The 18 Best ATS Systems Reviewed & Compared by Experts
We've researched, reviewed, and compared hundreds of ATS since 2018. Here are the best applicant tracking systems to streamline your recruitment process.
Best Applicant Tracking Systems
An Applicant Tracking System (ATS) is software that automates the recruitment and hiring process. For companies that hire more than 20 employees a year, an ATS is an essential tool. On this page you’ll find expert reviews and comparisons of the best ATS systems on the market.
We've been researching, reviewing and comparing ATSs since 2018 and update this article regularly. But we offer more than just research: Our writers have led recruiting operations and PeopleOps across industries. We combine our direct, hands-on experience with rigorous research, product demos, user reviews, and the input of impartial, third-party experts to provide consistent, reliable, and helpful advice. You can also book a free call with an HR tech expert who'll give you personalized help.
To create and update our list of the best ATSs we regularly participate in product demos, gather user and expert feedback, and leverage in-house knowledge. We assess each product's performance on core functions, including job post distribution, candidate screening, interview scheduling, and analytics/reporting. In our view, the three most essential components that best-in-class ATS software must score highly on are UX/UI, candidate experience, and integration/compatibility.
- UX/UI: Posting a job should take less than 30 seconds, syndicating this job to job boards should be a simple push of a button, and viewing applicants should be as intuitive as using platforms like Trello.
- Candidate Experience: Features like personalized communication, easy interview scheduling, and self-service portals for application status updates all enhance the candidate experience. Your talent acquisition team is also part of your public relations team, so it is critical to equip them with tech to ensure you maintain a strong reputation among all candidates, regardless of your hiring decision.
- Integration and Compatibility: We assess each platform’s ability to integrate with other tools in a typical HR ecosystem. Limited integrations can be a massive drag on ROI: manually entering data or downloading CSVs just to upload them to your ATS, for example, is suboptimal at best.
To address the needs of companies of any size, we've included a few all-in-one solutions. In our experience, many companies with lean HR/TA teams and fewer than 500 employees are better off with a platform that combines applicant tracking with other functions like CRM, HRIS, or payroll.
For more information on our methodology, read this article on how we evaluate HR tech vendors.
Pinpoint
BambooHR
Greenhouse
Workable
Spark Hire
ClearCompany
Manatal
VIVAHR
JazzHR
Ashby
Recruit CRM
Recruitee
Teamtailor
iCIMS
Avature
Lever
VidCruiter
Trakstar Hire
SmartRecruiters
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Pinpoint
A lot of ATS platforms don’t deliver on their claim to be user-focused, but Pinpoint does. With a sophisticated, sleek look and an intuitive interface, they clearly know great software is a mix of form and function.
PROS
- Best in class automations that will save your recruiting team time.
- Highly customizable and values collaborative hiring.
- Unlimited jobs and team members in all of its plans.
- Career site builder helps teams find and convert the right talent.
- Pinpoint is an agile ATS that is highly customizable and values collaborative hiring.
- It’s got a simple and transparent pricing structure.
- Pinpoint offers unlimited jobs and team members in all of its plans.
- Their customer service team is highly praised by users.
- The career site builder is very robust, allowing teams to attract and convert the right talent.
- There are over 100 HR software integrations to choose from, and Pinpoint’s team is adding 3-5 every month.
CONS
- The employee onboarding module costs extra
- Cost prohibitive for budget-conscious teams
- No free version or free trial offer
- The employee onboarding module does cost extra.
- It isn’t the best fit if you’re looking for the cheapest ATS.
- There isn’t a free trial or free version at this time.
The career site builder is a big hit with our team, especially for our writers and editors with extensive experience on TA teams. They emphasized that the need to stand out among other companies is one of the most critical tasks they faced as recruiters, and this unique approach was compelling.
We found the site builder feature to be so intuitive that a first-time user could complete the setup for a custom site in about 30 minutes.
This ease of use is no coincidence: Pinpoint is known for its emphasis on user experience, so the visual clarity and sequential logic of workflows were designed with care.
Users report attentive customer support via email, chat, or phone.
The platform also considers the experience of employees who make referrals by offering a low-friction process. An automated email is sent to current employees informing them about open positions. The message includes a link to share with their network, and the platform keeps track of the referrals they have made so far.
With an open API and more than 100 built-in integrations, Pinpoint plays well with others. However, bespoke integration is available exclusively for Enterprise plan users.
CoinShares, Pathways Global, Grant Thornton, Icario, Pivot Energy.
- Pinpoint pricing starts at $345 monthly when billed annually.
- Enterprise features, such as multi-page career sites, multi-lingual support, custom integrations, and help on data migrations, start at $1,200 per month.
- Discounts are available for startups with fewer than 50 headcount.
Best For
This ATS is best for in-house recruitment teams filling at least 30 openings annually, especially those with a strong, user-centric mentality.
We use Pinpoint daily, it's an ATS, so it does the typical things an ATS does. This includes, creating career pages on our corporate website that explains some basics about Article, and allows a candidate to decide if they’d they feel they’d be aligned to working with us.
On the career site, all the open jobs are visible for potential candidates to see. They can then decide to apply, upload a resume and fill in some basic info. On our side of the ATS, we create the jobs that are posted - designing the interview flows, application questions, and scorecards, then advertising them to the selected job boards.
We use Pinpoint to evaluate the viability of applicants, referrals, and candidates we source, being a single point of truth. Once candidates are selected to proceed, we use Pinpoint to move through the interview process, giving the hiring manager visibility into the hiring process.
For candidates, we use Pinpoint to schedule and communicate with candidates, who are selected for this process, but also to reject those candidates who are not. There is a lot more of course but this is a basic walk-through, and I’d assume if you’re reading this, you have a good idea of what an ATS does.
They're an ATS that is ascending, and not coasting on reputation; they've continuing to evolve, with new useful features, and integrations quickly rolling out.
Overall, I’d argue that Pinpoint puts candidates first, with easy applications and great branded communication. Adding to this, candidate-centric design is the built-in self-scheduling for interviews, and including a candidate NPS score - this is key to letting my team and I understand the candidate experience.
The new automation feature they launched where you can create rejection emails based on application questions has saved my team a lot of time by not having to screen candidates who do not meet minimal requirements, currently, this is about 29% of applications. We have been creating custom rejection emails for each automation, this allows the candidate to know specifically why they were rejected, and if they answered the application incorrectly by mistake, allow them to reapply.
I’m also a fan of their pronoun feature, which allows candidates to share their preferred pronouns. Little touches can make a huge difference when building inclusive hiring practices.
They continue to have fantastic support and as a partner, they really care about my team and our success. Adding to this are the people they hire, who are really great and it makes interacting with them so much easier.
With less talk/hype and more substance, you can tell they focus on the product and customers, not on the hype marketing machine jumping on whatever the trendy topic is.
We have used Pinpoint for 2+ years now, with a TA team that was quickly growing (we’d have over 20 users at peak). As an organization, we had just started hyperscaling, and we end up growing over 3x in under 18 months.
As we started on this journey, I quickly found that the ATS we were using, couldn’t keep it up. It was, designed for SMBs and smaller recruitment teams. One of the biggest pain points was it lacked the ability to reject candidates through an anonymous email, instead, when candidates were rejected it came from each recruiter's email - given the volume of applicants, this solution was not feasible and would lead to a poor candidate experience.
Additionally, the previous ATS ecosystem was small and wasn’t growing quickly, and it lacked the ability to build a career site out of the box.
We also needed the ATS to be easy to use, not just for the recruiters, but also, for the number of new hiring managers who would quickly need to understand how to use the ATS. This made the case to look replace the old ATS clear, we made a scorecard and started to evaluate our ATS options, ultimately landing on Pinpoint.
- Some of the UI/UX could be improved, particularly when you're screening large volumes of candidates, minor but it would be helpful.
- Because it lacks a deep integration into LinkedIn, we need to use LinkedIn’s “job wrapping” feature.
- The newer automation feature is really powerful, however, setting them up requires too many clicks, it’s not a huge deal, but it could be made smoother.
Much easier application process than most ATSs, making it very candidate friendly. Overall, they nail the mid-market really well, with enough features, integrations, and reporting, but they’re not hard to use and overly cumbersome compared to big ‘enterprisey’ ATSs.
When selecting an ATS I’m a proponent of using the following ranking:
- Candidate experience, regardless of the market, the best talent will always have options, if the application experience and communication experience is poor, they’ll choose to work elsewhere
- Recruiter experience since they use the tool the most. If they don’t like it, or it’s overly complex they’re going to work around it, rather than through it
- Hiring manager experience, will they log in, and actually use it
- Support, if I have an issue will it get resolved?
- Ecosystem/ integrations, an ATS should not do everything, rather it’s the hub to connect point solutions with
- I'm a huge fan of how they rolled out candidate pronouns, allowing candidates to share their preferred pronouns when applying.
- Multiple new integrations have been launched.
- Much faster page loading response times from when we first rolled it out.
Mid-sized to enterprise organizations.
I'm not sure. Maybe small companies that don't have a dedicated HR team.
BambooHR
We love how this ATS operates within Bamboo’s larger HR Suite. We found seamless workflows between the ATS and other core HR features. The simplicity makes for ease of use, and helps ensure compliance.
PROS
- This is one of the few solutions that allow you to do month to month pricing, a nice option to have!
- Free 7-day trials are available (and you can definitely extend these another week or so if needed).
- The mobile app works well and offers built-in application review, communication, and collaboration features.
- They have a ridiculously fast response time on customer success queries, less than 2 minutes in our experience.
- Flexible packaging and custom pricing is the way they roll. You can pick out one or two packages and pick other modules as add-ons based on your needs.
- Very simple and straightforward tool, easy to use.
CONS
- If you go over your allotted time for customer support, you will pay extra.
- Customer support availability is restricted to U.S. business hours, potentially causing delays in addressing urgent concerns for international users.
- Certain modules like time tracking, performance management, and surveys are only accessible as add-ons, requiring additional investment if you want more HR functionality.
- Payroll is only available for US-based employees
- Customer support is only offered during US business hours.
- Some modules like time tracking, performance management, and surveys are only available as add-ons.
We’ve led TA teams, so we know the pressures growing orgs face. The fast pace can result in hasty decisions, which lead to problems down the road in terms of efficiency and compliance.
This ATS, built into the Bamboo suite, gets around the problem of siloed employee data. On top of this, we were also impressed with some specific features.
We used the app version on Android and iOS devices and found it easy to navigate workflows like posting jobs, viewing resumes, communicating with candidates and hiring managers, and scheduling. We know that if you’re a recruiter, your job probably has you on the run, so the well-built app is a big plus.
The cloud-based web version was also impressive. We were guided through each step of a standard hiring process without any confusion, and we found it easy to customize workflows when we tested the simplicity of creating our own. Ease of access to other elements of the suite highlights one of the biggest advantages: not only is it easier to be productive when all employee data is in one place, but it’s also much safer if you don’t have to move information across platforms manually. It’s more secure and less prone to human error.
Among the 30,000+ companies who use BambooHR are names like Quora, Universal Group, Reddit, Asana, Change.org, University of Maryland, Grammarly, Stance, Postmates, Wistia, the Jacksonville Jaguars, and ZipRecruiter.
BambooHR pricing is based on a per employee per month (PEPM) model. There is a minimum charge of $3,000, that usually starts to increase once you hit 25 employees.
In general, we've seen companies pay as low as $8 PEPM, but $12-14 PEPM is a good range (assuming you are using the full HRIS with a few modules).
Best For
BambooHR is a great pick for SMBs who want an all in one suite that can take care of the entire employee lifecycle. If you're just looking for an ATS, there may be better standalone options. But, if you are <500 employees, you are generally going to want an all in one anyways.
As the HR leader I use BambooHR for everything!! I store all of our important documents and records in Bamboo. I do all of our recruiting, offer letters, and onboarding through HR. Once we hire an employee they are given their own login information to be able to access the org chart as well as put their PTO in. I also run reports to track everyone's PTO, promotions, and other key performance indicators for employees.
- BambooHR is easy to use and train employees on. BambooHR makes it very easy to create offer letters and email templates when it comes to recruiting.
- BambooHR makes it easy to recruit and keep track of candidates, and the stages they are in in the interview process.
- The BambooHR 'how can we help button' makes it super easy when you have a problem or a question to get a resolution.
We are a small organization with roughly only 25 employees but we need a tool that could do it all. When making this decision we compared tools that could sit as an ATS system combined with an HRIS system. Not only can BambooHR fit in those factors, it can also have benefits and payroll implemented in their system if we wanted to stop using our other payroll system. We have been using BambooHR since March 2023 but I had used it at a prior organization so that was an easy decision to move forward with it.
- I wish BambooHR let you have candidate scorecards when recruiting.
- BambooHR makes it easy to create onboarding documents but it does not always simplify the packets for each job function.
- I wish BambooHR had the ability to open and close jobs more fluidly similar to Greenhouse - multiple openings in one job code for tracking purposes.
BambooHR is a great product for a small growing organization that needs a product to do it all. Because we have a limited budget we needed to find an ATS that could also onboard and fit as a people management system. I think that BambooHR is cheaper and easier to use.
When buying a tool like BambooHR I think they should consider price (this was our number one driving factor), and scalability. As we continue to grow, BambooHR will be able to grow with us.
BambooHR has evolved over the years since I last used it. They have developed their reporting capabilities, added payroll and benefits to their system, as well as created a system to organize a 'talent pool'.
BambooHR is good for a company with less than 400 employees that is looking to grow their organization, and manage current employees.
BambooHR might not be a fit for companies that are larger than 600 employees or trying to make a lot of hires at any given time.
Greenhouse
Greenhouse is a feature-rich ATS best suited for midsize and large teams. In addition to advanced scheduling, workflow customization, and numerous seamless HRIS integrations, the platform also includes a well-liked onboarding feature.
PROS
- Onboarding module to ease the transition from candidate to new hire.
- 300+ integrations with third-party solutions for numerous people ops needs.
- Collaboration-enabling features distribute the hiring workload across multiple stakeholders.
- Customization options are plentiful, and template workflows are convenient.
- Greenhouse's onboarding feature is built and executed well. New hires transition smoothly from candidate to employee.
- iOS and Android apps work well for recruiters on the go. Users can review applications, schedule interviews, view candidates' profiles, and more.
- 450+ third-party integrations.
CONS
- Undisclosed prices, no free trial.
- The reporting feature can be challenging to navigate.
- Cost-prohibitive for budget-conscious teams.
- A full focus on ATS and onboarding means it lacks core HR features.
- Greenhouse’s pricing is undisclosed, and they do not offer a trial version.
- Some users note that reporting customization is quite limited and difficult to navigate.
- In-person/live support could be improved.
Our editorial team has always had good things to say about Greenhouse. Several of us have used it extensively as members and leaders of TA teams, and our sentiments align with most of the users who tested the product for us: it’s easy to use, and it saves time.
The dashboard is reflective of the product’s name: greenhouse. It’s visually appealing and offers a clear view of the collection of candidates that need attention. The whole hiring team can see the upcoming interviews, applications to review, and task status overviews.
In our most recent experience using an updated version, we were impressed with the developments in the “interview kit”. The standardization of the interview process is a massive help in combating bias. Clear-cut qualification criteria for each interview stage result in employee confidence in decision-making and valuable insights for process improvement.
We like the pre-built templates for creating and posting jobs. We found that even users with minimal familiarity can post a job in about one minute.
For experienced users who have created their own hiring workflow, this task is reduced to seconds. Even the process of creating custom workflows is a drag-and-drop, super-streamlined affair.
Our writers with professional experience using this tool report that once you’re familiar with it, it basically runs itself. That’s an exaggeration, of course, but the sentiment stands: Greenhouse is a popular ATS because the product meets the needs of actual recruiting teams (and writers who used to be recruiters!).
With more than 300 partners, chances are good that they can connect you with any tool or service you need, and with their well-established place among top HR tech tools, you can count on a smooth, well-supported integration. However, some businesses prefer the simplicity and security of an all-in-one platform, which Greenhouse is not. There’s no right or wrong choice here, but we encourage you to evaluate what is right for your team carefully.
HubSpot, DoorDash, Dropbox, Wayfair.
Pricing is unavailable online, but we found some information through our network.
Greenhouse offers tiered plans, and the pricing is based on the company’s total headcount.
- Essential: Core features and one event.
- Advanced: Everything from Essential, plus custom reporting, scalable workflows, and ten events.
- Expert: Everything from Advanced, plus upgraded CRM, enhanced security, developer sandbox, DEI feature set, and unlimited events.
The standard contract is a one-year prepaid subscription, and discounts are available for two and three-year prepaid agreements.
Best For
Midsize to large enterprises who are ready to invest in the full feature set of a top-notch ATS platform.
Greenhouse is primarily used as an applicant tracking system so that is exactly how I've used it. Several key workflows I've used it for are:
- Retrieving recruiting data
- Gathering feedback from interviews
- Getting candidates scheduled
- Sending and receiving offer letters
- The ability for candidates to submit their availability in an easy-to-understand calendar
- Structured interviewing so that interviewers know exactly what questions to ask the candidates and what is important
- Amazing customer support team that is able to answer any question you have
- Google Report Connector
- A trustworthy set of preferred integration partners
- For out of the box scheduling functionality, it is better than most and easy to train people on
I've used Greenhouse for 3+ years and have enjoyed it tremendously. I'm answering the following based on my experience with Greenhouse at three different companies and helping several others build and configure their GH instances.
Greenhouse is a top-notch ATS for not only candidates but recruiting teams as well. It addresses many of the top pain points in the recruiting process that everyone complains about like a poor application process, difficult-to-understand scorecards, and terrible customer support. Additionally Greenhouse contributes immense thought leadership and helpful webinars across a broad swath of topics.
- The reporting functionality, while good, isn't as good as it could be. To be effective, you either need to use an integration partner (like TalentWall, Eqtble, Ashby, Gem) or build your own tools (either using the Report Builder for Google Sheets or something more complex like Looker/Tableau). Reports are held by the user so you aren't able to share and make changes on someone else's report (which requires you to rebuild it)
- Lack of headcount planning functionality or a portal. There is a struggle between when to use job openings and how to get their data
- Admins can't configure certain aspects of users accounts in advance/ users are required to connect their own integrations
- Lack of shared/connected interview plans concept so if you make a change in one plan and you need that change to be carried across to other roles, you have to manually do it.
Greenhouse is one of the best ATSs on the market. Even for the complaints people have about it (e.g., lack of automated scheduling, reporting being difficult), it is still one of the best for applying to an open role as a candidate, conducting interviews as an interviewer, and getting the support you need to fix back end and process issues as an admin. Plenty of other ATSs claim they do what Greenhouse does but they over promise and poorly deliver on the same experience (or just flat out try to copy and fail).
- What is the interviewing culture of your company?
- When do customers typically outgrow you, and where do they go next?
- Can I see a demo focused solely on integrations with our major existing systems (HRIS, Calendar, Email, Zoom, etc.)?
- How long will data migration take and what data will be lost?
- What supplemental tools will likely be required should we implement?
Greenhouse has continuously innovated to meet the needs of its users. They were one of the first to implement pronouns so that candidates could self-identify. They have continuously changed their reporting to make it more user-friendly and serviceable. The changes might not be immediate but when they make a change it never feels rushed or buggy.
All users and orgs of any size
Companies that don't have time to learn it inside out
Workable
Workable is a robust and scalable recruiting solution. Their AI-powered sourcing tool integrates seamlessly with their ATS and other products and can provide over 400 million candidate records.
PROS
- Straightforward pricing plans.
- 15-day free trials with no card info required.
- Post jobs with one click to over 200 sites and access its talent pool with over 400 million profiles.
- Built-in features for cognitive and personality candidate assessment and management. No need for third-party tools.
- The anonymized screening feature can help reduce unconscious hiring bias.
- You can post jobs with one click to over 200 sites. You also get access to access to Workable’s talent pool with over 400 million profiles.
- Workable has built-in cognitive and personality candidate assessment. The platform also has features for offer management, which means you can create offer letters and collect e-signatures without needing to use third-party tools
- You can reduce unconscious hiring bias with Workable’s anonymized screening feature. It helps you hide identifying candidate information from the sourced and applied stages of the hiring process.
CONS
- No automated reference checking and onboarding features.
- Features like candidate texting, video interviews, and assessments are not included in plans but must be bought separately.
- Workable could do better with duplicate candidate merging since one person will have numerous candidate records on the ATS if they apply for multiple positions.
- The reporting feature needs to be more detailed and customizable.
- The candidate search function could have more filters.
- Workable doesn’t provide automated reference checking and onboarding features.
- Useful features such as candidate texting, video interviews, and assessments are not offered in any of Workable’’s plans and instead, sold separately.
- Several users complained about the reporting feature not being detailed or customizable enough, and that the candidate search function could use more filters.
Workable provides an applicant tracking system catering to medium and large businesses.
Besides covering the features expected from an ATS, like candidate sourcing and applicant organization, Workable integrates AI to suggest suitable candidates for posted jobs.
The ATS tries to foster a more structured and unbiased hiring process by providing anonymized screening, interview kits, and scorecards in all their plans. However, additional candidate evaluation tools like video interviews and assessments separately, as they’re not built within the ATS product.
Workable has been used by over 20,000 organizations, including Sephora, Forbes, Bevi, Moodle, and Navarro.
Workable has three plans:
- Starter costs $169 per month
- Standard costs $299 per month
- Premier costs $599 per month.
- Bundles like HR + Recruiting are available, starting at $249 per month.
Best For
Workable’s AI-powered sourcing tools suit medium- and large-sized businesses best.
Spark Hire
Spark Hire has packed a massive analytics framework into a program that looks very simple. The ATS product, Spark Hire Recruit, is easy to navigate and appeals to hiring managers with scarce time and attention.
PROS
- Data analysis dashboard and features are top-tier.
- Efficiency-focused elements, like one-way video interviews, are great for busy TA teams.
- Collaboration is enabled by features that offer pipeline transparency to multiple stakeholders.
- Data analysis dashboard and features are top-tier.
- Efficiency-focused elements, like one-way video interviews, are great for busy TA teams.
- Collaboration is enabled by features that offer pipeline transparency to multiple stakeholders.
CONS
- Starting in 2025, the price will increase to $399 per month.
- Some users require more customization than what is offered.
- No caption or translation features in video limits access for some candidates
- No free trial version.
- Some users require more customization than what is offered.
- No caption or translation features in video limits access for some candidates
Spark Hire Recruit enables truly collaborative hiring, and that's no easy task. All top-tier ATSs are equal parts powerful and pleasant to use. Spark Hire goes beyond that by providing features that appeal to the entire hiring team, encouraging collaboration across roles, and, ultimately, better hires.
One feature that demonstrates this is the interviewing interface, which provides an impressive amount of context at a glance. Without shuffling papers or trying to manage a dozen open tabs, the candidate’s information, including their position in the pipeline, is organized thoughtfully in a single dashboard. The interviewers can directly add their thoughts and impressions to the platform in real time.
We asked our colleagues with the most recruiting experience to weigh in, and they were most impressed with the analytics dashboard. Spark Hire stands out, with notable strengths in data quantity and quality. For example, if a candidate withdraws from the process, it records the point on the pipeline at which they dropped out. This may seem obvious, but it’s a rare find.
Recruiting empowerment was also emphasized during our demo. Our writers are all familiar with the relentless dedication it takes for TA teams to keep their heads above water, so we know the value of seamless automation. This applicant tracking software knows where digital assistance can help and where a human touch is needed.
7,000+ including Fiverr, Monday.com, Sodastream, Vimeo, and KPMG.
Spark Hire Recruit’s pricing starts at $399 per month. They also provide a free trial, but it requires you to schedule a demo with their team.
Best For
We highly recommend Spark Hire Recruit to small and medium-sized companies (5-500 employees). The ATS is made to grow alongside scaling companies, but small teams holding steady with a minimal headcount are likely to pay for features they don’t use.
I use Spark Hire to streamline the hiring process and increase efficiency. Not having to invest personal time in interviews and instead using video to pre-screen candidates allows us to assess them while ensuring all information is easily accessible for further interviews. The ATS helps maintain a smooth flow of candidate data, making it readily available. This tool lets us focus on finding the best talent for our team without being time-consuming. Sharing interview recordings with other team members fosters collaborative decision-making by allowing everyone to review the interviews and provide feedback.
The time saved justifies the yearly fee. It is an easy-to-use program that efficiently manages interviews. The ability to generate individualized questions for hiring managers is a strong feature. The built-in scheduling tool accommodates the candidate's availability, allowing them to complete the interview at their convenience.
The company purchased Spark Hire to better align our recruiting efforts and increase interview speed and efficiency. Shortening average interview times allows employees to focus on other tasks throughout the day. Using Spark Hire helps candidates appear more genuine compared to a typical interview. The ability to interview multiple candidates simultaneously was a significant selling point for us. We also appreciated the flexibility of reviewing candidates on our schedule, unlike in-person or telephone interviews. The affordability of Spark Hire was another factor in our decision.
Some candidates are initially uncomfortable with the pre-interview process. Mobile phone usage could be improved. I would prefer if the yearly cost could be spread out monthly rather than charged per person. Some staff members who aren't as technologically advanced find parts of the program challenging to use.
Spark Hire stands out by focusing solely on streamlining video interviews. It excels in customizing interview questions and sharing them across the office. I prefer Spark Hire over other programs like Oyster because it integrates seamlessly with our ATS, making candidate access quick and easy.
Consider how well the platform can streamline the hiring process and enhance team collaboration. Utilize the trial/demo to ensure it meets your company's specific needs. Research the customer support resources to determine if they are adequate for addressing any questions or issues.
Spark Hire has continuously improved its features, particularly with interview questions and capabilities. The software is regularly upgraded to stay "bug-free."
Spark Hire is ideal for large companies, such as global organizations that hire across different countries.
Spark Hire may not be suitable for smaller companies, as the price point is not conducive for offices that do not hire multiple individuals.
ClearCompany
Launched in 2004, ClearCompany is an established platform that has kept pace with leading-edge HR tech. During our hands-on evaluation of the ATS, we found a comprehensive set of “talent management” features assembled into a logical and seamless workflow recruiting teams need.
PROS
- Multiple pricing options and add-on features.
- Intuitive UI across multiple HR modules.
- Numerous reports of a smooth implementation and attentive customer support.
- ClearCompany offers a host of HR solutions that work well with another. You can choose the solution you need or combine them all to have a comprehensive talent management platform in your stack.
- The majority of users find ClearCompany’s interface to be quite intuitive and easy to navigate.
- Many users have highly rated ClearCompany’s support team for speed and quality of response. Several users have also reported a smooth implementation experience.
CONS
- Undisclosed pricing, no free trials.
- Some users felt underwhelmed by the customization options of the reporting feature.
- The candidate search function is reported to be somewhat unreliable.
- No mobile apps.
- ClearCompany’s pricing is not readily available on their website. You also can’t create a trial account on your own from the website and have to go through the sales team for more info.
- Some users felt that the reporting feature is limited in customizations.
- According to a few users, the candidate search function doesn’t always bring up the correct candidate(s) and could use some improvement.
- ClearCompany doesn’t currently have a mobile app, but the platform is well optimized for mobile use both for hiring managers and candidates.
ClearCompany is a talent management suite with an ATS feature that can be purchased as a stand-alone product or as part of the comprehensive HR tech toolset. Numerous configurations and pricing options are available so companies can create a plan that meets their needs and suits their budget.
We review all types of HR tech, but our team has a lot to say about ATSs. In fact, during our in-house evaluation, we found that several of us had extensive professional experience using this platform in previous positions. The consensus: the ATS works best within ClearCompany’s suite, but it is a super-solid ATS on its own.
Some standouts include the user interface, uniquely modern for a company founded in 2004. We were specifically impressed with the onboarding workflows that transitioned candidates into new hires in just a few clicks.
Mitsubishi Electric, Chick-fil-A, Goodwill, Axiom Bank, Bios, FlixBrewHouse, and Halco.
The software has custom pricing. Quotes are based on company size and customizations.
Best For
Large-size organizations with a budget that can cover paying for the whole suite are the best fit, but the ATS alone is excellent for mid-size teams.
As someone committed to my organization's success, I rely on ClearCompany to streamline our recruitment, offer letter, and onboarding workflows. ClearCompany's customizable workflows allow me to tailor our HR processes to meet our organization's specific needs and goals. By utilizing ClearCompany daily, I am able to confidently manage and optimize our recruitment processes, ensuring that we are attracting, hiring, and onboarding the best talent in the most efficient manner possible. Ultimately, ClearCompany allows me to focus on what I do best: leading my organization to success.
ClearCompany is my preferred HR software because of its user-friendly interface. The system's functionality is not only impressive but also has practical applications. Unlike other HR software, ClearCompany focuses on providing useful tools and features rather than unnecessary bells and whistles. Additionally, ClearCompany makes it easy to post job vacancies on multiple job boards, including unemployment job boards, ensuring compliance.
Our decision to buy ClearCompany was informed by the platform's impressive array of integrations. As a company, we recognize the importance of streamlining our onboarding processes, and we found that ClearCompany offered a centralized system that helped reduce the manual aspects of candidate onboarding.
We have been able to rely on ClearCompany's reporting metrics to track our progress in meeting our onboarding goals, and we've found the self-service portal to be an excellent tool for candidates to review their onboarding checklist. Additionally, the platform's seamless offer letter approval process has made it easy for us to process and approve offer letters in a timely manner.
Overall, our experience with ClearCompany has been extremely positive. We have been using the platform for two years, and it has become an essential tool in our HR toolkit. We are confident that ClearCompany will continue to support our onboarding efforts and help us achieve our HR goals.
I am dissatisfied with ClearCompany for the following reasons: the response time has exceeded 48 business hours, the offer letter approval workflow lacks an automated function for candidate receipt, and there have been issues with candidate duplication. Keep in mind these issues fail to compare to the benefits we have received in using this system.
ClearCompany stands out because of its comprehensiveness. Customizing workflow, reporting, and tracking processes lets you know they get "it."
When looking to purchase ClearCompany, it is essential to evaluate several key factors to ensure the tool meets your organization's needs. These factors include the size of your company, the frequency of job postings, the number of employees that require access, and current workflows. By carefully considering these aspects, you can confidently determine if ClearCompany will be the right fit for your organization.
I have used ClearCompany for two years and cannot think of any significant evolutions/changes during that period. It has been pretty steady for use.
ClearCompany is suitable for medium to large organizations with a Recruiting/HR department to support its use.
Based on my analysis, I would recommend organizations with high-volume recruiting needs to consider other options instead of ClearCompany.
Manatal
Manatal made our top ATS list because it's budget-friendly, AI-equipped, and offers transparent pricing—no need to call a sales rep just for a ballpark figure.
PROS
- Among the most affordable ATS options in the market.
- Offers a 14-day free trial.
- Easy to use with drag-and-drop enabled pipelines.
- Native AI-based recommendations feature.
- Web-based, so it works on multiple devices.
- Free data migration from your existing hiring software.
- Transparent and flexible pricing.
- Manatal is quite affordable and offers a 15-day free trial for users to test it out before making commitments.
- Manatal is fairly easy to use. It features drag-and-drop enabled pipelines for candidate organization.
- Manatal’s AI-based recommendations feature can save hiring managers quite a bit of time. It’s able to scan job descriptions then search a users talent pool and bring up candidates most suited for the job.
CONS
- The AI recommendations feature only works well in English.
- There are no free plans.
- ADP and Zapier integrations are restricted to top-tier plans.
- Boolean Search and Advanced Search cannot be used together.
- The AI recommendations feature works best with resumes that are in English, and doesn’t work as accurately with other languages according to several users’ feedback. Several users have also complained about Manatal’s interface only being available in English and that career pages cannot be published in languages other than English and Spanish.
- Manatal doesn’t offer a free plan. We mention this as a con as several SMB-geared ATSs do offer a free-forever verison, and that puts Manatal slightly behind competition.
- Manatal doesn’t offer prebuilt integration modules. They do have an open API that allows users to plug in third-party products and custom tools, but that required a bit more time and technical knowledge to accomplish. It’s also worth mentioning that only Custom plan customers can access Manatal’s API and Zapier integration. Customers on the Professional and Enterprise plan cannot.
- Users can search for candidates via Boolean Search or Advanced Search, but cannot combine the two search methods together. E.g users cannot use the Boolean search operators (AND, OR and NOT) within Manatal’s Advanced Search tab.
Manatal has earned a spot on our top ATS list. As HR professionals, we understand the importance of finding the right talent efficiently, and Manatal has proven to be a valuable tool in this regard.
The first on our thumbs-up list: it’s budget-friendly. We appreciate the transparency in pricing, as there is no need to go through the hassle of contacting a sales just to get a ballpark figure. The platform offers a 14-day free trial.
Using Manatal was straightforward, thanks to its user-friendly interface and the convenience of drag-and-drop-enabled pipelines. The AI-based recommendations feature is a time-saver. It compares job descriptions' language to skills listed by individuals in the talent pool.
Manatal is web-based, so it is compatible with multiple devices. The ability to migrate data from our existing hiring software was also a welcome feature that made for a smooth transition. Additionally, they recently started offering free, live training webinars.
We encountered a few limitations during our evaluation. The AI recommendation feature does not operate well in languages other than English, and Manatal lacks a free version. Integration is limited, and ADP and Zapier integrations are restricted to top-tier plans.
Unilever, Coca-Cola, Panasonic, Ogilvy, Toyota.
Manatal has four plans. When billed annually:
- Professional: This plan costs $15 per user per month for up to 15 jobs per account and 10,000 candidates. Customers on this plan can add unlimited guests.
- Enterprise: This plan costs $35 per user per month for unlimited jobs per account and unlimited candidates and guests.
- Enterprise Plus: This plan costs $55 per user per month and includes all Enterprise features, user groups, open API access, SSO log-in, priority support, and access to Beta features.
- Custom: Pricing upon request. It is tailored for larger businesses requiring advanced functionalities and support.
Best For
Manatal is well-suited for companies of different sizes representing many industries but narrowed down to one, it’s SMBs who can use the 14-day free trial to explore the product before they buy.
I use Manatal for many reasons. I source candidates, store their information, post my jobs on job boards, my career page and our website. I keep notes about candidates as well as my current employees. I also upload all of my new hire information and/or paperwork for each new hire and use it as a digital personnel file.
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.
Larger staffing firms or any business that would need integration either with a scheduling and/or timekeeping program, industry specific software and/or accounting programs.
VIVAHR
VIVAHR left a lasting impression on us with how much they care about making things easy for users and helping teams work together better. Their Pipeline Triggers take care of mundane tasks that come up during the hiring process, while the Shared Inbox keeps all the messages, questionnaires, and scorecards coming in safe and sound.
PROS
- Intuitive UXUI with Pipeline Triggers that automate repetitive actions based on a candidate's stage, such as sending thank-you emails or requesting hiring team feedback.
- Shared Inbox provides team access to incoming messages, questionnaires, and scorecards in one location.
- Data migration service is available at no additional cost.
- Transparent pricing, free trial available.
- Culture Profiles let you add videos, photos, and text to showcase your company's work environment.
- Pipeline Triggers automate repetitive actions based on a candidate's stage, such as sending thank-you emails or requesting hiring team feedback.
- Custom questionnaire builder for candidate pre-assessments.
- Data migration service is available at no additional cost.
- Transparent pricing, free trial available.
CONS
- A credit card is required to sign up for a free trial.
- Some of the classic ATS features like resume parsing, interview scheduling, and custom search are currently unavailable.
- Other features, like eSignatures and employee referrals, cost extra to use.
- No free plan, a free trial requires a credit card.
- Pricier than competitors like Loxo and Zoho Recruit.
- Additional charges for features like eSignatures and employee referrals.
- Interview scheduling feature is unavailable (still in development).
After testing VIVAHR, we were struck by its thoughtfully designed interface and how easy it made every step of the hiring process. From the moment we logged in, we could tell the team behind this tool had put serious effort into crafting a user experience that’s intuitive yet powerful.
A standout feature right from the start was the Pipeline Triggers. Based on where an applicant is in the process, it can automate tasks like sending thank-you emails or requesting feedback from the team— to spare recruiters from the mundane, easy-to-miss details.
The design of the Candidates section is also really nice. It offers a bird' s-eye view of all applicants' key information, including their application dates, hiring stages, and contact details. During our tests, the filter function worked great for narrowing down candidates by job title, department, and other criteria. The only minus was that we couldn’t find any advanced options like Boolean searches.
On par with other robust ATS systems, VIVAHR's candidate communication features let us send emails and SMS messages directly from the platform. For these workflows, you can use templates and bulk actions to make things fasyer. Our favorite, though, was the Shared Inbox. It kept all incoming messages, questionnaires, and scorecards, which made it much easier to manage candidate interactions and keep the team aligned.
However, we noticed that the interview scheduling feature was absent at the time of this review. Thankfully, it’s already on the vendor’s roadmap. We’ll keep you posted on how this feature plays out once it’s released.
We think VIVAHR should also improve its integration capabilities a bit more since seven options are a modest number compared to other platforms we’ve evaluated.
And while the team offers free data imports if you’re migrating from another ATS (which we love), we can’t say the pricing is as competitive as some competitors like Zoho Recruit, considering there’s no free plan and some features, such as eSignatures and employee referrals, will come with extra fees.
1,000+ companies, including Redirect Health, BuzzRX, and State Farm.
VIVAHR offers 3 pricing plans: Starter at $89 per month, Grow at $179 per month, and Pro at $279 per month (billed annually).
Best For
US-based companies with more than 100 employees.
JazzHR
This platform is built with the small business in mind. When testing it, our writers were impressed at how easy it was to set up and use “out of the box,” which is a clear sign of its simplicity, attention to user experience, and understanding of the down-to-business mentality of most SMBs.
PROS
- Affordable pricing, no user limit, and a 21-day free trial.
- Built-in features for offer management, including templates and DIY options.
- Emphasis on automation for those in the pipeline shows dedication to candidate experience.
- JazzHR is quite affordable and doesn’t place any limits on the number of users added. It also offers free, 21-day trials that anyone can sign up for.
- JazzHR has built-in features for offer management. You can choose from existing offer letter templates or create your own and share them with successful candidates
- You can automate triggers for candidates to be automatically notified via email when their application has moved a stage further in the hiring process. Several other email responses can be automated.
CONS
- No free version for orgs with minimal needs.
- A few users thought reports could be more customizable and easier to create.
- No mobile apps.
- Some users reported a learning curve with JazzHR's UI and that it took them some time to get used to it
- For a product geared towards SMBs, it lacks a free plan. We mention this as a con since other SMB-geared recruiting products do offer free-forever versions, which puts JazzHR slightly behind the competition.
- Several users have mentioned that the reporting feature is difficult to use with very little room for report customizations.
- JazzHR currently lacks a mobile app, and the browser version isn’t well-optimized for mobile use.
We like how simple it is to post and syndicate jobs across portals, and we love the upfront pricing on the website. Many customers start with JazzHR’s lowest-cost plan, and as their needs expand beyond basic features, they often upgrade incrementally. Being able to select features as needed keeps spending under control.
Because they do not offer mobile apps, our product testing included a considerable amount of time with our phones in hand, navigating the mobile web environment. We were impressed with how well it could manage the tasks a recruiter does on the go, like sending out a quick reply in the 15 seconds you have before your next meeting.
However, at least among our in-house recruiter veterans, the consensus was that complex tasks should be saved for the desktop version.
One of our writers shared this real-world story from a former job with a tiny company: they signed up for a free payroll software trial before they were actually ready to buy. They used the software for a couple of weeks just to get a sense of the basics of how to run payroll; then, they ended their relationship with the company.
Of course, we don't recommend this - but we know how hard it is to run an SMB. So, along with JazzHR, which we DO recommend, we suggest getting creative with your professional development!
JazzHR is used by over 6,500 businesses, including the Seattle Seahawks, L'Occitane En Provence, TED Conferences LLC, and Chick-fil-A.
JazzHR has three plans. When paid annually:
- Hero costs $75 per month.
- Plus costs $269 per month.
- Pro costs $420 per month.
Best For
JazzHR is built for organizations with 5 to 500 employees and works exceptionally well for TA teams with little to no experience.
JazzHR was the only tool that we used in the organization. As a recruiter, majorly all my work was done through JazzHR. Some of the key workflows of JazzHR which I used daily were- Job Creation and Posting (creating job postings with relevant details like job title, and descriptions and then publishing them to various job boards and career sites.
Another workflow was Applicant Tracking which was a centralized platform for all the candidate profiles with detailed information. I used to daily review and screen candidates from JazzHR and then move candidates through different stages of the hiring pipeline (e.g., screening, interview, offer) to track their progress.
Scheduling and coordinating interviews with candidates was another major workflow that I used regularly. JazzHR also helped in sharing candidate profiles with other recruiters, Hiring Managers and we could even exchange notes about the candidates through that tool. It helped us in communication and collaboration.
JazzHR helped me to effectively manage candidate information and track their progress throughout the hiring process.
It automated my hiring process and saved a lot of time for me.
I also need to not post jobs on various platforms individually, I just posted on JazzHR and it integrated into various career sites and job platforms.
The candidate texting feature helped me in communicating with all my candidates on the same platform.
I have used the JazzHR tool for one year throughout my tenure in the company. We evaluated the organization's needs, priorities, and budget and hence went with JazzHR as our ATS.
Compared with three different tools, JazzHR had to offer the best price (cost-efficient). It also has a User-Friendly Interface making it easy for both recruiters and hiring managers to navigate and utilize the system. JazzHR is also integrated with numerous job boards like Linkedin, Indeed, Zip Recruiter, etc making it easy for recruiters to reach out to a wider pool of candidates when they apply.
The organization is a small organization with less than 100 employees. It is also a pretty new company, we weren't sure about other tools thus JazzHR stood out because it offers a monthly subscription. Not all tools offer monthly subscriptions. It's easier for new organizations who want to try new tools to first enroll for a monthly subscription rather than a yearly subscription.
I have also used other tools similar to JazzHR and I believe that there are a lot of advanced features which were there in other ATS but were not present in JazzHR. For larger organizations, it could be a limitation.
Sometimes when filing a ticket with JazzHR on any issues, they are a little slow in replying and resolving.
It also has some limitations on integrating with certain HRIS platforms.
JazzHR stands out as an HR tool, it has several cons but the advantages stand out. I personally like this tool but again it depends on the organization's needs and priorities. For small businesses, it is a great option but for larger companies it can vary. I quickly could adopt to the tool and also had a smooth user experience.
The very first criteria to consider when buying this tool is the pricing and value for money. Understanding JazzHR's pricing structure, including any additional costs for extra features or users. Evaluate the same pricing in relation to the value and features offered by the competitors. Also, the organization's needs and priorities if/whether it is been fulfilled by JazzHR.
Changes and updates regularly happen in JazzHR. JazzHR has been adapting to various technological advancements. From the time I started working on the tool, there were a lot of great changes in the workflows ensuring that the recruiter has a smooth process.
JazzHR really works for small and medium organizations
This tool may not be a good fit for large organizations and even complex organizations that are looking for advanced features.
Ashby
Ashby offers the entire TA tech stack: ATS, CRM/Sourcing, Scheduling, and Analytics—an excellent recruiting solution for fast-growing companies.
PROS
- Analytics dashboard with crucial statistics on all aspects of your hiring process.
- Flexibility and ability to customize across almost all aspects of the platform.
- Consolidated ATS, CRM, Scheduling, and Analytics.
- Fast data migrations, no setup fees.
- Your TA team can have one system that truly has best-in-class options for ATS, CRM, Scheduling, and Analytics.
- Flexibility and ability to customize across almost all aspects of the platform
- Their analytics dashboard is great to understand weaknesses in your hiring process, conducting capacity planning, or determining which teams are running suboptimal hiring processes.
CONS
- This is a powerful product, and understanding all the different features can take some time.
- No multi-lingual support.
- Your company must use G Suite in order to make the most of Ashby
- No multi-lingual support
- This is a powerful product, and it can take a bit of time to understand all the different features
Ashby is an all-in-one TA solution that combines your recruiting CRM, ATS, sourcing, scheduling, and analytics into one platform.
We recently met with Ashby’s to look at recent product developments, and what stood out is how easy they have made it to re-engage with former applicants. If our experience working in recruitment positions has taught us anything, it is that efficiency is essential.
We see it like this: you’re wasting time and effort if you don’t maintain a connection with former candidates because these folks are primed, familiar, and pre-vetted members of your talent pool.
Some are “silver medalists” or applicants who made it to the offer stage, and others may possess a unique skill or trait that your current team is lacking. Ashby can create custom attributes to filter your talent pool, so you’ll never lose touch with “good fit, bad timing” candidates.
We would recommend this ATS to TA teams seeking powerful reporting capabilities. Ashby’s reports are highly customizable, track all data points throughout your hiring process in real-time, and are easy on the eye.
We also noticed that Ashby has consistently worked hard to improve its product based on user feedback. Check out their blog page, and you’ll see that the ATS literally rolls out new features every month.
Regarding implementation, it takes SMBs a few days and larger organizations 6-8 weeks to get Ashby up and running. The ATS doesn’t charge for data migrations and system setup, and according to our research, Ashby’s customer support and success teams have been immensely helpful in making the switch a seamless experience.
1,000+ customers, including Quora, Deel, and Ramp.
Ashby offers two core plans for its All-in-One platform and a 3rd option for connecting Ashby Analytics to your existing ATS.
- All-In-One Foundations: Ranges from $300/month to $900/month depending on company size. 10% discount for annual commitments and emerging market pricing available.
- All-In-One Plus: Contact for a quote.
- Ashby Analytics for your existing ATS: Contact for a quote.
Best For
Ashby works for early-stage startups, SMBs, and large enterprises, but those who make the most of this recruiting software are companies at the hyper-growth stage.
I use Ashby for candidate tracking and management, interview set up, feedback collection, and reporting. We use Ashby for all of our open roles. We also manage our job board through Ashby. I use Ashby's email collection tool when sourcing on LinkedIn, and we integrate with Hireflow for sourcing. We also integrate with Rippling for offer letters, background checks, and onboarding new hires.
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 don't know if it wouldn't necessarily be a good fit, but not sure how large of an organization they've ever supported.
Recruit CRM
Recruit CRM is priced at $85 per user per month for unlimited open jobs, Chrome sourcing extension, AI resume parsing, advanced search, deal pipelines, client portal, and invoicing—just about everything one would need for their staffing firm.
PROS
- Multi-lingual, agency-oriented ATS and recruiting CRM tool.
- Transparent, scalable pricing structure. Generous free trial offerings.
- Zapier and Integrately integrations enable access to 5,000+ third-party tools.
- Live chat support, unlimited training, and dedicated account manager for all plan users.
- No extra fees required for basic data migration that includes importing Excel/CSV files with candidates & clients. During the implementation process of this software, the customer service personnel will help transfer your data for free.
- Great customer service. Their average response time is under two minutes.
- Powerful Linkedin Integration & Executive/Recruitment Report PDF Generator to save time
- Tons of resources made available to users including blogs and articles that give you all the information you need to know about how the software works, job description templates to help you get acquainted with all the possible job openings you will be looking to close, and a glossary that gives you the A-Z of recruitment practices.
CONS
- Native AI candidate matching limited to 2 matches per candidate for Pro plan users.
- Not the best fit for in-house recruiting.
- No referral management system.
- Limited native integrations. Recruit CRM only integrates natively with LinkedIn, Zapier, Logic Melon, some email apps, and Google and Outlook calendars. If you want to run background checks, for example, using Checkr or other background verification platforms, you won’t be able to do that unless you use Zapier’s API extension.
If we were seeking potential candidates within our large internal talent database, we'd turn to Recruit CRM once again. This feature lets you combine text filters, Boolean, and radius search to get the best results. You can even mark unavailable talent (e.g., those currently hired by other clients) as “off limits” so your team won’t find them and communicate with them by mistake.
One common approach we see in most ATS to keep candidate data fresh and accurate is the use of Social Enrichment—the software auto-enriches candidate profiles with their available social media accounts. Recruit CRM does not offer such a feature. Yet, it allows users to bulk or individually email candidates to update their application info. Once candidates submit the form, the data is auto-pulled into the ATS. While this process may not be entirely automatic, it does simplify the work of maintaining talent data and, just as importantly, ensures GDPR compliance.
Recruit CRM knocked it out of the park on its recruitment agency tools. It lets you send certain candidate data to clients in a few clicks. Plus, the client portal is interactive—clients can choose between Kanban and list view, move stuff around, and give feedback on each profile—then all of which are logged into the system for tracking purposes.
Automation-wise, Recruit CRM offers GPT features for crafting job postings, emails, notes, and even call and candidate profile summaries. What particularly sticks out to us, though, is how this vendor partners with Workato to enable some real convenient 3rd-party automation for users. For example, your TAs get Slack notifications for every new candidate added to Recruit CRM. Additionally, the vendor will jump in to solve arising automation issues, so you don’t have to seek Workato’s support yourself.
Our primary issue with Recruit CRM is the limited number of in-system profiles matching the user ideal candidate it provides: 2 matches per candidate for Pro and 50 for Business and Enterprise. Lastly, designed with staffing firms in mind, this vendor doesn’t do employee referrals and is not ideal for corporate recruiters.
Recruit CRM’s clients include global staffing firms like Cooper Coleman, Zeren, and Avizio.
Recruit CRM has three plans: Pro is $85 per user per month, Business is $125 per user per month, and Enterprise is $165 per user per month when billed annually. A free trial is also available, no credit card is required.
Best For
Recruit CRM works best for recruiting and consulting agencies.
During my time at Maersk, I relied on RecruitCRM almost daily to oversee the recruitment process from start to finish efficiently. This system played a crucial role in monitoring all our interactions with candidates, from initial contact to the final hiring decision. It streamlined communication between departments and offices worldwide, ensuring everyone involved in recruiting was on the same page.
Additionally, it centralized candidate information and conversations, making coordination and follow-up tasks easier throughout our recruitment efforts. Consistently using this tool was vital to maintaining a successful recruitment approach.
Efficient Tracking: It keeps all candidate information and statuses at our fingertips.
Customizable Workflows: We can tweak processes to fit exactly how our teams work.
Integration Friendly: It works well with our other HR and operational systems.
During my time at Maersk, we implemented a platform called RecruitCRM to address the challenges we faced in managing recruitment efficiently and effectively on a global scale due to our widespread operations and the need to oversee numerous recruitment activities each year. The application enabled us to consolidate candidate information in one place, which helped organize our communications and monitor the overall progress of recruitment processes.
I used the system for more than two years, and it significantly improved our ability to coordinate efforts across different regions, leading to a more seamless and cohesive hiring process. This development greatly enhanced our approach to handling our diverse recruitment needs.
Learning Curve: It took time for everyone to get the hang of it.
Occasional Glitches: Sometimes, there are minor bugs, especially after updates.
Limited Awareness: The shipping industry uses so many products that many people aren't familiar with this one.
RecruitCRM stands out due to its flexibility in accommodating recruitment processes and its ability to integrate seamlessly with other systems or tools. This sets it apart from tools that may lack user-centered features and customization options.
I recommend ensuring it can scale with your organization and integrate with your existing systems. Ease of use is also crucial—no one wants a tool that’s difficult to learn. Additionally, check how robust their customer support is because you’ll likely need their help at some point.
When I used it, I noticed upgrades that enhanced its user-friendly interface and incorporated new features based on feedback from users. It seems they are quite dedicated to adapting to market needs.
It's perfect for large, international companies like ours that deal with a high volume of applicants across many different sectors. It's robust enough to handle complex processes and large amounts of data.
Small companies or startups might find it too much for their needs. If the recruitment process is straightforward or doesn’t involve many stakeholders, they might be better off with a more concise, less feature-rich system.
Recruitee
Recruitee emphasizes user experience and collaboration, and we’ve seen firsthand how much impact these two factors can have on recruitment efficiency and effectiveness. Coupled with other solid product choices and month-to-month pricing, this platform is an excellent option for SMBs.
PROS
- Transparent, month-to-month pricing and unlimited seats.
- Features that control for bias in interviewing.
- Built-in AI to job descriptions to target ideal candidates.
- Pro: Recruitee is highly rated by customers for its ease of use. The majority of them are able to implement and get on with the software without much hassle.
- Pro: Recruitee features a customizable, kanban-like recruiting pipeline. Companies can add as many stages as needed to the pipeline and move candidates easily as they progress through the stages.
- Pro: Recruitee incorporates some measures to reduce hiring bias. For example, you can adjust the permission level for your interviewers and prevent them from seeing the scores each of them are assigning to the same candidate. This way, they won’t be influenced by each other's evaluations.
CONS
- Recruitee relies on third-party integrations for some essential functions like skill assessments, onboarding, video interviewing, and e-signatures.
- Our user researchers ran into data accuracy issues with the reporting function.
- Some users noted Recruitee’s support team was hard to reach.
- Con: Several functions that are advertised on Recruitee’s feature list, including skill assessments, onboarding, video interviewing, and e-signatures are not actually built into Recruitee and are only possible through integration with third-party tools, which can be misleading to potential users, especially if it’s their first ATS.
- Con: Several users noted that the Recruitee’s reporting function is limited and at times, doesn’t retrieve data accurately.
- Con: Several users have complained about Recruitee’s support team being slow in responding, and at times, not able to solve issues.
- Con: For a product that’s geared towards SMBs, it lacks a free plan that businesses who are just getting started with ATSs can use for as long as they need, without any time constraints. We list this as a con as several solutions in this space do offer free-forever plans and similar feature sets as Recruitee, which puts it slightly behind the competition to users.
Recruitee knows SMBs and designed a tool for this market. The most apparent SMB/ bottom-line-focused elements are transparent pricing, month-to-month options, and unlimited seats. There is no mystery there: SMBs tend to be budget-conscious.
However, what might be less obvious is what a small TA team can accomplish with unlimited seats, user-focused design, and factors that facilitate collaboration. Recruitee’s feature set represents a clever strategic insight: if the tool is easy to use and designed to distribute the workload among everyone involved in the interview process, the result will be increased efficiency and effectiveness.
We’ve seen it firsthand (several writers here have backgrounds in SMB recruitment), and our user research has confirmed it.
When we test-drove the tool, we were disappointed to note the absence of some features we consider standard. Video interviews, skills assessment, offer management, and onboarding are ubiquitous in modern ATSs, but none are built into the platform.
Recrutiee leans into integrations with Recruitee Marketplace, a collection of preferred third-party tools prepped for ease of integration.
There’s no right or wrong when it comes to built-in vs. add-on. It’s a matter of personal preference and what works best for your business. For those who prefer add-ons, Recruitee is a great choice: you’ll find what you need, and the integration process will be seamless.
Vice, Greenpeace, Autodesk, Tide, Mollie
Recruitee offers tiered and custom plans based on the number of active jobs and other particular needs. The three tiers are:
- Start starts at $199 per month
- Grow starts at $249 per month
- Optimize has custom pricing.
Best For
Budget-conscious orgs who prefer customized feature sets over all-in-ones and SMBs and who want to leverage the power of collaboration to boost the effectiveness of TA efforts.
I use Recruitee daily, as our primary recruitment lead my role involves creating our recruitment strategy and being involved in the end-end process/recruitment cycle.
Having a system that I can trust, that allows candidates to quickly and easily upload their resumes and apply with us has been integral in our ability to continue to scale the company and grow our teams.
We use Recruitee not only to house candidates for current/open positions, but to categorize, sort, and save profiles of those who we believe may be a good fit for roles later down the line. Being able to use Recruitee to build and foster long-standing relationships allows us to continue to grow our organization and visibility in the tech talent market.
1. Ease of use - UI/UX: everything is extremely intuitive, as a recruiter things are where they should be and I don't have to spend a lot of time searching for settings or information
2. Customer service/transparency: the team at Recruitee has always provided us with top-notch customer service, and has always been great about answering any questions or concerns we have. The ability to vote on and suggest product improvements makes you feel that they care - and the number of improvements/suggestions they implement is fantastic. Being able to know what's upcoming on the roadmap is also really useful for us.
3. Integrations: being able to integrate with our other systems and tools is extremely important to us so that all of our candidate data can be housed in one place.
4. Analytics: being able to actually track your time to hire, number of applicants/role, and many, many more are critical for understanding your recruitment process and cycle, as well as being able to implement improvements.
5. KANBAN visibility: once you recruit in KANBAN you'll never go back to having a list view of your candidate pipeline. Being able to quickly view a role and visually see the health/number of applicants in each stage is probably my favorite feature.
We bought Recruitee because our previous ATS was hindering our recruitment process. It was time-consuming for us as the employer and for the candidates applying and interviewing with us. I strongly believe our previous ATS was causing us to lose potential candidates.
As a company, we've been using Recruitee since November 2022. However, I was a customer at my previous organization so I began using their system back in 2020.
I was determined to bring in a new ATS within my first week of joining RBR and received positive support from the entire company. I vetted out and demoed several other options as I wanted to ensure I wasn't being biased in my selection of an ATS, however, Recruitee was the clear winner for us due to its ease of use, time-saving capabilities, and overall customer support/service from their teams.
Setting up Recruitee was a breeze, we had a team assist us with implementation and training our managers, and because of their ability to create such an intuitive system, it's taken little to no time for our managers to understand how the system works.
1. Better integration with LinkedIn (I've chatted with the team and know this is in the works)
2. Continue to build out the scheduling feature (again, chatted with the team about this)
3. More automation for sorting candidates - for example, if a candidate applies and selects certain answers to screening questions being able to tag/filter candidates based on those answers
Recruitee is far superior to many of its competitors. Coming from using a LARGE system that was primarily for payroll, having a system that is focused on recruitment is extremely important if you really want to have a strong recruitment process.
Again, their customer service and support is something that just can't be beaten. And the speed at which they review customer feedback and integrate new solutions is incredible.
Our must-haves when looking at an ATS were:
1. Ease of use (both internally and externally): simple to use, training for managers, and candidates having the ability to easily and quickly apply
2. Search ability: need to be able to search in our own ATS for candidates, easily and using Boolean search
3. Kanban board style of view/dashboard - click and drag option
4. Easy Implementation- Integration Specialist or team to assist
5. Enhance/Encourage Collaboration: the ability to tag team members in candidates' profiles and collaborate within the ATS
What I would recommend to those looking for a new ATS is to start with your current pain points (if applicable) then build out your must-haves and nice-to-haves. Do some demos of different ATSs and make sure to actually test them for yourself. We found a lot of demos seemed interesting but once we were in the system it was clunky and difficult to use. Recruitee was by far the most intuitive.
Since I initially started using Recruitee there have been countless new features, integrations, and options made available to their customers. It is clear that they listen to the feedback they receive as they understand those using the product on a day-to-day basis will likely share the best ideas/feature requests that will actually be used/appreciated by their customers.
When I think back to when I first started using Recruitee to now, it's incredible to see all of the new features such as the referral portal, scheduling features, req approvals, and more that have been added to their features list!
I think Recruitee is great for organizations that are agile and need to operate very quickly. Those who are looking to hire and scale their organizations and who are looking for an ATS that can scale with them are the ideal customer for Recruitee.
I think slow-paced organizations, those that thrive on outdated systems/tools, or those that don't necessarily have the desire to update their recruitment processes would not be a good fit.
Teamtailor
Known for ease of use and exceptional customer service, this platform is excellent for startups and SMBs looking to create custom career pages that make a strong impression on candidates. It supports anonymous hiring and internal referral programs and streamlines nurture campaigns to meet current and future hiring needs.
PROS
- iOS and Android apps.
- Simple and quick drag-and-drop features to build custom sites.
- Features anonymous recruitment and EEO surveys to support DEI.
- Responsive and knowledgeable customer support team.
- Free trial and unlimited job postings, candidates, and seats for all plans.
- Teamtailor’s ATS comes with a robust career site builder that’s also easy to use. It works with drag and drop - no coding knowledge necessary.
- Teamtailor backs several features that support diversity, equality and inclusion (DEI), including anonymous hiring, equal employment opportunity (EEO) surveys, etc..
- Teamtailor is highly rated for their ease-of-use. It’s quite simple to post and promote jobs through their platform.
- There is really in-depth and intuitive help documentation for this solution
CONS
- The analytics function could be more customizable.
- Limited to ATS-specific features with no tie-ins to other core-HR functions.
- The customization and video interview features are limited.
- Undisclosed pricing.
- Teamtailor’s analytics are good, but enterprise clients need to use BI Connectors to build the reporting they need. Right now, you can’t sport data from the system. This is particularly important for companies with 500+ employees, or those who have many different locations or franchises.
- Analytics doesn’t allow recruiters to see their cost per hire, which is a really impactful metric
- While they offer integrations with HRIS, onboarding, etc - they have focused on just being a really good ATS now.
- There are predefined user access levels, but you cannot define your own user access levels which is important, especially for the largest companies.
Teamtailor stands out for its affordability and built-in employer branding features. This makes it an excellent fit for startups and SMBs trying to build their brand and headcount.
Most small teams need some help making themselves stand out to attract talent. There are countless approaches to this, but we like in-house custom career sites because they serve two essential purposes: they introduce the brand and can be fine-tuned to appeal to the talent demographic you’re hoping to hire. That is a win/win without allocating funds to marketing!
When assessing the platform, we especially liked the drag-and-drop features. Specifically, we were impressed with how quickly we could mock up a career site using super-intuitive workflows. It took less than five minutes from start to finish. That’s not bad for someone with zero technical experience!
The free trial is also a highlight, and we were impressed with the simplicity of setting up a nurture campaign to keep the talent tool engaged.
Some users experienced technical hiccups with integration, but most reported that customer support was able to address the issue quickly.
Kry, Goodbye Kansas, Vitamin Well, Ponsse, Daniel Wellington.
Teamtailor’s pricing is custom-based on business size and requirements, but users report a base plan of around $3,000 annually.
Best For
Teamtailor works best for startups and SMBs (50-400 employees) that need a straightforward ATS coupled with employer branding functions.
We used Teamtailor to improve our recruiting process. We used it daily for organizing meetings, streamlining interviews, and consolidating all of our interview notes. Tracking each candidate was smooth and helpful. The team was able to collaborate more effectively since everyone was on the same page. It was a great way to ensure that notes weren't lost in translation. It also saved time by streamlining the Google Calendar, preventing missed or duplicate meetings, as everyone had the same calendar view.
- We felt Teamtailor was a great value for the yearly invoice.
- It was user-friendly and excellent for streamlining interview notes.
- It made our recruiting process more efficient and helped us hire better candidates.
- It kept the applicants organized and made accessing information easy.
- It was a wonderful tool for reducing the administrative hours spent on each potential new hire.
I used Teamtailor for a year and loved it! This was one of my favorite programs for my HR needs. It greatly improved our recruiting process. It helped our team's daily productivity by streamlining tasks that were constantly repeated. Previously, our recruiting process was time-consuming, inefficient, and not always successful. The integration with our Google Calendars and Zoom alleviated a lot of stress in the office.
- Some of the letterhead views could be improved to look more professional.
- The program could offer a better way to manage different job positions for candidates.
- I would like to see Teamtailor enable PDF viewing without requiring the file to be downloaded.
Teamtailor is great for in-office morale. It is an excellent tool for organizing and keeping everyone on the same page. The integration and streamlining features are far more advanced than those of other programs I've used.
The value of the features offered should be carefully considered. The integration with Google Calendars, Zoom, and LinkedIn is a key feature. I would recommend a trial run to ensure it fits the needs of the company.
Teamtailor has improved the organization of the entire recruiting section. It continues to get better over time and improves with user suggestions.
Teamtailor could be used for small or large companies. It is so user-friendly that any business looking to improve and streamline its HR services could benefit from it.
International companies may find Teamtailor not in-depth enough to be beneficial or worth purchasing.
iCIMS
iCIMS, is a massive, global presence serving large companies with high-volume talent managemt needs, so isurprise it operates in more than 70 languages. Still, we are impressed with the attention to user needs demonstrated by the massive toolset.
PROS
- A powerful recruiting solution that can handle high-volume hiring of up to 50,000 candidates.
- The reporting feature is robust and retrieves data accurately.
- iCIMS is constantly expanding its roster of integrations with third-party products. Currently, 300+ and rising, including Workday, SAP, SuccessFactors, ADP, Oracle, and UKG.
- iCIMS is a powerful recruiting solution that can handle high volume hiring of up to 50,000 candidates.
- The platform is constantly evolving through developments and acquisitions, giving users more features.
- The reporting feature is robust and retrieves data accurately.
- iCIMS has a growing marketplace of over 300 integrations with third-party products.
CONS
- The UI is complex and dated compared to other cloud-based recruiting products.
- Customer support is sometimes slow and only available by phone or ticket—no live chat support.
- Though packing many features, it lacks automated reference checking.
- No transparent pricing and no free trial.
- The cost of implementation and integration is relatively high compared to other recruiting solutions.
- A significant number of users complained about the UI’s complexity and that it looks dated compared to other cloud-based recruiting products.
- Customer support is slow at times and only available through phone and by creating a support ticket online - no live chat support yet
- The platform packs an overwhelming amount of features yet still lacks some useful capabilities such as automated reference checking.
- No transparent pricing or free trials, and according to several users, the cost of implementation as well as integrations is high compared to other recruiting solutions.
iCIMS ATS is feature-rich and well-suited for large, multilingual organizations and high-volume agencies. Users can create custom-branded career sites, employee-generated testimonial videos, and personalized email or text campaigns through the platform.
In addition to externally-focused features,iCIMS facilitates users in promoting existing employees through internal mobility programs. This is especially relevant in the context of enterprise scale, as is their global support and industry versatility. This platform is used by businesses operating in healthcare, manufacturing, technology, retail, and more.
The takeaway from our demo and hands-on testing is that although this tool offers an astonishing number of features, it’s somewhat difficult to operate. This is reflected in user reviews, too. Remember that our writers scrutinize HR tech all day, so we tend to be sticklers for good design and intuitive UI. However, for some, no sacrifice is represented using a tool that looks and feels a little clunky.
iCIMS has over 4,000 customers, including Ulta, Target, Microsoft, PwC, Uber, and UPS.
Pricing is undisclosed – custom quotes only.
Best For
iCIMS is best for global enterprises and recruiting agencies with high-volume hiring needs.
We used iCIMS daily for tracking communication with applicants and posting roles on multiple job boards. The key workflows we used were for the hiring process, automating outreach, and onboarding.
- I enjoy the number of job boards available and integrations.
- I also like their reporting tools.
- I liked the company portal customization options.
We decided to switch to iCIMS for a more robust applicant tracking system. However, we only used it for a few months because the customer support was horrible and the system itself was very complex and not easy to use.
- I dislike the clunky, overwhelming design.
- I also do not recommend their customer support.
- The setup of workflows is also complicated and it is not common sense to find options on the platform.
I prefer other options as iCIMS is not user-friendly in my opinion.
The need for reporting tools. The customization options. The integrations.
It has not changed.
A large corporation.
A small organization
Avature
We’re big fans of customized workflows and attention to user experience, and Avature’s platform is a blend of ATS and CRM that strikes the right balance between both.
PROS
- A full-fledged ATS with built-in video interviewing, management features, and onboarding solutions.
- It also has a CRM, allowing TA teams to increase candidate engagement and plan for future hiring.
- Avature leverages AI with talent matching and candidate ranking.
- The recruiter mobile app supports offline use.
- Avature’s solution is quite comprehensive. They have a full-fledged ATS with built-in video interviewing, offer management and onboarding solutions. They also have a CRM, allowing TA teams to amp up candidate engagement and plan for future hiring.
- Avature leverages artificial intelligence with features of automatic talent matching and candidate ranking.
- Avature comes with a recruiter mobile app that allows key stakeholders to perform several recruiting tasks while on the go. The app also supports offline use, and syncs with the system the next time it’s connected to the Internet.
CONS
- Undisclosed pricing. No free trials.
- The UI can be confusing and takes some time to get used to.
- The assessment feature is quite elemental compared to other similar platforms.
- It lacks a built-in reference-checking feature, so users must pay for and integrate third-party solutions.
- Avature’s pricing is not readily available on their website. They also do not offer a free trial.
- Several users noted that the UI isn’t intuitive and takes some time to get used to.
- Avature’s assessment feature is quite basic and isn’t built out enough compared to point solutions in that space. So if you want to test the skills and cultural fitness of candidates, you’d need a third-party solution.
- Avature doesn’t have an automated reference checking feature built-in. The platform does integrate with third-party solutions that facilitate reference checking, but you’ll have to purchase those solutions too separately.
The Avature platform allows users to customize dashboards set up automated workflows, and leverage the power of an all-in-one ATS + CRM.
We got some hands-on experience with the tool, so we asked our colleagues with the most recruiting experience to test the limits of its purported customizability.
The results? This tool is easy to tailor to your company’s processes and goals. During our test run, we quickly built unique recruiting workflows for individual roles or entire departments.
The platform operates through a no-code interface that allows non-technical users to modify the system (with lots of permissions in place). While this level of detail may be overkill for smaller organizations with simple needs,
This is a premium tool for large teams. Those that operate at a global enterprise scale will get the most out of Avature.
More than 6,500 companies use Avature. This includes Shell, Cisco, L'Oréal, Mondelez, Siemens, and KPMG.
Avature pricing is custom, so contact their team for a quote.
Best For
Avature best serves enterprise-scale companies, especially those that operate across international borders.
We use the system for full-cycle recruitment, from a request to fill through to an accepted offer. In my role, I reviewed and approved requests to fill, evaluated candidates, coordinated and shared information with talent sourcers and hiring managers, and approved offer requests. I used Avature at least weekly, and often daily during high-volume recruitment periods.
- Avature is easy for managers to navigate; they access only the necessary or relevant information, making it easy to review and provide feedback on candidates.
- Avature is robust; the system includes all the fields we could want and allows us to tailor positions and processes to specific teams in a complex and diverse organization.
- Avature includes workflow management and integrations; it allows for customized workflows for necessary approvals and reviews and integrates with our payroll system for a smooth transition from recruiting to onboarding and payroll.
Avature was in place at the time I joined the organization. I used the system for 2 years. The system was implemented to create a centralized, single source of truth for recruitment activity. The organization was highly matrixed and had experienced multiple acquisitions. Implementing Avature allowed all parties from relevant teams to remain on the same page about recruitment needs, progress, and costs.
- Avature has customization limits; there were restrictions on customizing fields and titles, which was sometimes confusing for hiring managers and HR staff.
- Avature requires some training and could be more intuitive; users need training to understand the fields, processes, and reporting functions.
- Avature didn't allow our entire recruitment process to be completed within the system; we had to email links for a specialized internal assessment that couldn't be loaded into Avature.
Avature is very comparable to other applicant tracking systems. It largely met our needs, and I appreciate the single source of truth available in Avature. While Avature does not stand out for unique features or capabilities, it is a very reliable and comprehensive system that I would recommend.
Buyers should consider their total recruitment workflow from beginning to end to ensure all steps can be completed as desired without system limitations. Documenting every step in the process and reviewing each item during the product demo can ensure the system will operate as needed. Buyers should also consider the scalability of the system to meet future needs as the organization grows, as implementing such systems requires significant resources and is not something to change often.
Avature is good for large organizations (e.g., 1000+ employees) and matrixed organizations that require several parties to have approval or oversight in the recruitment process.
Avature is good for a large organization (e.g., 1000+ employees) Additionally, Avature is good for matrixed organizations that require several parties to have approval or oversight of various parts in the recruitment process.
Avature is likely not a good fit for small organizations or startups due to the cost and the need for frequent changes to the process or workflows as the organization grows.
Lever
We like Lever’s focus on engaging passive candidates. Candidate nurturing is a critical recruiting strategy that deserves the spotlight it’s been given with this platform. In addition to solid product decisions, the execution is excellent. Put more simply, Lever put together a collection of well-thought-out features, and they’ve succeeded in making them all work together.
PROS
- The simple interface is easy to use and requires little training or experience.
- A unified recruiting platform combines elements of ATS and CRM.
- Diverse external sourcing channels and low-friction internal referral process.
- According to most users, Lever's UI is very intuitive and easy to learn.
- Lever combines the capabilities of an ATS and a CRM into a single platform that not only supports your current hiring needs but allows you to actively engage and nurture prospective qualified candidates for future roles.
- Lever takes diversity hiring into consideration with Equal Employment Opportunity (EEO) surveys that help you collect diversity data from applicants, sourced candidates, and referrals regardless of whether they applied to an open position or not.
- Lever provides role-based visual analytics with over 20 key TA metrics in its basic TRM package.
CONS
- Undisclosed pricing and no free plan or trial version.
- 3rd party integrations in place of features that could be built in.
- No mobile apps.
- Lever doesn't disclose their pricing on their website. Interested users are also not able to create trial accounts on their own.
- The platform doesn’t have features for background or reference checking but they do integrate with third-party solutions that specialize in those checks.
- Lever currently lacks a mobile app, but the platform is optimized for mobile use.
From our collective in-house experience, we know that the right approach to recruiting is full-cycle. Lever leans into the CRM mentality with functions that attend to potential candidates, current candidates, and (ideally) current employees who used to be candidates.
This may seem like an obvious strategy, but it’s genuinely (and surprisingly!) unique among ATS platforms.
Users can source candidates from multiple channels, including numerous career sites, social media, and internal referrals. Connecting with potential hires is streamlined with automated workflows that include the sophisticated nurture campaigns mentioned above. Regardless of where they end up in the hiring pipeline, these campaigns keep talent engaged with your company.
The video interview integration with Zoom stands out. In addition to synchronizing seamlessly with scheduling features, it allows for customization of interview type between live, structured, and asynchronous, or some mix of the two.
Another highlight is the range of industries and company sizes that Lever can serve. This platform works for any user with consistent hiring needs, whether a tiny but rapidly growing tech start-up or an established business in a field with high turnover rates (think retail or hospitality).
Our testers found some shortcomings in line with other reviews you might read: resume parsing, and report generation features could be improved.
Lever is used by over 5,000 companies, including Netflix, Shopify, Eventbrite, Cirque du Soliel, and Reddit.
Lever offers custom pricing, so users must contact Lever for quotes.
Best For
Excellent for any org that needs to maintain a connection and easy access to a particular candidate pool, including tech startups, healthcare, and retail.
We use Lever for all of our jobs. We do all approval work outside of the system, and once the job is approved for hire, we open the job and post it via Lever. We then collect and review all resumes within Lever and use them to schedule and collect interview feedback. We do offer letters outside of the system.
I like the easy book links that allow you to create self-booking links for candidates. The simple resume review interface and workflow will enable you to save a rejection reason and use it until you select a new one. And then perhaps the ease of creating email templates would be another perk.
It was the first ATS for our company. We considered it in the first place due to pricing and the size of the company; we were a start-up and did not need a massive ATS. I have used it for about 3 years now.
It's not very customizable; you have to email support to have them customize your rejection reasons. With the different levels, you get other reporting options. The base level does not include many built-in reports, so you must export data for analysis. Lack of luster support: we never had any check-ins with our rep, and it was impossible to get a quick reply from the help center there.
It was inexpensive for us at the time compared to all the other quotes we got. It is very user-friendly, quick, and straightforward. The only drawback of that, then, is the customization.
How long will it suit your needs? How much hiring do you plan to do? Does it integrate with your other tools and systems? What is the yearly increase and cost per user increase?
I have not seen much change with Lever recently.
I would say it is best for a small organization. It is less complex than Greenhouse, so it could be suitable for a company looking to get something set up for a small team or self-sufficient managers.
Large organizations companies that already have long-term contracts with other tools that may not integrate with Lever. Companies that want a high level of customization, reporting, and hands-on service.
VidCruiter
VidCruiter is known chiefly for video interviews, but the platform also offers a solid ATS solution and Quick Apply, a hit feature with both TA teams and candidates.
PROS
- VidCruiter can be fully customized to meet specific recruiting needs.
- Easy to use for both job seekers and recruiters.
- Works on all devices. No app installation is needed.
- Quick Apply feature lets candidates apply directly from Indeed and LinkedIn and auto-syncs the candidate's info to the user’s existing ATS.
- Dedicated client success manager, 24/7 applicant support, phone, email, and live chat.
- Scalable and customizable — users pay for what they need and can purchase more features as they grow.
- Robust pre-recorded and live video interviewing with advanced automation.
- Browser-based, so it works across devices without installing apps.
- Available for recruiters in eight languages and supports job seekers in dozens more.
- 24/7 live agent support, assigned account manager, and on-demand training.
CONS
- Some users reported that implementation was time-consuming
- Advanced search and technical skills testing features within the assessment module leave room for improvement.
- There is no trial version, and no price is listed on their site.
- Screenshots of VidCruiter (one of the best ATS software) Showing Different Features of their ATS
- Because the product is feature-rich and highly customizable, the implementation phase can be time-consuming.
- Advanced search and technical skills testing features within the assessment module leave room for improvement.
- No free or trial version.
- Undisclosed pricing.
VidCruiter has been a significant player in the video interviewing software market for years, but the platform is less well-known for its ATS. However, our research proves the ATS is robust enough to be listed among other top vendors in the space.
The platform balances the needs of those on both sides of the interview pipeline. TA teams are well-equipped with highly customizable features like job posting, pre-screening, interview scheduling, and real-time reports, and applicants are met with a user experience that was clearly designed with them in mind.
For a glimpse of team culture, vision, and values, users can build a custom career site that delivers a branded digital experience to candidates. The site editor is simple to use, and in our in-house testing, we managed to set everything up without help from the IT or VidCruiter support team. One feature of note: when a candidate accesses a career page supported by VidCruiter, the platform automatically generates recommendations for jobs available near them.
Quick Apply benefits both employers and candidates. With this feature, TA teams can rev up the hiring process without implementing a new ATS, so it’s perfect for teams on a budget. It is also helpful for those counting down the hours left on an ATS contract they don’t plan to renew. The platform offers job seekers the convenience of applying directly from portals such as LinkedIn and Indeed.
VidCruiter is used by over 100,000 recruiters, including Lowe’s, Lionsgate, Samsung, Bears, US Foods, and the United Nations.
The price varies based on company specifications, so contacting the vendor directly for a quote is best.
Best For
VidCruiter is a perfect ATS for large companies (U.S.-based and otherwise) hiring 100+ people annually. At the same time, the VidCruiter Quick Apply tool is an excellent pick for smaller companies that want to streamline their hiring process without going separate ways with their current ATS.
Our team uses the software for both live and pre-recorded interviews with candidates. For the most part, we use the pre-recorded function with candidates, allowing them to record themselves answering questions that we have predetermined for their interview. Following their interview, our team spends one day a week, going through all of the applicants that had recorded an interview to be able to quickly make decisions on who we would advance to the next round.
Additionally, within the system, we leveraged a custom rating scale to provide a consistent experience when reading candidates. This really helped our team when considering applicants and measuring them all against the same criteria.
1. Overall, the ability to offer both live and recorded interviews.
2. The cost of the offering was very reasonable compared to its competitors.
3. The customer service you are able to receive from them when needed on demand is wonderful. They’re very responsive usually within a matter of just a couple of minutes.
My organization was looking for a way to screen applicants for an initial interview in an effective and efficient manner. Knowing that, we started exploring options for video interviewing both pre-recorded and live.
Through our research, we identified VidCruiter as an option and ultimately was the one that we implemented. We added their software during the pandemic and have used it since. It’s been a great help, and really reduced our screening times through recorded interviews as we have been doing a large amount of hiring.
1. The company is based out of the country, which was not a preference of our organization for security and compliance reasons.
2. Overall, the functionality of the system, as a whole, was a bit more limited than some of its competitor's offerings.
3. The branding of the offering was a little outdated, and wasn’t as modern as some of the alternative options we considered.
Overall, their offering is reasonably priced software that can be used to accomplish the goal of conducting live or recorded interviews with candidates.
Many of the other offerings were much more expensive than what we were able to pay. It’s easy to use and the responsiveness of the customer service team is exactly what we needed. Some of the alternatives had much longer wait times in comparison, which we didn’t want to deal with.
It allows us to accomplish exactly what we need without paying a high price and without making our process super complicated for candidates, which we appreciate.
Overall, really determine at the start what you need a software for to help your process. If you are only needing it for basic functions, like conducting a live or recorded interview with candidates, you may find that there are some vendors that offer functionality way beyond that, which may be more than you need.
As a result, this means the price tag of those offerings could be significantly higher, more than you can justify, or are willing to pay. Once you’ve identified what you need and can pay, it really helps narrow down the list of vendors that you can move forward with.
One of the biggest improvements our organization has experienced in working with them is that they built integrations with other systems that now make our process really smooth.
For example, we utilize Workday for our HRIS and their software integrates smoothly. This wasn’t something we had at the beginning of our experience as a customer, but now have it and it’s really helped become a seamless transition from one software to the next.
Great for an organization that doesn’t need all the bells and whistles, but that needs an offering that can do basic functionality like live and recorded interviews with candidates. So ideally, the best fit would be for a small or medium size organization.
If you are a large organization, you likely want more personalized branding, a modern look and feel, and a more robust offering than what they can offer.
Very large organizations that want robust functionality, customization, and all the bells and whistles of a product offering. Their product has all the standard functionality that you may want out of an offering, but it is pretty foundational rather than an offering that goes over and above what you would normally need.
Trakstar Hire
Trakstar Hire is highly customizable. The ATS provides a single plan that includes all its features without limits, making it an excellent choice for mid-sized businesses.
PROS
- Highly customizable workflows that make navigating the hiring process easy.
- Unlimited job posts.
- Management must-haves are built-in, letting users create offer letters and collect e-signatures without integrating with other tools.
- Trakstar Hire’s recruitment workflows are highly customizable. You can edit them as needed to reflect your company’s hiring process.
- You can post as many jobs as needed with Trakstar Hire without any limitation.
- Trakstar Hire has offer management tools built-in. Users can create offer letters and collect e-signatures within Trakstar Hire without needing to integrate it with third-party tools.
CONS
- Limited integration options with third-party HRIS and payroll solutions.
- All-or-none plan: customers may pay for features they don’t use.
- No free trials. Undisclosed pricing.
- Trakstar Hire has limited integration options with third-party HRIS and payroll solutions.
- Several users have complained about being unable to sort candidates and search results in an order other than displayed.
- Trakstar Hire isn’t a scalable platform; they have a single plan, all features included, which means customers may end up paying for features that they don’t need.
- Trakstar doesn’t publically list their pricing nor allows visitors to create trial accounts directly from the website, which is unusual for a software solution aimed at mid-market companies.
Trakstar Hire (formally RecruiterBox) is a web-based ATS for midsize companies. Our experience navigating the platform was quite positive. The platform supports unlimited job posting on multiple job boards and social media sites. Users can sponsor those listings for maximum visibility and receive resumes through customizable application forms.
We especially liked that customizing the workflow takes just a few clicks. They’ve done a great job balancing ease of navigation with numerous features and configurations available.
Trakstar Hire’s automation stood out as we tested the tool. Once resumes are in, the platform parser automatically extracts candidates’ details and creates profiles in seconds.
The offer management feature is well-made. We especially liked the offer letter templates that were ready to send after just a few tweaks for personalization: end-to-end, we created a mock template in less than 5 minutes. It also manages e-signatures without third-party integration.
However, when the need arises to connect to a third party, Trakstar Hire’s integration abilities are a relative letdown.
They have covered some of the critical basics with the following apps: Namely, BambooHR, Slack, Checkr, QuickBooks, PandaDoc, G Suite, and Outlook/Office 365 Calendar, but we hope more integrations are in the works!
Makita, Couchsurfing, Lonely Planet, Untappd, Quality Ironworks.
Trakstar Hire has one plan that includes all of its features without any limits. The pricing is custom, depending on the headcount.
Best For
Trakstar Hire’s current feature set and pricing structure makes it best suited for medium-sized businesses that hire regularly.
With a large staff, I use this platform around 3 times a week. I typically add users, send passwords, and review and send performance reviews. Annually, the entire review language is reviewed, and I probably spend another 10-15 hours a year updating the framework of the reviews.
It is extremely adaptable, allowing for multiple different processes and rules. It has unique features and the ability to change language, save anything, and add dates that make sense for your organization. The support staff is helpful and accessible, ready for unique requests and retraining.
My organization purchased Trakstar Performance Management before I arrived. I took on the training, design, launch, and implementation of the tool. I developed processes and policies and distributed them to the staff of 30+. I used all functionalities in the performance management tool. Our team built this tool for our organization over the course of 3 months, rolled it out over another 3 months, and have been using it for about 2 years.
The titles of the functions are rather confusing, as "policy" and "review" are not what I expect them to be. Its high adaptability can make it challenging to build and maintain. The reports are simple, but I believe they are being developed further; I never got much value from them.
Trakstar stands out for having some of the best service I've experienced and the most practical adaptability I've seen.
When seeking a tool like this, consider cost per user, functionality/adaptability, system integration, and support available. This tool is especially useful if you have multiple existing processes to change over. It is easy to set up users, and it would be much more streamlined if personnel data came from recruitment and fed into learning and development paths using the additional platforms.
I'm unsure of all changes, but the reporting was advancing when I was using it more. Metrics were available for performance but not in minute detail from what I recall.
Our organization is a nonprofit with about 100 employees. However, we had high turnover, so user build-out was a frequent function. It's great for organizations looking for adaptable performance reviews, with the resources to afford and build out the platform package (hire, recruit, learn). There is more value in time and money with the additional areas. Once built, it's a breeze.
If an organization has high turnover and is unable to take advantage of the integrated systems, this can be cumbersome, and there may be a better option as an add-on to a payroll/benefit application.
SmartRecruiters
Encompassing solutions beyond the standard candidate sourcing, assessment, and engagement features, SmartRecruiter is an enterprise-grade talent acquisition suite that provides native collaboration and AI-driven functionality.
PROS
- Candidate assessment, skill testing, and offer management are built-in, so need for add-ons or integrations.
- Enables easy posting to multiple job boards, integrating social media tools, and facilitating internal recruits.
- Friendly with mobile devices.
- SmartRecruiters has a built-in candidate assessment and skill testing module that allows you to predict cultural fit, future performance and retention, without needing to integrate third-party solutions.
- SmartRecruiters provides features for offer management. You can create offer letter templates, share them with successful applicants, and collect their e-signatures from any device using SmartRecruiters’ DocuSign integration.
- Speaking of integrations, SmartRecruiters has pre-built integrations with over 500 HR solutions and job boards. You can also ask SmartRecruiters’ team to build additional integrations for you if it doesn’t integrate with products in your tech stack.
CONS
- Undisclosed pricing.
- No free trials.
- Users have reported a steep learning curve and that the UI takes time to get used to.
- Features like candidate filtering, report customizations, and KPI tracking are limited.
- SmartRecruiters’ pricing isn’t transparent. Interested users have to go through the sales team to receive a quote. Users are also not able to create trial accounts on their own.
- Users have reported a steep learning curve and that the UI takes time to get used to. Some users have also reported that the system can be slow and glitches at times.
- The reporting feature doesn’t always retrieve data accurately. Some users have also complained that report customizations and KPI tracking capabilities are limited.
- Candidate filtering is quite limited. As it stands, only basic options such as degree, location, gender etc are provided.
SmartRecruiters ATS is built to serve mid-size and large businesses. The platform allows you to cast a wide net with customizable career pages, targeted ad campaigns, and job post distribution to multiple job boards. It also provides features for candidate assessment and offer management.
One unique fact our evaluation uncovered is that SmartRecruiters encourages customer feedback and rapidly integrates suggestions into the product. That’s an excellent reputation to have, and it’s in keeping with a key element of their business model: SmartRecruiters aims to enable their customers to attract talent. It follows that they would want direct feedback from their users on how to do that best.
The downside of this platform applies mostly to smaller businesses. It’s not cheap, and the scope of its feature set means that it’s complex to set up and use. These factors are less relevant to larger businesses, which are more likely to use all the features and have time and money to spare for integration and implementation.
More than 5,000 companies, including Ikea, Visa, LinkedIn, Equinox, and Skechers
SmartRecruiters ATS has custom pricing, and so do the other products of the system.
Best For
SmartRecruiters works best for medium and large-sized businesses.
SmartRecruiters is an essential tool in my recruitment process. It covers all aspects of the hiring process, from posting job openings to screening resumes, conducting phone interviews, and presenting job offers to candidates. SmartRecruiters also helps me keep track of all candidate data, including rejected applicants and past applications. This allows me to have a comprehensive view of all my recruitment efforts and ensures that no important information is lost.
I have a positive opinion of SmartRecruiters as I find it easy to use and its interface straightforward. I like its ability to store and manage candidate data, as well as its integration with tools for organizing interviews and generating reports for my manager. These features make SmartRecruiters an effective and convenient tool in the recruitment process.
My organization bought SmartRecruiters 2 years ago to help solve the issue of managing applicant data and to streamline the recruitment process. With SmartRecruiters, they can keep track of all past applications, allow hiring managers to screen, reject, and make job offers in one place, and easily schedule interviews through integration with Google Calendar.
Firstly, I find it challenging to integrate other applications like Checkr, etc. with SmartRecruiters. Secondly, there are a very limited number of job portals that can be linked with SmartRecruiters. There are many small to big job portals that are still not available on their platform.
SmartRecruiters distinguishes itself from other competitors by offering a user-friendly interface, constantly adding new features, and integrating well with daily tools like Zoom and Calendly. This makes it easier for users to manage candidate data and extend job offers, all within a single platform.
People should consider the following factors when buying a recruitment tool like SmartRecruiters: ease of use, the size of their organization, the desired job portals, and pricing. These are key elements that can impact the effectiveness and efficiency of the recruitment process, and it's important to consider these factors before making a decision.
SmartRecruiters has made significant improvements over time. They have expanded the number of job portals available every month, improved their support team's response time, and have shown a commitment to addressing user feedback. These advancements have helped make SmartRecruiters a more effective and efficient tool for managing recruitment efforts.
SmartRecruiters is well-suited for organizations that utilize technology in their hiring process, experience high volumes of monthly hiring, and are seeking a comprehensive HR information system rather than just an applicant tracking system. With its user-friendly interface, ability to integrate with other tools, and robust features for managing candidate data, SmartRecruiters can provide a seamless and streamlined recruitment experience for these types of organizations.
SmartRecruiters may not be the best option for industries like construction or labor-oriented fields where paper-based applications are still widely used. These industries may not have the infrastructure or technology in place to fully utilize the features and benefits of SmartRecruiters, making it a less suitable solution for their recruitment needs.
Rippling
Rippling is known for its uniformly solid platform, so after test-driving their newly updated ATS module, we weren’t surprised to discover it’s intuitive to use, intelligently built, and succinctly integrated with their HRIS environment.
PROS
- The transition from candidate to employee is nearly seamless, with minimal manual data transfer.
- Mobile app for recruiters on the move.
- Candidate-friendly with no account creation required.
- Intuitive UI and intelligent workflows.
- Job board integration.
- All-in-one platform for employee management + PEO services offered, and even a suite of other IT products
- With 500 integrations, it’s very likely that they integrate with other key tools from your tech stack.
- Operates globally with any currency
- Workflow automation
- Analytics opportunities
- Provides a holistic view of company outflows—headcount costs included
CONS
- Not offered as a standalone product
- US-centric but globally focused-updates are in the pipeline.
- Users report occasional issues with the mobile apps.
- Some users report that customization options are limited.
- Total buy-in to Rippling is essential
- Very SMB-oriented, in case you’re a larger company.
- New features tend to be buggy in ways that tech teams are not accustomed to fixing
Ripplings ATS offers intelligent, intuitive workflows built into dozens of features and automation.
Typically, when an HRIS adds an ATS to their suite, it’s a half-hearted afterthought. Many are perfunctory, underpowered, and easily out-classed, even by mediocre standalone ATS platforms.
But Rippling has built a reputation based on solid product choices, and this one is no exception.
Their ATS is fully built out and offers a feature set that would be a viable standalone product if it weren’t so nicely intertwined with the rest of the Rippling platform.
Based on what’s included, it is clear that they’ve considered the candidate's experience. Little touches, like text messages to connect with candidates, show they know that personal preferences matter.
Another nod to the candidate experience (and what you can learn from it) is the abundant, customizable, anonymous surveys. Rippling recognizes the connection between their public reputation and their candidate experience.
Even with all these candidate-focused features, Rippling hasn’t lost touch with the needs of the people who will use their product most: busy TA/HR teams hiring for SMBs and startups.
Though demand generation is still on the roadmap, elements of their recruiting feature are laudable. It automatically integrates job boards like LinkedIn, Monster, and Zip Recruiter.
Finally, mobile access is a nice touch for busy recruiters, and their open API partnerships with vendors outside their platform leave little to be desired.
For years, companies have had to choose between the superior performance of standalone ATS solutions and the efficiency and security of all-in-one platforms. With Rippling’s ATS, companies who chose the all-in-one solution no longer have to rely on an external ATS.
Bank of America, Motorola, Citigroup, Inc., Dwell, Superhuman, Expensify, Checkr
Rippling pricing starts at $8 per user per month for HR Unity, but the ATS is made available on a higher tier plan (HR Cloud) with undisclosed pricing.
Best For
Though the platform itself and the ATS module are used most by companies with 25 to 150 employees, it can support the needs of much larger teams.
We used Rippling as the source of truth for all HR reporting and documentation. The prior system we used did not have the storage and reporting capabilities to be our source of truth.
The key workflows we used were onboarding, offboarding, and document signature and retention. We were able to get most of the functionality we needed for these processes, but there were a few things that didn't work the way we needed them to without buying additional workflows.
There were some basic workflows, which were unlimited and free, but there were others that required upgrades and extra charges. The core plan included one workflow, so if you needed more than that, you had to purchase additional or upgrade your plan. The way that we set up our onboarding workflow (which was specific to location), we needed several workflows to accommodate our different locations, which was not a cost-feasible upgrade. Also, if you change the trigger on the free workflow, it changes to an upgraded workflow.
Rippling is user-friendly; you do not need to be a programmer to be able to program functions on this platform. You can contribute ideas for new features or functionality. Their customer service is better than most HRIS systems.
The organization had been using an HRIS system that did not have the robust reporting, automations, or customer service they were looking for. I used Rippling with the company for about a year and a half as a super admin. We found Rippling's customer service superior to the previous system we had been using.
Implementation was easy, but I strongly recommend that someone who has done implementations previously spearhead an implementation to help bridge where you were with a previous system to where you want to go with Rippling. Setting up workflows and automations is easy in Rippling, and their technical advisors are always willing to hop on a call to walk you through any issues that you may need additional help with.
We started using Rippling as the HRIS/payroll for our US team but quickly added the Canadian team. We used it largely for headcount and reporting for all other global teams.
Only one workflow in the core plan; everything else is an upgrade. Rippling often uses their customers for BETA testing without letting them know (Rippling told us they had functionality for payroll in another country when they did NOT). It feels like they are constantly trying to upsell you and get more money out of you.
The tool is one of my favorites so far. It is very easy to use, but when you get stuck on something, they will provide live support to walk you through. Most other HRIS systems are very helpful through implementation but are hard to reach once you have completed.
People need to think about the implementation process; the new tool is probably not going to look or act like the old tool. Definitely ask if there is a demo account and work through it to see how it works.
Think about where your company is now versus where you expect to be in five years. Will the tool grow with you? How much additional expenditure will be required to scale it with your business? If there are new functions you will need to purchase in the future, will the additional expense work with your scaling budget?
Rippling is very good at taking requests from customers for new functionality. For the most part, Rippling employees only know Rippling; they don't know other platforms. So they don't know how you used XYZ brand prior and how the change in process affected your business.
Rippling is good for organizations with a growing or evolving workforce. It can house all historical HR documents, send revised documents out with the click of a button, and update workflows easily.
Rippling would not be a good fit for a small, cost-conscious organization that doesn't need all the functionality it provides or would have to pay substantially more for the add-ons.
What are the Benefits of an Applicant Tracking System?
The primary benefit of an ATS is that it increases the efficiency of your talent acquisition team through streamlined, automated workflows. These tools can also be quite impactful: 94% of recruiters believe using ATS software has positively impacted their company's hiring processes.
Other benefits include improved employer branding, access to detailed analytics, and smooth engagement of managers & employees outside of HR/TA teams.
- Customized workflows: An ATS that can customize and automate tasks like application processing, screening, and collecting feedback can dramatically improve hiring efficiency. This benefit is especially significant to organizations hiring from very different candidate pools. If, for example, your team is hiring both truck drivers and software engineers, you can bet these workflows won’t be interchangeable.
- Improved employer branding: A top ATS will help your organization create and manage a custom career site to help your company stand out. Showcasing your best features will make it easier to attract top talent, and with integrations with networks like LinkedIn, reaching a wide audience is easy.
- Better quality talent pools: The best ATS software can save time and money by maintaining already-sourced candidates. If you maintain occasional contact with a pool of qualified candidates, your recruiting process doesn’t start from zero each time you open a new role.
- Wider internal engagement: Rather than relying exclusively on your HR/TA teams for recruiting, the best ATS software will also include your hiring managers and employees as part of the process. Employee referrals, feedback on job candidates, and social media can all be leveraged to fill open positions.
- Streamlined hiring and onboarding: An ATS can do more than streamline recruiting; it can work wonders for onboarding. A good first impression sets the stage for employee engagement and, ultimately, retention, so it’s critical to make the onboarding process employee-focused, timely, and effective.
- More effective recruitment strategies: An effective hiring process is data-driven. Any good ATS software dashboard will put recruiter productivity, cost per hire, cost for job boards, cost for paid media, time to hire, and other data at your fingertips.
How To Choose The Best ATS System for Your Business?
Any business choosing any type of ATS should aim to get the maximum functionality for its price point (while ensuring key functions for its specific business are best-in-class), focus on potential long-term benefits rather than short-term costs, and understand the software vendor's product roadmap.
- What do you want to achieve with the ATS?: Depending on your business, you can have one person or multiple teams across your company branches interacting with the ATS day-to-day. Each may have a different pain point they want the recruitment tool to tackle. Knowing the center goals of these stakeholders and the importance of each can equip you with a list of features ranking from most to least desired.
- What can you afford?: An ATS that can schedule interviews, manage employee referrals, and parse resumes will lighten the load on your HR/TA team, leading to increased efficiency. That said, investing in a feature-rich ATS could mean more complexity, steeper learning curves, and higher costs to the system. So, besides the feature list, you’d need to note down your allowed budget and the human resources involved in onboarding and maintaining the ATS system.
- Focus on individual features during your vendor research: Evaluate precisely what you need. The feature list and resource note that you have prepared in the earlier steps will help you stay focused on options that truly matter.
- Think long term: Trying to anticipate the future is critical given how hard these tools are to replace over time (migrating tons of candidate data, different workflows for different types of job, etc.). Beyond the capacity for the platform to scale up as you grow, you should pay attention to how this growth will affect product pricing and, therefore, the ATS ROI.
- Understand the road map: A tool with no future plan for improvements may cause trouble for future software switches, but a vendor with an ambitious list of feature enhancements announced yet a very humble track record of delivery is not any better. Ask the sales rep specific questions relevant to your business needs and review content published on company channels for more information.
ATS Pricing
Below are the most common ATS pricing models.
- Flat rate: This pricing model offers a fixed monthly or annual fee for unlimited usage of the ATS and hence, is ideal if you’re a large enterprise and prefer long-term contracts.
- Pay per user: This model is best suited for small teams with limited recruiter usage (like us!). It charges a monthly fee for each active user of the ATS.
- Pay per vacancy: Designed for small businesses with low hiring volumes, pay-per-vacancy charges a fee for each job you post using the ATS.
- Pay per module: This model is suitable for companies with an existing HR platform that includes ATS as an add-on. It allows companies to pay for only the ATS module they need, rather than the entire platform.
Keep in mind that:
- Additional costs may apply for selective integrations, premium support, and advanced features.
- Prices can be negotiable: Some ATS offer discounts for startups, non-profits, and buyers willing to sign multi-year contracts.
How Much Do Applicant Tracking Systems Cost?
Here are some guidelines on pricing based on company headcount. This information is intended to help you get a general sense of ATS pricing. Keep in mind that ATS software comes in all shapes and budget sizes. Here we provide mid-range samples for reference.
- Small business (<100 employees): $250 up to $3,000 USD per year.
- Medium-sized business (100-500 employees): $3,000 to $15,000 per year.
- Large business (500-5,000) employees): $15,000 to $50,000+ annually.
- Enterprise (5,000+ employees): From $125,000 per year.
What Are the Key Features of a Top ATS?
The best ATS features include automated resume parsing, reliable data security, and great analytics.
- Third-party integrations: Almost without exception, the top ATSs are built with robust integration capabilities and a substantial network in their “partner ecosystem”. You should aim for seamless ATS integrations, meaning the ATS should be ready to interface (connect to, plug in to, play nice with) with whatever software you use for hiring.
- Sourcing: The top ATSs include dynamic features like Google Chrome extensions that allow you to source candidates directly from the web. You’ll also find databases of job seekers that you can query for specific skills and outreach tools that will enable you to build sequences that engage candidates through email and texting.
- CRM (candidate relationship management): Recruiting CRM nurtures your relationship with your entire job-seeker ecosystem, whether active or passive. It helps your TA keep leads warm by setting reminders to ping individual candidates (“silver medalists”) or to check in periodically with larger candidate pools. Structured communications and automated workflows help maintain good relationships and free up your TA team’s time.
- Blind screening: This is an effective method for controlling hiring bias, which is a foundational element of all D&I initiatives. ATSs with a blind screening feature obscure the candidates' names, photos, addresses, and other demographic identifiers to prevent assessments based on non-relevant characteristics.
- Employer branding and career site: Modern applicant tracking systems are built with the candidate's experience in mind. Making a good first impression is critical, so top ATSs include features to build and maintain a bespoke career site. With a bit of help from your marketing team, your ATS can create a distinctive, bespoke, on-brand career site.
- Data and analytics: Any ATS worth its salt has a basic analytics dashboard. The best (and often the most expensive) ATS also incorporates a powerful analytics engine to make light work of your heaviest statistical loads.
- Interview scheduling: ATS software that is focused on recruitment automation will include scheduling for everything from phone screens to final-round interviews. Some enterprise options, such as SparkHire and VidCruiter, even have a video interview tool built in so you don’t have to rely on a third-party app for such use.
- Offer letters: Automated distribution of offer letters is a standard ATS feature. Most platforms offer templates that can easily be customized for each offer presented to each potential hire.
- Onboarding: An onboarding feature helps ensure that the transition from candidate to colleague is as smooth as possible. Few ATSs offer onboarding features because this process is so dissimilar to the platform's core functions. That said, if the ATS you’re looking at doesn’t offer one, it should at least integrate with software that can handle the onboarding process.
The above features are highly specific and intended to help buyers and decision-makers make swift, categorical decisions. However, some critical aspects of ATS performance and functionality can’t be summed up so easily.
Our guest expert, Zach Larson, suggests buyers consider the following three basic elements: First, consider how well the product will respond to market challenges. Second, estimate the quality of candidates based on the ATS's sourcing methods, and last but not least, involve your TA team in the process. Your internal stakeholders must be on board with your choice.
ATS Demo Questions: How Many, and Which to Ask?
The questions should all be about your specific requirements for an ATS, but the following can offer some ideas and inspiration on what to ask during your ATS vendor demo.
- Is there a bi-directional API to share information between this system and my HRIS?
- How does this ATS help my recruiting efforts beyond capturing candidate information? For example, will it allow me to pipeline candidates, source, boost referrals, etc.?
- How does this system improve the candidate experience?
- What is your partner strategy, and do I have to pay to integrate my other recruiting tools?
- What metrics do you focus on to prove the effectiveness of this solution, and where can I see these in my analytics dashboard?
- Can I speak to my future customer service rep about implementation and how exactly your organization will be involved?
- Walk me through the candidate experience.
- Can I store candidate profiles in this system in a way that is searchable for future candidate sourcing?
- Walk me through how recruiters post jobs, vet applicants, and leave feedback.
- How do employees outside of HR interact with this ATS?
- Do you have social recruiting capabilities?
- We use {{XYZ indispensable recruiting tool}}, do you integrate with it? If yes, how?
- What is the onboarding process after we buy this solution? Ask for specific steps and who in your org needs to be involved.
For those wondering what’s the right number of questions to bring to a demo, here is a piece of advice: ask as many as you can. If a vendor doesn’t have time to help you understand their product from the ground up, they are probably the wrong vendor.
FAQs
What is ATS?
ATS stands for applicant tracking system, a type of recruitment software designed to make it easier for companies to find, organize, and keep track of people who apply for jobs.
Read more: What Is an Applicant Tracking System (ATS)
How do applicant tracking systems work?
Applicant tracking systems act as a liaison between an employer and an applicant. Once an application is submitted, the ATS extracts and stores the candidate’s work experience, education, and contact information in a database. HR teams use the database to review applications, communicate with applicants, schedule interviews, and sometimes administer skills tests.
What is the difference between an ATS and an HRIS?
An ATS (applicant tracking system) is the core operating software for your recruiting team that deals with hiring records. In contrast, your HRIS (Human Resource Information System) is the core operating system of your human resources team and deals with employee records.
What is the difference between ATS and CRM?
ATS focuses on streamlining application logistics, while CRM (candidate relationship management system) builds relationships with potential candidates early on through engagement activities. ATS is used in the later hiring stages, and CRM is used in the early stages of candidate attraction and engagement.
Why is ATS software used in recruitment?
An ATS is used in recruitment to make the end-to-end hiring process easier. ATSs were initially designed for large corporations managing thousands of job applications every week. The use of software dedicated to specific purposes has become part of our everyday lives, and so has the ubiquity of the ATS in small and medium businesses. Teams of all sizes, with various hiring needs, can benefit from a tool that increases efficiency by streamlining tasks.
Are there any free ATS?
Yes, there are. Some of the best applicant tracking systems we've tested that offer a free plan or free trial include Manatal, which offers a free trial; Dover, which has a free-forever plan; and Recooty, which is free for one user. Check out our free ATS buyer guide for more options.
What is the best ATS for startups and SMBs?
Startups and small businesses tend to have a tight budget for recruitment tech, so the above free ATS could be a good starting point for such companies. Additionally, Workable, Zoho Recruit, and Recruit CRM are among other top SMB-focused ATS systems we tested that offer a good range of features at an affordable price.
What is the best ATS for recruitment and staffing agencies?
Recruit CRM, Manatal, and Zoho Recruit provide comprehensive features tailored to the needs of smaller agencies. On the other hand, larger firms with increased volume and complex recruitment processes may find Bullhorn and Avionté to be more suitable.
Final Advice on Buying ATS Software
- Know your needs: Get clear on the specific needs your ATS must satisfy. Meet with vendors and watch demos only after you are absolutely sure of your current ATS requirements and confident of your future forecast. Don’t agree to anything less (or more) than exactly what you need.
- Two-for-one ROI analysis: Being CFO-ready with an ATS ROI calculation will refine your thoughts on why and how an ATS is an essential purchase for your team, which will lead to more clarity on which features to prioritize.
- Consider the context: As the sophistication of ATS platforms have become more sophisticated, the cost has decreased. This means capabilities like sourcing, recruitment CRM, talent re-discovery, and even top-rate analytics capabilities are readily available to most.
Watch this video for insights from our experts on selecting the right applicant tracking software for your needs.
About Us
- Our goal at SSR is to help HR and recruiting teams to find and buy the right software for their needs.
- Our site is free to use as some vendors will pay us for web traffic.
- SSR lists all companies we feel are top vendors - not just those who pay us - in our comprehensive directories full of the advice needed to make the right purchase decision for your HR team.
