15 Best Applicant Tracking Systems (ATS) of 2023 | SSR

Our team of HR & talent acquisition experts have reviewed hundreds of applicant tracking systems and generated a comprehensive list of the best ATS options on the market in 2023.

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The Best Applicant Tracking Systems

Hand picked by our HR Technology experts after product testing, user research, and much debate - enjoy!

Pinpoint is a modern applicant tracking system that does it all and then some; it packs features for recruitment automation, candidate experience management, and diversity hiring.
Not only is Greenhouse a feature-rich recruiting solution, you can further extend its capabilities with over 300 pre-built integrations.
JazzHR is laser-focused on the unique recruitment needs of small and medium-sized businesses. Their solution can not only help SMBs source, track and manage candidates, but also boost their employer brand.
Trusted by 181,000 users, Recruitee ATS is not only robust, but also affordable and scalable. Companies like M&S saw a 50% decrease in time-to-hire since implementing Recruitee. You can try the software for free for 18 days.
Trakstar Hire is highly customizable; it allows you to tailor each stage of the recruitment process to your needs, including the application, questionnaires, procedures, interview schedules, notifications, and more.
VidCruiter stands out for being quite flexible. They offer a range of robust recruiting solutions that you can purchase individually or combine with one another as needed. It’s also available in seven languages besides English, both for recruiters and applicants.
Lever packs the capabilities of both an ATS and a CRM into a single, enterprise-grade recruiting solution while allowing teams to efficiently source new candidates, nurture relationships, report with custom and out-of-the-box visual analytics, and eliminate hiring bias throughout the hiring journey.
ClearCompany is a one-stop-shop for all sorts of enterprise-grade HR software. You can combine their ATS with any or all of their other solutions which cover employee onboarding, performance management, engagement, and workforce planning.
BambooHR is a well-known vendor in the HR tech space. Their ATS simplifies how you find talent and extend them offers. It is also packaged with a host of people management tools, enabling you to seamlessly transition new hires into your team.
Not only does Manatal cover most of the feature’s you’d expect from a budget friendly ATS, the platform tops that off with AI-powered actions, such as candidate filtering and recommendations.
Teamtailor particularly stands out for its career site builder. Yes, many ATSs have this, but it’s an afterthought feature for the majority of them. The case is different for Teamtailor as their career site builder was one of the original core features that the rest of the platform was built around.
Ashby’s core differentiation is housing the full recruiting tech stack under one roof: ATS, CRM/Sourcing, Scheduling, and Analytics. While not a fit for super-size companies (3,000+ employees), this is a great tool for small and mid-sized teams that either need their first ATS, or are looking to consolidate their HR and TA tech stacks.
Workable is a robust and scalable recruiting solution. Their AI-powered sourcing tool, which integrates seamlessly with their ATS and other products, can give you access to over 400 million candidate records.
SmartRecruiters' enterprise-grade talent acquisition suite goes beyond applicant tracking; it's got solutions for candidate sourcing, assessment, and engagement, as well as native collaboration and AI tools.
Avature combines ATS and CRM capabilities into one powerful platform. One of its greatest features is the ability to customize workflows for both recruiters and candidates, ensuring great experiences for everyone involved.
If you’re an SMB that’s just getting started with ATSs, Breezy is worth checking out. It covers everything you’d need from an ATS, and tops it off with video interviewing, and offer management tools built-in.
iCIMS is a giant in this space. Built for large companies with a global presence, iCIMS' Talent Cloud encompasses multiple solutions that will help you manage candidates throughout their lifecycle.
Owned by Freshworks, a provider of all sorts of business solutions that are affordable yet on par with the market’s leading offerings, Freshteam is a comprehensive HR suite that’s loved by businesses of all sizes.

Introduction to Applicant Tracking Systems

Unfortunately, a top applicant tracking system (ATS) alone won't solve all of your recruiting, onboarding, and general hiring problems. However, using one of the best ATSs below is an important and necessary step in the right direction for any recruiting team that needs to automate and streamline their hiring process.

For this guide on the best applicant tracking systems, we invited expert contributors  Zach Larson (MBA, SHRM-SCP), Tracie Marie (founder, Hire Incentive), Alicia Castro (journalist and HR Tech researcher), and our editor Alison Hunter (10 years running HR and Recruiting teams) to leverage their combined decades of experience toward helping you find the right ATS.

As always, our buyer guides are painstakingly researched and this one on the best applicant tracking systems is no different. We’ve evaluated dozens of vendors to uncover which offers the best ATSs on the market. This guide also includes pricing data, ROI calculations, suggested questions to ask during a demo, and a super-useful organizer spreadsheet. But before we go too far, some basics.

What is an applicant tracking system?

An applicant tracking system is a software application designed to help HR and recruiting teams organize recruitment data during the hiring process. Organizations use their ATS manage their careers site, post jobs, distribute jobs to job boards, collect applications, communicate with candidates, collect interview feedback, and send offer letters.

Beyond these core use cases, the best applicant tracking systems have unique characteristics:

  • Employer branding: Capabilities to build a branded career site with landing pages for your key roles
  • Passive Candidates: Ability to nurture passive candidates through talent pools
  • Integrations: API based connections with a wide variety of other recruiting tools such as video interview software, assessment tools, scheduling, and HRISs
  • Automations: Recruiting teams can systematize workflows, such as an email that is sent to candidates if they are moved from one recruiting stage to the next
  • Sourcing: Most ATS's integrate with job boards, the best ATSs will also have integrations with best in class sourcing tools

Companies that are hiring more than 10 employees per year should look at buying a new ATS.

How did we make our list of the best ATSs?

Since 2018, we've maintained a list of the best applicant tracking systems that we update at least four times a year. The vendors chosen have something that make them the "best." For some, it's their modern feature sets such as automation, best in class APIs, and customization. For others, it's their price point, or ease of implementation. There are over 300 vendors in this category by our count, and these are the best of the best according to our Editors and the experts who've helped us make this guide and keep it updated.

Our criteria: How we chose the best vendors

We take research seriously. To make sure we’re offering our readers the very best solutions in a given software category, we are methodical, rigorous, and expansive in our research. We consult with HR professionals, vendors, and industry experts. We cut through the noise to bring you a carefully curated list of vendors, along with other essential information, to help you find the right software platform for your business. 

Here’s how we chose who makes the cut: 

Product: We believe in gaining a comprehensive understanding of a product before we recommend it, so we start by getting to know the software. Whenever possible, we meet with a senior executive (CEO or Head of Product) for a demo and Q&A. We also test the product ourselves to make sure it has a solid UI, intuitive workflows, and the features to make it a best-in-class offering. 

User feedback: We go straight to the source and compile feedback on user experience. Real-world input supports our commitment to diligence in our software evaluation methods and the products we recommend. Keeping up with the everyday experience of HR pros also puts new vendors on our radar, and it keeps us close to our community so we can better connect the right products to the right people.

Financial metrics: We are certified finance nerds, so we use all the data we can get our hands on to make selections for our guides. We comb through data for concrete statistics like retention rates, growth, profitability, and scalability. We evaluate the bottom line of each product because we know making a software purchase can put your reputation on the line. 

Best for a use case: Software is never a one-size-fits-all product. Sometimes the best solution is free or cheap. Other times it’s the one that is best for global companies or the one that’s sized right for early-stage startups. Keeping this in mind, we include solutions across the spectrum so our readers can find the best fit for their unique needs.

Here's more detail if you want to read more about how we research vendors. Our dedicated staff writers rely on hard data, impartial experts, and user feedback to ensure our reviews are helpful, truthful, and hopefully a pleasure to read!

Top Applicant Tracking Systems

We track thousands of HRTech solutions, these are the best ATS’s per our research and expert council as of 2023

Screenshot of Pinpoint Applicant Tracking System Showing Latest Jobs and Candidates by Stage

Pinpoint

Review:

It’s not an exaggeration to say that Pinpoint has one of the best ATS’s out there.  The product is simple, has a clean UI, and powerful features like automations and a career site builder that give your recruiting team the toolset they need to attract and hire the right talent.

We typically say it’s worth your time unless you are a Fortune 500 company, a very small company that doesn’t hire much and just needs a simple database, or if you’re looking for the cheapest solution (excel, or even something like Notion may be your best bet if you don’t have budget for an ATS).

Pinpoint

Stats:

  • Over 100 integrations with other HR solutions, and are adding 3-5/mo
  • Pricing starts at $7,600/yr
  • 2 minutes is the average wait time to talk to a customer success representative on their website
  • Over 100 integrations with other HR solutions, and are adding 3-5/mo
  • Pricing starts at $7,600/yr
  • 2 minutes is the average wait time to talk to a customer success representative on their website

Pinpoint

Pricing:

In general, Pinpoint’s pricing is based on how large your company is.  Their pricing starts at $600/mo (when billed annually).

For companies that want enterprise features (multi page career sites, multi lingual support, custom integrations, help on data migrations, etc) will start at $1,200/mo (also billed annually).

We think this pricing is fairly comparable with other truly best in class ATS’s.  This product becomes valuable to companies when they start hiring more than a dozen people per year, otherwise you may be better off using simpler solutions.

We also appreciate they have a lot more transparency on pricing versus many other players in the space.

In general, Pinpoint’s pricing is based on how large your company is.  Their pricing starts at $600/mo (when billed annually).

For companies that want enterprise features (multi page career sites, multi lingual support, custom integrations, help on data migrations, etc) will start at $1,200/mo (also billed annually).

We think this pricing is fairly comparable with other truly best in class ATS’s.  This product becomes valuable to companies when they start hiring more than a dozen people per year, otherwise you may be better off using simpler solutions.

We also appreciate they have a lot more transparency on pricing versus many other players in the space.

Best For

Pinpoint is a wonderful ATS for companies that value their candidate experience, and have the need for a tool that will help increase the productivity of their recruiting team through a better career site, talent CRM, and integrations with your favorite HR Tech.

Screenshot of Greenhouse Applicant Tracking System Showing Jobs and Their Status

Greenhouse

Review:

Greenhouse has arguably the best ATS for the mid market, and is aggressively going after the enterprise.  Their partner ecosystem, bolstered by best in category APIs, allow their customers to take advantage of third party applications with no upcharge.  Nearly every HRTech vendor that integrates with the ATS starts with Greenhouse.  

Clients like Air BnB, Pinterest, Hubspot and more rely on this solution to make data driven recruiting decisions and execute on their hiring plans.

Greenhouse

Stats:

Greenhouse

Pricing:

The standard Greenhouse contract is a one-year prepaid subscription. Additional discounts are available for two and three-year prepaid agreements. Here're three plans for their Recruiting product:

  • 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 software pricing is based on your company’s total headcount, so you have to contact their Sales for pricing details. Besides their core Greenhouse Recruiting product, they also offer the Onboarding add-on. Subscription tiers are available if you want additional functions. Add-ons such as Sourcing Automation can be priced either on a company-wide headcount basis or per-seat user basis.

If you're a company-wide subscription, you'll gain access to unlimited hiring, onboarding, or sourcing without any price increases.

The standard Greenhouse contract is a one-year prepaid subscription. Additional discounts are available for two and three-year prepaid agreements. Here're three plans for their Recruiting product:

  • 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 software pricing is based on your company’s total headcount, so you have to contact their Sales for pricing details. Besides their core Greenhouse Recruiting product, they also offer the Onboarding add-on. Subscription tiers are available if you want additional functions. Add-ons such as Sourcing Automation can be priced either on a company-wide headcount basis or per-seat user basis.

If you're a company-wide subscription, you'll gain access to unlimited hiring, onboarding, or sourcing without any price increases.

Best For

While companies of all sizes can find benefits in Greenhouse’s offering, it's important to note that the bulk of their customers are medium to large-sized companies.

Screenshot of JazzHR ATS Showing Candidates on Their ATS dashboard

JazzHR

Review:

JazzHR is an SMB-friendly recruiting software that streamlines how companies source, engage and hire suitable candidates. Through it, you can build custom-branded career pages, post jobs to multiple free and paid job boards, and share those posted jobs on various social media sites for maximum reach. Once candidates apply for your posted jobs, JazzHR enables you to track how far they have progressed through your hiring process through customizable recruiting stages and workflows. You can also create offer letter templates, share them with successful candidates and collect e-signatures - all within the platform.

JazzHR

Stats:

  • 1M+ jobs opened
  • 75M+ candidates sourced
  • 1M+ hires made

Also, according to their case studies, they’ve managed to secure several wins for their customers, such as: 

  • Reducing annual hiring costs by 90%
  • Increasing candidate volume by 500%
  • Saving 10-15 hours of work per hire, at a minimum
  • 1M+ jobs opened
  • 75M+ candidates sourced
  • 1M+ hires made

Also, according to their case studies, they’ve managed to secure several wins for their customers, such as: 

  • Reducing annual hiring costs by 90%
  • Increasing candidate volume by 500%
  • Saving 10-15 hours of work per hire, at a minimum

JazzHR

Pricing:

JazzHR has three plans. When billed annually, they cost as follows:

  • Hero: $49 per month for unlimited users and 3 open jobs.
  • Plus: $239 per month for unlimited users, unlimited open jobs, ATS, interviews, and assessments.
  • Pro: $359 per month for everything from Plus, along with offers and e-signatures, reporting, and all-access support.

JazzHR has three plans. When billed annually, they cost as follows:

  • Hero: $49 per month for unlimited users and 3 open jobs.
  • Plus: $239 per month for unlimited users, unlimited open jobs, ATS, interviews, and assessments.
  • Pro: $359 per month for everything from Plus, along with offers and e-signatures, reporting, and all-access support.

Best For

JazzHR is specifically built for teams at organizations with 5 to 500 employees, regardless of industry or recruiting maturity.

Screenshot of Recruitee ATS Software Showing Active Talent Pool

Recruitee

Review:

Recruitee offers a collaborative and user-friendly ATS that’s great for small and medium-sized businesses looking to expand their teams while simultaneously building their employer brands. It facilitates job post distribution with paid ads, customizable career sites, kanban-style recruiting pipeline, and employee referral programs so you can find the right candidates. Video interviews, skill assessments, offer management, and onboarding are not directly built into Recruitee, but are possible through third-party integrations.

One of the things that really caught our eye is that a disproportionate amount of manpower within Recruitee’s team is strictly focused on design, which goes to show how they really care about user experience. results in an intuitive product built to enable collaboration across recruiters and hiring managers alike.

Recruitee

Stats:

Recruitee customers have reported the following results after implementing the tool: 

  • Marks & Spencer achieved a 50% decrease in time-to-hire
  • Wusthof, a German knife-making company saw an 80% reduction in time spent on recruitment tasks.

Recruitee

Pricing:

Recruitee has three pricing plans, all of which accommodate an unlimited number of users and can be trialed for free for up to 18 days. When billed annually, Recruitee’s plans cost as follows:

  • Launch starts at $91per month for 5 job slots and access to basic recruitment features such job post distribution, candidate video chatting, calendar sync, and career site editor.
  • Scale starts at $333 per month for 10 job slots and adds workflow automation and permission settings to Launch's feature set.
  • Lead has custom pricing. It includes everything in Scale, along with exclusive API access and premium services such as dedicated customer success and guided onboarding.

Recruitee has three pricing plans, all of which accommodate an unlimited number of users and can be trialed for free for up to 18 days. When billed annually, Recruitee’s plans cost as follows:

  • Launch starts at $91per month for 5 job slots and access to basic recruitment features such job post distribution, candidate video chatting, calendar sync, and career site editor.
  • Scale starts at $333 per month for 10 job slots and adds workflow automation and permission settings to Launch's feature set.
  • Lead has custom pricing. It includes everything in Scale, along with exclusive API access and premium services such as dedicated customer success and guided onboarding.

Best For

Though companies of different sizes (outside of large enterprises) can find value in Recruitee’s offering, we feel that it is capable of supporting medium-sized businesses best with its current feature set.

Screenshot of Trackstar Hire (one of the best Applicant Tracking System) Showing Tasks on ATS Dashboard

Trakstar Hire

Review:

Formally RecruiterBox, Trakstar Hire is an online applicant tracking system (ATS) designed for midsize companies. The platform enables you to post jobs on multiple job boards and social media sites, sponsor those listings for maximum visibility, and receive resumes through customizable application forms. Once resumes are in, Trakstar Hire’s resume parser automatically extracts candidates’ details and creates profiles.

We like how customizable Trakstar Hire’s recruiting workflows are. We also like that the platform has offer management features built-in, enabling you to create offer letters and collect e-signatures without needing to integrate it with third-party tools.

Trakstar Hire

Stats:

  • 2000+ customers
  • 1M+ applicants interviewed
  • 5000+ hired per month
  • 2000+ customers
  • 1M+ applicants interviewed
  • 5000+ hired per month

Trakstar Hire

Pricing:

Trakstar Hire has one plan that includes all of its features, without any limits. The pricing of this plan depends on the number of employees you have, which likely corresponds to the number of openings you’ll post annually. You can get in touch with Trakstar’s Sales team for a tailored quote.

Trakstar Hire has one plan that includes all of its features, without any limits. The pricing of this plan depends on the number of employees you have, which likely corresponds to the number of openings you’ll post annually. You can get in touch with Trakstar’s Sales team for a tailored quote.

Best For

Companies of all sizes can derive value from Trakstar Hire, but we feel that it’s best suited for medium-sized businesses with its current feature set and pricing structure.

Screenshots of VidCruiter (one of the best ATS software) Showing Different Features of their ATS

VidCruiter

Review:

VidCruiter’s ATS allows you to post jobs to multiple job boards, filter your talent pool with advanced boolean search, rate and rank candidates based on quantifiable data, view real-time reports that highlight time-to-hire and other metrics, create and share branded video content, communicate with candidates via their chosen form of communication and more.

One of its core differences is that each part of the recruiting funnel is fully customizable. One of their clients had a 98-step recruiting process to hire police and fire dispatchers! 

If you’re looking for a system that also does video interviews, skills assessments, scheduling, text recruiting, and more besides applicant tracking, then VidCruiter is worth checking out.

VidCruiter

Stats:

  • FGH Security, a UK-based security services company, managed to reduce their time-to-hire from 10 days to 48 hours using VidCruiter.
  • BioScript Solutions, a Canadian provider of specialty medications and health care support, used VidCruiter and accelerated their time-to-hire by 33%.
  • Achievement First, a US-based charter school network, was able to reduce their average interview scheduling time by 35% with VidCruiter.
  • FGH Security, a UK-based security services company, managed to reduce their time-to-hire from 10 days to 48 hours using VidCruiter.
  • BioScript Solutions, a Canadian provider of specialty medications and health care support, used VidCruiter and accelerated their time-to-hire by 33%.
  • Achievement First, a US-based charter school network, was able to reduce their average interview scheduling time by 35% with VidCuiter.

VidCruiter

Pricing:

The pricing of VidCruiter’s solutions is not disclosed on their website and is calculated based on your number of hires. You can get in touch with VidCruiter’s Sales team for a custom price quote.

The pricing of VidCruiter’s solutions is not disclosed on their website and is calculated based on your number of hires. You can get in touch with VidCruiter’s Sales team for a custom price quote.

Best For

VidCruiter is best suited for medium to large-sized companies.

Screenshot of Lever Applicant Tracking System Showing Job Applications Received in Customer Success Department

Lever

Review:

Lever is a popular recruiting solution that allows you to source candidates from multiple channels, including from within your company, and connect with them through configurable career sites, job post advertising, and automated multi-touch email campaigns. You can keep track of candidates through a sales-like pipeline and search them whenever through your internal database. You can also screen candidates through structured or live video interviewing with Lever’s Zoom integration.

Lever

Stats:

Customers have achieved the following results using Lever:

  • Talend, a data integration platform, reduced time-to-fill by 46%. 
  • Atlassian, a renowned vendor of software development and collaboration tools, saw 80% of interviews completed feedback forms.

Customers have achieved the following results using Lever:

  • Talend, a data integration platform, reduced time-to-fill by 46% with ¾ of new hires from nurtured pipeline
  • Atlassian, a renowned vendor of software development and collaboration tools, saw 80% of interviews completed feedback forms
  • Coupa, a global business spend management platform, automated 21 workflows and hired 500+ employees in less than 6 months

Lever

Pricing:

The pricing of Lever’s plans isn’t disclosed upfront. Contact a sales rep to get a custom quote.

Lever offers two plans with four additional add-ons"

  • LeverTRM
  • LeverTRM for Enterprise - Everything in TRM, plus additional integrations, advanced add-ons, and custom reporting

    Add-Ons
  • Advanced Automation *Included in LeverTRM for Enterprise
  • Advanced HR *Included in LeverTRM for Enterprise
  • Advanced Analytics
  • Advanced Nurture

The pricing of Lever's plans isn't disclosed upfront. Contact a sales rep to get a custom quote based on the size and needs of your business

Best For

Lever is best suited for large companies, enterprises, and recruiting agencies with frequent or volume hiring needs.

Screenshot of Clear Company Applicant Tracking System Showing Team Goals and ATS Features

ClearCompany

Review:

ClearCompany provides a series of cloud-based HR solutions that you can purchase individually or combine as needed. Their applicant tracking system (ATS) packs employer branding and candidate sourcing capabilities with job post distribution to multiple job boards and customizable career sites. You can also screen candidates through recorded video interviews or live interviews with third-party video conferencing integrations, send them offer letters, collect electronic signatures, and bulk-onboard candidates via ClearCompany’s own onboarding solution.

ClearCompany

Stats:

  • 2K+ clients 
  • 1M+ total users
  • 96% employee approval rating
  • 2K+ clients 
  • 1M+ total users
  • 96% employee approval rating

ClearCompany

Pricing:

ClearCompany customers can choose between Modular Access, i.e. purchase certain modules individually, or they can purchase Platform Access to be able to use all modules and solutions within ClearCompany’s suite. 

The pricing of ClearCompany's modules isn't detailed on their site. Their sales team will work out a deal for you based on your company size and the modules you’re interested in.

ClearCompany customers can choose between Modular Access, i.e. purchase certain modules individually, or they can purchase Platform Access to be able to use all modules and solutions within ClearCompany’s suite. 

The pricing of ClearCompany's modules isn't detailed on their site. Their sales team will work out a deal for you based on your company size and the modules you’re interested in.

Best For

ClearCompany is best suited for medium and large size businesses.

Screenshot of BambooHR Applicant Tracking System Showing Onboarding Task, Monthly Headcount, Vacation

BambooHR

Review:

BambooHR’s ATS lets you customize application forms and you share job postings across popular job boards as well as social media sites. Candidate applications are organized for your easy reference through every stage of your hiring process. Once a candidate is accepted, you can extend them an offer and collect their e-signatures within BambooHR. You can also create new hire packets with information on what they can expect on day one, team intros, and task assignments so they are onboarded successfully.

One of the standout features of BambooHR is their designated mobile app for hiring. This app allows you to post jobs, check resumes, communicate with candidates, coordinate with other hiring team members, and more.

BambooHR

Stats:

  • Over 20,000 active client organizations
  • Millions of employees active on their system
  • 45,000+ new hires onboarded per month, on average
  • Over 20,000 active client organizations
  • Millions of employees active on their system
  • 45,000+ new hires onboarded per month, on average

BambooHR

Pricing:

Pricing is not disclosed upfront, but they do offer a free trial of their all-in-one software and then go out of their way to find a version that will suit you. Before they come up with a personalized quote that will align with your budget, however, they are also likely to extend your free trial upon request or even give you a free demo of the advanced features.

Pricing is not disclosed upfront, but they do offer a free trial of their all-in-one software and then go out of their way to find a version that will suit you. Before they come up with a personalized quote that will align with your budget, however, they are also likely to extend your free trial upon request or even give you a free demo of the advanced features.

Best For

BambooHR is a good fit for companies looking for a very customizable HR product, with pricing that reflects their needs. It’s also popular among teams that are partially or even fully remote.

Screenshot of Manatal Applicant Tracking System Showing Candidate Applications Received on Their ATS portal

Manatal

Review:

Manatal is an AI-powered applicant tracking system designed to help HR teams and recruitment agencies find and hire the right people. Through it, you can create a custom-branded career page, post jobs to multiple job boards, and receive candidate applications. You can also upload candidate profiles and automatically enrich them with data derived from their social media accounts. 

We like that Manatal features a customizable recruiting pipeline, resume parsing abilities, and AI-based candidate recommendations. It also features customizable analytics dashboards so you can track important metrics, a mobile app for on the go access, and a chrome extension with reasonable functionality, allowing you to connect with and save the candidates who fit your job requirements.

Manatal

Stats:

Manatal

Pricing:

Manatal has two plans with fixed pricing. When Billed annually, they cost as follows:

  • 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, as well as unlimited candidates and guests.

Note that:

  • “Users” refers to the individuals with full unrestricted access to Manatal’s platform and its features such as recruiters and HR professionals who actively use the software.
  • “Guests” refers to individuals who are invited to collaborate on the platform through a dedicated portal such as hiring managers and decision-makers. These guests can access the platform free of charge and do not count towards the billable number of users.

Manatal has two plans with fixed pricing. When Billed annually, they cost as follows:

  • 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, as well as unlimited  candidates and guests.

Note:

  • “Users” refers to the individuals with full unrestricted access to Manatal’s platform and its features such as recruiters and HR professionals who actively use the software.
  • “Guests” refers to individuals who are invited to collaborate on the platform through a dedicated portal such as hiring managers and decision-makers. Thes

Best For

Manatal is used by organizations of all sizes across different industries, but it’s worth noting that the ball-park of their customers are SMEs.

Screenshot of Teamtailor Applicant Tracking System Showing My Jobs, To Do List and Other Updates.

Teamtailor

Review:

Teamtailor is a cloud-based applicant tracking system with plenty of features for companies to attract and hire the right talent. What caught our eye is their unique approach to talent acquisition, putting heavy focus on how your organization markets itself to talent. This means recruiting teams can build attractive career sites, market to specific talent demographics through landing pages and talent pools, and utilize features like text recruiting, referrals, nurture campaigns, and more - all through the platform.

Teamtailor

Stats:

  • 97% of customers reported seeing an increase in qualified candidates with Teamtailor
  • 94% of customers reported that Teamtailor enabled them to collaborate better with their team
  • 89% of customers reported that Teamtailor has helped them speed up their hiring process
  • 97% of customers reported seeing an increase in qualified candidates with Teamtailor
  • 94% of customers reported that Teamtailor enabled them to collaborate better with their team
  • 89% of customers reported that Teamtailor has helped them speed up their hiring process

Teamtailor

Pricing:

Teamtailor’s pricing starts at £2750 for companies with 1-25 employees. This includes unlimited job postings, candidates and user access to the system. You can get in touch with Teamtailor’s sales team to get an estimate according to your business size and needs.

Teamtailor’s pricing starts at £2750 for companies with 1-25 employees. This includes unlimited job postings, candidates and user access to the system. You can get in touch with Teamtailor’s sales team to get an estimate according to your business size and needs.

Best For

Teamtailor used to be a tool for smaller companies, but now their solution is catering mostly towards 50-400 employee companies that need a powerful but simple ATS.

Ashby

Review:

Ashby makes it easy to re-engage with former applicants, who are in a unique class of primed, familiar, and possibly pre-vetted members of the talent pool. Some of these candidates may be silver-medalists or applicants who made it to the offer stage, and others may possess a unique, desirable skill or trait. With Ashby, you can create custom attributes to filter the talent pool by any cross-section of traits like these, so you’ll never lose touch with “good fit, bad timing” candidates. Ashby is an outrider in their focus on this function.

Ashby

Stats:

Ashby

Pricing:

If you’re thinking about buying different solutions for ATS, CRM, scheduling, and analytics, your total cost of ownership is most likely much lower with Ashby than buying these individually.

$3,600/year for up to 10 employees

$8,600/year for up to 100 employees 

100+ employees as quoted

If you’re thinking about buying different solutions for ATS, CRM, scheduling, and analytics, your total cost of ownership is most likely much lower with Ashby than buying these individually.

Pricing starts at $3,600/year for companies with up to 10 employees and goes up to $8,600/yr for 100-employee companies. Talk to them for quotes on 100+ employee organizations, and expect to find pricing in line with other premium ATS offerings such as Greenhouse and Lever.

Best For

Ashby is a good choice for growing companies, especially those who have been getting by using Google Sheets and Notion as a makeshift ATS. Keep in mind this is a good first ATS, but it is not a basic ATS. For teams who want bells and whistles from the jump, this is a great choice. Ashby is also a favorite of companies who chose to consolidate their HR tech stacks. Recruiting ops teams in large companies (500+ employees) will geek out on the astonishing analytics capabilities.

Avature

Review:

Avature's ATS is fully customizable to your talent acquisition team's unique processes and goals. It allows you to build your own recruiting workflows for high volume, executive recruiting, and anything in between. You can customize dashboards, set up automated workflows, and leverage the power of an all-in-one ATS + CRM. In addition, you can do this all through a no-code interface that allows non-technical users to modify the system (with lots of permissioning in place). This may be overkill for smaller organizations, but for mid-market and enterprises, Avature is a very strong applicant tracking system that's worth checking out.

Avature

Stats:

Avature’s customers include:

  • 110 Fortune 500 companies
  • 23 companies of the FTSE 100
  • 102 companies with over 75,000 employees

Avature

Pricing:

The pricing of Avature’s plans isn’t disclosed upfront. Contact an Avature sales representative to get a custom price quote based on the size and needs of your business.

Best For:

Avature serves enterprises best as that’s who their solution was tailored for.

SmartRecruiters

Review:

SmartRecruiters' ATS is great for larger companies looking to attract, engage, and hire the right talent. Their platform allows you to cast a wide net with customizable career pages, targeted ad campaigns, and job post distribution to multiple job boards. They also provide features for candidate assessment and offer management.

We've heard from quite a few practitioners that SmartRecruiters are great at taking feedback from their customers, and rapidly integrating that into the product. Simply put, if you're looking for an enterprise-grade solution that covers applicant tracking needs and then some (CRM, AI screening, recruitment marketing), SmartRecruiters is worth checking out.

SmartRecruiters

Stats:

 In a 2020 Customer Value Survey that 5,897 SmartRecruiters customers took part in, they reported seeing the following results since using the platform:

  • 166% more applications
  • 63% faster response time
  • 59% more time spent on relationship building

SmartRecruiters

Pricing:

The pricing of SmartRecruiters’ plans isn’t disclosed upfront. Contact a sales rep to get a custom quote.

Best For:

SmartRecruiters is best suited for medium and large-sized companies.

iCIMS

Review:

iCIMS’ Talent Cloud packs an enterprise-ready ATS that’s robust and feature-rich. It allows you to attract new candidates through custom-branded career sites, employee-generated testimonial videos, and personalized email or text campaigns. iCIMS also allows you to promote existing employees through internal mobility programs. Once you receive applications, you can keep track of candidate profiles and manage them through customizable hiring workflows.

iCIMS

Stats:

  • Over 20 years in business
  • 24M platform users worldwide

iCIMS

Pricing:

The pricing of iCIMS' plans isn't disclosed upfront. Contact a sales rep to get a custom quote.

Best For:

iCIMS is best suited for enterprises and recruiting agencies with frequent hiring needs.

Workable

Review:

Workable provides an applicant tracking system that’s got a lot to offer medium and large businesses. Besides covering the features you’d expect from an ATS like candidate sourcing and applicant organization, Workable leverages artificial intelligence to automatically suggest suitable candidates for your posted jobs. It also has built-in candidate assessments and offer management features, allowing you to find and officially hire the most qualified candidates.

Workable

Stats:

Workable

Pricing:

Best For:

Companies of all sizes can benefit from Workable’s offering, but we feel that it’s best suited for medium and large-sized businesses.

Freshteam

Review:

Freshteam is user-friendly HR suite with features for applicant tracking, candidate screening, hiring, onboarding, time-off management, employee information management, and more on a single platform.

With a customizable career site, integration with multiple job boards, and social media channels, Freshteam enables you to attract top talent for your open positions. Once candidate applications are received, your recruiting team can proceed with screening their resumes, scheduling interviews, and sharing feedback with all relevant parties. All of this activity can easily be tracked through Freshteam’s recruiting funnel that you can customize to reflect all the stages in your hiring process.

Freshteam

Stats:

Freshteam customers have seen the following results:

  • Gogoprint, an online printing company operating out of South East Asia, managed to fill positions 20% faster through Freshteam’s job post distribution feature, hiring workflow customization, and more.
  • SunPower, a family-owned solar company in Northern California, managed to reduce their average time spent on recruiting and onboarding by 75% with the help of Freshteam’s job posting automation, multi-channel candidate sourcing, and paperless onboarding.
  • Physicians Choice Dialysis, a dialysis management company, managed to reduce their recruiting costs by 50% using Freshteam as it helps automate job post distribution and candidate onboarding, two processes that would otherwise require a lot of manual labor and time.

Freshteam

Pricing:

Freshteam has 4 pricing plans. When billed annually, they cost as follows:

  • Free: This plan is free of charge for up to 50 active employees and is limited to 3 published job postings.
  • Growth: Costing $1 per employee per month + $59 platform fee per month, the Growth plan is ideal for small companies looking to handle their basic HR needs more effectively.
  • Pro: For $2 per employee per month + $99 platform fee per month, the Pro plan comes with several added features to automate workflows and manage HR data. 
  • Enterprise: For $4 per employee per month + $169 platform fee per month, the Enterprise plan is Freshteam’s most premium offering, providing users with access to all features in previous plans with the addition of advanced customizations, reporting, and more.

Best For:

While companies of all sizes can benefit from Freshteam's offering, we feel it's best suited for small and mid-sized companies.

BreezyHR

Review:

Breezy’s ATS is affordable and user-friendly. It allows you to build a no-code career site to showcase your employer brand, post jobs to over 50 job boards to reach a wide pool of candidates, and receive referrals from employees and other contacts. Once applications are in, you can begin tracking applicants through your customizable recruitment pipeline and move them across stages via drag and drop. Breezy also provides features for scheduling, video interviewing, and offer management, which is impressive for an SMB-geared solution.

BreezyHR

Stats:

  • 28,920,000 candidates
  • 400,000 hires
  • 83 countries
  • 17,400 companies

BreezyHR

Pricing:

Breezy has four plans with fixed pricing: 

  • Bootstrap: This plan is free of charge covering one active position, job post distribution to over 50 job boards, branded career site, and resume parsing. 
  • Startup: This plan costs $143 per month and includes all features in Bootstrap, plus unlimited positions and candidate pools, video meetings and assessments, questionnaires, customizable pipelines, email, calendar, and background screening integration.
  • Growth: Designed for growing teams, the Growth plan costs $249 per month and includes everything from Startup, plus automated reference checking, customizable interview guides and scorecards, employee referrals, eSignatures, an external recruiter portal, Breezy’s Hello messenger, and multiple recruiting pipelines.
  • Business: Designed for larger businesses that require more advanced hiring tools and configurations, the Business plan costs $399 per month and includes the features of Growth, plus HRMS and assessment tools integration, candidate comparisons, email campaigns, custom permissions, job and offer approvals, and offer management.
  • Pro: The Pro plan adds on even more advanced features. For pricing and additional information, please contact Breezy directly for a quote.

Breezy also has the following add-ons:

  • SMS/text messaging with candidates, starting at $149 per month.
  • Talent Search, an enhanced candidate search feature with advanced filtering, starting at $249 per month.

Best For:

Breezy is best suited for small and medium-sized businesses.

What are the Benefits of an Applicant Tracking system?

Buying new applicant tracking software is a lot of work. This is especially true if you’re going to transition your old software to a new solution. So, it’s important to think about the benefits of new recruiting software in order to justify the time and cost. Here are the most important benefits of a modern ATS:

Employer Branding: A top ATS will help your organization create and manage a career site. Whether using templates or custom pages, working with your ATS provider to create a career site will help your company stand out. You highlight company culture, job perks, mission and value statements – pretty much anything under the sun to attract top talent. Your ATS should also easily integrate with social networks like LinkedIn to distribute content as well as open jobs.

Talent Pools: Keep your potential future hires warm by building a talent pipeline. Maintaining occasional contact with a pool of qualified candidates will allow your recruiting team to decrease the time and cost it takes to hire. Your recruiting process shouldn’t start from zero each time you open a new role. A good ATS can save you time and money by maintaining already-sourced candidates.

Hiring Managers and Employees: Rather than relying exclusively on your HR/TA teams for recruiting, the best ATSs will also include your hiring managers and employees to be part of the process. Referrals, feedback on job candidates, and social media can all be leveraged to fill open positions. 

Hiring and Onboarding: A new ATS isn’t just about recruiting, it can also work wonders for onboarding. Timely and effective onboarding makes a good first impression, and this impression sets the stage for employee engagement and, ultimately, retention.   

Analytics: An effective hiring process is data-driven. Your ATS dashboard should be able to pull out the data that makes the team more effective, and the process more efficient. With a good ATS, recruiter productivity, cost per hire, cost for job boards, cost for paid media, time to hire, and numerous other points of interest will be available at your fingertips.

Cloud-Based Solution: It seems strange to even write this today, but many human resources teams are not taking advantage of cloud-based architecture. With some exceptions (government work, for example), it is uncommon to host your own software. Generally speaking, the cost and product benefits of a cloud-based platform outweigh the edge case uses for on-site hosting. 

Customized Workflows: A modern applicant tracking system will allow your talent acquisition team to build a recruiting process that is custom fit to your firm's needs. Unique workflows can lead to more efficient and effective hiring, so look for an ATS that can customize and automate tasks like application processing, screening, and collecting feedback. Customized workflows are especially helpful to firms who hire 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.  

If you’ve come this far, it’s clear you're serious about buying a new ATS. Take a look at our organizer spreadsheet which includes sample demo questions and lots of key resources for anyone buying a new applicant tracking system. You can simply download it or use it in Google Sheets. We hope it’s helpful!

Advice for Buying the Best ATS

More than applicant tracking: Look for applicant tracking software that has as many features as you can use. Many ATSs can schedule interviews, manage employee referrals, and parse resumes. If you chose a system that does more than applicant tracking, you’ll help your human resources team increase efficiency and grow your business across the board. According to Larson, “The ATS should make it simple for the HR team to identify trends and be a strategic partner for the business.”

Partner ecosystem: Take a look at the ATSs ecosystem of partners to get a feel for how easy integrations will be. You want a system that has an open API that gets along well with other HR Tech solutions. For example: if down the road, you want to add a video interview product made by another vendor, your open API will come in handy for ease of integration. 

Inside Scoop on Your Hiring Process: Talk to your hiring managers, employees, and recruiters to understand what weaknesses they see in your hiring process. Buying a new ATS should involve all of the stakeholders across a given employer.

Think Long Term: This is a solution you’re going to have for the next several years, minimum.  Your organization will change, and you need a solution that will be adequate now and in the future. In addition to ability to scale, Marie suggests we should look for a company’s “Continued efforts for improved resume parsing, integration capabilities, and enhanced video interviewing capabilities”. Most ATSs offer some version, but commitment to further development of these elements is essential. 

Understand the Roadmap: It’s important to understand a company’s product roadmap, how impactful those features will be, and the company’s track record of delivering on that roadmap. Ask the sales rep specific questions relevant to your business needs. 

Feature Focus: Many ATSs have an astonishing number of features. Understanding the features of one ATS can be daunting, but when you try to compare and contrast 30 features that are all offered by your top five ATS picks, you may find yourself overwhelmed. Our advice is to take a step back and focus on what you truly need. Then, pick three to five must-haves to guide your choice of which system is right for you. Chances are there is no perfect ATS for you, but that doesn’t mean you can’t get close.

Look at ROI: Historically, ATS software was thought of as a tool that performed two functions: workflow management and legal compliance. But modern applicant tracking systems do much more. They can drive ROI through sourcing and recruitment marketing capabilities, they often integrate seamlessly with other HR Tech, and they lighten the load for your HR/TA teams. Simply put, a good ATS comes with good ROI and the ability to drive value from the entire employee lifecycle. This is an especially critical point (and investment opportunity!) for companies that want a competitive edge in tight labor markets.

What is the ROI of a Top ATS?

Build a case for your new purchase. Our ROI guide will help you you to build a robust business case to get the budget you need.

It covers:

  • Subscription fees and one-off costs
  • Increases in recruiter productivity
  • Changes in the hiring funnel
  • Decreases in time to fill

We highly recommend you watch the video to best understand how to use this spreadsheet! It's a bit complex and the video will help you understand it.

Download ATS ROI Calculator

Click Here to Download

ATS Pricing Models - How Much Does a Top ATS Cost?

Here are the pricing models you can expect to see for Applicant Tracking Systems.

Hires/Job Postings/Applicants: We like this “use more, pay more” model because it’s straightforward with a 1:1 ratio between use and cost. The value you get from an ATS is clearly greater when you hire more, so a company that hires 200 people each year should pay less than one that hires 2,000. 

Employees: Some ATSs will charge based on the number of employees you have. We like this pricing model as much as we like this hiring model. Employee engagement in the recruiting and hiring process is easier than ever and as effective as it’s always been. Candidates hired from referrals (often via social shares) tend to close quickly and have low rates of attrition. 

Seats: Some ATSs charge based on the number of people who use the software, which can make the choice a bit tricky because admin access needs tend to change over time. This model is often chosen by small teams who are hiring slowly. 

Features: When an ATS offers features that exceed the typical functionality of an ATS, they often base the cost on those features. Products like these straddle the line between ATS and Customer Relationship Management (CRM). CRM software (not to be confused with a CEM) is built to handle much more than hiring. Far more robust than a typical ATS, a CRM includes features like a large-scale analytics package.

Pro Tip: Be aware that some ATSs charge for integrations with software you already use. Unexpected spending on things like your HRIS can drastically increase your annual spending.

Here’s another pro tip: 

All of the prices you are originally quoted from a vendor are negotiable, especially if you are looking to sign a multi-year contract. Learn more about how to navigate this space from a legal perspective from a guide by upcouncel.

ATS Pricing: How Much Do Applicant Tracking Systems Cost?

Here are some guidelines on pricing based on company headcount. This information is indented to help you get a general sense of ATS pricing. Keep in mind that ATSs come in all shapes and budget sizes. Here we provide mid-range samples for reference.

Are you wondering where we got this data? It was (partially) from people like you! To help HR teams better understand their options, we crowdsource data on ATS pricing.

Our short, anonymous survey only takes about two minutes to complete, and anyone who participates will be given access to the entire data set. Click here to help out the community!

Applicant Tracking Systems Pricing

NUMBER OF EMPLOYEES

ESTIMATED ANNUAL COST

0-100$2,500
100-250$10,000
250-500$15,000
500-1,000$22,500
1,000-5,000$50,000
>5,000$125,00+

What Are the Key Features of a Best in Class ATS?

Here are some of the key features, from the basics to bells and whistles:

Open APIs: This may be the most important key feature of any modern ATS. Almost without exception, the top ATSs all come with robust APIs that allow other tools to build sturdy integrations for flawless functionality. What does this look like for your HR team? With an open API, hiring processes managed by third-party vendors can become part of your ATS platform.

If you’re feeling like you still don’t know your API from your ATS, you can refer back to the section on Partner Ecosystems in Advice for Buying the Best ATS above. Or you can keep reading for some HR hacking.  

If like most HR pros, you’re not a die-hard techie, you can still vet a vendor for this information. If they have an open API, you can bet it’ll say so on their site. You can also check out their partner ecosystem (note: in this context “partners” are two companies who are connected via open APIs). Finally, from one HR pro to another: if the vendor doesn’t have time to help you understand their tech, they are probably the wrong vendor.

  • Video interviews have become a powerful way for recruiters to save time and connect with a large pool of job seekers. Look for solutions that either have a video interview module built-in or are affiliated with one of the top video interview platforms.
  • Sourcing: Many top ATSs realize that their solution needs to be much more than a database full of job applicants – it needs to help you actually get those applicants on your payroll! Some things to look out for when it comes to ATS sourcing features are Google Chrome extensions that allow you to source candidates, databases of talent that you can query, and outreach tools that will enable you to build sequences to engage the right candidates through email and texting.
  • CRM: In addition to being a type of stand-alone system, Candidate Relationship Management (CRM) is also an ATS feature and an essential element of talent management. Nurturing the relationship with your entire job-seeker ecosystem is critical. This includes the silver medalists, the talent pools of passive candidates, and all the “backburner” folks who you want to keep warm. A CRM will let you set reminders to ping candidates in the future, keep in contact via email with candidate pools, and provide a means for your recruiters and sourcers to re-discover old candidates.
  • Blind Screening: It’s hard to get most D&I initiatives off the ground without the ability to blind screen applicants. Look for an ATS that will obscure the names, photos, and addresses of candidates to allow recruiters to screen with as little bias as possible. Some ATSs include features that evaluate the word choices of your job descriptions and website copy.
  • Employer Branding and Career Site: Modern applicant tracking systems are built with the candidate's experience in mind. To this end, they can help you build and maintain a bespoke career site that showcases your employer brand while weaving branded messaging and media into all candidate communication. Leveraging your ATS and your marketing team together, you can create a distinctive career site that will stand as the foundation for your employer brand.
  • Data and Analytics: It is critical to align the reporting you need for internal and external stakeholders with the analytics offered by your ATS. Any ATS worth its salt will have a basic analytics dashboard. In an ideal world, any ATS would contain a massive analytics engine that would make light work of your heaviest statistical loads and render multi-vector complexities with sublime simplicity. But this is the real world, and not all ATSs can meet complex analytics needs. Before you buy, be sure to measure what they offer against what you need. 
  • Interview Scheduling: ATS software that is focused on recruitment automation will include scheduling for everything from phone screens to final-round interviews. This can save your HR coordinators a ton of time (and endless scheduling errors!), and may even mean you can redeploy this talent towards more strategic roles such as full-desk recruiting.
  • Offer Letters: Most ATS solutions automate the distribution of offer letters to potential new hires so that your hiring team can focus on more important tasks. 
  • Onboarding: While a few ATSs contain a full-on suite of HR software (HRIS, performance management, engagement, payroll, benefits, bells, and whistles), most have employee onboarding capabilities. This basic pairing makes sense: when someone is hired, the handoff from TA to HR should be as smooth as possible.

Information overload? Use this organizer to  keep track of your notes during your process.

The features listed above are highly specific and intended to help buyers and decision makers make swift, categorical decisions. However, some critical aspects of ATS performance and functionality are not given to categorization like this. Larson suggesgts buyers keep in mind the following: how well the product will respond to market challenges, and the quality of external candidate and internal employee experience.

Pro tip: this free tool from MIT’s Career Advising & Professional Development Department can also evaluate language to help your team move toward an equitable future.

Questions to ask ATS Vendors on Demos

We have compiled more than 300 questions to ask vendors while shopping for an ATS. This array covers questions recruiters should ask, questions for hiring managers, questions for accounting, and more.


Click here for 300+ questions for ATS vendors

If you are saving this gigantic list for later or you already have your own criteria in mind, we still recommend you bring along this bakers's dozen to your first few demos.

Essential questions for vendors:

  • 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}}, how do you integrate with it?
  • What is the onboarding process after we buy this solution (ask for specific steps and who in your org needs to be involved)?


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Frequently Asked Questions About ATSs

How do I buy the best applicant tracking system?

  • Understand your business: Each organization needs to contemplate which ATS is the best for them. If you work at a Global Fortune 500 company, you'll need an enterprise solution that supports multiple languages, juris dictions, and has many features that an SMB focused tool won't have. However, if you are at a startup, you may be looking for the cheapest option for your company. It all depends!
  • Create a shortlist: You can use our reviews, or other sites like G2 or Capterra to figure out which ATS vendors you want to take a look at.  You may also want to ask peers at similar companies what solutions they're using.
  • Conduct demos: Once you have 3-5 vendors that are the most likely best fit, you'll want to see each live. Our advice is to ask lots of questions, and take good notes. Specifically, you'll want to understand the integrations this solution has with your other HR Tech tools, how it's setup, how it's priced, and the key workflows that your team will need it for (posting jobs, candidate feedback, etc)
  • Get internal stakeholder buy in: One key aspect of buying an ATS that many teams fail at is getting internal stakeholder buy in from colleagues.  You'll want this from people who will eventually give you budget, as well as those who will use the tool. We recommended a short presentation that has 1) why this is an important purchase 2) how it will impact their lives 3) how it will impact your organization.
  • Finalize your vendor: Once you've done your demo's, you'll want to narrow down your list to one vendor that you want to move forward with. A pro tip here is to consider the product, but also how you were treated throughout the process. If you feel you can trust the person on the other side of this transaction, it has much higher odds of success!
  • Negotiate the best price: We recommend you buy software the end of the month or quarter as you can get good deals at this time. Just remember that any price can be negotiated, and that you should always get compensated for giving something up (longer contracts, upfront payments, etc).
  • Implement like a pro: Now comes the fun part, implementation. Our advice here is to make sure you follow your account managers advice. They are economically incentivized to make sure you succeed (their bonus depends on it!).
  • Reflect: After a big project like this, you need to take a look at your process and outcomes. What surprised you?  What went well? What were the pitfalls you fell into? Take it all in and try to get better next time.

Which ATS is the most popular?

  • Greenhouse
  • Pinpoint
  • JazzHR
  • Lever
  • WorkDay
  • Recruitee
  • BambooHR
  • TeamTailor

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, whereas your HRIS (Human Resource Information System) is the core operating system of your human resources team and deals with employee records.

Why do you need an applicant tracking system?

You need an applicant tracking system to streamline the recruitment process. An ATS can easily manage large volumes of applicants and candidates. Castro details these needs further in her article, Applicant Tracking Systems: Why Your Business Needs One.

Why is an ATS used in recruitment?

An ATS is used in recruitment to make the end-to-end process of hiring easier. ATSs were originally 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 any variety of hiring needs, can benefit from a tool that increases efficiency by streamlining tasks.  

How do applicant tracking systems work?

Applicant tracking systems work by acting 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.

Final Advice for Buying a New ATS

Implementing a top-rate ATS allows employers to supercharge their recruiting efforts. Year after year, ATSs gain new capabilities like sourcing, CRM, talent re-discovery, and sophisticated analytics capabilities. It’s a very complicated landscape with literally hundreds of vendors and thousands of feature options. 

Dedicate time to evaluating the specific goals you are trying to accomplish with a new ATS. Start prepared, and proceed with focus as you start to talk to vendors and watch demos. It’s critical not to settle for anything less (or more) than exactly what you need and want. Given the high switching costs inherent in long-term contracts, data migration problems, and training, this is a recruiting tool that will stick with you for a long time.

Hidden assets in your ROI analysis
Anyone who’s ever fallen flat in the CFO’s office knows this type of analysis is crucial for getting buy-in from internal stakeholders. But the process of being CFO-ready with an ROI report offers some additional assets you may not have considered. First, the process will refine your thoughts on why and how an ATS is an important purchase for your team, which will lead to more clarity on which features to prioritize. Second, your model can become something of a a journal. If you revisit your analysis periodically, it can serve as a record of where you were right and wrong, and this reflection will help refine how you think about allocating a budget for future decisions.

Check out our blogs on this topic!

What is an ATS? / Benefits of an ATS / How to Calculate ATS ROI / Guide on ATS Pricing / ATS Buyer Guide / Questions to Ask ATS Vendors on Demos

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