The 18 Best ATS Systems Reviewed & Compared by Experts

• 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.

• I like the notifications and alerts it provides to make sure you are able to keep things moving in timely manner.
• The ability to search resumes is great, which helps build our own resume database. With Greenhouse , the ability to customize workflows based on the needs of each team and or role is very helpful.
• You can integrate LinkedIn with Greenhouse.

As an organization we were growing and we needed a new online collaborative system which would assist us with our recruitment. As a global team, it was essential for us to use a single system. We also needed support with our interview process, being able to schedule interviews with ease. In addition, we wanted a system in place which would be used by our internal recruiters and our external vendors all in one single space. As the team grew it was not possible to effectively track our candidates, hiring process and create the necessary reports. Lastly we were looking for a tool which would be scalable as we grew and increased our hiring.

Personally, I have used Greenhouse for over 4 years and over the years have learnt more and more what can be done with it. I have used it as a part of an in-house recruitment team and as an external vendor.

Over time it helped us with onboarding too which was a plus as we needed support in that area as well.

• It does take some time to learn the platform and how to get its best use, training is important to use Greenhouse to the fullest.
• The UI is good, but may not be the latest compared to other products out there.
• More integrations with job boards and softwares would be great.

I have used Greenhouse and similar tools, Greenhouse is a robust and constantly evolving platform geared more to larger companies and or companies ready to invest more on their recruitment tool. Even though smaller growing teams can use it , I would say it is more geared to medium if not large enterprises from a price point and the initial set up time too. As mentioned quite a bit of training is needed to use Greenhouse which is not always the case for other recruitment tools. This can be a barrier to getting hiring managers to use the platform.

• A few of the key buying criteria includes assessing the tool to make sure it solves your company's problems. All company's recruitment needs are not the same.
• It is important to see if there is an option for a trial or atleast a demo to get an understanding of how it works, and its usability.
• Integrations are important to consider. Teams have multiple tools for productivity, project management, performance management, compensation, and onboarding. It is important to take a look at which integrations are available when choosing a tool.

They have a mobile app which is constantly improving but helps meet  the needs of users, especially when many are working remotely. They have improved security and compliance over time too. Lastly, diversity, equity and inclusion features have been added to the tool as well which are constantly updated to the needs of the user.

Recruiters, HRBPs, Hiring Managers. Medium-large sized organizations.

I like BambooHR because it's user-friendly. I also like that it's a system where you can really track important data like job titles and salary changes. Finally, I like that BambooHR is easy to use.

We bought BambooHR to establish a centralized place that could securely store our employees' data for our HR team. We also wanted to create a seamless onboarding and offboarding process. The customer service is impeccable at Bamboo and they're always very helpful. It's also very user-friendly. I've used the product personally for one year.

I wish BambooHR offered a way for us to administer stock options and 401K directly through the program. I also wish we had a dedicated account rep, which we, unfortunately, do not have at this time. I would love to see more engaging ways for our employees to be onboarded, as well.

They're different because they have a very attractive interface and the response rate of the customer service team is higher. They also tend to offer a more diverse set of program features.

I'd recommend really digging in to make sure you're taking advantage of all of the features and integrations Bamboo has to offer. Also, I'd recommend smaller companies (less than 50 people) really consider if this is a tool that's right for their size.

The training content they've offered is impeccable.

I'd say an organization of at least 50+ people.

Spark Hire makes the initial screening process efficient. It gives the recruiting team an edge for quality hires. It is a time and cost-effective solution for startups looking to scale up their operations.

As the startup aimed to expand its operations, the limited size of the recruiting team faced a huge challenge with the scale-up. Spark Hire streamlined the process by allowing managers and technical leads to review candidate recordings at their convenience, once approved by the recruiting team. It engaged a two-way dialogue between managers and the recruiting team without the need to schedule calls, thus saving valuable time for everyone involved. The team only connected with the candidate once they had received approval from both the technical lead and the project manager. We have been using Spark Hire for about a year.

Spark Hire or similar platforms eliminate personal interaction. If a candidate is not comfortable with virtual recording, the recruiter may miss out on a good candidate because of the setup. Bad internet connections can lead to low-quality videos, reducing the probability of moving to the next step in hiring. It's crucial to ensure that questions are relevant and tailored to the role to maximize the effectiveness of the interview process.

Similar to Spark Hire, we have used HireVue. In our experience, Spark Hire has a better user interface.

The tool eliminates personal interaction at the initial level, which needs to be considered by management before proceeding. Another factor to consider is whether the scale of the requirements matches cost-effectively with the services provided by Spark Hire. Lastly, providing initial training to all recruiters is essential to ensure the team can maximize the features offered by the platform.

The constant updates regarding the user interface and the ability to communicate within the team are promising factors with the platform.

Startups looking to scale up their operations can find Spark Hire to be a great fit.

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

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

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

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

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

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

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

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.

I love the easy, intuitive UI. Their customer success team is very quick to respond and helpful. I also like the custom reporting features.

Price, easy UI, 2+ years

I think duplicating jobs and updating interview flows can get a little clunky. Same with integrating with Google Calendar.

Cheaper but does all of the same things, I'm an Ashby convert from Greenhouse!

Cost, reporting needs, easy UI and integration with other tools are all key features when evaluating any ATS tool. In my opinion, Ashby is a modern, clean, easy to use ATS that won't break the budget.

Since I've started using it, they've added a lot of features, especially with LinkedIn recruiter and importing candidate profiles. Scheduling and reporting have improved as well.

Startups/smaller companies

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.

I like that it is intuitive and easy to use. The fact that it's an all-in-one database that houses compliance, record keeping, communication internally and externally, is a real winner and very helpful.

We were looking for a tool that solves recruiting related compliance. It also needed to include storage capability. Sharing internally was a factor. Another was intuitiveness and ease of use. Compatibility with our performance appraisals was a plus as well.

I dislike that you have to download documents when you only need to view them. It would be nice to be able to just have it open in a new window. There are a few other glitches like this that I wish the company would address.

For people that are trying to solve many things with an applicant tracking tool, an all-in-one system like Trakstar is a really nice perk to hav

They do facelifts to their interface pretty regularly.

HR people will love this tool, and organizations that hire in teams would find it very helpful

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

The interface for admins was very easy to use, and it was easy to set up new questions and to record ourselves professionally. We also found it easy to overlay our company logos so that the process aligned with our branding. The ability to watch back the interview responses was great, along with their easy-to-use rating scale.

In a previous organization I worked with, we bought VidCruiter because we had an onslaught of recruiting needs that took up a lot of time for our recruiters. We had basic questions we needed all of our applicants to answer, but due to time constraints, we were only able to target maybe 15% of the applicant pool at a time. With VidCruiter, we were able to set up a basic video interview of pre-recorded questions that we could automatically send out to all qualified candidates, without needing to schedule individual interviews with them. The tool was easy to use and to rate candidates on their responses. Plus, it integrated with our ATS, making it easy for applicants to transition to their platform.

Some users had issues with the technology required to complete the video interviews. This caused us to lose out on some candidates because responding to a video interview not only requires some technical acumen, but it is also a little less personal than an actual phone call. The video also had some lag issues with us in the past, both in recording new questions and listening to responses. The design of how to navigate the back end of the website could also use some work.

VidCruiter offers a competitive price, and their ability to integrate with a large number of ATS systems makes them a preferred service in this industry.

Integration is key. The last thing you want for your applicants is to force them to log in to multiple systems, to have to redo any part of their application process, or to feel like their candidacy is not being taken seriously. Find a vendor that can integrate well and gives a positive experience for your candidates.

Not that I'm aware of. The system has been pretty consistent for a while now.

Anyone that is doing a lot of hiring for the same position. This can be for entry-level jobs or for higher-end jobs that have a lot of openings. For us, we used VidCruiter for project management and sales openings, both of which get a large volume of applicants.

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.

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.

It is very comprehensive, providing everything I need, which eliminates the need to connect multiple different platforms. Also, the site is clean, and it runs smoothly and quickly.

We use Rippling for a variety of functions including employee offer documents, onboarding, payroll, PTO, expense reimbursements, and benefits. Without it, we would need to hire several different people, which isn't feasible as we are a smaller company. It makes sense for us to use Rippling instead of hiring a large number of support staff.

There's nothing I really dislike about it; I feel like it gets everything I need done without any headaches.

With one of the companies I used in the past, it felt like I still needed many other tools and platforms to connect to it, whereas Rippling seems to have everything integrated already.

I think it depends on the cost-benefit for you. For us, as a small company, it makes sense to use Rippling rather than multiple different platforms and people. However, for a larger company, it might be more cost-effective to manage these processes in-house.

I haven't noticed any changes myself.

I think it's best for small to mid-size organizations that would benefit from having everything in one place with one provider.