20 Best Applicant Tracking Systems (ATS) Reviewed & Compared

Greenhouse integrates with document generation systems such as DocuSign and background check systems like Veritable. It tracks job orders and allows some customization of those orders. Its staging features significantly improve the organization and flow of the recruiting process.

The organization purchased Greenhouse because it was expanding, and the number of candidates was increasing exponentially. It was also beginning to broaden its geographic footprint in the cannabis sector.

The absence of an applicant tracking system significantly slowed down full-scale recruiting operations. Maintaining documentation, updating scorecards, and tracking candidate status are critical for effective communication. Greenhouse also allows the organization to track prior applications and their statuses.

Furthermore, Greenhouse was a vendor willing to work with a firm in the controlled substances industry.

It is among the more expensive applicant tracking systems. It lacks robust integration capabilities with external HRIS platforms that are not Greenhouse partners. Greenhouse Onboarding, its companion software, has communication issues with Greenhouse Recruiting, which causes problems with reporting and data migration.

Greenhouse supports some integrations with non-partner platforms, enabling data migration across systems. The platform is well-organized and user-friendly, making it easy to train individuals who are unfamiliar with ATS software.

Still, I prefer JazzHR for its reasonable pricing and similar feature set. Greenhouse, however, is an excellent solution for larger enterprises.

Buyers should assess which features they actually need in an ATS. Too many features can be unnecessary and may lead to wasted budget. Pricing is important, as the value often matches the investment. Not having an ATS at all may hinder a company more than using a basic, affordable option. A user-friendly system is critical to reduce training time and minimize errors.

Greenhouse has added features to support compliance, including generating reports for the US EEOC demographic filings. The system introduces convenience features in response to customer feedback. Greenhouse demonstrates a commitment to improving its product by listening to user concerns.

This system is well-suited for mid-sized to large companies, particularly those with multiple team members involved in recruiting. It is also ideal for teams with limited time for training.

• Pinpoint was very user-friendly.
• It supported collaboration between HR teams and hiring managers.
• The careers site and branding tools helped attract more qualified candidates and increased engagement with open opportunities.
• Automation tools for candidate communication and interview scheduling saved a lot of time and improved the candidate experience.

We primarily needed Pinpoint for recruitment and applicant tracking. We were also able to use it for compliance and reporting, including EEO, VETS-4212, and other reporting needs.

It supported communication and documentation throughout the interview process, allowing us to track candidate details, referrals, and more. We also used Pinpoint as a pipeline tool, which was a significant benefit. This allowed us to organize and reuse previous applicants for current roles effectively.

• Configuring workflows and integrations for the first time was very time-consuming.
• Switching between roles or editing email templates was a bit confusing.
• It had limited ability to pull data from multiple sites and systems.

Pinpoint stands out from many competitors due to its clean interface and strong focus on candidate experience. Compared to tools like Greenhouse or Workable, it’s easier to learn and operate with minimal training.

I appreciated the ability to customize the careers site and branding without needing technical support.

Teams should prioritize ease of use, ensuring both recruiters and hiring managers can operate the system with minimal training. It's important to assess scalability and integration options.

Choose a tool that can grow with your organization and easily connect with existing systems.

In 2024, they introduced features for skill extraction, talent pools, improved candidate pipeline management, and a more robust application flow.

I would recommend Pinpoint for small businesses with 500–2,000 employees that handle recruitment in-house and have moderate hiring needs.

Workable acts as a comprehensive solution, providing a centralized hub for optimizing recruitment and onboarding processes. It consolidates various functionalities necessary for efficient talent acquisition and the seamless integration of new hires.

From posting job openings to managing applications and scheduling interviews, Workable streamlines every step of the recruitment lifecycle. A standout feature is its ability to foster collaboration between HR teams and hiring managers, ensuring strategic and cohesive hiring decisions.

We were in search of a comprehensive solution to enhance our recruitment and streamline our onboarding processes. Workable emerged as the ideal platform to effectively meet these needs. It offers a suite of powerful recruitment tools, including job posting management, candidate sourcing, and applicant tracking. These features enable us to attract top talent, manage applications efficiently, and streamline the entire hiring process.

Workable allows us to tailor our recruitment workflows to our specific needs and organizational structure, enhancing efficiency and consistency across all hiring activities. It also facilitates collaboration among hiring teams with features like candidate feedback, interview scheduling, and communication tools, ensuring informed hiring decisions.

While Workable's interface is user-friendly, it can become overly complex or cluttered, particularly when navigating through multiple features or conducting advanced searches. A more streamlined and intuitive interface would improve usability.

Workable excels in providing an intuitive and user-friendly interface, making it accessible to users of all technical proficiencies. Its well-designed layout and straightforward navigation enhance usability, enabling users to efficiently perform recruitment tasks without the complications of complex interfaces.

When considering an ATS tool, evaluate its features and functionality. Ensure it includes essential capabilities such as job posting management, applicant tracking, CV review, candidate communication, interview scheduling, and reporting/analytics. Also, consider whether it offers advanced features like AI-driven candidate matching, automated workflows, and customizable dashboards to streamline the recruitment process.

Workable continually enhances its feature set, providing users with more robust tools for recruitment and hiring. Improvements to applicant tracking, job posting management, candidate communication, interview scheduling, and reporting/analytics have been made. New features such as AI-driven candidate matching, automated workflows, and customizable dashboards have been introduced to further streamline the recruitment process.

Workable is an excellent solution for businesses of all sizes, from small startups to large enterprises. Its versatility and scalability make it suitable for organizations at different stages of growth.

• The ability to customize everything—from questions to workflows—made it easy to match each client’s hiring process.
• The pre-recorded interviews allowed candidates to respond on their own schedule, which saved our team time on coordination.
• The platform kept all data secure and organized, reducing the stress of staying compliant.

At Synergized HR, we chose VidCruiter to streamline and improve our recruitment processes for tech startup clients. We used the platform for over two years, and it significantly enhanced our ability to efficiently screen candidates at scale.

The customizable workflows and structured interview tools helped us maintain consistency and compliance across various hiring projects.

Overall, VidCruiter became an integral part of our toolkit for delivering high-quality, tech-driven HR solutions. Like any business, we continue to seek cost-effective options.

• The initial setup took time and involved a learning curve before we were fully comfortable using all features.
• The user interface could be more intuitive, as navigating between sections can feel clunky.
• The reporting and analytics tools could be more customizable to better suit our specific tracking needs.

I’ve used a few other hiring platforms, but what stood out about VidCruiter was its level of customization. Many tools feel one-size-fits-all, but VidCruiter let us tailor the experience to match each client’s needs.

The pre-recorded video interviews worked more smoothly and reliably than others we’ve tried, and the collaboration features made it easier to coordinate with hiring managers.

Their customer support was also more responsive and hands-on, which made a big difference during onboarding. Overall, it felt like a more flexible and supportive solution.

When buying a tool like VidCruiter, it’s important to consider how customizable it is—every company’s hiring process is different, and flexibility is key. The platform should also be user-friendly for both your internal team and candidates.

Integration with your existing systems, such as your ATS or calendar tools, can significantly improve efficiency.

Customer support is another critical factor—having access to a responsive support team can improve the onboarding experience. Finally, choose a platform that can scale with your organization as hiring needs grow.

VidCruiter has evolved by continuously enhancing its platform to meet growing user demands. New features like live video interviews, automated reference checks, and improved analytics tools have streamlined the hiring process.

They have also worked on improving the user interface and expanding integration options with other HR systems.

VidCruiter is ideal for organizations with high-volume hiring needs, particularly in industries like tech or healthcare where consistent, scalable screening is critical. It suits companies that need a customizable recruitment solution for various roles and processes.

Businesses looking to improve candidate experience through video interviews and automation will find strong value in this platform.

• It provided applicants with an online platform to apply and enter information, initiating the workflow without staff needing to input basic data (except in cases where applicants skipped steps).
• I liked that I could progress candidates from screening to the hiring managers’ calendars for interviews.
• I appreciated the managers’ ability to input their weekly availability for in-person interviews.
• I found it helpful that hiring information could be transferred to the payroll system, allowing payroll to handle onboarding for tax documents like W-4s.

XYZ Regional Hospital System purchased ClearCompany and has used it for about eight years. When choosing this tool, they sought an inexpensive option rather than a comprehensive, long-term solution.

At the time, all HR documents were kept in paper files, stored in filing cabinets—outdated compared to other companies that had already transitioned to digital systems. The only useful benefit I experienced was that the system helped organize new applicants.

I could view new applicants and move them forward in the process after interviewing, declining, or hiring them. I was able to assess their credentials in healthcare, work history, and education. I used it for about two years.

ClearCompany was challenging to use primarily due to how the system was set up. The vendor did not provide enough assistance with setup before launch.

There were many vague sections, such as job descriptions requiring signatures and incomplete areas for healthcare credentialing and document uploads. Because sections weren’t properly configured, information often failed to carry over to the next step, requiring manual follow-up.

The poor setup forced HR staff to chase down missing documents and upload them manually, rather than having new hires complete and sign them electronically.  Many staff, including hiring managers, were confused and inadequately trained. They often didn’t know what actions to take, other than when to show up for interviews.

We had to repeatedly guide them through the process, which consumed a significant amount of training time. A single training session for hiring managers could have resolved much of this.

Unfortunately, I cannot identify any advantages ClearCompany has over its competitors. The program is older and lacks the comprehensive, intuitive workflows found in newer systems.

I prefer tools like Paycom or Paylocity, which offer more robust features. ClearCompany does not meet the demands of modern organizations, requiring excessive manual input from HR and reducing productivity.

ClearCompany can organize job postings, applicant tracking, and staff usage, but proper setup is crucial for it to work effectively. I recommend that prospective users invest time in the initial configuration. ClearCompany also needs to modernize its platform to compete with more comprehensive HR software solutions.

There were no changes in the software or the company’s design during the two years I used it. My recent interactions with the tool have been limited, but I have not observed any updates in the software or strategy.

ClearCompany may be suitable for small companies with fewer than 25 employees. It can assist with basic digital employee file management and initial compliance in healthcare settings.

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

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

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

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

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

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

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

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

• AvaHR’s automated candidate communication saves us hours each week by keeping applicants informed and engaged without manual effort.
• The customizable hiring pipelines make it easy to tailor workflows to different roles across our clinics.
• The user interface is clean and intuitive, enabling our team—from admins to hiring managers—to collaborate easily without extensive training.
• Their customer support is responsive and helpful, making implementation and ongoing use smooth and efficient.

At Impression Foot and Ankle, we were experiencing major inefficiencies in our hiring process, including disorganized applicant tracking and inconsistent communication with candidates.

We needed a solution that could streamline our recruiting workflow, help us present a more professional front to applicants, and reduce the time our team spent on manual follow-ups.

We chose AvaHR because of its user-friendly interface, strong automation features, and how well it adapts to the needs of a growing practice like ours. Since implementing it over a year ago, we’ve seen significant improvements in both the speed and quality of our hiring.

I’ve personally used AvaHR for about 14 months, and it has become an essential part of how we bring new talent into our clinics—organized, efficient, and stress-free.

• There’s a slight learning curve when setting up more advanced workflows, though the support team is quick to assist.
• We would like to see deeper integrations with some of the niche medical software tools used in our practice.
• The mobile experience could be more robust for better access on the go.

We’ve used BambooHR in the past, and while it is a solid all-in-one HR platform, AvaHR stands out by focusing specifically on the hiring experience.

AvaHR is more intuitive for building custom pipelines, automating communication, and facilitating team collaboration during the hiring process. It is lighter, faster, and easier to implement—especially for small to mid-sized businesses that want to move quickly without a steep learning curve.

Unlike BambooHR, which can feel generalized, AvaHR provides a more tailored and flexible approach to recruiting. We prefer AvaHR for its simplicity, focus, and adaptability to our specific hiring needs without unnecessary features.

When buying a hiring tool like AvaHR, consider how intuitive the platform is—your team should be able to adopt it quickly without extensive training. Look for customization options in the hiring pipeline so the system can support your process instead of imposing a rigid structure.

Automation features are essential, especially for communication and scheduling, as they save time and enhance the candidate experience. Also, check whether the tool integrates with your existing systems or offers flexible data exporting options.

Test the responsiveness of customer support early on, as it's a strong indicator of long-term success with the platform.

The application is continuously updated with new features that align with hiring needs. The addition of AI-powered tools—such as a job description writer and candidate scoring—has been especially helpful and reflects their commitment to innovation.

AvaHR is well-suited for small to mid-sized businesses that are growing quickly and need a streamlined, easy-to-use hiring system without the complexity of enterprise-level HR suites. It is ideal for organizations seeking to centralize recruiting, improve candidate communication, and enable collaboration without requiring internal HR tech expertise.

Teams with multiple locations or departments, such as medical practices, retail operations, or franchises, will benefit from its customizable pipelines and unlimited user access.

AvaHR works best for companies that prioritize a smooth, professional candidate experience and want to hire efficiently without sacrificing personalization.

• It has a modern, user-friendly interface that is very intuitive.
• Every section of BambooHR is customizable.
• It consolidates payroll, HR, benefits, and performance management in one place.

We were using Heartland Payroll Solutions when I joined the team, which was a terrible platform. BambooHR came highly recommended by our new CRO at the time, who had used it before. We wanted a more user-friendly system for both administrators and employees that would also allow us to pay contractors and process all company benefit packages. We also liked that BambooHR offers hiring and performance review options.

• It doesn't allow you to add a fixed semi-monthly amount for contractors who are not charging hourly rates, requiring you to create an hourly rate and manually adjust hours when running payroll.
• We've had minor issues with pay periods when a weekend and holiday fall together, causing the system to prompt us to run payroll before the pay period has ended. While there are workarounds, it's stressful and inconvenient.
• Employees have reported that the time-tracking feature on the BambooHR app doesn't always work correctly, requiring me to adjust their hours. I have brought this to BambooHR's attention, but since it doesn't seem to be a widespread issue, it may be user error on our employees' part.

I have some minimal experience with Gusto, which I liked well enough. However, compared to our previous payroll provider (Heartland Solutions), the difference is night and day. Heartland was slow, not user-friendly, and had very few integrations. Everyone in our company was happy when we switched to BambooHR. It has definitely made my job as an HR manager much easier.

Consider your main goals. I think BambooHR is reasonably priced for what it offers. The yearly cost is based on a variable monthly fee that depends on the number of employees, whether they use time tracking, etc. It usually amounts to $216 per month.

BambooHR also offers many add-ons that can increase the subscription cost, such as a Slack-style platform and a Community feature, which we do not use.

I recommend discussing pricing and features with the platform representatives to ensure it aligns with your budget. Also, consider the other services and benefits you offer and whether you want them integrated into your HR platform. BambooHR is designed to be an all-in-one HR solution.

We have only been using it for 1.5 years, but they are constantly adding new features. They also send out frequent newsletters with downloadable HR guides.

We are a relatively small startup (<50 employees), so I’m not sure how BambooHR would work for a very large organization. It is well-suited for dynamic, tech-forward companies, as it requires some customization on the user's end. It feels very much like a Millennial/Gen Z platform.

• Trakstar makes performance management simple by offering an intuitive platform for setting goals, tracking progress, and conducting reviews efficiently.
• The 360-degree feedback feature provides a well-rounded view of employee performance, ensuring input from multiple perspectives to support development.
• Its analytics and reporting tools deliver actionable insights that help identify trends, improve decision-making, and align employee objectives with organizational goals.

When we implemented Trakstar, our organization sought to address significant challenges in managing employee performance and development. We needed a centralized system to streamline performance reviews, track employee goals, and gather consistent feedback across the organization.

Prior to adopting Trakstar, these processes were fragmented and lacked transparency, making it difficult to drive meaningful employee development.

• Trakstar’s interface, while functional, could be more visually modern and customizable to enhance user experience.
• The system occasionally requires additional manual inputs, especially when integrating with other HR tools, which can be time-consuming.
• Reporting capabilities, though helpful, sometimes lack advanced customization options for more specific or complex analytics needs.

Trakstar distinguishes itself from competitors by offering a user-friendly interface and robust performance management features, including goal setting, 360-degree feedback, and comprehensive analytics.

Unlike integrated Human Resource Information Systems (HRIS) such as ADP, Trakstar operates as a standalone platform, which may necessitate additional steps for data synchronization and process alignment.

Organizations seeking a seamless, all-in-one HR solution might prefer integrated systems like ADP, which consolidate performance management with other HR functions, reducing the need for multiple platforms and streamlining workflows.

When purchasing a performance management tool like Trakstar, organizations should consider integration capabilities to ensure it works seamlessly with existing HRIS systems, avoiding the inefficiencies of using multiple platforms.

User-friendliness is another critical factor; the tool should be intuitive and easy to adopt for both HR teams and employees. Customization options are essential to tailor workflows, reviews, and reports to fit the unique needs of the organization.

Scalability and support services offered by the vendor should be evaluated to ensure the tool can grow with your organization and provide adequate assistance during implementation and ongoing use.

Thoroughly evaluating these criteria can help align the tool with long-term strategic goals.

When evaluating Trakstar for a project, I noted its evolution from a performance management tool to a more comprehensive talent management platform with hiring, learning, and analytics capabilities.

While it offers valuable features such as enhanced reporting and integrations, I prefer systems like ADP that are fully integrated with an HRIS, streamlining workflows and reducing manual processes.

Trakstar’s recent updates show it is responsive to user needs, but its standalone nature may not align with my preference for efficiency across all HR functions.

Trakstar is a great fit for startups and very small organizations.

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

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

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

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

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

I think they have not evolved much.

Seed Startups to Small Startups

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.

• The user interface is intuitive and easy to navigate, making it simple to manage recruitment workflows.
• Automation of repetitive tasks like emails, interview scheduling, and pipeline management saves significant time.
• Collaboration tools such as shared notes, interview templates, and tagging improve teamwork and streamline the process.

We followed a manual process for recruiting and needed a tool that could integrate with Workday, improve agility, enhance recruiter capabilities, and streamline interview scheduling and ATS optimization for faster candidate reviews. I have used the tool for over two years.

Benefits observed:

• Automated job posting to multiple job boards, including LinkedIn.
• Candidate tracking and management.
• Collaboration features such as shared notes, evaluation forms, and reviews.
• Automation tools like email templates and scheduling links.
• Integration with Workday.

• It’s difficult to post the same job in multiple locations; we’ve had to duplicate postings manually.
• Integration with Workday was problematic, leading us to use it as a separate tool.
• Onboarding features such as offer rollout options are missing and would be a valuable addition.

• Ease of Use – The interface is intuitive and has a shorter learning curve than other platforms.
• Customization – Offers customizable hiring workflows and careers page builders; Workable offers similar features but to a lesser extent.
• Automation – Supports automated job postings, email templates, scheduling tools, and HR tool integrations; Zoho Recruit and Workable offer fewer integrations or restrict features in tiered plans.
• Target Audience – Best suited for growing companies with moderate hiring volumes (3–7 positions at a time), with a focus on collaborative hiring and employer branding—not ideal for mass hiring needs.

What I prefer:

• Strong collaboration features, including shared notes, evaluation forms, and feedback tools.
• Branded career pages enhance employer visibility.
• Automated workflows save time and effort in repetitive tasks.

• Hiring Needs – Evaluate whether the tool fits the type and volume of hiring; it’s better for niche or limited hiring (under 10 roles), not for high-volume needs.
• Cost – May be expensive for smaller companies.
• Integration – Ensure it integrates well with your existing systems.
• Scalability – Assess whether the platform can scale with growing hiring demands.
• Training Time – Consider the time needed to train recruiters and hiring managers.

Recruitee has made several updates to meet evolving user needs:

• AI-generated job descriptions and bulk actions for candidate management have been added.
• The Power Search feature allows quicker access to specific candidates or communication history.
• Support for remote hiring, including video interviews, has been implemented.

Mid-sized organizations with under 1,000 employees and annual hiring of around 200–300 positions max will find Recruitee useful.

• I like the convenience of having all candidates in one place.
• Communication with candidates is easy and efficient.
• I enjoy the ability to organize candidate placement in the system the way I prefer.

I used iCIMS as a recruiting platform for about five years. It allowed me to view all the roles we were hiring for and communicate with candidates via email from a single screen. It was also helpful for organizing each candidate into their own pool so that a coworker could easily pick up where I left off without any issues.

Right before I left the company that used iCIMS, they were working on updating the platform. The planned changes included improved communication tools and more seamless ways to move candidates through the hiring process.

• The system becomes slow and sometimes unresponsive when handling a large volume of candidates.
• It can be chaotic when multiple people use it simultaneously, as it doesn't update in real time.
• The system doesn’t notify me when a new email arrives from a candidate. It would be beneficial if the platform could better manage heavy traffic and provide real-time notifications.

I prefer using iCIMS over other recruiting platforms because it gives me the freedom to organize candidates the way I want and offers the option to call or email them directly. Other tools tend to rely more on AI, which can be frustrating since candidates often have unique and specific questions that require personal responses.

Buyers should consider whether they want to incorporate AI into their recruiting process. iCIMS involves a lot of manual work, which may not align with the preferences of companies looking for high automation, especially in today's market.

iCIMS has significantly improved its communication features. When I first started using it, I couldn’t email candidates directly through the platform, but that functionality was added about a year later. It also introduced additional candidate pools, making it easier to keep everything organized.

Large companies can benefit from iCIMS.

The user-friendly platform makes it easy for recruiters to navigate and utilize the features with ease. It streamlines the process and is a cost-saving for our metrics, such as time to fill. It helps to source candidates more effectively, taking the time out of manually sourcing for candidates.

Another pro is that Avature is customizable; you can tailor it to your specific needs and workflows.

We purchased Avature CRM to create a tool that would help us create a pipeline for future candidates. At the time, we would interview candidates who were our 'silver medalists', and we didn't have a tool that would keep the resumes on file in the event we had future roles that matched the qualifications of the candidates. We also used it to create a Talent Community that would help drive registration and capture candidate information when we attended job fairs, career events, etc., in order to keep track of all the potential candidates we came into contact with so that we could add them to the database/pipeline of future talent. We also used it as a sourcing tool. For my hard-to-fill roles, I used Avature to search job sites that would produce leads, and then it would automatically direct them to our Talent Community. I used Avature for 4 years. At my most recent job, I was part of a pilot group that tested Avature to see how it would benefit our company.

A con that I noticed was learning. It took our recruiters a while to learn the system and to fully customize what we needed. It was a trial and error, but once we learned the specifics of customizing what we needed, it was a win-win from there.

When working events, sometimes I would experience issues when candidates would register; their information wouldn't save, and they would have to re-enter their information. So, this could have been a glitch.

One last con I would say would be that customer service could be a bit slow. For example, regarding the issue of candidate information being saved, it was hard to get through to get help.

The only other tool I may be able to compare it to is Seekout. Avature is way more customizable to my needs.

Look at user experience. One of my pros about using Avature was the user-friendly platform. You want to make sure it is easy to use for your intended audience. Another important criteria to think about is customization. Does it have the features you need to meet your specific needs? Does it help to streamline processes? This was a main feature we looked at when I worked for Etsy.

Having not used Avature since 2015, I am confident that it has undergone significant improvements, driven by surveys, feedback and the ever- changing landscape. When I was in a test group, I observed an array of highly customizable features that you could create, that wasn't offered when using it 8 years ago.

Avature is good for large companies with complex recruitment needs as well as looking to enhance or improve their talent acquisition solutions.

• Lever’s modern and intuitive interface makes it easy to learn and use.
• The email templates and automation tools help save time and streamline communication.
• The collaborative hiring features make it simple to share feedback and coordinate across the entire team.

We chose Lever because we needed a way to track candidates across multiple positions. We also needed a solution for managing interviews, screening candidates, and organizing the hiring process. This tool allows us to efficiently hire candidates and transition them into employees.

Lever stood out due to its user-friendly interface, automation tools, and pricing. I have personally used Lever for about a year.

• Lever’s pricing can be expensive for smaller teams.
• The reporting features are not as customizable as I would prefer.
• Some of the more complex integrations are not as seamless or practical.

Lever stands out for its ease of use and strong collaboration features. Greenhouse, for example, offers more advanced customization and reporting capabilities but has a steeper learning curve. Workday Recruiting is better suited for large enterprises with complex HR needs. Lever is a great choice for mid-sized companies.

Consider your company’s employee count. Evaluate how many hires you make per month and per week. Determine which automation tools you need. Review the integrations required to ensure compatibility with your existing systems.

Over time, the automation features have expanded, along with the number of available integrations.

Lever is a great fit for mid-sized to large companies that need a collaborative hiring process.

• It seamlessly integrated into our recruiting process, from job boards to our HRIS.
• It improved the candidate selection process, saving recruiters time searching through job boards.
• The platform significantly streamlined our hiring and recruitment processes.

We needed an improved ATS to streamline the hiring process. Before implementing TeamTailor, we struggled with tracking candidates and maintaining clear communication with hiring managers. TeamTailor provided a centralized, user-friendly platform that simplified hiring and improved communication with both candidates and hiring managers.

The tool reduced our time-to-hire and improved candidate engagement. The company has been using TeamTailor for over five years now, and it continues to deliver value.

• There were initial challenges in setting up user and admin rights, which led to some dissatisfaction among hiring managers.
• Customer support lacked a single point of contact, and resolving issues sometimes required going through several representatives.
• There were occasional issues with candidate rating functionality, although this might have been an internal process issue.

• TeamTailor stands out as an "all-in-one" ATS platform compared to others with more limited capabilities.
• It is more user-friendly than other systems I’ve used and has a visually appealing design.

• People considering TeamTailor should first check if it integrates with their HRIS or other onboarding systems.
• It’s important to determine whether all its features will be utilized to ensure value for money.
• Securing buy-in from internal stakeholders and preparing them with proper training during implementation is critical for success.

It has been several years since I actively used TeamTailor, but I understand it has evolved with AI technology and now integrates with more HRMs than before.

I recommend TeamTailor for mid-sized to large organizations with active and continuous hiring needs that require streamlined processes.

It is very user-friendly. They have a good online chat help option. They provide different price points and free demos.

This was supposed to be a cheap alternative to an ATS. It was cheap, for sure. This is fine for a small company, but it gave off scammer vibes to candidates based on the feedback we received.

I think we used it for less than six months because it was not well received. We also noticed that many job postings were duplicated, making it look even more like a scam. The key benefits were that it was easy to use and inexpensive.

It gives off scammer vibes to prospective candidates. I did not find it beneficial as an ATS. As a job posting board, it is very easy for other scam companies to duplicate your organization's job postings.

I prefer almost any other ATS. I like a more robust and reputable ATS.

The price is excellent. If you are just starting a small business, this is a great training tool to prepare you before your business grows and you need more from your ATS.

They did add some AI features, but we have not used them.

A very small company can benefit from JazzHR. In particular, someone who is not experienced with recruiting or does not expect to be posting many jobs.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

• Rippling allows for organizational growth while providing flexible options to manage various HR and payroll functions.
• The chat support feature provides quick responses for most inquiries without requiring a phone call or ticket submission.
• The payroll and benefits modules are robust, allowing organizations to automate much of the process.

We purchased Rippling to streamline our processes. As a small organization, we primarily relied on physical copies of employee documents. We transitioned to Rippling about seven months ago.

Previously, we used ADP for payroll processing, but due to the size and needs of our organization, ADP was not a good fit. Rippling provided a more flexible solution that aligned better with our operational requirements.

• When issues require escalation to a specialist, response times can be very slow, often taking 5–7 days or longer.
• The documents module needs improvement, particularly in allowing multiple employees to access the same file and enabling employees to upload their own documents, such as course certificates or TB risk assessment results.
• The platform can become expensive, as additional modules, such as talent acquisition management and extra workflows, come at an added cost.

Rippling has a robust system with strong integrations, and its modules are built within the platform rather than being a collection of separate acquired tools, like ADP. I prefer its benefits and time-off modules because they are easy to update and manage.

However, the performance management, documents, and payroll sections can be challenging, requiring either manual work or additional paid features to achieve desired results.

Company size is a key factor to consider. After using Rippling for several months, I believe it is better suited for larger organizations. Cost is another consideration, as it is more expensive than options like BambooHR but still slightly more affordable than ADP.

The system offers numerous features, which can be overwhelming, so organizations should focus on their specific needs and choose a solution that simplifies their processes.

Since I started using it, Rippling has introduced a few new features in the documents section. However, I have not observed any major improvements.

Larger organizations with complex needs will find Rippling useful.

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

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

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

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

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

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

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