The 18 Best ATS Systems Reviewed & Compared by Experts

• Greenhouse is user-friendly.
• Greenhouse customer service is exceptional.
• Greenhouse will custom-create lists for every step of the process.

Greenhouse was introduced to me in 2014 as an affordable startup option to compete with larger (HRIS) software. I have used and implemented this software with several clients over the years. Greenhouse has been especially effective in streamlining recruitment processes and training for new HR hires as its system has grown increasingly user-friendly. I have noticed a trend among my clients that companies that search for data-driven talent have an easier time using Greenhouse.

• I have occasionally experienced issues with bulk imports.
• Greenhouse sometimes does not pick up keywords.
• It takes time to understand the system.

Greenhouse has been a consistent and affordable option in comparison to ADP or Trinet. I enjoy the Greenhouse interface more overall.

Does your team have experience in training an HRIS system to be intuitive? Are you clear on your hiring expectations before investing in a system of this kind?

Greenhouse's customer service has evolved tremendously. I find that they are very efficient.

Tech-focused with a high talent pool.

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.

1. BambooHR is an incredibly user-friendly HR platform that has made it easier than ever to manage employee data.
2. it makes onboarding new employees a breeze, allowing us to quickly and accurately collect important documents with just a few clicks.
3. The powerful analytics BambooHR provides are also great for keeping tabs on performance, compensation, and attendance.

We chose BambooHR as our Human Resources software because of its expansive, easy-to-use capabilities. We wanted to automate HR processes and initially used Zoho but we found a problem integrating Zoho to meet our expectations since Zoho requires knowledge of IT. BambooHR allows us to easily manage employee timesheets, track new hire onboarding processes, create interactive checklists, and track performance goals with ease. We have been using BambooHR for almost two years now and have seen a great ROI. BambooHR has moved our HR processes into the 21st century and enabled us to make changes quickly while keeping track of valuable data that would have taken us significantly longer to include manually.

1. BambooHR does not offer a significant number of options when it comes to customizing your dashboard or user profiles.
2. BambooHR lacks many advanced reporting features.
3. BambooHR does not currently offer the ability to track vacation hours for individual employees.

Its strong suite of features make it stand out from similar tools. BambooHR simplifies the onboarding process by helping to manage employee data, providing an effective way to track hours and attendance, or designing custom workflows for tasks like vacation requests. What I particularly appreciate about BambooHR is its ability to create employee reports that are fast, intuitive, and easy to use. BambooHR also integrates seamlessly with other software such as payroll, benefits management, and mailing services. Overall in comparison to other HR tools available today, BambooHR stands above many of them. Its intuitive design and robust functionality make it my preferred choice for managing my HR processes; it gives me everything I need in one place without any hassle.

When considering BambooHR as the right software solution for your business, there are several key criteria to consider. Thoughtful evaluation of factors such as cost and implementation time frame should be taken into account to make BambooHR fits into your business plans and operations. Additionally, it’s important to understand BambooHR's functionality and its capacity for automation to guarantee you’re getting the most out of the software in terms of streamlining tasks and increasing efficiency.

By consistently listening to customer feedback, BambooHR continues to evolve and grow along with its users' needs. BambooHR now provides software solutions that allow companies to streamline their mundane, yet essential HR processes like record-keeping, onboarding, and more. BambooHR has also added more robust analytics and reporting functionality to offer real-time visibility into human capital metrics.

BambooHR is an incredibly valuable tool for businesses of all sizes looking to streamline their HR processes. It makes it simple to store employee information, set access permissions, and track important past and present data. From small independent businesses just getting started with their HR needs, to large organizations that have much more complicated paperwork requirements. because the software offers a high range of features and prices that can fit any type of business.

I like how easy it is to use. I have found the customer support team to be responsive and helpful, which should not be taken for granted. The tool can be customized to suit your requirements and company processes, which makes it more usable.

We were going to engage in a big international, high-volume, virtual recruitment campaign. We had been using another well-known but more generalized video conferencing tool, but it lacked recruitment-specific functionality and was proving inefficient when hiring en masse. We needed recorded interviewing functionality because we were hiring in volume across multiple time zones, and manually arranging so many interviews was laborious and time-consuming.

Vidcruiter offered recorded interviews and automated interview scheduling, which helped us efficiently reduce our candidate longlists to several interview shortlists for each position we recruited for. This was then a manageable volume of candidates, after which we could manually arrange interviews. I have used Vidcruiter for about 12 months for high-volume, international recruitment.

Vidcruiter was quite hard to learn at first and requires help from support to make full use of the tool. I also experienced some video loading lag time, which meant that reviewing videos took a little longer. We also had a few problems integrating calendars for our automated interview scheduling workflow.

Customer support is very good compared to the competition. Although I found it harder to learn than some others, I found that it was very customizable compared to the competition, which was important as we are quite a quirky organization with unusual requirements.

If you are doing high-volume recruitment with staff in different time zones, you should focus on two specific features. The first is recorded interviewing, as this is the most efficient way to reduce longlists to shortlists and conduct first-round interviews. Automated interview scheduling is a must for high-volume recruitment, but check that it integrates well with your existing calendar systems.

I think that live video calls and video replays have become less glitchy and stream more seamlessly.

Vidcruiter is good for international organizations recruiting staff in high volume across different time zones.

SparkHire aligns well with our brand image. It offers robust analytics and reporting modules. The limited takes and think time feature is great for streamlining one-way interviews and creating a more structured interview process.

We began using SparkHire during the pandemic to address the challenges of remote work and hiring. We needed to recruit virtually and quickly while maintaining our brand image. SparkHire solved our hiring challenges due to three main features: its dynamic and agile branding, which aligned with our image; its quick launch, as it was one of the few tools that allowed instant sign-up without a scheduled demo, which was crucial when we needed to move fast; and the one-way interviewing feature, which provided the flexibility and adaptability we needed as our organization transitioned to remote work.

We also used it more recently as we expanded internationally and increased our hiring volume. I have personally used it for about a year.

The cost can be an issue for us since we often use the app intermittently. Integrating it with our ATS was not straightforward. I think they could expand the range and originality of their interview question templates.

SparkHire has a very responsive and meticulous customer service team compared to others I’ve used. I appreciate that it offers unlimited interviews, which many other tools do not. The transparent pricing and instant sign-up process make joining faster and more enjoyable.

One-way recorded interviews are essential for creating a flexible and scalable hiring process. A good reporting and analytics function is also crucial, especially for volume interviewing.

The user experience has improved, particularly in terms of stable and reliable media connections.

SparkHire is well-suited for organizations of all sizes that operate remotely.

1. It allows us to keep all recruitment records and data in one location, providing a single record for each person and useful historical information.
2. It allows for automated workflows and integrations with other systems, such as calendars and Teams video calls.
3. It is cost-effective for a small organization, meeting our needs in a budget-friendly way.
4. They provide a platform for customers to give feedback and regularly make updates based on this input.
5. The customer service team is exceptional, offering alternatives if the system cannot meet a specific need.

We bought Trakstar one year ago. Previously, we did not have an applicant tracking system and were growing by about 30 employees per year, necessitating a better mechanism to track and manage our talent pool. We had been using homemade workflows and forms, which didn't provide useful recruitment data and didn't allow us to leverage our full pool of applicants for future roles. Additionally, the manual process slowed us down significantly.

1. The system has limitations in terms of customizing fields, and while they take feedback, these changes have not yet been prioritized.
2. The integration with other systems, like our payroll system, is limited, making it not worthwhile for us to integrate.
3. Access levels are limited, which restricts the access we can provide to hiring managers and business leaders.

While we use Trakstar specifically as an applicant tracking system, they offer a suite of solutions for performance management, training, and more, all of which are easy to navigate. The intuitive nature of the site sets it apart from some competitors. Additionally, their customer service team and the support provided during the implementation process are significantly better than those of other systems I've used.

Consider the entire recruitment lifecycle and the specific needs of your business. Also, consider growth plans and the scalability of the tool. Since Trakstar offers more than an ATS, think about your long-term talent management plans and whether a single system can meet your talent development and performance management needs, so you don't need to switch systems as you grow.

Trakstar regularly asks for feedback from clients and provides a platform for ongoing feedback. They introduce new features and updates quarterly, addressing key client needs. Although we've only used Trakstar for one year, I've seen more attention to client needs than with most other systems I've used.

Trakstar is great for small to medium-sized companies. The system is cost-effective and offers various solutions to meet needs as the organization grows. Trakstar is best for organizations of limited complexity due to its simplistic workflows and system limitations.

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

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

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

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

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

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

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

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

JazzHR is really easy to use. It is very intuitive, with tabs being pretty self explanatory. JassHR also posts on multiple job boards and pulls quality candidates from those job boards as well, expanding our reach to prospective hires. It is very easy to read and download resumes, and we can quickly share the applications with others within our team who need to view them. The price for the service is also reasonable. There was a price increase this year but we felt it was still more than worth it. JazzHR also integrates with our HRIS, Zenefits, which is an additional benefit.

We bought JazzHR because we wanted to streamline our recruiting process. Being in the federal contracting and acquisition space, we get quite a few opportunities to fill vacancies. Our company needed to be able to identify qualified candidates quickly. We also wanted to use an applicant tracking system that hosted candidates from multiple sources. Our first experience with JazzHR was in late 2021 and we purchased a subscription in 2022. We've been happy with the service and often refer colleagues and other businesses to JazzHR.

It can sometimes take longer than expected to receive feedback or a response from a JazzHR rep. We also have noticed that the system freezes more frequently than expected. We can usually work around this by simply logging out and back in but it seems to be a JazzHR issue since this happens on different computers as well as different networks. We would like to see more customizable features so that the look of JazzHR has more of a personalized feel.

JazzHR provides more candidates than competitors and it has a much lower cost. We also like the ability to customize templates when responding to candidates without having to pay an additional fee or select a higher priced subscription. JazzHR is also much easier to navigate than Monster and Indeed, and candidates have shared that when using JazzHR directly, it is easier to upload resumes and apply than other services.

If you want a low cost option that checks off most if not all of the boxes, consider JazzHR. If you need fast customer service responses, then you might want to try a different provider who can accommodate that. If you don't need a highly personalized home page, JazzHR is a good option especially for the price. Overall, JazzHR is our favorite resource for our recruiting needs.

We have only used JazzHR for a little over a year now and have not noticed significant changes worth mentioning.

Any organization with recruiting needs.

• Customizable email sequences. 
• One-click sourcing using the Chrome extension. 
• Unlimited users and job postings.

We were unhappy with our ATS. It was too slow and it was riddled with bugs. We were also using a few different services for our recruitment efforts and Ashby had the potential to centralize those services.

• The whole interface is not very user-friendly. It feels like it was created for IT users, not HR users. 
• The customizations are hard to figure out and their navigation menus are counterintuitive. 
• The kanban view for the pipelines feels like an afterthought and feels heavy and sluggish.

Ashby has a lot of potential and, when used to its max, it is a powerful tool that centralizes all the tools you will need in large-scale recruitment campaigns. It has the same issues that larger CRM-like platforms have. Just like Zoho and Odoo's recruitment modules, Ashby is not easy to set up and takes a long time to get used to. 

Customization is sluggish and requires a lot of guidance from the support team.  Platforms like Recruitee or Breezy have a much more user-oriented interface. That being said, if you are gearing up for a long and large recruitment effort, then it makes sense to invest a few days with the support team and set up every minor detail in Ashby, taking advantage of its highly customizable automation. It will allow you to manage large-scale efforts with a small team.

Primarily, the scope of your work. If you are the in-house team of a startup or small agency, Ashby might prove to be a challenge in itself to set up. It is better suited for large organizations or mid-level startups that need to conduct large recruitment efforts. I strongly recommend against it for a staffing agency or freelancing recruiters.

They have improved their platform's performance and its workflows.

Large companies.

Easy to use and navigate for anyone including those technologically challenged. Easy to set up a performance review from the backend perspective. Lastly, I like how an entry level employee can see how their goals are vertically integrated into the top goals/company's strategic plan. I believe this visibility helps all employees understand the end goal better and that they are an important part of a bigger goal.

I have used ClearCompany for less than a year and am happy with the ease of the product. Our company was looking for a performance review system that was more integrated and connected to our strategic plan. Our company bought ClearCompany because of the many features, advantages, and benefits the product offered over our past performance review provider. One key benefit was the platform provides transparency on the progress of an individual's goal(s) and the team's goals. The organization as a whole can see goals the top executives set for the term and how each contributor's goals vertically connect to supporting those top goals.

I did not care for the performance review builder where they use job descriptions from a prebuilt template. I thought the template was incomplete and lacking in descriptions of job functions/responsibilities. Also, if an organization's goal is to build individual performance reviews for each position, using this software may be very time consuming. This software is better for a standard template review process for groups of employees. Building the review template is not quick because it takes time to learn how to build it first.

The visibility into a company's goals and others goals is different (and nice). Employees can congratulate others and make comments when their peer's goals are achieved, which is different and a positive employee engagement tool. There is the capability to create more customized performance reviews, if willing to put in the time. There is also the capability to "set it and forget" when creating a performance review. The system will notify an employee/manager when it is time for their review.

A company should identify their needs first. They might not need this comprehensive performance management tool. They should think about what is currently working and what is not working. I suggest making a list with 1. must haves, 2. would likes, and 3. I wish. This list will guide the buying decision.

They planned to build out the job description feature more.

An organization where it is critical to the business that everyone in the organization (from the bottom up) knows and understands the company's goals and who is responsible for each subgoal.

I like the integration with calendar and online meeting tools like Zoom. The pricing is affordable and does not negatively impact the ROI of any business. The customer support team is responsive to technical questions.

Managing, tracking, and recording employees working remotely around the globe was a significant challenge for our company. We faced difficulties in understanding employee needs and improving human resources. Emailing one employee at a time and CCing others was cumbersome. Recruit CRM offered a solution by allowing us to manage employees from a single dashboard and providing robust communication features for emailing employees directly from the tool. I have used Recruit CRM for three years, which has helped me gain more experience as an HR business partner.

The user interface requires significant improvement. The rich text editor for composing emails is unresponsive. The email signature maker offers limited customization options.

Recruit CRM provides more modules at the same pricing level and has a support team that responds promptly to technical questions.

Consider the size of the organization and the pricing of the tool. Also, evaluate the technical knowledge required to set up and use the tool effectively.

There haven't been many changes to the Recruit CRM platform yet.

Recruit CRM is suitable for human resource managers and talent acquisition professionals from medium to large-sized businesses.

Recruitee is a cloud-based recruitment management and applicant tracking system designed to streamline the hiring process for companies of all sizes. It offers a wide range of features, including job postings, applicant tracking, talent sourcing, interview scheduling, team collaboration, and analytics.

Users appreciate the user-friendly interface and customizable workflow, which allows them to tailor the system to their specific hiring needs. The ability to post jobs to multiple job boards and social media platforms simultaneously also makes it easier to reach a wider pool of candidates. The system also allows for easy collaboration among hiring team members, with tools for sharing feedback and notes.

Recruitee's analytics capabilities, including tracking the effectiveness of job postings and candidate sources, can help organizations make data-driven decisions about their hiring strategies. The system also integrates with popular HR and productivity tools, such as Slack and Google Calendar.

Our organization bought Recruitee to streamline our recruitment process and improve our candidate experience. Prior to using Recruitee, we found ourselves manually reviewing resumes, scheduling interviews, and managing candidate communication through various channels, which was time-consuming and often disjointed. Recruitee has helped us to centralize all of our recruitment activities in one place, making it easier to manage our hiring pipeline and keep candidates informed. The tool's user-friendly interface, customizable workflows, and robust reporting capabilities have been particularly valuable to us. We have been using Recruitee for the past year, which has helped us significantly reduce the time and resources we previously spent on recruitment.

The system can be slow at times, especially when dealing with larger candidate pools or running reports. Others have noted that customer support can be slow to respond or may not provide the level of assistance needed.

Additionally, some users have found the pricing structure to be somewhat confusing or not flexible enough, particularly for smaller organizations or those with more limited hiring needs. There have also been some comments about the lack of certain features or integrations that are available in other recruitment management systems.

Despite these limitations, many users still find Recruitee to be a valuable tool for their hiring needs and appreciate the overall functionality and ease of use of the system.

Here are a few key features that differentiate Recruitee from other recruitment management systems:

• User-Friendly Interface: Recruitee has a modern, intuitive interface that is easy to use, even for those with little to no experience using applicant tracking systems. The dashboard is customizable, allowing users to tailor it to their specific needs.
• Customizable Workflow: Recruitee allows users to create and customize their own recruitment workflow, enabling them to build a hiring process that works best for their organization.
• Multi-Job Posting: Recruitee enables users to post jobs to multiple job boards and social media platforms simultaneously, making it easier to reach a wider pool of candidates.
• Collaboration Tools: Recruitee includes features for team collaboration, allowing hiring team members to share feedback and notes, and assign tasks to one another.

Here are a few key factors to consider:

• Ease of Use: Look for a tool that is user-friendly and intuitive, with a clean and easy-to-navigate interface.
• Customization: Consider how customizable the tool is, particularly in terms of the recruitment workflow. A tool that allows for customization can be tailored to your specific hiring needs.
• Job Posting: Check how many job boards and social media platforms the tool allows for posting jobs, and consider whether these are the channels that are most relevant for your target audience.
• Candidate Management: Consider how the tool manages candidates, particularly in terms of tracking, communication, and collaboration among the hiring team.
• Pricing: Consider the pricing structure of the tool, particularly in terms of whether it is flexible enough for your organization's needs.

Recruitee has evolved over time to meet the changing needs of its users.

• Expanded Integrations: Recruitee has added more integrations over time, such as with LinkedIn, Indeed, and Glassdoor, making it easier to post jobs and manage candidates across multiple platforms.
• Enhanced Analytics: Recruitee has improved its analytics capabilities over time, with features such as job posting effectiveness and source tracking, providing more insights into the recruitment process.
• Customizable Workflow: Recruitee has added more customization options for users, allowing them to build a workflow that is tailored to their specific hiring needs.

Recruitee is a user-friendly and powerful applicant tracking system (ATS) designed for small and medium-sized businesses (SMBs) and hiring teams. It's a great fit for companies that want to streamline their recruitment processes and manage their entire hiring process from one platform.

Recruitee is particularly useful for organizations that value collaboration and transparency in their hiring process. It offers a variety of features that allow hiring teams to work together seamlessly, from posting job openings to tracking candidate progress and sharing feedback.

The automatic integration and feed into public job boards of our choosing, like Indeed or ZipRecruiter. We can manage all aspects of the job posting and candidate flow within TeamTailor, eliminating the need to manage each job board site individually. TeamTailor offers a wide range of one-click analytics, including time to fill, candidate flow time, and DEI measurements. The system keeps all applicants organized within buckets for each job, making it easy for hiring managers to know exactly who they are talking to and what stage of the interview process the candidate is in.

Before TeamTailor, my organization handled all recruitment functions through our internal CRM system, Dayforce. However, that solution did not offer a seamless candidate application experience, lacked text/SMS functionality, and did not have the robust analytics that our leadership team sought. TeamTailor easily integrates with our current systems, such as Microsoft Outlook and Teams. It also offers analytic dashboards that review applicant traffic, time to fill, and the amount of time spent in each stage of the hiring process. We have been using TeamTailor since March 2024.

There have been instances where attached or uploaded files are not sent to candidates and need to be resent separately outside of the system. We currently do not have access to interview templates, which would be helpful for hiring managers who may not be actively interviewing. A minor dislike is that we cannot change the color of their logo. Our organization relies heavily on uniform branding, so including their logo on presentations and communications is visually unappealing.

TeamTailor has built-in text/SMS capabilities that other ATSs only offer as upgraded features. This makes it easy to communicate with candidates quickly. The messages are received within the TeamTailor platform, so the hiring manager or recruiter does not have to provide their personal phone numbers. TeamTailor also integrates seamlessly with our organization's current tech stack of Microsoft products, making interview coordination with calendars easy.

If organizations want a system that acts as a one-stop shop for all things recruiting, this is it. Applicant screening, centralized job posting management, interviews, offers, and reporting are all in one place.

TeamTailor regularly releases software updates that include bug fixes or enhanced capabilities for their current features. A recent example is the ability to further customize analytic dashboard views.

We are a medium-sized luxury retail organization that prioritizes candidate experience from application to offer. Organizations like ours would benefit and see an ROI with TeamTailor.

User-Friendly Interface - iCIMS provides an intuitive and user-friendly interface, making it easy for recruiters to navigate through the system, post job openings, and manage candidate data efficiently.

Centralized Applicant Tracking System (ATS) - iCIMS offers a centralized ATS, where recruiters can store and manage all candidate-related information, including resumes, applications, interview notes, and communication history.

Scalability - iCIMS can cater to the needs of both medium businesses and large enterprises, offering scalability to accommodate changing recruitment requirements as the organization grows.

Our organization believes that iCIMS is a popular cloud-based talent acquisition software that helps organizations streamline their recruiting and hiring processes. The platform offers several benefits to both recruiters and candidates. They strongly are of the opinion that iCIMS streamlines the recruitment process, enhances candidate experience, and provides valuable insights for making data-driven hiring decisions. I have been using iCIMS for 2 months.

One of the cons is it's costly. There are many cheaper ATS available in the market than iCIMS. iCIMS can be relatively expensive, especially for small businesses or startups with limited budgets.

Customization Limitations- While iCIMS is customizable to some extent, certain advanced customization options may not be available or may require additional costs. Organizations with highly unique or complex recruitment processes might find it challenging to adapt the software fully to their specific needs.

While I haven't faced this personally but I have heard that iCIMS has limited offboarding features. While iCIMS primarily focuses on talent acquisition, it may have limited offboarding functionalities for managing the employee separation process.

I have used different ATSs, but the one thing which stands out for iCIMS is its user experience. Its user-friendly interface is designed to streamline the recruiting workflow and make it easier for recruiters and hiring managers to navigate the platform. Also, its customer support service is commendable. iCIMS provides customer support to assist users with any issues or questions they may encounter while using the platform.

When evaluating different ATS options, organizations should consider their specific needs, budget, and long-term recruitment goals to make an informed decision. It is essential to conduct thorough research, compare alternatives, and consider how well iCIMS aligns with the organization's recruitment and hiring processes before making a decision.

I haven’t used it long enough to comment on this.

iCIMS is best suited for large organizations.

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.

• The UI is user-friendly, easy to navigate, and very candidate-centric.
• The system is so systematic that we can track where the applicant is in which interview stage at one glance.
• The features help to make faster & better decisions with good quality hires.

My organization wanted to switch to another ATS from the current one for a better recruiting experience, hence, we bought the Lever tool. My organization wanted to bring out a structured way of interviewing candidates and get an easy overview to understand which stage the candidate is in and the progress of the interview process. We have used it for 4 years and we’re happy with how it helped both our org and the potential candidates with an elevated experience of hiring. The UI of the tool is also very good with easy navigation.

• Many times Lever cannot detect duplicate candidates, which is annoying.
• The initial setup on Lever is hard.
• The tool is a little pricey compared to its competitors in the market.

Yes I have used Zoho ATS in the past and Zoho is also a very good all-in-one tool. Lever can be integrated with other tools as well. It has great reporting & analytics features which sets it apart.

People should keep in mind that Lever is an effective tool for candidate experience while applying and also for recruiters to track candidates, capture feedback and create structured interviews and enhance the experiences of users.

Lever now has an additional CRM tool feature which adds another feather to the advantage cap. The candidate surveys and dashboards have also been improvised.

Lever is good to use for organizations with a large employee base where too many stages of interviews are there and a large pool of candidates need to be evaluated, filtered, and shortlisted.

I like SmartRecruiters as it offers a comprehensive and integrated platform for recruitment needs, which helps in streaming the hiring process. The user interface is intuitive and straightforward, allowing users to quickly navigate and access different functionalities.

One of the key benefits is its ability to connect with leading national job portals, which widens the pool of potential candidates and increases the chances of finding the right fit for a position.

Moreover, the platform offers a centralized candidate database, allowing recruiters like me to easily manage and maintain candidate information throughout the hiring process. The lifecycle management feature makes it easier to track a candidate's progress from the initial application to hiring, reducing the risk of overlooking any important steps.

Another amazing feature of this tool is its ability to draft and present offers within the platforms, making it more convenient to manage the hiring process from start to finish.

Overall in my opinion, SmartRecruiters offers a user-friendly, efficient, and integrated recruitment solution that can benefit both recruiters and candidates.

Our organization used SmartRecruiters to make the hiring process easier and better. SmartRecruiters is an HRIS that helps our organization post multiple job openings, keep a track of people who have applied to those jobs and keep a track of the whole hiring process.

With the help of this tool, HR managers and recruiters were able to save time and effort by posting job openings in many job portals at one time without having to go to different portals and post jobs one by one.

The tool also helps the HR team move candidates through different stages of the hiring process, so they can see who is the most qualified for the open job positions and make good decisions. The tool can also show different reports about the hiring process, like how many people have applied, so the organization can see how to make it better.

Our organization has been using this tool for almost one year and being used by different people in the organization, like managers, HR heads, recruiters, and senior management without any hassle.

SmartRecruiters doesn't allow integration with many applications, and their support team is not very responsive and is unwilling to make changes. They seem content with their current clients, as many big companies are already using their product and their support team is not willing to work on the new changes requested by the users.

SmartRecruiters stands out from other recruitment software by providing a platform that is easy to use and can be linked with both big and small job portals. It also offers a database that makes it easy to keep track of potential hires. With these features, SmartRecruiters can help recruiters save time and resources, making the hiring process more efficient. SmartRecruiters' ability to connect with various job portals and organize candidate data sets it apart from other recruitment software.

• Before buying recruitment software like SmartRecruiters, there are some important things to consider.
• Firstly, think about how many people will use the tool and which industry they work in. This affects which features will be most helpful.
• Secondly, check whether your team is skilled enough to use the tool, as some tools are harder to learn than others.
• Finally, think about how long you will need the tool. SmartRecruiters offers discounts for yearly models, so that might be worth considering.
• By keeping these things in mind, you can choose the right recruitment software for your needs.

SmartRecruiters has improved over time to meet the needs of their users. They have done this by adding new job portals, especially local job portals that are popular in different countries. They have also made their platform more affordable by offering discounts with yearly plans. Finally, they are working on integrating new applications into their platform, which will make it more versatile. By doing all this, SmartRecruiters is able to better meet the changing needs of its users.

SmartRecruiters is good for IT and Software companies, or any company where employees use technology for sourcing and recruitment process.

Regarding Rippling, I appreciated its all-in-one capabilities. Another aspect I appreciated was their continuous development of new features. It also provides excellent compliance and management tools. The system's integration with other HR and IT tools is helpful for centralized management.

I assisted with implementing Rippling at the company where it was utilized and had signed on prior to my joining. Initially, they integrated it for approximately 3-6 months, followed by another 9 months, and continue to use it. Their objective was to streamline processes related to onboarding, HR, Carta, and IT solutions. My role involved configuring workflows, email reminders, setting up the Applicant Tracking System (ATS), and implementing Carta. Despite using it effectively for six months at Replit, they aimed for a more efficient onboarding experience but ultimately did not utilize Rippling as extensively as anticipated.

It was quite complex, requiring significant learning effort. The system was not as intuitive as expected, and even the representatives lacked comprehensive knowledge to ensure seamless integration. Rippling demanded considerable time for proficiency, and its compatibility with other systems was limited. Not all data was easily downloadable. If their team responded faster, it would improve the platform. Some workflows were clunky, and many features required explanation over calls, extending the time needed for implementation.

Rippling remains a strong choice for HRIS due to its comprehensive all-in-one functionality. Having multiple HR personnel benefits from its consolidated system, although updating information on one page may necessitate adjustments across other workflows, requiring careful attention. It also has the potential to add benefits and payroll, which are good options if required.

Factors to consider include the investment in financial resources, time from HR representatives, and overall resources dedicated to the software's success. It is crucial to have someone overseeing the broader strategic view and a team to manage the system comprehensively, including regular audits. Consider the level of customization and integration needed and ensure the tool aligns with your company's scale and complexity.

I believe their services are improving, but they need to respond more quickly and avoid giving basic customer service answers. They should show more curiosity about their customers' needs. Building features faster would also be beneficial.

Rippling is a good fit for medium to large enterprises.