The 18 Best ATS Systems Reviewed & Compared by Experts

• It's customizable.
• The scorecard system makes it easy to compare candidates.
• Integration is top-notch.

We used Greenhouse to manage our candidate pipeline. Candidate applications were pulled from job boards to Greenhouse. As candidates moved through the pipeline they would receive automated emails regarding the next steps. I used it for about 6 months. The company was looking for an ATS that integrated with LinkedIn Recruiter.

The pricing isn't so clear, it depends on the size of the company and hiring needs. I think it's great for really large companies but the cost is steep for smaller firms and organizations. It's also hard to figure out, not as easy to figure out as other ATS systems.

I think it's definitely hard to get used to compared to Cornerstone on Demand, Breezy HR or Compass. The data reporting is great but takes a lot of energy to get accurate reports.

People should consider their company size. They should definitely consider the budget because if you don't really need all the add-ons, it may not be worth it. It may also be wise to consider how tech-savvy your team of recruiters are.

Very large companies

I like it for its smooth performance evaluation process. It's one of my favorite features. Second is its onboarding feature and hires packet that let the new employee feel welcomed. Last but not least, is its ATS system which helps us keep a track of our talent pool.

My organization has been using it for 2 years. This is an amazing tool for employee database management. Along with that, it offers an employee satisfaction survey which can help improve things along the way. Its performance module has made life way easier with a simple few steps process for performance evaluation. Lastly, its hiring module is easy to use and generates results.

It does not provide integration with LinkedIn which adds to the cost of LinkedIn job wrapping. Its customization option is very limited and its API keys are also limited to very few options.

For a startup, It provides all the necessary options that will help the organization alleviate its HRIS system. It is not that costly compared to others and it is also very simple to use.

Apart from the very obvious, cost; another criterion could be the size of the organization. The needs of the organization are also very important in terms of what they want to achieve from an HRIS.

They have introduced new modules like performance, moreover, they are always doing webinars to make the best use of their tool. Their customer support is always very helpful.

Small and Medium Enterprises.

• Easy for both HR and Hiring Managers to use.
• Ability to quickly build and download reports.
• Ease of booking interviews.

We have been using Pinpoint for just over 2 years now.

We bought it because of the great customer service we had been provided in the demo, the capability of the system and the cost.

I really don't have anything I dislike.

In previous ATS systems, I have never been able to quickly run reports and data which is a huge benefit. The customer service is also heads and tails above any other ATS I have worked with

I think this is really hard to answer because every business will have a different requirement of what they are looking for. For us, it was the ability to run reports, easy booking of interviews, ROI, candidate experience and hiring manager experience

I think the regular updates from Pinpoint are super useful. Continually partnering with other businesses for ease of linking other platforms into the recruitment process

I would say any organization.

VidCruiter's video interview features save us time and allow us to quickly assess candidates' communication skills. The integrated reference checking simplifies our vetting process and provides reliable insights into candidates' backgrounds, which is crucial in our industry. The platform's user-friendly interface makes it easy for our team to collaborate and manage candidates throughout the hiring process.

Choosing VidCruiter was a no-brainer for us in the jewelry industry because it addressed our urgent need for a more efficient hiring process. We appreciated that VidCruiter offers both pre-recorded and live video interviews, which helped us assess candidates thoroughly right from the start. One feature we found particularly useful was their referencing service—they handle it seamlessly as part of the platform. In our line of work, where reputation matters a lot, having reliable references is crucial. It's been about a year since we started using VidCruiter, and this feature has definitely made our hiring decisions more confident.

Sometimes the platform can feel overwhelming with all its features, and it took us a while to get fully comfortable with everything. Occasionally, we've experienced minor glitches in the scheduling feature, which can disrupt our interview processes. While the customer support is generally good, response times could be quicker.

Compared to other similar tools we've tried, VidCruiter stands out in several ways. One main difference is its comprehensive approach to video interviewing, offering both pre-recorded and live options seamlessly integrated into one platform. This flexibility allows us to efficiently screen candidates while saving time on scheduling. Additionally, VidCruiter's integrated referencing service is a significant advantage in our industry, streamlining the background check process and providing deeper insights into candidates' qualifications and character. The platform's intuitive interface and customizable workflows make it easier for our team to collaborate and manage the entire hiring process effectively.

Ensure the tool offers the specific features you need and fits your company's size and industry requirements. Test the platform for user-friendliness to ensure it is intuitive for your team to navigate without extensive training. Look for demos or trials. Consider how well the tool integrates with your existing systems. Compare pricing plans and consider the value the tool brings versus its cost. Factor in scalability if your team or hiring needs are expected to grow.

VidCruiter has added more features like automated workflows, enhanced customization options, and improved integrations. They have also slightly improved the user interface, and customer support has gotten better.

• Medium to large organizations
• HR departments focused on streamlining recruitment processes
• Industries requiring thorough candidate screening
• Teams managing high volumes of applicants

SparkHire makes it easy for job seekers to record their answers at their convenience, reducing scheduling problems and speeding up the hiring process.

The platform has features that facilitate teamwork and decision-making, such as sharing interview videos, providing feedback, and rating answers. You can create interview templates with tailored questions for specific jobs, helping you better understand candidates' suitability for the role.

Our company invested in SparkHire to address several issues in our hiring process. Before SparkHire, scheduling interviews often caused delays and made it difficult to connect with potential hires. The interview process took longer for both hiring managers and job seekers due to the challenge of matching schedules, which extended the time to bring someone on board. We chose SparkHire to simplify and speed up our hiring process.

Their video interview system allows candidates to answer questions at their convenience. Once a question is ready and shown, candidates can record their answers when it suits them. This has reduced the paperwork around hiring and significantly sped up our hiring process. The option to share interview recordings helps hiring teams collaborate and make decisions more effectively.

I've been using SparkHire for over two years. During this time, I've seen significant improvements. The candidate experience has improved with video interviews, making the process easier and more flexible. The tool now includes key features like custom interview questions and the ability to rate and comment on responses, which helps assess candidates and identify the best ones.

The server can be very slow, causing frustration when retrieving results. The contact information provided is sometimes outdated or invalid. Some of the candidate contacts are no longer relevant or useful.

SparkHire stands out for its ease of use and extensive features for video interviews. It eliminates most scheduling issues by allowing asynchronous interviews, significantly speeding up the hiring process. Features like shared interview videos, rating systems, and commenting tools are more user-friendly and effective than those of similar tools, enhancing team collaboration and decision-making. The highly customizable interview templates allow for tailored candidate assessments, a feature many other options lack.

Ensure the tool is user-friendly for both candidates and hirers, with simple, clear steps for conducting interviews. It should integrate smoothly with your existing HR systems, such as your applicant tracking system, to streamline processes and avoid duplicate data entry.

Assess the functionality: Can you create custom interview questions? Can candidates schedule interviews at their convenience? Does it offer collaboration features and meaningful insights?

Choose a tool that can scale with your company's growth and handle an increasing number of users and interviews. Consider the availability and quality of customer support for resolving technical issues and answering questions.

The platform has seen multiple iterations to make its user interface more intuitive for both recruiters and candidates, resulting in a smoother experience. SparkHire now integrates more effectively with popular applicant tracking systems and other essential HR tools, bridging gaps in the recruitment process. Also, enhanced video sharing, more sophisticated rating systems, and improved commenting features facilitate better collaboration among hiring teams.

SparkHire is particularly well-suited for organizations that do high-volume hiring or have geographically dispersed teams. It is ideal for companies hiring frequently across time zones, as the asynchronous video interviewing feature eliminates scheduling conflicts.

I like several things about Manatal. The first one being the ability to post on about 19 different free job board sites. I also like the ability to create my own pipeline categories as what I like to see doesn't typically come in a "standard" ATS. Another good thing about Manatal is the ability to email candidates through their personal candidate file, making the note taking a lot less tedious because it automatically keeps the email in that candidate/employee's file.

The main reason I chose Manatal was due to its price. It was one of the less expensive, web-based, customizable ATS systems I could find online. I have to say, however, that this isn't one of those "you get what you pay for" type programs. I was pleasantly surprised at Manatal's capabilities.

There are a few things with Manatal that could be improved. First one is their match system. I feel that the percentages I see on each applicant's file do not match the job description even close to the percentage it gives me. I also don't like that you can't just perform a search in the system without naming a specific field (i.e. I couldn't search by phone number). The other thing I don't care for too much is the email integration. I integrated, and then later removed, my work email because once integrated, all of my emails had to go through the Manatal program and there are emails that I don't want or need to stay within my ATS.

I would say for the price Manatal is awesome. It's better than I thought it would be given how inexpensive it is compared to its competition. Other ATS programs I've used in the past were specifically built for the companies I worked for previously, which cost $10K+. The company I'm with now is about 30 people, and Manatal suits my needs for a company this size.

ATS programs vary in so many ways that I really think it depends on what kind of company you are and what your needs are for an ATS. For a small business that doesn't specialize in just staffing, but has a few internal staffing needs themselves, this is great. For a large(r) staffing agency, Manatal is capable of handling what is needed; however, a custom built software would be more appropriate. Another thing to consider about Manatal is that its integrations are limited to just a couple email programs, another reason why it wouldn't work out so well for a larger company.

I've only been using Manatal for about 3 months now so I can't really answer that question. I know not much, if anything, has updated and/or changed in the time I've been using it.

Any business with smaller staffing needs. The industry doesn't necessarily matter (unless it's a larger staffing agency). We're in the construction industry and unfortunately we can't integrate it with any other program we use...which is fine for our needs right now. If we continue to grow the way that we are, then I would say we would have to consider another ATS that we could integrate with our construction software.

• JazzHR has a user-friendly interface that is easy to navigate, making it simple for our team to manage the hiring process from start to finish.
• It also allows users to customize job postings, screening questionnaires, and evaluation forms, which allows us to get more suitable candidates.
• JazzHR also automates many tasks such as resume screening, interview scheduling, and candidate communication. This is an important time saver which helps us move faster.

JazzHR is a cloud-based applicant tracking system that streamlines and automates the hiring process.

Our organization was looking to engage highly specialized consultants from the US as well as Europe in IT Security, Cloud Computing, and Enterprise Solutions.

We found that JazzHR provided centralized hiring where the team could manage the entire hiring process, from job postings to candidate screening and interview scheduling which saved us a lot of time. It also provided impressive data-driven insights and analytics on hiring metrics which enabled us to identify our areas of improvement.

• There are limitations on candidate search, especially for local searches in Africa. The candidate search functionality could also be more robust, allowing for more targeted and advanced searches.
• Customer support response time can be slower at times which can be frustrating when trying to resolve issues quickly.
• The reporting features could also be improved on to provide more insight and more informative data analytics.

• Affordability: JazzHR is priced competitively, making it more accessible to small and medium-sized businesses that may not have the budget for enterprise-level solutions.
• It also allows reliable customization, from job postings and screening questionnaires to evaluation forms and workflows. It also integrates with a wide range of other HR tools, including HRIS and payroll systems like BambooHR, providing us with greater flexibility and automation.
• Indeed and LinkedIn have significantly larger candidate pools than JazzHR, making them a better option for organizations looking to cast a wider net in their candidate search. However, JazzHR integrates with a range of other HR tools, including payroll and HRIS systems, while Indeed and LinkedIn do not offer the same level of integration.
• This makes JazzHR more all-rounded than Indeed & LinkedIn which fills a niche and builds on the value it offers making it slightly preferable for overseas hires.

• Consider the HR tools that you currently use or plan to use and evaluate whether JazzHR can integrate them. JazzHR integrates with a variety of HR software for different purposes such as assessments, background checks, payroll, and onboarding. Some examples of HRIS systems that JazzHR can integrate with are BambooHR, Namely, TribeHR, and Workday. Do your research before engaging JazzHR.
• Pricing: Evaluate the pricing structure to ensure that it is affordable and that it aligns with your organization's budget. JazzHR has different payment plans like Hero, Plus, and Pro.
• You can evaluate the level of customer support that is available and ensure that it aligns with your organization's needs, particularly if you are a smaller organization without a dedicated HR team.

Over time it has Increased customization by introducing more customization features over time, including the ability to create custom screening questionnaires and evaluation forms.

It has also improved integrations by expanding its integration capabilities, allowing users to connect with a wide range of HR tools, including HRIS and payroll systems.

In my opinion, JazzHR would work best for teams looking for a recruitment and applicant tracking system that can be integrated with an existing HRIS system to streamline their recruitment, onboarding, and payroll operations among other HR functions.

They are affordable. They integrate with other platforms. It is affordable to add new team members. It is easy to set up recruiting steps and scorecards.

It is less expensive than Greenhouse. It is a good starter tool for seed companies or companies with low hiring needs. We used it for 1 year.

The ability to schedule candidates can be a little challenging. I worry if it will be possible to pull the information from Ashby to another ATS if we change it. Most candidates are not familiar with it, so you have to explain how it works from the candidate's side. It can be difficult to onboard managers to use it.

It is affordable and you can start with a small package. I prefer this option because I am the only recruiter and the team is about 10, so we don't need 1000 seats.

When you scale you might lose your data if they are not able to transfer the data. You are limited on recruiter data. It is a tool that most recruiters have never used, so you will have to train all recruiters on the system.

I think they have not evolved much.

Seed Startups to Small Startups

• The flexibility of the system; it can be tailored to suit your needs.
• The customer service is awesome; they help you get the most out of the system.
• Provides a number of processes all in one spot.

We purchased ClearCompany February of 2023. As an HR department of one, I needed a system that could help me with recruiting, scheduling interviews, onboarding, performance reviews, goal setting and recognition. This system does it all. It takes a great deal of work from me and allows the managers to take charge of reviewing their applicants in one place, without me having to email everyone, and schedule their own interviews. It even provides a way to schedule a panel review which is our process for hiring key positions. I have been using it since we purchased and still making enhancements to ensure our processes are automated.

I would like to be able to print out the performance reviews as opposed to view them in preview mode. This would help me when designing them and comparing them to others in the system.

This system is easy to use and easy to set up. I prefer it in comparison to other systems I've used because of the user interface and how well it was received in my organization.

What processes do you need? This system has recruiting, onboarding, performance management, surveys (templates and you can create your own), dashboards, and employee recognition.

How much are you willing to pay? The price is great when you consider what you are getting.

In the short time I've been using the system, it has added new features that provide even more flexibility to the system.

Midsize to large companies. Industry doesn't matter.

I like Recruitee because it is very easy to use. It has a user-friendly interface that allows me to perform all workflows efficiently. I can quickly post jobs and move candidates to different stages, saving me much time. The platform is designed to make it simple and quick to use, which is a big plus. I also appreciate that it's very straightforward to use all the workflows, so I can spend little time figuring out how to do something. Overall, Recruitee has made my recruitment process much more efficient and streamlined, which is why I continue to use it.

My organization was searching for an applicant tracking system (ATS) that could connect to multiple job portals, especially in Europe. In addition, the ATS they wanted should have a user-friendly interface so that both hiring managers and other team members can easily use it and be easy to set up.

The organization needed help with its previous ATS system. Connecting to job portals, especially those targeting European markets, was a significant pain point. Hiring managers and other team members needed help connecting to their google calendar, adding to the frustrations. The user interface of the previous ATS could have been better, making the overall experience negative.

To overcome these issues, the organization decided to switch to Recruitee in August 2022. Recruitee has provided numerous benefits to the organization and effectively solved the pain points they faced with their previous ATS system. With the ability to connect to over 20+ job portals, including regional portals for specific countries, the organization can now reach a broader range of job seekers. The user-friendly interface of Recruitee has made it easier for hiring managers and team members to navigate and use the system, improving their overall experience. Additionally, connecting the google calendar to Recruitee was a breeze, making scheduling and organizing interviews much simpler.

Since August 2022, the organization has been using Recruitee and has found it to be a reliable and efficient solution to their recruitment needs. The ability to create a complete job workflow within the system has made the recruitment process smoother and more organized. The support team of Recruitee is also a plus, providing quick and helpful assistance when needed.

One thing I dislike about Recruitee is the lack of an option for directly promoting jobs on LinkedIn. Currently, Recruitee doesn't have this feature, which can be a drawback for those who rely on LinkedIn for their recruitment process. Not being able to promote jobs directly on LinkedIn adds an extra step to the process and can be time-consuming. I hope that Recruitee will add this feature to enhance the user experience and make the recruitment process more efficient.

Recruitee is different from other applicant tracking systems (ATS) because they have good after-sales service. They listen to customer feedback and make changes based on it. They also have a close relationship with their customers and understand their problems. Other ATS that I have used do not have these features.

When buying an applicant tracking system (ATS), people should consider the following criteria:

• Ability to connect to local job portals
• User-friendly interface
• Ease of creating workflows
• Capability to process offer letters
• Integration with calendars to schedule meetings.

As I have yet to study Recruitee's history in depth, I can only speak about my experience with the company over the past six months. In that time, I have found Recruitee to be highly responsive to their customers' needs. They have been able to integrate the solutions we requested and are in the process of adding new features, such as background check capabilities. They have also recently added more portals to better match the needs of their users. Overall, it is clear that Recruitee is dedicated to making their customers happy and understanding their real-time problems. They go above and beyond to ensure that their users are satisfied with their products and services.

Recruitee is a user-friendly tool suitable for organizations in various industries, including IT, healthcare, e-commerce, and startups. Its user-friendly interface makes it accessible to anyone with basic computer knowledge, while advanced features are ideal for HR professionals. This versatility makes Recruitee a good option for organizations of all sizes and types.

I really liked the templates to create career pages, and felt it gave users a sense of the company and really made us look polished. The ability to track candidates was a huge advantage, eliminating the need to remember or to scroll through notes or emails to recall where someone was in the hiring process. I felt it was really easy for the entire team to use, especially hiring managers who are not in the HR department and needed an intuitive, simple way to participate.

I used teamtailor for a little over a year, and it was incredibly helpful in attracting and recruiting hard-to-get top talent. We needed our company to stand out, and to create an experience for applicants that would give a sense of our culture and why we are special and unique to work for. The ease with which we could create ads, the great templates provided, and the overall immersive experience for applicants improved not just the quality and number of applicants we received, but the conversion to hires. We also felt that throughout the process, our candidates had a better sense of who we are and seemed more engaged in the interviewing process as a result. Also, it integrated well with the various job boards and social media we needed to use, making it more efficient in getting the word out regarding openings.

I was not impressed with the analytics. Also, though it makes communicating and tracking candidates easy, being able to opt out of automatic emails would have been good on occasions, and it didn't have flexibility that way. Sometimes there were issues with scheduling too, and it didn't seem to always coordinate people's calendars completely.

This is a very comprehensive and complete ATS, and very easy to use. I have only used one other, and would say that teamtailor had better features and was easier to use.

I think it is important to consider the needs of the business. If you don't do extensive recruiting, this product may be more than you need. Is simply posting ads and getting responses enough, or are you finding a lack of quality candidates? If so, this may solve that. Are you hiring candidates who are in very high demand? If so, you should consider how you are presenting your company and if the process and features this tool provides may be able to make it more attractive to such candidates and is often what they expect.

It appears the company has increased the amount of knowledge, advice and resources regarding the recruiting process to users over time.

This is ideal for an organization that does a great deal of hiring, and has a lot of people involved in the hiring process. It is also great for companies that need to hire candidates that are in very high demand.

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

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

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

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

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

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

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

Easy scheduling options. The stages are customizable. Posting is easy.

We started using Trakstar in June of 2021. We were moving away from ADP to a new payroll system. We were looking for an ATS that would give us better more customizable options for candidate flow and interview stages. I implemented the new system. We are a small company with around 350 employees. Our new payroll system had an ATS but the cost would be too much for a company our size.

Reporting is horrible, everything is lumped into one big report and you cannot write reports as needed. Searching is also horrible, they should implement boolian search capabilities. The system lacks text automations which would be helpful for interview reminders.

Trakstar is good for small companies with medium applicant flow. For a company that uses recruiting heavily it does not work as well.

Really think about what you will be using it for. Does it have the capabilities that your company needs? Can it adapt to a growing company or changing company?

It really hasn't. It still does not truly meet our needs but it is doing its job.

An organization with heavy candidate flow and few positions.

• The opt-out message after the 1st text helps weed out the people who are not interested.
• We like having visibility into the requisition and candidates who applied.
• iCIMS is easy to navigate.
• The onboarding process is quite thorough.

We have utilized iCIMS for the recruitment processes across the company for over a year, however I personally have used it for more than four years. Our recruiters and managers are using it to find new people who will join the company. iCIMS helps keep track of candidates, post new jobs, connect with potential candidates, perform assessments, send interview invites and track data relevant to DEI. We have integrated third-party vendors into iCIMS Talent Cloud to make our processes more efficient. iCIMS is a decent ATS for the price, however its support is lackluster and its implementation process is lengthy and time consuming.

• Exporting data to Excel is overly complicated.
• User notifications  could be more noticeable.
• Not able to override or complete items if another admin neglects to do so causes a delay in the process.
• Configurability is challenging.
• Integrations are complicated.
• Support staff are not available/responsive as needed.

iCIMS offers great functionality but is not as customizable as other platforms. The offer management feature is a plus. There are some issues with social media and how data appears on these sites. Candidates report a good application experience.

Always consider any integrations and customizations unique to your organization. Realize that iCIMS is solely for talent acquisition and does not support other functions that might be needed. The candidate experience is tremendously important; ease of use and communication features are extremely important.

iCIMS has not changed much over time--they certainly update as needed, however it has been a fairly consistent ATS system that is a breeze to use.

Due to the advanced capabilities of its platform, iCIMS is able to accommodate organizations across industries and size.

• Avature improved our recruitment workflows and increased efficiency through automation.
• It significantly enhanced the hiring manager experience, simplifying requisition creation, tracking, approvals, and engagement with recruiters.
• The platform offers extensive customization options to fit the needs of any business.

My organization sought an end-to-end solution to streamline workflows, including sourcing, applicant tracking, career websites, employee referrals, internal mobility, and onboarding. The goal was to improve the candidate and hiring manager experience significantly while enhancing the efficiency of recruitment processes.

After evaluating the market, we chose Avature because of its robust platform and ability to customize features to meet our needs. Its suite of solutions allowed us to upgrade talent acquisition and engagement processes, such as building a talent community and driving internal mobility.

Avature’s seamless integration with other HR systems was another key factor in our decision. We have used it for over three years.

• The custom report builder is limited in capabilities, and the dashboard views are not user-friendly.
• The team experienced a steep learning curve, and it took a long time to establish workflows and processes.
• There is limited training material available, which hindered onboarding and adoption.

Avature stands out for its high level of customization, allowing organizations to tailor the platform to their unique needs. Its strengths in applicant tracking and talent management make it a preferred choice for companies seeking enhancements in these areas and scalability.

However, it has room for improvement, particularly in custom reporting, which lacks advanced features offered by competitors. The steep learning curve and limited training resources are also drawbacks compared to similar tools.

Assess your recruitment team’s comfort level with adopting new technology, as Avature requires significant time for implementation and process setup. Consider your reporting needs, as its custom reporting features are limited. Additionally, ensure your organization has the resources to invest in training and system adoption to maximize its potential.

Avature has introduced enhancements in talent management areas such as onboarding and internal mobility. They actively incorporate customer feedback into platform updates, showing a commitment to continuous improvement.

Avature is ideal for organizations with at least 10 recruiters that need robust recruitment workflows and extensive customization options.

• The ability to manage collaborative hiring with ease. This has reduced the need for email communications, and Slack messages with constant back and forth.
• The Lever UI is quite user-friendly, it is easy to use which makes it easy to introduce the platform to hiring managers and new recruiters with minimum training.
• The ability to integrate your calendar and availability of interviewers into Lever has allowed us to save a lot of time and effort in scheduling interviews with applicants. This reduces the efforts needed to schedule multiple rounds of interviews and also helps us with candidate communications which was a concern in the past.
• We are also able to get data driven reports which help us understand how we are doing on each job and make any updates as needed to ensure we are using processes which are effective.

Our team was growing and we were in a situation where we had to automate our recruitment process within the organization. We had many jobs open and various hiring managers, so managing it with spreadsheets and documents was getting difficult. The organization's time to close roles was too long as well.

After reviewing many ATS, we decided on Lever. We chose Lever because it had many customizations that would be useful to make sure we were able to make the ATS customized to the needs of our hiring managers, our collaborators, and our applicants.

We also felt that integrations Lever offers such as Zoom and Slack were an advantage as our organization was already using these applications within the organizations. We can use Zoom to schedule interviews and we use Slack to collaborate with candidates as well which is terrific. Personally, I have been using personally for over 3 years.

• While Lever has a great UI, sometimes for users who never have used an ATS, it can take a little time to learn how to use it, and the training available to us was pretty much online only.
• Support can be limited and slow on occasion, where we need to wait for a response via email which can sometimes cause delays
• The cost of the ATS is good only for larger teams, I think for small businesses the price of Lever may be higher than the benefits it brings especially if working with smaller budgets.

Lever's level of customization with workflows is better than many ATS that I have used in the past like Jazz and Bamboo which has helped us customize the platform to our organization's needs.

Lever's scheduling system with integrated calendars and the ability to send calendar invites is a huge plus which many ats do not have.

Lever's level of candidate communications is similar to most ATS, but I do like how quickly an email or message can be sent to a candidate.

One of the areas some alternatives are better is not having an App, when on the move, or working remotely an app can be a plus

I think the pricing is important for all organizations, determining your needs from how many open jobs you anticipate per year will help determine the cost incurred for each hire when using an ATS.

It is important to ensure the features your organization needs are provided by the ATS you chose. For instance, some companies may not want all workflows automated only a few. A basic

I believe they do have constant updates to their UI, and workflow options, and increase integrations as they come available.

One of the notable changes has been the diversity, equity, and inclusion section that they have included which has been beneficial in hiring in line with new talent acquisition policies of the organization which aim to reduce biases when hiring.

The Lever ATS can be a good fit for organizations of various sizes and industries, but I think it is well suited for teams with strong hiring collaboration, teams seeking data driven hiring results and lastly looking for an ATS that can handle scalability. With Lever, it is very easy to involve many team members in a single hiring process which makes it easy for us to work together. Reporting is essential for each organization, with Lever it is easier. Lever provides valuable insights with reports which can help find areas that need focus and improvement quickly. Lastly, with Lever, you can manage to scale with market fluctuations, economic changes, and updates to hiring needs where you can scale up or down as needed.

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

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

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

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

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

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

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

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

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

It might be better for startups than for corporations.

Rippling encompasses features for every HR component, including recruitment, payroll, HRIS, benefits administration, and engagement. The platform's user-friendly interface makes it easy to navigate and use. Rippling's integration with other systems ensures seamless data flow and process automation. The comprehensive nature of Rippling's suite of products allows us to manage all HR functions within a single platform, enhancing overall efficiency.

Our organization chose Rippling to address the need for a comprehensive HR software solution that could handle multiple aspects of employee management. Prior to using Rippling, we faced challenges in integrating various HR functions such as payroll, benefits management, and time tracking into a single platform. Rippling provides a suite of products, including an applicant tracking system (ATS), full payroll and benefits management, time and attendance tracking, learning management, and professional employer organization (PEO) services. I have used Rippling for over a year and found it instrumental in streamlining our HR processes and enhancing overall efficiency.

The pricing structure lacks full transparency. Additional modules cannot be acquired independently; instead, the core Rippling Unity platform must be purchased first. Opting for the HR help desk feature, which includes phone and email support, incurs additional costs that escalate as more features are added.

I have not used other tools to know the difference between them and Rippling.

Rippling is a comprehensive HR platform designed to streamline and automate various employee management processes. Its extensive features empower users to seamlessly handle hiring, employee management, payroll, and training tasks. Beyond HR functionalities, Rippling also provides IT solutions for configuring and overseeing computer devices and application access. This platform is particularly well-suited for small to midsize companies, especially those with aspirations for international expansion.

I’m unsure of how WorkTango changed or evolved over time.

It is particularly well-suited for medium-sized businesses and large startups in need of a modern payroll platform.