ClearCompany was a one-stop shop for all things talent acquisition and HR.
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.
Fortune 100 companies or similar-sized companies with 10,000+ employees may not get the most out of ClearCompany. Those companies would benefit from one set price rather than a per-user fee.
Manatal
Manatal made our top ATS list because it's budget-friendly, AI-equipped, and offers transparent pricing—no need to call a sales rep just for a ballpark figure.
PROS
- Among the most affordable ATS options in the market.
- Offers a 14-day free trial.
- Easy to use with drag-and-drop enabled pipelines.
- Native AI-based recommendations feature.
- Web-based, so it works on multiple devices.
- Free data migration from your existing hiring software.
- Transparent and flexible pricing.
- Manatal is quite affordable and offers a 15-day free trial for users to test it out before making commitments.
- Manatal is fairly easy to use. It features drag-and-drop enabled pipelines for candidate organization.
- Manatal’s AI-based recommendations feature can save hiring managers quite a bit of time. It’s able to scan job descriptions then search a users talent pool and bring up candidates most suited for the job.
CONS
- The AI recommendations feature only works well in English.
- There are no free plans.
- ADP and Zapier integrations are restricted to top-tier plans.
- Boolean Search and Advanced Search cannot be used together.
- The AI recommendations feature works best with resumes that are in English, and doesn’t work as accurately with other languages according to several users’ feedback. Several users have also complained about Manatal’s interface only being available in English and that career pages cannot be published in languages other than English and Spanish.
- Manatal doesn’t offer a free plan. We mention this as a con as several SMB-geared ATSs do offer a free-forever verison, and that puts Manatal slightly behind competition.
- Manatal doesn’t offer prebuilt integration modules. They do have an open API that allows users to plug in third-party products and custom tools, but that required a bit more time and technical knowledge to accomplish. It’s also worth mentioning that only Custom plan customers can access Manatal’s API and Zapier integration. Customers on the Professional and Enterprise plan cannot.
- Users can search for candidates via Boolean Search or Advanced Search, but cannot combine the two search methods together. E.g users cannot use the Boolean search operators (AND, OR and NOT) within Manatal’s Advanced Search tab.
Manatal has earned a spot on our top ATS list. As HR professionals, we understand the importance of finding the right talent efficiently, and Manatal has proven to be a valuable tool in this regard.
The first on our thumbs-up list: it’s budget-friendly. We appreciate the transparency in pricing, as there is no need to go through the hassle of contacting a sales just to get a ballpark figure. The platform offers a 14-day free trial.
Using Manatal was straightforward, thanks to its user-friendly interface and the convenience of drag-and-drop-enabled pipelines. The AI-based recommendations feature is a time-saver. It compares job descriptions' language to skills listed by individuals in the talent pool.
Manatal is web-based, so it is compatible with multiple devices. The ability to migrate data from our existing hiring software was also a welcome feature that made for a smooth transition. Additionally, they recently started offering free, live training webinars.
We encountered a few limitations during our evaluation. The AI recommendation feature does not operate well in languages other than English, and Manatal lacks a free version. Integration is limited, and ADP and Zapier integrations are restricted to top-tier plans.
Unilever, Coca-Cola, Panasonic, Ogilvy, Toyota.
Manatal has four plans. When billed annually:
- Professional: This plan costs $15 per user per month for up to 15 jobs per account and 10,000 candidates. Customers on this plan can add unlimited guests.
- Enterprise: This plan costs $35 per user per month for unlimited jobs per account and unlimited candidates and guests.
- Enterprise Plus: This plan costs $55 per user per month and includes all Enterprise features, user groups, open API access, SSO log-in, priority support, and access to Beta features.
- Custom: Pricing upon request. It is tailored for larger businesses requiring advanced functionalities and support.
Best For
Manatal is well-suited for companies of different sizes representing many industries but narrowed down to one, it’s SMBs who can use the 14-day free trial to explore the product before they buy.
I used Manatal for creating webpages to attract candidates, posting jobs to multiple job boards and social media platforms from one location, and tracking candidates through the screening process. It facilitated communication and scheduling for team members involved in hiring, ensuring everyone was informed and coordinated. The analytics and reports feature was instrumental in evaluating hiring timelines and identifying the most effective sources for candidates. This functionality allowed us to refine our recruitment strategy and make informed decisions on where to invest in promoting positions.
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.
For small businesses with minimal hiring needs, Manatal may not be cost-effective due to underutilization of its features. Conversely, very large companies requiring extensive customization and complex recruitment workflows might find Manatal's capabilities too basic for their needs.
VIVAHR
VIVAHR left a lasting impression on us with how much they care about making things easy for users and helping teams work together better. Their Pipeline Triggers take care of mundane tasks that come up during the hiring process, while the Shared Inbox keeps all the messages, questionnaires, and scorecards coming in safe and sound.
PROS
- Intuitive UXUI with Pipeline Triggers that automate repetitive actions based on a candidate's stage, such as sending thank-you emails or requesting hiring team feedback.
- Shared Inbox provides team access to incoming messages, questionnaires, and scorecards in one location.
- Data migration service is available at no additional cost.
- Transparent pricing, free trial available.
- Culture Profiles let you add videos, photos, and text to showcase your company's work environment.
- Pipeline Triggers automate repetitive actions based on a candidate's stage, such as sending thank-you emails or requesting hiring team feedback.
- Custom questionnaire builder for candidate pre-assessments.
- Data migration service is available at no additional cost.
- Transparent pricing, free trial available.
CONS
- A credit card is required to sign up for a free trial.
- Some of the classic ATS features like resume parsing, interview scheduling, and custom search are currently unavailable.
- Other features, like eSignatures and employee referrals, cost extra to use.
- No free plan, a free trial requires a credit card.
- Pricier than competitors like Loxo and Zoho Recruit.
- Additional charges for features like eSignatures and employee referrals.
- Interview scheduling feature is unavailable (still in development).
After testing VIVAHR, we were struck by its thoughtfully designed interface and how easy it made every step of the hiring process. From the moment we logged in, we could tell the team behind this tool had put serious effort into crafting a user experience that’s intuitive yet powerful.
A standout feature right from the start was the Pipeline Triggers. Based on where an applicant is in the process, it can automate tasks like sending thank-you emails or requesting feedback from the team— to spare recruiters from the mundane, easy-to-miss details.
The design of the Candidates section is also really nice. It offers a bird' s-eye view of all applicants' key information, including their application dates, hiring stages, and contact details. During our tests, the filter function worked great for narrowing down candidates by job title, department, and other criteria. The only minus was that we couldn’t find any advanced options like Boolean searches.
On par with other robust ATS systems, VIVAHR's candidate communication features let us send emails and SMS messages directly from the platform. For these workflows, you can use templates and bulk actions to make things fasyer. Our favorite, though, was the Shared Inbox. It kept all incoming messages, questionnaires, and scorecards, which made it much easier to manage candidate interactions and keep the team aligned.
However, we noticed that the interview scheduling feature was absent at the time of this review. Thankfully, it’s already on the vendor’s roadmap. We’ll keep you posted on how this feature plays out once it’s released.
We think VIVAHR should also improve its integration capabilities a bit more since seven options are a modest number compared to other platforms we’ve evaluated.
And while the team offers free data imports if you’re migrating from another ATS (which we love), we can’t say the pricing is as competitive as some competitors like Zoho Recruit, considering there’s no free plan and some features, such as eSignatures and employee referrals, will come with extra fees.
1,000+ companies, including Redirect Health, BuzzRX, and State Farm.
VIVAHR offers 3 pricing plans: Starter at $89 per month, Grow at $179 per month, and Pro at $279 per month (billed annually).
Best For
US-based companies with more than 100 employees.
JazzHR
This platform is built with the small business in mind. When testing it, our writers were impressed at how easy it was to set up and use “out of the box,” which is a clear sign of its simplicity, attention to user experience, and understanding of the down-to-business mentality of most SMBs.
PROS
- Affordable pricing, no user limit, and a 21-day free trial.
- Built-in features for offer management, including templates and DIY options.
- Emphasis on automation for those in the pipeline shows dedication to candidate experience.
- JazzHR is quite affordable and doesn’t place any limits on the number of users added. It also offers free, 21-day trials that anyone can sign up for.
- JazzHR has built-in features for offer management. You can choose from existing offer letter templates or create your own and share them with successful candidates
- You can automate triggers for candidates to be automatically notified via email when their application has moved a stage further in the hiring process. Several other email responses can be automated.
CONS
- No free version for orgs with minimal needs.
- A few users thought reports could be more customizable and easier to create.
- No mobile apps.
- Some users reported a learning curve with JazzHR's UI and that it took them some time to get used to it
- For a product geared towards SMBs, it lacks a free plan. We mention this as a con since other SMB-geared recruiting products do offer free-forever versions, which puts JazzHR slightly behind the competition.
- Several users have mentioned that the reporting feature is difficult to use with very little room for report customizations.
- JazzHR currently lacks a mobile app, and the browser version isn’t well-optimized for mobile use.
We like how simple it is to post and syndicate jobs across portals, and we love the upfront pricing on the website. Many customers start with JazzHR’s lowest-cost plan, and as their needs expand beyond basic features, they often upgrade incrementally. Being able to select features as needed keeps spending under control.
Because they do not offer mobile apps, our product testing included a considerable amount of time with our phones in hand, navigating the mobile web environment. We were impressed with how well it could manage the tasks a recruiter does on the go, like sending out a quick reply in the 15 seconds you have before your next meeting.
However, at least among our in-house recruiter veterans, the consensus was that complex tasks should be saved for the desktop version.
One of our writers shared this real-world story from a former job with a tiny company: they signed up for a free payroll software trial before they were actually ready to buy. They used the software for a couple of weeks just to get a sense of the basics of how to run payroll; then, they ended their relationship with the company.
Of course, we don't recommend this - but we know how hard it is to run an SMB. So, along with JazzHR, which we DO recommend, we suggest getting creative with your professional development!
JazzHR is used by over 6,500 businesses, including the Seattle Seahawks, L'Occitane En Provence, TED Conferences LLC, and Chick-fil-A.
JazzHR has three plans. When paid annually:
- Hero costs $75 per month.
- Plus costs $269 per month.
- Pro costs $420 per month.
Best For
JazzHR is built for organizations with 5 to 500 employees and works exceptionally well for TA teams with little to no experience.
I use JazzHR as my interview guide and to share my feedback with other key parties. When I launch the interview guide it will guide me through great questions to ask and allow me to type in their responses and rate what I thought about their response. When you interview dozens of people, your feedback begins to run together after a while. I like that the guide also gives me some direction and consistency in the interview process. I don't have to try to guess what questions to ask and ensure I'm being fair. I also use JazzHR to send offer letters and allow the applicants to e-sign. This makes tracking the hiring process so much easier than completing it manually.
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.
None really. Even small offices could benefit from JazzHR because it is cost effective. They have plans as low as $49\month, which would likely be affordable for even the smallest businesses. Even if you are a one man operation, you can use JazzHR to keep up with your notes on applicants.
Ashby
Ashby offers the entire TA tech stack: ATS, CRM/Sourcing, Scheduling, and Analytics—an excellent recruiting solution for fast-growing companies.
PROS
- Analytics dashboard with crucial statistics on all aspects of your hiring process.
- Flexibility and ability to customize across almost all aspects of the platform.
- Consolidated ATS, CRM, Scheduling, and Analytics.
- Fast data migrations, no setup fees.
- Your TA team can have one system that truly has best-in-class options for ATS, CRM, Scheduling, and Analytics.
- Flexibility and ability to customize across almost all aspects of the platform
- Their analytics dashboard is great to understand weaknesses in your hiring process, conducting capacity planning, or determining which teams are running suboptimal hiring processes.
CONS
- This is a powerful product, and understanding all the different features can take some time.
- No multi-lingual support.
- Your company must use G Suite in order to make the most of Ashby
- No multi-lingual support
- This is a powerful product, and it can take a bit of time to understand all the different features
Ashby is an all-in-one TA solution that combines your recruiting CRM, ATS, sourcing, scheduling, and analytics into one platform.
We recently met with Ashby’s to look at recent product developments, and what stood out is how easy they have made it to re-engage with former applicants. If our experience working in recruitment positions has taught us anything, it is that efficiency is essential.
We see it like this: you’re wasting time and effort if you don’t maintain a connection with former candidates because these folks are primed, familiar, and pre-vetted members of your talent pool.
Some are “silver medalists” or applicants who made it to the offer stage, and others may possess a unique skill or trait that your current team is lacking. Ashby can create custom attributes to filter your talent pool, so you’ll never lose touch with “good fit, bad timing” candidates.
We would recommend this ATS to TA teams seeking powerful reporting capabilities. Ashby’s reports are highly customizable, track all data points throughout your hiring process in real-time, and are easy on the eye.
We also noticed that Ashby has consistently worked hard to improve its product based on user feedback. Check out their blog page, and you’ll see that the ATS literally rolls out new features every month.
Regarding implementation, it takes SMBs a few days and larger organizations 6-8 weeks to get Ashby up and running. The ATS doesn’t charge for data migrations and system setup, and according to our research, Ashby’s customer support and success teams have been immensely helpful in making the switch a seamless experience.
1,000+ customers, including Quora, Deel, and Ramp.
Ashby offers two core plans for its All-in-One platform and a 3rd option for connecting Ashby Analytics to your existing ATS.
- All-In-One Foundations: Ranges from $300/month to $900/month depending on company size. 10% discount for annual commitments and emerging market pricing available.
- All-In-One Plus: Contact for a quote.
- Ashby Analytics for your existing ATS: Contact for a quote.
Best For
Ashby works for early-stage startups, SMBs, and large enterprises, but those who make the most of this recruiting software are companies at the hyper-growth stage.
I use Ashby to build out the interview process, track applicants, post jobs, hiring manager feedback. Ashby has provided me with a single source of truth for all hiring metrics and data. As a talent leader it is important to understand key metrics such as time to fill, offer acceptance rate and pass through ratio. Being able to identify gaps in your hiring process is crucial for high volume growth.
- 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.
Tough to tell but probably a company that doesn’t have high growth hiring targets.
Recruitee
Recruitee emphasizes user experience and collaboration, and we’ve seen firsthand how much impact these two factors can have on recruitment efficiency and effectiveness. Coupled with other solid product choices and month-to-month pricing, this platform is an excellent option for SMBs.
PROS
- Transparent, month-to-month pricing and unlimited seats.
- Features that control for bias in interviewing.
- Built-in AI to job descriptions to target ideal candidates.
- Pro: Recruitee is highly rated by customers for its ease of use. The majority of them are able to implement and get on with the software without much hassle.
- Pro: Recruitee features a customizable, kanban-like recruiting pipeline. Companies can add as many stages as needed to the pipeline and move candidates easily as they progress through the stages.
- Pro: Recruitee incorporates some measures to reduce hiring bias. For example, you can adjust the permission level for your interviewers and prevent them from seeing the scores each of them are assigning to the same candidate. This way, they won’t be influenced by each other's evaluations.
CONS
- Recruitee relies on third-party integrations for some essential functions like skill assessments, onboarding, video interviewing, and e-signatures.
- Our user researchers ran into data accuracy issues with the reporting function.
- Some users noted Recruitee’s support team was hard to reach.
- Con: Several functions that are advertised on Recruitee’s feature list, including skill assessments, onboarding, video interviewing, and e-signatures are not actually built into Recruitee and are only possible through integration with third-party tools, which can be misleading to potential users, especially if it’s their first ATS.
- Con: Several users noted that the Recruitee’s reporting function is limited and at times, doesn’t retrieve data accurately.
- Con: Several users have complained about Recruitee’s support team being slow in responding, and at times, not able to solve issues.
- Con: For a product that’s geared towards SMBs, it lacks a free plan that businesses who are just getting started with ATSs can use for as long as they need, without any time constraints. We list this as a con as several solutions in this space do offer free-forever plans and similar feature sets as Recruitee, which puts it slightly behind the competition to users.
Recruitee knows SMBs and designed a tool for this market. The most apparent SMB/ bottom-line-focused elements are transparent pricing, month-to-month options, and unlimited seats. There is no mystery there: SMBs tend to be budget-conscious.
However, what might be less obvious is what a small TA team can accomplish with unlimited seats, user-focused design, and factors that facilitate collaboration. Recruitee’s feature set represents a clever strategic insight: if the tool is easy to use and designed to distribute the workload among everyone involved in the interview process, the result will be increased efficiency and effectiveness.
We’ve seen it firsthand (several writers here have backgrounds in SMB recruitment), and our user research has confirmed it.
When we test-drove the tool, we were disappointed to note the absence of some features we consider standard. Video interviews, skills assessment, offer management, and onboarding are ubiquitous in modern ATSs, but none are built into the platform.
Recrutiee leans into integrations with Recruitee Marketplace, a collection of preferred third-party tools prepped for ease of integration.
There’s no right or wrong when it comes to built-in vs. add-on. It’s a matter of personal preference and what works best for your business. For those who prefer add-ons, Recruitee is a great choice: you’ll find what you need, and the integration process will be seamless.
Vice, Greenpeace, Autodesk, Tide, Mollie
Recruitee offers tiered and custom plans based on the number of active jobs and other particular needs. The three tiers are:
- Start starts at $199 per month
- Grow starts at $249 per month
- Optimize has custom pricing.
Best For
Budget-conscious orgs who prefer customized feature sets over all-in-ones and SMBs and who want to leverage the power of collaboration to boost the effectiveness of TA efforts.
I use Recruitee every day, the whole day! It's such a great system to track candidates and it's all in one place. I can contact candidates and it's all recorded. Each candidate has a profile, I can upload documents (offer letters, employment applications, etc.) I can text candidates using another system called JustCall, everything in one place! I can create a website through Recruitee! I can directly share open jobs via Rectuitee on platforms such as Facebook, LinkedIn, etc.
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.
It wouldn't work for a small company that is not hiring much. This system is only good for a company that is looking to hire constantly, with respect to the costs and advanced functionalities it has.
Teamtailor
Known for ease of use and exceptional customer service, this platform is excellent for startups and SMBs looking to create custom career pages that make a strong impression on candidates. It supports anonymous hiring and internal referral programs and streamlines nurture campaigns to meet current and future hiring needs.
PROS
- iOS and Android apps.
- Simple and quick drag-and-drop features to build custom sites.
- Features anonymous recruitment and EEO surveys to support DEI.
- Responsive and knowledgeable customer support team.
- Free trial and unlimited job postings, candidates, and seats for all plans.
- Teamtailor’s ATS comes with a robust career site builder that’s also easy to use. It works with drag and drop - no coding knowledge necessary.
- Teamtailor backs several features that support diversity, equality and inclusion (DEI), including anonymous hiring, equal employment opportunity (EEO) surveys, etc..
- Teamtailor is highly rated for their ease-of-use. It’s quite simple to post and promote jobs through their platform.
- There is really in-depth and intuitive help documentation for this solution
CONS
- The analytics function could be more customizable.
- Limited to ATS-specific features with no tie-ins to other core-HR functions.
- The customization and video interview features are limited.
- Undisclosed pricing.
- Teamtailor’s analytics are good, but enterprise clients need to use BI Connectors to build the reporting they need. Right now, you can’t sport data from the system. This is particularly important for companies with 500+ employees, or those who have many different locations or franchises.
- Analytics doesn’t allow recruiters to see their cost per hire, which is a really impactful metric
- While they offer integrations with HRIS, onboarding, etc - they have focused on just being a really good ATS now.
- There are predefined user access levels, but you cannot define your own user access levels which is important, especially for the largest companies.
Teamtailor stands out for its affordability and built-in employer branding features. This makes it an excellent fit for startups and SMBs trying to build their brand and headcount.
Most small teams need some help making themselves stand out to attract talent. There are countless approaches to this, but we like in-house custom career sites because they serve two essential purposes: they introduce the brand and can be fine-tuned to appeal to the talent demographic you’re hoping to hire. That is a win/win without allocating funds to marketing!
When assessing the platform, we especially liked the drag-and-drop features. Specifically, we were impressed with how quickly we could mock up a career site using super-intuitive workflows. It took less than five minutes from start to finish. That’s not bad for someone with zero technical experience!
The free trial is also a highlight, and we were impressed with the simplicity of setting up a nurture campaign to keep the talent tool engaged.
Some users experienced technical hiccups with integration, but most reported that customer support was able to address the issue quickly.
Kry, Goodbye Kansas, Vitamin Well, Ponsse, Daniel Wellington.
Teamtailor’s pricing is custom-based on business size and requirements, but users report a base plan of around $3,000 annually.
Best For
Teamtailor works best for startups and SMBs (50-400 employees) that need a straightforward ATS coupled with employer branding functions.
The main use for Teamtailor has been to add a careers website to my organization which allows me to externally advertise and manage open vacancies in the most engaging way possible.
I also use it for existing team bios, which do a good job of attracting prospective candidates, as it allows them to get an understanding of what kind of people we hire. Employees can create their own bios, and can even add gifs to make it a little more engaging!
On the backend of the system, I am able to track and monitor traffic to each job vacancy (external and internal) I have open, all in one place in a sales pipeline-like view, which allows me to drag and drop candidates along the process from application, review, interview to offer stage.
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).
Teamtailor isn't a great option if the business isn't hiring.
Recruit CRM
Recruit CRM is priced at $85 per user per month for unlimited open jobs, Chrome sourcing extension, AI resume parsing, advanced search, deal pipelines, client portal, and invoicing—just about everything one would need for their staffing firm.
PROS
- Multi-lingual, agency-oriented ATS and recruiting CRM tool.
- Transparent, scalable pricing structure. Generous free trial offerings.
- Zapier and Integrately integrations enable access to 5,000+ third-party tools.
- Live chat support, unlimited training, and dedicated account manager for all plan users.
- No extra fees required for basic data migration that includes importing Excel/CSV files with candidates & clients. During the implementation process of this software, the customer service personnel will help transfer your data for free.
- Great customer service. Their average response time is under two minutes.
- Powerful Linkedin Integration & Executive/Recruitment Report PDF Generator to save time
- Tons of resources made available to users including blogs and articles that give you all the information you need to know about how the software works, job description templates to help you get acquainted with all the possible job openings you will be looking to close, and a glossary that gives you the A-Z of recruitment practices.
CONS
- Native AI candidate matching limited to 2 matches per candidate for Pro plan users.
- Not the best fit for in-house recruiting.
- No referral management system.
- Limited native integrations. Recruit CRM only integrates natively with LinkedIn, Zapier, Logic Melon, some email apps, and Google and Outlook calendars. If you want to run background checks, for example, using Checkr or other background verification platforms, you won’t be able to do that unless you use Zapier’s API extension.
If we were seeking potential candidates within our large internal talent database, we'd turn to Recruit CRM once again. This feature lets you combine text filters, Boolean, and radius search to get the best results. You can even mark unavailable talent (e.g., those currently hired by other clients) as “off limits” so your team won’t find them and communicate with them by mistake.
One common approach we see in most ATS to keep candidate data fresh and accurate is the use of Social Enrichment—the software auto-enriches candidate profiles with their available social media accounts. Recruit CRM does not offer such a feature. Yet, it allows users to bulk or individually email candidates to update their application info. Once candidates submit the form, the data is auto-pulled into the ATS. While this process may not be entirely automatic, it does simplify the work of maintaining talent data and, just as importantly, ensures GDPR compliance.
Recruit CRM knocked it out of the park on its recruitment agency tools. It lets you send certain candidate data to clients in a few clicks. Plus, the client portal is interactive—clients can choose between Kanban and list view, move stuff around, and give feedback on each profile—then all of which are logged into the system for tracking purposes.
Automation-wise, Recruit CRM offers GPT features for crafting job postings, emails, notes, and even call and candidate profile summaries. What particularly sticks out to us, though, is how this vendor partners with Workato to enable some real convenient 3rd-party automation for users. For example, your TAs get Slack notifications for every new candidate added to Recruit CRM. Additionally, the vendor will jump in to solve arising automation issues, so you don’t have to seek Workato’s support yourself.
Our primary issue with Recruit CRM is the limited number of in-system profiles matching the user ideal candidate it provides: 2 matches per candidate for Pro and 50 for Business and Enterprise. Lastly, designed with staffing firms in mind, this vendor doesn’t do employee referrals and is not ideal for corporate recruiters.
Recruit CRM’s clients include global staffing firms like Cooper Coleman, Zeren, and Avizio.
Recruit CRM has three plans: Pro is $85 per user per month, Business is $125 per user per month, and Enterprise is $165 per user per month when billed annually. A free trial is also available, no credit card is required.
Best For
Recruit CRM works best for recruiting and consulting agencies.
During my time at Maersk, I relied on RecruitCRM almost daily to oversee the recruitment process from start to finish efficiently. This system played a crucial role in monitoring all our interactions with candidates, from initial contact to the final hiring decision. It streamlined communication between departments and offices worldwide, ensuring everyone involved in recruiting was on the same page.
Additionally, it centralized candidate information and conversations, making coordination and follow-up tasks easier throughout our recruitment efforts. Consistently using this tool was vital to maintaining a successful recruitment approach.
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.
Small companies or startups might find it too much for their needs. If the recruitment process is straightforward or doesn’t involve many stakeholders, they might be better off with a more concise, less feature-rich system.
Trakstar Hire
Trakstar Hire is highly customizable. The ATS provides a single plan that includes all its features without limits, making it an excellent choice for mid-sized businesses.
PROS
- Highly customizable workflows that make navigating the hiring process easy.
- Unlimited job posts.
- Management must-haves are built-in, letting users create offer letters and collect e-signatures without integrating with other tools.
- Trakstar Hire’s recruitment workflows are highly customizable. You can edit them as needed to reflect your company’s hiring process.
- You can post as many jobs as needed with Trakstar Hire without any limitation.
- Trakstar Hire has offer management tools built-in. Users can create offer letters and collect e-signatures within Trakstar Hire without needing to integrate it with third-party tools.
CONS
- Limited integration options with third-party HRIS and payroll solutions.
- All-or-none plan: customers may pay for features they don’t use.
- No free trials. Undisclosed pricing.
- Trakstar Hire has limited integration options with third-party HRIS and payroll solutions.
- Several users have complained about being unable to sort candidates and search results in an order other than displayed.
- Trakstar Hire isn’t a scalable platform; they have a single plan, all features included, which means customers may end up paying for features that they don’t need.
- Trakstar doesn’t publically list their pricing nor allows visitors to create trial accounts directly from the website, which is unusual for a software solution aimed at mid-market companies.
Trakstar Hire (formally RecruiterBox) is a web-based ATS for midsize companies. Our experience navigating the platform was quite positive. The platform supports unlimited job posting on multiple job boards and social media sites. Users can sponsor those listings for maximum visibility and receive resumes through customizable application forms.
We especially liked that customizing the workflow takes just a few clicks. They’ve done a great job balancing ease of navigation with numerous features and configurations available.
Trakstar Hire’s automation stood out as we tested the tool. Once resumes are in, the platform parser automatically extracts candidates’ details and creates profiles in seconds.
The offer management feature is well-made. We especially liked the offer letter templates that were ready to send after just a few tweaks for personalization: end-to-end, we created a mock template in less than 5 minutes. It also manages e-signatures without third-party integration.
However, when the need arises to connect to a third party, Trakstar Hire’s integration abilities are a relative letdown.
They have covered some of the critical basics with the following apps: Namely, BambooHR, Slack, Checkr, QuickBooks, PandaDoc, G Suite, and Outlook/Office 365 Calendar, but we hope more integrations are in the works!
Makita, Couchsurfing, Lonely Planet, Untappd, Quality Ironworks.
Trakstar Hire has one plan that includes all of its features without any limits. The pricing is custom, depending on the headcount.
Best For
Trakstar Hire’s current feature set and pricing structure makes it best suited for medium-sized businesses that hire regularly.
In the HR department, Trakstar was used on a weekly basis. This was due to the oversight of monthly manager check-ins that were created in the software as customizable forms. These forms allowed managers to document discussions with employees, highlighting things going well and areas where improvement was needed. As a direct supervisor and direct report, all employees logged in to the software at least monthly to acknowledge their monthly reviews. All of these reviews were documented and accessible to both managers and employees during the annual review process, which was a major benefit of Trakstar.
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.
Trakstar would not be a good fit for companies that do not have goals for performance management.
Avature
We’re big fans of customized workflows and attention to user experience, and Avature’s platform is a blend of ATS and CRM that strikes the right balance between both.
PROS
- A full-fledged ATS with built-in video interviewing, management features, and onboarding solutions.
- It also has a CRM, allowing TA teams to increase candidate engagement and plan for future hiring.
- Avature leverages AI with talent matching and candidate ranking.
- The recruiter mobile app supports offline use.
- Avature’s solution is quite comprehensive. They have a full-fledged ATS with built-in video interviewing, offer management and onboarding solutions. They also have a CRM, allowing TA teams to amp up candidate engagement and plan for future hiring.
- Avature leverages artificial intelligence with features of automatic talent matching and candidate ranking.
- Avature comes with a recruiter mobile app that allows key stakeholders to perform several recruiting tasks while on the go. The app also supports offline use, and syncs with the system the next time it’s connected to the Internet.
CONS
- Undisclosed pricing. No free trials.
- The UI can be confusing and takes some time to get used to.
- The assessment feature is quite elemental compared to other similar platforms.
- It lacks a built-in reference-checking feature, so users must pay for and integrate third-party solutions.
- Avature’s pricing is not readily available on their website. They also do not offer a free trial.
- Several users noted that the UI isn’t intuitive and takes some time to get used to.
- Avature’s assessment feature is quite basic and isn’t built out enough compared to point solutions in that space. So if you want to test the skills and cultural fitness of candidates, you’d need a third-party solution.
- Avature doesn’t have an automated reference checking feature built-in. The platform does integrate with third-party solutions that facilitate reference checking, but you’ll have to purchase those solutions too separately.
The Avature platform allows users to customize dashboards set up automated workflows, and leverage the power of an all-in-one ATS + CRM.
We got some hands-on experience with the tool, so we asked our colleagues with the most recruiting experience to test the limits of its purported customizability.
The results? This tool is easy to tailor to your company’s processes and goals. During our test run, we quickly built unique recruiting workflows for individual roles or entire departments.
The platform operates through a no-code interface that allows non-technical users to modify the system (with lots of permissions in place). While this level of detail may be overkill for smaller organizations with simple needs,
This is a premium tool for large teams. Those that operate at a global enterprise scale will get the most out of Avature.
More than 6,500 companies use Avature. This includes Shell, Cisco, L'Oréal, Mondelez, Siemens, and KPMG.
Avature pricing is custom, so contact their team for a quote.
Best For
Avature best serves enterprise-scale companies, especially those that operate across international borders.
I used Avature as a sourcing tool in my everyday responsibilities. I would use it to find candidates based on specific search criteria, and it would automatically match the candidate to the position I was recruiting for. Another way I utilized Avature was to create Talent Pipelines for future roles. This allowed me to return to that specific pipeline to find the talent needed for a job I was recruiting for. This saved time on filling a role because I didn't have to spend extra time manually sourcing. When I attended career fairs, job events, etc., people would stop by my booth, sign up using Avature, and this would allow me the option to communicate with them as well as keep track and notify them of potential job openings that fit their profile. Avature allowed me to send personal communications to potential candidates. Another workflow I used was to help source candidates through websites and social media. It would identify candidates based on the search criteria and find candidates matching the qualifications and skill sets I was seeking.
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.
Small to medium-sized companies who has a limited number of resources. Also, companies whose recruitment needs are not as complex.
iCIMS
iCIMS, is a massive, global presence serving large companies with high-volume talent managemt needs, so isurprise it operates in more than 70 languages. Still, we are impressed with the attention to user needs demonstrated by the massive toolset.
PROS
- A powerful recruiting solution that can handle high-volume hiring of up to 50,000 candidates.
- The reporting feature is robust and retrieves data accurately.
- iCIMS is constantly expanding its roster of integrations with third-party products. Currently, 300+ and rising, including Workday, SAP, SuccessFactors, ADP, Oracle, and UKG.
- iCIMS is a powerful recruiting solution that can handle high volume hiring of up to 50,000 candidates.
- The platform is constantly evolving through developments and acquisitions, giving users more features.
- The reporting feature is robust and retrieves data accurately.
- iCIMS has a growing marketplace of over 300 integrations with third-party products.
CONS
- The UI is complex and dated compared to other cloud-based recruiting products.
- Customer support is sometimes slow and only available by phone or ticket—no live chat support.
- Though packing many features, it lacks automated reference checking.
- No transparent pricing and no free trial.
- The cost of implementation and integration is relatively high compared to other recruiting solutions.
- A significant number of users complained about the UI’s complexity and that it looks dated compared to other cloud-based recruiting products.
- Customer support is slow at times and only available through phone and by creating a support ticket online - no live chat support yet
- The platform packs an overwhelming amount of features yet still lacks some useful capabilities such as automated reference checking.
- No transparent pricing or free trials, and according to several users, the cost of implementation as well as integrations is high compared to other recruiting solutions.
iCIMS ATS is feature-rich and well-suited for large, multilingual organizations and high-volume agencies. Users can create custom-branded career sites, employee-generated testimonial videos, and personalized email or text campaigns through the platform.
In addition to externally-focused features,iCIMS facilitates users in promoting existing employees through internal mobility programs. This is especially relevant in the context of enterprise scale, as is their global support and industry versatility. This platform is used by businesses operating in healthcare, manufacturing, technology, retail, and more.
The takeaway from our demo and hands-on testing is that although this tool offers an astonishing number of features, it’s somewhat difficult to operate. This is reflected in user reviews, too. Remember that our writers scrutinize HR tech all day, so we tend to be sticklers for good design and intuitive UI. However, for some, no sacrifice is represented using a tool that looks and feels a little clunky.
iCIMS has over 4,000 customers, including Ulta, Target, Microsoft, PwC, Uber, and UPS.
Pricing is undisclosed – custom quotes only.
Best For
iCIMS is best for global enterprises and recruiting agencies with high-volume hiring needs.
- I use iCIMS when I need to check the history of some candidates' engagement in all the positions over time.
- Also, I use it to extract reports about the general workflow of the teams.
- Moreover, it helps to detect some defects, for example, if some candidate was left too long without evaluation.
- Sometimes I used it for bulk messaging to the candidates before the position was moved off the website.
- I’m also using it to create email templates for candidates for different scenarios that can occur (hiring on-hold, for example).
- 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.
I don’t think it would be very useful to invest a lot of time for implementation for smaller organizations, since it would probably require some time to set up and train the recruiters.
Lever
We like Lever’s focus on engaging passive candidates. Candidate nurturing is a critical recruiting strategy that deserves the spotlight it’s been given with this platform. In addition to solid product decisions, the execution is excellent. Put more simply, Lever put together a collection of well-thought-out features, and they’ve succeeded in making them all work together.
PROS
- The simple interface is easy to use and requires little training or experience.
- A unified recruiting platform combines elements of ATS and CRM.
- Diverse external sourcing channels and low-friction internal referral process.
- According to most users, Lever's UI is very intuitive and easy to learn.
- Lever combines the capabilities of an ATS and a CRM into a single platform that not only supports your current hiring needs but allows you to actively engage and nurture prospective qualified candidates for future roles.
- Lever takes diversity hiring into consideration with Equal Employment Opportunity (EEO) surveys that help you collect diversity data from applicants, sourced candidates, and referrals regardless of whether they applied to an open position or not.
- Lever provides role-based visual analytics with over 20 key TA metrics in its basic TRM package.
CONS
- Undisclosed pricing and no free plan or trial version.
- 3rd party integrations in place of features that could be built in.
- No mobile apps.
- Lever doesn't disclose their pricing on their website. Interested users are also not able to create trial accounts on their own.
- The platform doesn’t have features for background or reference checking but they do integrate with third-party solutions that specialize in those checks.
- Lever currently lacks a mobile app, but the platform is optimized for mobile use.
From our collective in-house experience, we know that the right approach to recruiting is full-cycle. Lever leans into the CRM mentality with functions that attend to potential candidates, current candidates, and (ideally) current employees who used to be candidates.
This may seem like an obvious strategy, but it’s genuinely (and surprisingly!) unique among ATS platforms.
Users can source candidates from multiple channels, including numerous career sites, social media, and internal referrals. Connecting with potential hires is streamlined with automated workflows that include the sophisticated nurture campaigns mentioned above. Regardless of where they end up in the hiring pipeline, these campaigns keep talent engaged with your company.
The video interview integration with Zoom stands out. In addition to synchronizing seamlessly with scheduling features, it allows for customization of interview type between live, structured, and asynchronous, or some mix of the two.
Another highlight is the range of industries and company sizes that Lever can serve. This platform works for any user with consistent hiring needs, whether a tiny but rapidly growing tech start-up or an established business in a field with high turnover rates (think retail or hospitality).
Our testers found some shortcomings in line with other reviews you might read: resume parsing, and report generation features could be improved.
Lever is used by over 5,000 companies, including Netflix, Shopify, Eventbrite, Cirque du Soliel, and Reddit.
Lever offers custom pricing, so users must contact Lever for quotes.
Best For
Excellent for any org that needs to maintain a connection and easy access to a particular candidate pool, including tech startups, healthcare, and retail.
For specific projects, I utilize Lever daily to coordinate the hiring process for my team. Lever lets me quickly post job openings on multiple job boards at once, while also keeping track of applications and schedules. Lever helps me stay on top of follow-up tasks with applicants and keep organized during the onboarding process. Lever's candidate sourcing tools help me source. It enables me to quickly create customizable pipelines and align the workflow for my hiring team. My favorite is that Lever's comprehensive reporting dashboards provide me with information regarding our recruitment process.
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
Small Businesses, people who are not hiring for several roles a year.
SmartRecruiters
Encompassing solutions beyond the standard candidate sourcing, assessment, and engagement features, SmartRecruiter is an enterprise-grade talent acquisition suite that provides native collaboration and AI-driven functionality.
PROS
- Candidate assessment, skill testing, and offer management are built-in, so need for add-ons or integrations.
- Enables easy posting to multiple job boards, integrating social media tools, and facilitating internal recruits.
- Friendly with mobile devices.
- SmartRecruiters has a built-in candidate assessment and skill testing module that allows you to predict cultural fit, future performance and retention, without needing to integrate third-party solutions.
- SmartRecruiters provides features for offer management. You can create offer letter templates, share them with successful applicants, and collect their e-signatures from any device using SmartRecruiters’ DocuSign integration.
- Speaking of integrations, SmartRecruiters has pre-built integrations with over 500 HR solutions and job boards. You can also ask SmartRecruiters’ team to build additional integrations for you if it doesn’t integrate with products in your tech stack.
CONS
- Undisclosed pricing.
- No free trials.
- Users have reported a steep learning curve and that the UI takes time to get used to.
- Features like candidate filtering, report customizations, and KPI tracking are limited.
- SmartRecruiters’ pricing isn’t transparent. Interested users have to go through the sales team to receive a quote. Users are also not able to create trial accounts on their own.
- Users have reported a steep learning curve and that the UI takes time to get used to. Some users have also reported that the system can be slow and glitches at times.
- The reporting feature doesn’t always retrieve data accurately. Some users have also complained that report customizations and KPI tracking capabilities are limited.
- Candidate filtering is quite limited. As it stands, only basic options such as degree, location, gender etc are provided.
SmartRecruiters ATS is built to serve mid-size and large businesses. The platform allows you to cast a wide net with customizable career pages, targeted ad campaigns, and job post distribution to multiple job boards. It also provides features for candidate assessment and offer management.
One unique fact our evaluation uncovered is that SmartRecruiters encourages customer feedback and rapidly integrates suggestions into the product. That’s an excellent reputation to have, and it’s in keeping with a key element of their business model: SmartRecruiters aims to enable their customers to attract talent. It follows that they would want direct feedback from their users on how to do that best.
The downside of this platform applies mostly to smaller businesses. It’s not cheap, and the scope of its feature set means that it’s complex to set up and use. These factors are less relevant to larger businesses, which are more likely to use all the features and have time and money to spare for integration and implementation.
More than 5,000 companies, including Ikea, Visa, LinkedIn, Equinox, and Skechers
SmartRecruiters ATS has custom pricing, and so do the other products of the system.
Best For
SmartRecruiters works best for medium and large-sized businesses.
SmartRecruiters is an essential tool in my recruitment process. It covers all aspects of the hiring process, from posting job openings to screening resumes, conducting phone interviews, and presenting job offers to candidates. SmartRecruiters also helps me keep track of all candidate data, including rejected applicants and past applications. This allows me to have a comprehensive view of all my recruitment efforts and ensures that no important information is lost.
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.
SmartRecruiters may not be the best option for industries like construction or labor-oriented fields where paper-based applications are still widely used. These industries may not have the infrastructure or technology in place to fully utilize the features and benefits of SmartRecruiters, making it a less suitable solution for their recruitment needs.
Rippling
Rippling is known for its uniformly solid platform, so after test-driving their newly updated ATS module, we weren’t surprised to discover it’s intuitive to use, intelligently built, and succinctly integrated with their HRIS environment.
PROS
- The transition from candidate to employee is nearly seamless, with minimal manual data transfer.
- Mobile app for recruiters on the move.
- Candidate-friendly with no account creation required.
- Intuitive UI and intelligent workflows.
- Job board integration.
- All-in-one platform for employee management + PEO services offered, and even a suite of other IT products
- With 500 integrations, it’s very likely that they integrate with other key tools from your tech stack.
- Operates globally with any currency
- Workflow automation
- Analytics opportunities
- Provides a holistic view of company outflows—headcount costs included
CONS
- Not offered as a standalone product
- US-centric but globally focused-updates are in the pipeline.
- Users report occasional issues with the mobile apps.
- Some users report that customization options are limited.
- Total buy-in to Rippling is essential
- Very SMB-oriented, in case you’re a larger company.
- New features tend to be buggy in ways that tech teams are not accustomed to fixing
Ripplings ATS offers intelligent, intuitive workflows built into dozens of features and automation.
Typically, when an HRIS adds an ATS to their suite, it’s a half-hearted afterthought. Many are perfunctory, underpowered, and easily out-classed, even by mediocre standalone ATS platforms.
But Rippling has built a reputation based on solid product choices, and this one is no exception.
Their ATS is fully built out and offers a feature set that would be a viable standalone product if it weren’t so nicely intertwined with the rest of the Rippling platform.
Based on what’s included, it is clear that they’ve considered the candidate's experience. Little touches, like text messages to connect with candidates, show they know that personal preferences matter.
Another nod to the candidate experience (and what you can learn from it) is the abundant, customizable, anonymous surveys. Rippling recognizes the connection between their public reputation and their candidate experience.
Even with all these candidate-focused features, Rippling hasn’t lost touch with the needs of the people who will use their product most: busy TA/HR teams hiring for SMBs and startups.
Though demand generation is still on the roadmap, elements of their recruiting feature are laudable. It automatically integrates job boards like LinkedIn, Monster, and Zip Recruiter.
Finally, mobile access is a nice touch for busy recruiters, and their open API partnerships with vendors outside their platform leave little to be desired.
For years, companies have had to choose between the superior performance of standalone ATS solutions and the efficiency and security of all-in-one platforms. With Rippling’s ATS, companies who chose the all-in-one solution no longer have to rely on an external ATS.
Bank of America, Motorola, Citigroup, Inc., Dwell, Superhuman, Expensify, Checkr
Rippling pricing starts at $8 per user per month for HR Unity, but the ATS is made available on a higher tier plan (HR Cloud) with undisclosed pricing.
Best For
Though the platform itself and the ATS module are used most by companies with 25 to 150 employees, it can support the needs of much larger teams.
Our organization uses Rippling to manage various HR processes, including payroll, time-off, benefits administration, employee data management, reporting, and leave management. We are also considering the performance management and survey modules but have not yet decided to implement them. As we grow, Rippling has been proactive in suggesting further process automation. We appreciate the flexibility to activate modules as needed, which prevents us from being overwhelmed by unnecessary complexity.
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.
Rippling may not be the best fit for government contractors, as it lacks certain functionalities required to ensure compliance with specific contract requirements. Organizations in this sector might find other HRIS systems more tailored to their needs.
What are the Benefits of an Applicant Tracking System?
The primary benefit of an ATS is that it increases the efficiency of your talent acquisition team through streamlined, automated workflows. These tools can also be quite impactful: 94% of recruiters believe using ATS software has positively impacted their company's hiring processes.
Other benefits include improved employer branding, access to detailed analytics, and smooth engagement of managers & employees outside of HR/TA teams.
- Customized workflows: An ATS that can customize and automate tasks like application processing, screening, and collecting feedback can dramatically improve hiring efficiency. This benefit is especially significant to organizations hiring from very different candidate pools. If, for example, your team is hiring both truck drivers and software engineers, you can bet these workflows won’t be interchangeable.
- Improved employer branding: A top ATS will help your organization create and manage a custom career site to help your company stand out. Showcasing your best features will make it easier to attract top talent, and with integrations with networks like LinkedIn, reaching a wide audience is easy.
- Better quality talent pools: The best ATS software can save time and money by maintaining already-sourced candidates. If you maintain occasional contact with a pool of qualified candidates, your recruiting process doesn’t start from zero each time you open a new role.
- Wider internal engagement: Rather than relying exclusively on your HR/TA teams for recruiting, the best ATS software will also include your hiring managers and employees as part of the process. Employee referrals, feedback on job candidates, and social media can all be leveraged to fill open positions.
- Streamlined hiring and onboarding: An ATS can do more than streamline recruiting; it can work wonders for onboarding. A good first impression sets the stage for employee engagement and, ultimately, retention, so it’s critical to make the onboarding process employee-focused, timely, and effective.
- More effective recruitment strategies: An effective hiring process is data-driven. Any good ATS software dashboard will put recruiter productivity, cost per hire, cost for job boards, cost for paid media, time to hire, and other data at your fingertips.
How To Choose The Best ATS System for Your Business?
Any business choosing any type of ATS should aim to get the maximum functionality for its price point (while ensuring key functions for its specific business are best-in-class), focus on potential long-term benefits rather than short-term costs, and understand the software vendor's product roadmap.
- What do you want to achieve with the ATS?: Depending on your business, you can have one person or multiple teams across your company branches interacting with the ATS day-to-day. Each may have a different pain point they want the recruitment tool to tackle. Knowing the center goals of these stakeholders and the importance of each can equip you with a list of features ranking from most to least desired.
- What can you afford?: An ATS that can schedule interviews, manage employee referrals, and parse resumes will lighten the load on your HR/TA team, leading to increased efficiency. That said, investing in a feature-rich ATS could mean more complexity, steeper learning curves, and higher costs to the system. So, besides the feature list, you’d need to note down your allowed budget and the human resources involved in onboarding and maintaining the ATS system.
- Focus on individual features during your vendor research: Evaluate precisely what you need. The feature list and resource note that you have prepared in the earlier steps will help you stay focused on options that truly matter.
- Think long term: Trying to anticipate the future is critical given how hard these tools are to replace over time (migrating tons of candidate data, different workflows for different types of job, etc.). Beyond the capacity for the platform to scale up as you grow, you should pay attention to how this growth will affect product pricing and, therefore, the ATS ROI.
- Understand the road map: A tool with no future plan for improvements may cause trouble for future software switches, but a vendor with an ambitious list of feature enhancements announced yet a very humble track record of delivery is not any better. Ask the sales rep specific questions relevant to your business needs and review content published on company channels for more information.
ATS Pricing
Below are the most common ATS pricing models.
- Flat rate: This pricing model offers a fixed monthly or annual fee for unlimited usage of the ATS and hence, is ideal if you’re a large enterprise and prefer long-term contracts.
- Pay per user: This model is best suited for small teams with limited recruiter usage (like us!). It charges a monthly fee for each active user of the ATS.
- Pay per vacancy: Designed for small businesses with low hiring volumes, pay-per-vacancy charges a fee for each job you post using the ATS.
- Pay per module: This model is suitable for companies with an existing HR platform that includes ATS as an add-on. It allows companies to pay for only the ATS module they need, rather than the entire platform.
Keep in mind that:
- Additional costs may apply for selective integrations, premium support, and advanced features.
- Prices can be negotiable: Some ATS offer discounts for startups, non-profits, and buyers willing to sign multi-year contracts.
How Much Do Applicant Tracking Systems Cost?
Here are some guidelines on pricing based on company headcount. This information is intended to help you get a general sense of ATS pricing. Keep in mind that ATS software comes in all shapes and budget sizes. Here we provide mid-range samples for reference.
- Small business (<100 employees): $250 up to $3,000 USD per year.
- Medium-sized business (100-500 employees): $3,000 to $15,000 per year.
- Large business (500-5,000) employees): $15,000 to $50,000+ annually.
- Enterprise (5,000+ employees): From $125,000 per year.
What Are the Key Features of a Top ATS?
The best ATS features include automated resume parsing, reliable data security, and great analytics.
- Third-party integrations: Almost without exception, the top ATSs are built with robust integration capabilities and a substantial network in their “partner ecosystem”. You should aim for seamless ATS integrations, meaning the ATS should be ready to interface (connect to, plug in to, play nice with) with whatever software you use for hiring.
- Sourcing: The top ATSs include dynamic features like Google Chrome extensions that allow you to source candidates directly from the web. You’ll also find databases of job seekers that you can query for specific skills and outreach tools that will enable you to build sequences that engage candidates through email and texting.
- CRM (candidate relationship management): Recruiting CRM nurtures your relationship with your entire job-seeker ecosystem, whether active or passive. It helps your TA keep leads warm by setting reminders to ping individual candidates (“silver medalists”) or to check in periodically with larger candidate pools. Structured communications and automated workflows help maintain good relationships and free up your TA team’s time.
- Blind screening: This is an effective method for controlling hiring bias, which is a foundational element of all D&I initiatives. ATSs with a blind screening feature obscure the candidates' names, photos, addresses, and other demographic identifiers to prevent assessments based on non-relevant characteristics.
- Employer branding and career site: Modern applicant tracking systems are built with the candidate's experience in mind. Making a good first impression is critical, so top ATSs include features to build and maintain a bespoke career site. With a bit of help from your marketing team, your ATS can create a distinctive, bespoke, on-brand career site.
- Data and analytics: Any ATS worth its salt has a basic analytics dashboard. The best (and often the most expensive) ATS also incorporates a powerful analytics engine to make light work of your heaviest statistical loads.
- Interview scheduling: ATS software that is focused on recruitment automation will include scheduling for everything from phone screens to final-round interviews. Some enterprise options, such as SparkHire and VidCruiter, even have a video interview tool built in so you don’t have to rely on a third-party app for such use.
- Offer letters: Automated distribution of offer letters is a standard ATS feature. Most platforms offer templates that can easily be customized for each offer presented to each potential hire.
- Onboarding: An onboarding feature helps ensure that the transition from candidate to colleague is as smooth as possible. Few ATSs offer onboarding features because this process is so dissimilar to the platform's core functions. That said, if the ATS you’re looking at doesn’t offer one, it should at least integrate with software that can handle the onboarding process.
The above features are highly specific and intended to help buyers and decision-makers make swift, categorical decisions. However, some critical aspects of ATS performance and functionality can’t be summed up so easily.
Our guest expert, Zach Larson, suggests buyers consider the following three basic elements: First, consider how well the product will respond to market challenges. Second, estimate the quality of candidates based on the ATS's sourcing methods, and last but not least, involve your TA team in the process. Your internal stakeholders must be on board with your choice.
ATS Demo Questions: How Many, and Which to Ask?
The questions should all be about your specific requirements for an ATS, but the following can offer some ideas and inspiration on what to ask during your ATS vendor demo.
- Is there a bi-directional API to share information between this system and my HRIS?
- How does this ATS help my recruiting efforts beyond capturing candidate information? For example, will it allow me to pipeline candidates, source, boost referrals, etc.?
- How does this system improve the candidate experience?
- What is your partner strategy, and do I have to pay to integrate my other recruiting tools?
- What metrics do you focus on to prove the effectiveness of this solution, and where can I see these in my analytics dashboard?
- Can I speak to my future customer service rep about implementation and how exactly your organization will be involved?
- Walk me through the candidate experience.
- Can I store candidate profiles in this system in a way that is searchable for future candidate sourcing?
- Walk me through how recruiters post jobs, vet applicants, and leave feedback.
- How do employees outside of HR interact with this ATS?
- Do you have social recruiting capabilities?
- We use {{XYZ indispensable recruiting tool}}, do you integrate with it? If yes, how?
- What is the onboarding process after we buy this solution? Ask for specific steps and who in your org needs to be involved.
For those wondering what’s the right number of questions to bring to a demo, here is a piece of advice: ask as many as you can. If a vendor doesn’t have time to help you understand their product from the ground up, they are probably the wrong vendor.
FAQs
What is ATS?
ATS stands for applicant tracking system, a type of recruitment software designed to make it easier for companies to find, organize, and keep track of people who apply for jobs.
Read more: What Is an Applicant Tracking System (ATS)
How do applicant tracking systems work?
Applicant tracking systems act as a liaison between an employer and an applicant. Once an application is submitted, the ATS extracts and stores the candidate’s work experience, education, and contact information in a database. HR teams use the database to review applications, communicate with applicants, schedule interviews, and sometimes administer skills tests.
What is the difference between an ATS and an HRIS?
An ATS (applicant tracking system) is the core operating software for your recruiting team that deals with hiring records. In contrast, your HRIS (Human Resource Information System) is the core operating system of your human resources team and deals with employee records.
What is the difference between ATS and CRM?
ATS focuses on streamlining application logistics, while CRM (candidate relationship management system) builds relationships with potential candidates early on through engagement activities. ATS is used in the later hiring stages, and CRM is used in the early stages of candidate attraction and engagement.
Why is ATS software used in recruitment?
An ATS is used in recruitment to make the end-to-end hiring process easier. ATSs were initially designed for large corporations managing thousands of job applications every week. The use of software dedicated to specific purposes has become part of our everyday lives, and so has the ubiquity of the ATS in small and medium businesses. Teams of all sizes, with various hiring needs, can benefit from a tool that increases efficiency by streamlining tasks.
Are there any free ATS?
Yes, there are. Some of the best applicant tracking systems we've tested that offer a free plan or free trial include Manatal, which offers a free trial; Dover, which has a free-forever plan; and Recooty, which is free for one user. Check out our free ATS buyer guide for more options.
What is the best ATS for startups and SMBs?
Startups and small businesses tend to have a tight budget for recruitment tech, so the above free ATS could be a good starting point for such companies. Additionally, Workable, Zoho Recruit, and Recruit CRM are among other top SMB-focused ATS systems we tested that offer a good range of features at an affordable price.
What is the best ATS for recruitment and staffing agencies?
Recruit CRM, Manatal, and Zoho Recruit provide comprehensive features tailored to the needs of smaller agencies. On the other hand, larger firms with increased volume and complex recruitment processes may find Bullhorn and Avionté to be more suitable.
Final Advice for Buying ATS Software
- Know your needs: Get clear on the specific needs your ATS must satisfy. Meet with vendors and watch demos only after you are absolutely sure of your current ATS requirements and confident of your future forecast. Don’t agree to anything less (or more) than exactly what you need.
- Two-for-one ROI analysis: Being CFO-ready with an ROI report will refine your thoughts on why and how an ATS is an essential purchase for your team, which will lead to more clarity on which features to prioritize.
- Consider the context: As the sophistication of ATS platforms have become more sophisticated, the cost has decreased. This means capabilities like sourcing, CRM, talent re-discovery, and even top-rate analytics capabilities are readily available to most.
About Us
- Our goal at SSR is to help HR and recruiting teams to find and buy the right software for their needs.
- Our site is free to use as some vendors will pay us for web traffic.
- SSR lists all companies we feel are top vendors - not just those who pay us - in our comprehensive directories full of the advice needed to make the right purchase decision for your HR team.
