20 Best Applicant Tracking Systems (ATS): Reviewed & Compared

What I really liked about Greenhouse was the intuitive and user-friendly interface which makes it very easy to navigate and manage our hiring process efficiently. The platform's customizable workflow and interview stages allow us to tailor the hiring process to the unique needs of each role, ensuring a more personalized candidate experience. Additionally, advanced reporting and analytics capabilities provide valuable insights that allow us to refine strategy, optimize work, and make data-driven decisions, ultimately leading to more successful recruiting. Overall, Greenhouse's seamless integration of applicant tracking, collaboration tools, and powerful insights has significantly increased our hiring potential and made it an indispensable tool in our talent pool.

I used Greenhouse at a previous employer. The decision to acquire Greenhouse was driven by an urgent need to simplify and improve the hiring process. Before adopting Greenhouse, we faced significant challenges in managing large numbers of applicants, tracking their progress, and getting all teams involved in the hiring process to work together effectively. These often resulted in delays, misunderstandings, and a lack of understanding of the entire recruiting pipeline.

Greenhouse provides a comprehensive solution to address these vulnerabilities. An intuitive applicant tracking system not only helps us centralize applicant information, but also allows us to automate various stages of the hiring process. This automation significantly reduces manual administrative tasks, allowing our HR and recruiting teams to focus more on engaging with candidates and making informed decisions.

While I've found Greenhouse to be an invaluable tool, I think there are a few areas that could be improved. First, while the reporting interface is powerful, it could benefit from more customizable visualization options to suit our specific reporting needs. Second, while the platform is good at managing individual job postings, I wish there were more seamless features for managing multi-role or bulk hiring programs. Finally, improving the functionality of the mobile app will facilitate mobile access and quick updates when away from the desktop interface. Despite these minor shortcomings, Greenhouse remains a great asset to our recruiting efforts.

Due to its exceptional user experience, easy customization choices, and data-driven insights that produce superior hiring results, Greenhouse distinguishes out significantly from its rivals. The interface of Greenhouse is extremely intuitive compared to other solutions, which makes it simpler for our team to embrace and use efficiently. We can customize the hiring process to meet our specific needs thanks to its flexible processes and interview phases, which offer an unmatched level of personalisation. Furthermore, Greenhouse stands out for its analytics capabilities, which provide thorough information on candidate progression, sourcing, and performance indicators that allow us to hone our tactics for ongoing improvement. Although I've used tools like this before, Greenhouse stands out for its focus on the candidate experience and collaborative hiring. Our recruitment efforts have been greatly expedited by its easy-to-use interface and powerful collaboration tools. Greenhouse succeeds in these categories, giving us the tools we need to make strategic decisions and improve our hiring methods, whereas other solutions frequently fall short in these areas.

The selection of an HRIS/ATS technology like Greenhouse should be based on a number of important factors. The technology must be scalable and flexible in order to allow your organization to expand and react to changing requirements. The solution should smoothly interact with your current systems, improving data flow. Integration capabilities and user-friendliness are crucial; choose a solution that is simple to use and reduces your team's learning curve. Last but not least, thorough reporting and analytics are necessary to improve your hiring methods and make educated selections. Take these considerations in order to make sure you choose an HRIS/ATS that completely satisfies the current and future needs of your firm.

Over time, Greenhouse ATS has had a remarkable transformation, continually meeting user requests by integrating useful features and improvements. Greenhouse has aggressively sought user feedback from its start, resulting in a never-ending cycle of advancements. Regular platform updates that provide cutting-edge features like configurable processes, AI-powered candidate recommendations, and sophisticated analytics tools are clear signs of the platform's progress. Because of its dedication to adjusting depending on user feedback, Greenhouse is able to efficiently meet the changing and dynamic needs of the modern recruitment scene and maintain its leadership position in applicant tracking systems.

For firms that place a high priority on a simplified and data-driven approach to talent acquisition, Greenhouse ATS is ideally suited. It excels for medium-sized to large businesses with intricate employment requirements involving numerous teams and stakeholders. It is the best option for businesses looking for specialized hiring procedures across multiple jobs and departments due to its adaptable workflows and interview stages. Additionally, its extensive reporting and analytics capabilities serve firms who are data-focused and wish to optimize their plans. In short, Greenhouse is the ideal choice for businesses looking for a complete, scalable solution that enables them to quickly make educated hiring decisions.

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

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

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

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

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

The training content they've offered is impeccable.

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

Excellent customer service and ease of use. We went from email organization and spreadsheets to Pinpoint and it's great for our small team. Other platforms did too much and this one just does exactly what we need.

We were looking for our first ATS and as a small startup, price and ease of use were key factors to consider. I chose Pinpoint and have been the primary user for the past 3 years.

Truly don't have any complaints. We're not power users and don't do a ton of hiring but it works for what we need it to do.

First tool we've been a customer of, but as stated lots of other tools in our research did more than we needed. They're price was also perfect for a startup.

Who is going to be using the platform and will they be comfortable with the different functions and tools.

Incredibly responsive to feedback. When we first started with Pinpoint they were pretty new as well. We've learned and worked together to make things better. Loved how they've continued to tailor services to US clients.

Excellent for small teams.

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.

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

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

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

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

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

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

An organization with heavy candidate flow and few positions.

Its video interviewing capability was the best I’ve ever seen. I appreciated the feature that allowed anyone in the company to view a video interview and comment on it, which facilitated real-time feedback and productive conversations among managers.

It also had excellent batch processing features, which made it easy to handle hiring for groups—such as when onboarding six or ten people for a call center.

Spark Hire was one of the first ATSs we tried when the pandemic hit, and we started sending recruiters to work from home. The reason we used Spark Hire on a trial basis was its integration with video interviews.

With the pandemic, we knew we would have to transition to video interviews, whereas our firm had historically conducted interviews in person. When we sent people home, they were conducting video interviews on their cell phones or through their own Zoom accounts. We wanted to centralize this process, and Spark Hire seemed like a good solution.

The pricing was much higher than we expected. I also disliked how the interview questions were preloaded for recruiters. This approach discouraged creativity and relied on generic questions that weren’t particularly effective.

While Spark Hire promoted this as a way to compare candidates, our recruiters already had effective methods for making comparisons. Additionally, the system lacked personalization options—even at a backend level, it wasn’t very customizable.

Spark Hire’s video interviewing capability and the ability to share those interviews with others in the company were exceptional. Beyond that, it fell short compared to other tools. The user interface was not intuitive and required significant guidance to navigate.

The lack of customization diminished the impact our recruiters could have during interviews, making them feel more like robots reading prewritten questions than professionals engaging with candidates.

Consider what is most important in your recruiting process. Some firms focus solely on validating resumes and quickly sending candidates to clients, while others prioritize getting to know each candidate personally, even driving hours to meet them.

For firms that value volume and efficiency over personalization, Spark Hire can be a great choice. However, if you prefer to build relationships with your candidates, it may not align with your approach.

I’m not sure, as we only used it for a few months during the pandemic and haven’t used it since.

I think Spark Hire is ideal for large organizations that handle high volumes of low-skill positions. For example, it could work well for staffing agencies with contracts for large warehouses or companies like Amazon.

It is a one-stop shop that makes it easy for the recruiting team and HR team to communicate and see where every candidate is in the hiring process. ClearCompany also has LinkedIn integration, which is very valuable for the talent acquisition department. The base price is inexpensive, but addons will increase the price depending on company needs.

ClearCompany was an easy choice for one of the small clients I supported in the US. They were looking for an inexpensive applicant tracking system to manage candidate steps and statuses. I have used ClearCompany for one year. In addition to an ATS, ClearCompany also provided employment verification and background checks post-offer.

The interview scorecards were not user-friendly for recruiters. The pricing was a bit unclear as to what is included and what is an upgrade. The reporting of recruiting metrics was limited.

In terms of ease of use, it is very easy to navigate. I prefer more detailed systems such as Taleo, SuccessFactors, and Workday as their capabilities have no end. ClearCompany is an average ATS with a slight edge for the onboarding and performance management tools also included.

Think about how many people in your organization will be using the system. While it is only a base price of $5.00 per license, once you figure out how many people will need access, it will add up, particularly if you need upgraded features. Their customer service is easily accessible and helpful. Ease of use is crucial, and the dashboard is set up well, making it easy for users to navigate.

While I have only had one year of experience, I know they are constantly making improvements to make it a better and more user-friendly system.

This depends on the needs of the company. I think a smaller-sized organization is best suited for a tool like ClearCompany, especially if you aren't looking for all the bells and whistles.

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

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

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

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

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

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

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

• It integrates well with payroll and HRIS management systems.
• The ability to customize and automate recruiting steps made the process more efficient.
• Tracking multiple open positions and their progress was simple and well-organized.

I used JazzHR as an applicant tracking system (ATS). We needed a platform that could store applicant information and integrate with other software we used. As a high-volume recruiting department, we required an ATS that ensured compliance while also being flexible enough to streamline the recruiting process.

The tool we were previously using did not support the necessary integrations with our other software. JazzHR addressed this issue, making our hiring process more efficient.

• The system included features for sourcing candidates, but they were rarely well-qualified.
• There was no AI functionality for resume screening.
• The subscription model was difficult to cancel if needed.

JazzHR was easier to use than many other ATS platforms I’ve worked with. The dashboard and step-based integration made navigating the system simple and efficient.

Consider the volume of recruiting your organization handles to determine if JazzHR is a good fit. Additionally, evaluate whether you need the system to integrate with other HR software, as this can impact overall efficiency.

During my time using JazzHR, the system remained largely unchanged. At the time, AI tools were not as widely used as they are today, so they may have since incorporated those features.

JazzHR is well-suited for high-volume recruiting and organizations that require integration with other HR tools. We had a workforce of about 5,000 employees, and the system worked well for our needs.

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

I like the integration with calendar and online meeting tools like Zoom. The pricing is affordable and does not negatively impact the ROI of any business. The customer support team is responsive to technical questions.

Managing, tracking, and recording employees working remotely around the globe was a significant challenge for our company. We faced difficulties in understanding employee needs and improving human resources. Emailing one employee at a time and CCing others was cumbersome. Recruit CRM offered a solution by allowing us to manage employees from a single dashboard and providing robust communication features for emailing employees directly from the tool. I have used Recruit CRM for three years, which has helped me gain more experience as an HR business partner.

The user interface requires significant improvement. The rich text editor for composing emails is unresponsive. The email signature maker offers limited customization options.

Recruit CRM provides more modules at the same pricing level and has a support team that responds promptly to technical questions.

Consider the size of the organization and the pricing of the tool. Also, evaluate the technical knowledge required to set up and use the tool effectively.

There haven't been many changes to the Recruit CRM platform yet.

Recruit CRM is suitable for human resource managers and talent acquisition professionals from medium to large-sized businesses.

I like how easy it is to understand and use the system. I love the live support they use, they are fast to get back to you. I like how modern the UI is and how updated it is in terms of the latest features and functionalities.

Great question, we have been using Recruitee for almost a year now, and it has been the best decision ever. We get to track candidates and offer a smooth hiring process. Before having Recruitee in the house, we were using spreadsheets, which was painful and extremely time-consuming, we couldn't track well without many integrations and automation, and the manual efforts were not productive. This ATS is the best!

Something I hope they can work out better is to get the text messages incorporated faster. They claim to have been working on it for a while, but we don’t really know until it is rolled out. I wish they had more integrations as Paylocity, I believe they are expanding their list. The last thing, I wish they give you more options to change the theme color of the screen and other customization options.

Yes, pricing-wise. Modern and easy to use. I have used other ATSs that are not that easy to use. The integrations at Recruitee are great!

They should think about how this ATS offers everything! They are very open to feedback and willing to work on the ideas you might have. This ATS is complete.

Recruitee has helped the company tremendously, it has helped me as a Recruiter and also the Managers. Everyone I know who has used this ATS loves it!

Recruiting, onboarding, background check. Medium to large-sized organizations can maximize their use cases.

The system was user-friendly in terms of building pipelines, viewing talent skills, and sending campaigns to specific audiences. Its functionality was effective in engaging talent, particularly through the Join Talent Network feature. Job listings being automatically launched on different job boards was also beneficial.

Our organization purchased iCIMS as the vendor for the careers site. The capabilities we had with iCIMS included building pipelines by joining a talent network, managing campaigns, and more. However, this was not integrated into our applicant tracking system (which was Workday). Overall, it performed well in engaging talent from a campaigns and talent pipeline perspective. We used it for roughly two years.

The lack of full integration with Workday was challenging. For example, once a pipeline was built and a candidate seemed like a good fit for a role, that information would not transfer to Workday. Instead, we had to contact the candidate and ask them to apply for the position on the career site again, which was inconvenient, especially since our application was long and not user-friendly.

Creating campaigns was also difficult due to challenges with imaging and maintaining proper branding. Applicants often experienced issues completing the application process.

I would rank iCIMS around the midpoint compared to similar tools. Now that I have used other job listing and candidate engagement tools, I find that iCIMS could be stronger in candidate outreach and engagement throughout the application process.

Is your company’s application process easy to use? Are you looking for a tool that helps build pipelines of talent to engage potential applicants? Are you seeking different ways to conduct outreach? For these use cases, iCIMS can be a good starting point.

I have heard that iCIMS has improved in terms of stronger integration with ATS systems and better candidate engagement to enhance the application process.

Medium or large businesses with less difficult-to-fill, professional-level positions.

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

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

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

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

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

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

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

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

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

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

1. The tool is incredibly user-friendly and is optimized for collaboration and communication, both internally and externally.

2. It has an intuitive dashboard that makes it easy to manage and track applicants’ progress throughout the recruitment process.

3. The tool has powerful filters and search capabilities, making it easy to qualify job seekers quickly and accurately.

4. Lever has many automation capabilities, including interview scheduling, email campaigns, and even candidate sourcing.

We chose Lever because of its user-friendly interface. It has the ability to easily track, maintain, and analyze all hiring data. The different tools also help streamline the entire hiring process. Lever's reporting capabilities also provide insight into sourcing efforts. This enables us to identify areas for improvement. The archive tool is also great for keeping a pool of talent.

1. Price, may not be affordable for every company.

2. Many tools are useless for a very small business.

3. The interface might look boring to some people.

It is more user-friendly. Everything is tracked in the same place. The system begins to become intuitive as the project goes on. It integrates with other platforms, such as LinkedIn.

1. Do you need all of the tools? 2. Will you be hiring continuously, or only for a few roles?

Yes - the interface became more user-friendly, and it becomes more intuitive as it "learns" about the types of candidates you approve.

Corporation or large recruiting agency

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

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

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

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

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

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

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

User experience is great; it's fun, modern, and engaging. It has a real Gen Z energy, which is attractive!

It's a really quick and easy way of adding a careers page and ATS, there is no need to build anything manually - which is a huge money and time saver!

It brings personality to your business by enabling you to showcase your team.

We were looking for a tool that was an ATS as well as a way of attracting candidates and maximizing our employer brand. If you're looking to add a careers page to your website, Teamtailor is a brilliant way of doing this in a quick, easy, and effective way. Teamtailor can bring personality to your organization by allowing you to showcase your existing team members to prospective candidates, with personal bios and even Instagram-esque stories. I've used Teamtailor for the last couple of years.

Overall Teamtailor is an excellent platform, but its functionality can be quite simple at times. For example, there is an interview kit tool with scorecards, but the customization here is quite minimal and limited to interview questions. It would be great to see an addition to add role-specific tasks.

Other ATS tools are quite frankly, boring. Teamtailor is engaging, modern, and attractive - it's straightforward in its set-up, meaning that anyone can use it. Whereas, other tools on the market are complicated, plain, and jargon-heavy.

As with most HR tools, I think businesses should first consider whether they have the internal resources to implement and maintain Teamtailor, that being said, it is one of the least high-maintenance ATS software on the market.

Businesses should also consider whether or not they already have a careers page, as even if they want the ATS, the careers page will come with it and could serve as a duplicate, so that's also something I would suggest checking before committing.

Teamtailor has evolved to meet users' needs, particularly in terms of enabling integrations with platforms like Bob, DocuSign, and even Snapchat.

Teamtailor is great for in-house recruitment teams and hiring managers, and would suit a small to medium business, as well as a business at enterprise level (over 1000 employees).

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.