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

• Greenhouse consolidates multiple recruiting functions, such as job postings and resume reviews, into a single platform.
• The user-friendly interface makes it easy to navigate and train new recruiters or hiring managers.
• The platform provides how-to videos and tutorials that assist with training and onboarding.

My company needed a centralized system to manage all recruiting-related tasks efficiently. Greenhouse provides a streamlined platform that simplifies the hiring process by allowing recruiters to post jobs, review resumes, and manage candidate interactions in one place.

One of its key benefits is its integration with LinkedIn, which expands the candidate pool and enhances outreach efforts. Additionally, the platform offers a mobile app, making it easier for applicants to apply from anywhere. I have personally used Greenhouse for [X amount of time], and it has significantly improved our ability to track and manage candidates throughout the hiring process.

• Once a rating (scorecard) is created, it is difficult to modify, which can be an issue if interview questions change.
• The initial setup of the system was challenging, making it harder to establish streamlined processes at the beginning.
• A more straightforward implementation process would improve the user experience.

Greenhouse stands out because it integrates multiple recruiting functions into a single platform, eliminating the need for multiple tools. This all-in-one approach makes it more efficient compared to other systems that may require additional integrations to achieve the same functionality.

The cost of the system is a key factor, as pricing varies depending on the number of employees. It is important to assess whether the tool will address workflow challenges and improve efficiency. Greenhouse offers a variety of recruiting features in one system, making it a strong option for organizations looking to streamline their hiring processes.

Greenhouse has introduced new features, such as the Event Calendar, which enhances scheduling and recruitment event management. This demonstrates the platform's commitment to continuous improvement and adapting to user needs.

Greenhouse is ideal for companies with frequent hiring needs, especially those that manage a high volume of applicants and require a structured recruiting process.

Firstly, I like BambooHR for its simple and user-friendly Recruitment function. Secondly, it is a great system where you can keep all of the records, even it is possible to keep the terminated employees' details as well. Thirdly, I like it for its customizable reports. I think that there is still room for further improvement in supporting clients in the Learning&Development process.

We have been using BambooHR since 2020. The previous HRIS that we used had lots of issues that we were not able to solve as it was not possible to get an answer from the support team to our inquiries. Before choosing BambooHR we defined key criteria that would support the business and analyzed other available HRISs as well. Key benefits of BambooHR for our company are lots of functionalities that support the employee life cycle in the company; a user-friendly interface; friendly and prompt support team. It has very good functionality for welcoming new hires and sending a new hire welcome package to all personnel/users.

I think there is room for further development in the Training function. It would be great to integrate the system with one of the LMS platforms or develop its own. Moreover, I think that it would be great to receive some comments or follow-up messages from each user under each announcement sent through the platform. Besides, there is not any chat room for users. That is why the companies that use BambooHR use other tools for internal communication.

Simplicity, user-friendliness, and having more functions than others.

Clients that prefer user-friendly programs should choose BambooHR. It has a very good customer support team. They are always prompt and friendly. But they should keep in their mind that this tool doesn't provide in-house payroll management.

BambooHR has some great integrations (Slack, for instance) that allow me to see when my co-workers are out of the office or even celebrating an anniversary or birthday.

It is good for startups and small-size companies that use other tools for payroll, but need a user-friendly tool that is great for time tracking, recruitment, and performance management.

• Easy for both HR and Hiring Managers to use.
• Ability to quickly build and download reports.
• Ease of booking interviews.

We have been using Pinpoint for just over 2 years now.

We bought it because of the great customer service we had been provided in the demo, the capability of the system and the cost.

I really don't have anything I dislike.

In previous ATS systems, I have never been able to quickly run reports and data which is a huge benefit. The customer service is also heads and tails above any other ATS I have worked with

I think this is really hard to answer because every business will have a different requirement of what they are looking for. For us, it was the ability to run reports, easy booking of interviews, ROI, candidate experience and hiring manager experience

I think the regular updates from Pinpoint are super useful. Continually partnering with other businesses for ease of linking other platforms into the recruitment process

I would say any organization.

• Workable’s UX/UI is excellent.
• The Candidate Sourcing Suite includes AI, LinkedIn, Boolean search, and the existing database.
• The CRM database is well-organized and functional.
• The ATS workflows are customizable.

We did not have an ATS and were using Google Sheets to track our recruitment efforts. I built the recruitment team from scratch (0 to 28 recruiters).

Workable was perfect for our needs at the time we built the recruitment program. It provided a unified solution with an intuitive interface and customizable workflows that streamlined our hiring process.

The UX/UI is top-notch. Features like automated interview scheduling and real-time feedback collection enhanced team coordination, allowing us to move candidates through the pipeline more efficiently.

I implemented Workable and used the platform for almost two years.

• Workable’s reporting functionality is poor.
• I had to create my own reports in Google Sheets using the basic data exported from Workable.

• If you have a small team (fewer than 20 people) and a limited number of roles to fill, this platform works well.
• Workable now offers plans for more than 20 users and unlimited job posts, which was not the case from 2019 to 2022.
• I enjoyed using Workable because it is a highly intuitive platform where workflows can be customized, automations can be set, and the built-in candidate sourcing tools are exceptional.

• Previously, I would have recommended Workable for smaller recruitment teams with fewer than 10 job openings.
• Today, Workable offers personalized plans to support companies of any size and with unlimited job posts.
• It’s a great option across a range of team sizes.
• Warning: the reporting functionality remains very basic. If your organization relies heavily on advanced reporting, you may need to generate your own or consider another ATS focused on data analytics.

• Workable has made significant improvements to its platform.
• In the past, it was limited to smaller teams with fewer job openings.
• Now, it offers personalized plans to support companies of any size and unlimited job postings.
• Their pricing is customized based on organizational needs.
• If these options had been available between 2020 and 2022, I might not have switched to iCIMS, as we needed more job openings, more users, and more robust reporting.

Any organization of any size with any level of growth plans. Just be aware that the reporting functionality is very basic.

1. It allows us to keep all recruitment records and data in one location, providing a single record for each person and useful historical information.
2. It allows for automated workflows and integrations with other systems, such as calendars and Teams video calls.
3. It is cost-effective for a small organization, meeting our needs in a budget-friendly way.
4. They provide a platform for customers to give feedback and regularly make updates based on this input.
5. The customer service team is exceptional, offering alternatives if the system cannot meet a specific need.

We bought Trakstar one year ago. Previously, we did not have an applicant tracking system and were growing by about 30 employees per year, necessitating a better mechanism to track and manage our talent pool. We had been using homemade workflows and forms, which didn't provide useful recruitment data and didn't allow us to leverage our full pool of applicants for future roles. Additionally, the manual process slowed us down significantly.

1. The system has limitations in terms of customizing fields, and while they take feedback, these changes have not yet been prioritized.
2. The integration with other systems, like our payroll system, is limited, making it not worthwhile for us to integrate.
3. Access levels are limited, which restricts the access we can provide to hiring managers and business leaders.

While we use Trakstar specifically as an applicant tracking system, they offer a suite of solutions for performance management, training, and more, all of which are easy to navigate. The intuitive nature of the site sets it apart from some competitors. Additionally, their customer service team and the support provided during the implementation process are significantly better than those of other systems I've used.

Consider the entire recruitment lifecycle and the specific needs of your business. Also, consider growth plans and the scalability of the tool. Since Trakstar offers more than an ATS, think about your long-term talent management plans and whether a single system can meet your talent development and performance management needs, so you don't need to switch systems as you grow.

Trakstar regularly asks for feedback from clients and provides a platform for ongoing feedback. They introduce new features and updates quarterly, addressing key client needs. Although we've only used Trakstar for one year, I've seen more attention to client needs than with most other systems I've used.

Trakstar is great for small to medium-sized companies. The system is cost-effective and offers various solutions to meet needs as the organization grows. Trakstar is best for organizations of limited complexity due to its simplistic workflows and system limitations.

• AvaHR makes it incredibly easy to customize hiring pipelines for each dental office we support, offering flexibility without added complexity.
• The automated communication tools save us considerable time and ensure every candidate receives timely, professional responses.
• The interface is clean and intuitive, enabling both our team and clients to start using it with minimal training.
• Customer support is responsive and genuinely helpful whenever we have questions or need assistance.

At Desert Dental Staffing, we were looking for a solution that could streamline our internal hiring and support the many dental practices we partner with. Before using AvaHR, we managed too many manual processes and spent hours following up with candidates and clients.

We needed a tool that was user-friendly, scalable across multiple locations, and professional enough to reflect the high standards of the dental offices we serve. AvaHR met all those requirements. It allows us to centralize hiring, automate candidate communication, and deliver a seamless, branded experience for each client.

I’ve personally used AvaHR for over three years, and it has become a key part of how we help dental businesses fill roles more quickly, efficiently, and with less hassle.

• The mobile experience could be more streamlined to make managing tasks on the go quicker and more efficient.
• The platform does not currently include features for verifying dental-specific certifications or licenses, which would be a valuable addition during candidate screening.
• Some of our dental clients would prefer built-in scheduling tools that better align with typical dental office hours and appointment flows to simplify interview coordination.

Compared to JazzHR, which I’ve used before, AvaHR feels more modern and user-friendly, with a cleaner interface that simplifies the hiring process. While JazzHR has solid features, AvaHR’s automation tools—particularly those for candidate communication and pipeline customization—are more intuitive and flexible.

We also appreciate AvaHR’s ability to scale across multiple locations without becoming overly complex. Overall, we prefer AvaHR because it strikes a better balance between functionality and ease of use, enabling us to hire efficiently without requiring extensive training.

When selecting a hiring tool like AvaHR, prioritize ease of use so your team can adapt quickly. Look for automation features that reduce repetitive tasks, especially those involving candidate communication.

Ensure the platform allows for process customization to fit your organization’s specific needs. Integration with your current software and the quality of customer support are also critical factors. Testing the platform with your team before committing can help confirm whether it's a good fit.

AvaHR has evolved significantly to meet the changing needs of its users, especially small to mid-sized businesses seeking efficient hiring solutions. Notable enhancements include:

• Enhanced Automation with Pipeline Triggers: Customizable triggers automate tasks based on a candidate's stage in the pipeline.
• Advanced Candidate Engagement Tools: Culture Profiles allow businesses to showcase their work environments through videos, photos, and text, attracting culturally aligned candidates.
• Seamless Integrations: AvaHR has integrated with tools like Gmail and Google Sheets via Zapier, improving communication and data workflows.
• User-Friendly Interface and Onboarding: The platform delivers an intuitive interface and quick onboarding experience, allowing teams to start hiring efficiently with minimal setup.

AvaHR is ideal for small to mid-sized businesses looking to streamline their hiring process. It is particularly well-suited for medical and dental practices. Any business facing organizational challenges in recruiting or looking to save time and money will benefit from using this tool.

• Easy integrations.
• Robust management tools.
• Intuitive and user-friendly interface.

We used ClearCompany for its talent management solutions, specifically its applicant tracking system. Its platform integrated seamlessly with our HRIS system. It allowed us to attract, retain, and develop top talent while aligning employee goals with company objectives. Its analytics and automation features improved efficiency, driving better decision-making.

The main issues we aimed to solve were inefficient recruitment processes, cumbersome manual transfers to our HRIS system, and the lack of automated management tools. Personally, I have used it for a year and a half.

• Limited functionality compared to advanced tools.
• Better recruiting tools are available in the market.
• Lack of integration with some popular job posting platforms.

This is a great starter tool with basic functionalities. It meets the needs of small businesses but lacks the scalability and advanced features needed for long-term use in growing organizations.

Price is an important consideration, as ClearCompany is relatively affordable. Evaluate how robust a system you require—while it offers good basic functionalities, other tools may provide more advanced options.

Last year, they released about 11 new integrations, focusing on streamlining recruitment and enhancing candidate experiences. Like many companies, they incorporated AI-assisted tools for crafting job descriptions, candidate emails, and offer letters, enabling recruiters to communicate more efficiently.

Additionally, ClearCompany expanded its performance management capabilities by introducing features like enhanced 1:1 workspaces, facilitating better collaboration and feedback between managers and employees.

• Small Organizations: Companies with 1–10 employees benefit from ClearCompany's scalability and ability to integrate with existing HR systems, helping manage workflows efficiently.
• Industries with High-Volume Hiring Needs: Retail, healthcare, hospitality, and similar sectors use ClearCompany’s applicant tracking and onboarding features to streamline hiring and reduce time-to-hire.
• Organizations Focused on Goal Alignment: ClearCompany’s tools for performance management, goal tracking, and employee engagement are ideal for businesses looking to align individual and team objectives with company goals.

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.

• I appreciate that JazzHR streamlines communication throughout the recruitment process across multiple roles.
• The ability to consolidate candidate sources in one place, rather than logging into multiple job boards, is highly convenient.
• JazzHR is a relatively cost-effective solution, especially for an organization of our size.

Our organization purchased JazzHR after receiving significant additional funding that required us to scale our hiring efforts rapidly. We needed a platform that could consolidate our recruitment process by connecting job postings to our website and distributing them across multiple job boards.

Before JazzHR, we had to post job openings on each board manually, which was time-consuming and inefficient. JazzHR streamlined this process, allowing us to manage applications more effectively. I have personally used JazzHR for the past three years.

• JazzHR could offer more automation and workflow management tools.
• It would be beneficial if JazzHR integrated with our HRIS system (currently Paylocity).
• A seamless integration with Paylocity or another HRIS would improve the transition from recruitment to onboarding.

JazzHR, as a standalone solution, is more robust than ATS modules or add-ons within payroll platforms. Those have been the primary ATS options I have used outside of JazzHR.

One of the most important factors to consider is which job boards the system integrates with and how seamlessly these integrations function. Additionally, organizations should evaluate the number of job postings allowed and ensure they are not being overcharged based on their hiring volume.

JazzHR has remained relatively unchanged since I started using it.

JazzHR is ideal for an HR department of one or a small HR team without a dedicated recruiter, as it helps centralize and streamline the recruitment process. A key benefit is that it also enables collaboration in hiring.

• Customizable email sequences. 
• One-click sourcing using the Chrome extension. 
• Unlimited users and job postings.

We were unhappy with our ATS. It was too slow and it was riddled with bugs. We were also using a few different services for our recruitment efforts and Ashby had the potential to centralize those services.

• The whole interface is not very user-friendly. It feels like it was created for IT users, not HR users. 
• The customizations are hard to figure out and their navigation menus are counterintuitive. 
• The kanban view for the pipelines feels like an afterthought and feels heavy and sluggish.

Ashby has a lot of potential and, when used to its max, it is a powerful tool that centralizes all the tools you will need in large-scale recruitment campaigns. It has the same issues that larger CRM-like platforms have. Just like Zoho and Odoo's recruitment modules, Ashby is not easy to set up and takes a long time to get used to. 

Customization is sluggish and requires a lot of guidance from the support team.  Platforms like Recruitee or Breezy have a much more user-oriented interface. That being said, if you are gearing up for a long and large recruitment effort, then it makes sense to invest a few days with the support team and set up every minor detail in Ashby, taking advantage of its highly customizable automation. It will allow you to manage large-scale efforts with a small team.

Primarily, the scope of your work. If you are the in-house team of a startup or small agency, Ashby might prove to be a challenge in itself to set up. It is better suited for large organizations or mid-level startups that need to conduct large recruitment efforts. I strongly recommend against it for a staffing agency or freelancing recruiters.

They have improved their platform's performance and its workflows.

Large companies.

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.

I like Recruitee because it is very easy to use. It has a user-friendly interface that allows me to perform all workflows efficiently. I can quickly post jobs and move candidates to different stages, saving me much time. The platform is designed to make it simple and quick to use, which is a big plus. I also appreciate that it's very straightforward to use all the workflows, so I can spend little time figuring out how to do something. Overall, Recruitee has made my recruitment process much more efficient and streamlined, which is why I continue to use it.

My organization was searching for an applicant tracking system (ATS) that could connect to multiple job portals, especially in Europe. In addition, the ATS they wanted should have a user-friendly interface so that both hiring managers and other team members can easily use it and be easy to set up.

The organization needed help with its previous ATS system. Connecting to job portals, especially those targeting European markets, was a significant pain point. Hiring managers and other team members needed help connecting to their google calendar, adding to the frustrations. The user interface of the previous ATS could have been better, making the overall experience negative.

To overcome these issues, the organization decided to switch to Recruitee in August 2022. Recruitee has provided numerous benefits to the organization and effectively solved the pain points they faced with their previous ATS system. With the ability to connect to over 20+ job portals, including regional portals for specific countries, the organization can now reach a broader range of job seekers. The user-friendly interface of Recruitee has made it easier for hiring managers and team members to navigate and use the system, improving their overall experience. Additionally, connecting the google calendar to Recruitee was a breeze, making scheduling and organizing interviews much simpler.

Since August 2022, the organization has been using Recruitee and has found it to be a reliable and efficient solution to their recruitment needs. The ability to create a complete job workflow within the system has made the recruitment process smoother and more organized. The support team of Recruitee is also a plus, providing quick and helpful assistance when needed.

One thing I dislike about Recruitee is the lack of an option for directly promoting jobs on LinkedIn. Currently, Recruitee doesn't have this feature, which can be a drawback for those who rely on LinkedIn for their recruitment process. Not being able to promote jobs directly on LinkedIn adds an extra step to the process and can be time-consuming. I hope that Recruitee will add this feature to enhance the user experience and make the recruitment process more efficient.

Recruitee is different from other applicant tracking systems (ATS) because they have good after-sales service. They listen to customer feedback and make changes based on it. They also have a close relationship with their customers and understand their problems. Other ATS that I have used do not have these features.

When buying an applicant tracking system (ATS), people should consider the following criteria:

• Ability to connect to local job portals
• User-friendly interface
• Ease of creating workflows
• Capability to process offer letters
• Integration with calendars to schedule meetings.

As I have yet to study Recruitee's history in depth, I can only speak about my experience with the company over the past six months. In that time, I have found Recruitee to be highly responsive to their customers' needs. They have been able to integrate the solutions we requested and are in the process of adding new features, such as background check capabilities. They have also recently added more portals to better match the needs of their users. Overall, it is clear that Recruitee is dedicated to making their customers happy and understanding their real-time problems. They go above and beyond to ensure that their users are satisfied with their products and services.

Recruitee is a user-friendly tool suitable for organizations in various industries, including IT, healthcare, e-commerce, and startups. Its user-friendly interface makes it accessible to anyone with basic computer knowledge, while advanced features are ideal for HR professionals. This versatility makes Recruitee a good option for organizations of all sizes and types.

I liked how straightforward iCIMS was for posting job openings across multiple job boards, including niche sites that would otherwise be time-consuming to manage individually.

The candidate review interface was another standout, making it easy to scan resumes and application data side by side for faster comparisons.

The ability to group rejected candidates and send personalized bulk updates significantly streamlined communication, reducing manual tasks.

Overall, it provided practical features that made recruitment less tedious.

We selected iCIMS as our Applicant Tracking System (ATS) to streamline the hiring process, from job posting to candidate management. Our adoption of iCIMS was initially driven by a requirement set by a larger partnering company, which mandated using this platform to ensure consistency and compliance.

iCIMS provided key benefits, such as the ability to post job openings across multiple platforms and locations, improving our recruiting visibility and efficiency. It also helped centralize candidate information, simplifying applicant tracking, communication, and reporting.

We used iCIMS for approximately one year, during which it proved valuable in consolidating recruitment workflows and ensuring that our hiring processes aligned with broader organizational standards. While our initial adoption was externally driven, the platform’s functionalities genuinely supported our recruitment needs.

One frustration with iCIMS was how clunky and outdated the interface felt—it wasn’t intuitive at all. Navigating between candidate profiles required multiple clicks and page reloads, slowing down the process.

The search function was unreliable; even when entering a candidate’s exact name, the system sometimes failed to pull them up. It wasn’t built for speed or ease of use, which made juggling multiple positions at once more difficult.

Compared to competitors like Lever or Greenhouse, iCIMS felt more geared toward larger, compliance-focused companies rather than smaller, agile teams. It offered built-in workflows designed for enterprise-level HR processes, which was helpful for organizations needing standardized hiring steps aligned with corporate guidelines.

However, it lacked the flexible customization and user-friendly, drag-and-drop simplicity found in newer, startup-oriented platforms. It prioritized structured hiring practices over ease of use, making it better suited for organizations with more rigid hiring requirements.

Make sure your recruiters test-drive the system first, especially for daily tasks like bulk emailing candidates, posting to specialty job boards, and managing complex candidate pipelines. If the workflow feels clunky or slows them down, a simpler solution might be a better fit.

Also, consider how frequently your hiring needs change—if you often restructure processes, you'll want a tool that offers flexibility without requiring constant IT support or service tickets.

When I used iCIMS, updates focused mainly on improving third-party integrations, such as background check providers and calendar apps. Early on, scheduling interviews required manual workarounds, but a later update enabled direct syncing with Outlook and Google Calendar.

Over time, the platform became slightly less cumbersome, but the core interface itself remained largely unchanged. Most improvements were behind the scenes or integration-related rather than visual or usability upgrades.

iCIMS is best for mid-to-large companies with structured, compliance-heavy hiring requirements. Organizations managing multiple locations, complex regulatory issues, or requiring detailed audit trails—such as healthcare systems, universities, or large retail chains—would benefit the most.

It’s ideal for companies that prioritize consistency in recruitment processes over modern interfaces.

• Avature is relatively easy to navigate from a recruiter’s perspective.
• The platform is highly customizable for reporting, dashboards, and recruitment process steps.
• I appreciate the ability to engage and conduct candidate outreach directly within the platform.

Our organization has used Avature since 2021. I have personally used it since January 2022. We needed a system to capture sourcing and recruiting information for our internal teams within the RPO.

We also required a CRM or ATS with dashboard functionality for auditing and reporting purposes. Candidate engagement was another key area we aimed to address. Compliance and regulation, particularly in the EU, were additional priorities the platform needed to support.

• There is a steep learning curve, especially regarding recruitment steps and submitting support tickets for basic corrections.
• Because of its high level of customization, the system requires substantial configuration and support to implement changes or create specific reports.
• The reporting feature is not intuitive and can be cumbersome to use.
• It can be difficult to distinguish between multiple candidate profiles when searching for individuals with common names.

• Avature stands out because it can function as both an ATS and a CRM, or just one, which is uncommon among similar tools.
• It is also more customizable at the user level than many other platforms.
• This flexibility is valuable when modifying reports or adjusting steps in the recruitment process.

• Cost is a critical factor to compare, as prices vary significantly across ATS and CRM solutions.
• Integration is essential for seamless functionality with HRIS and other recruitment tools.
• It’s important to evaluate whether the platform supports global recruitment and hiring.

Since I began using the system, Avature has introduced two key features. One is AI integration for ranking candidates, which evaluates skills, experience, and education to save recruiters time by assigning scores and providing transparency behind those scores.

Analytics capabilities have also improved, offering deeper insights into reporting and helping to identify bottlenecks and enhance efficiency.

Avature is well suited for RPOs and organizations with global recruitment strategies. It is ideal for large enterprises with complex hiring needs and for teams needing a CRM to track passive sourcing. It also supports internal recruitment efforts effectively.

• The ability to manage collaborative hiring with ease. This has reduced the need for email communications, and Slack messages with constant back and forth.
• The Lever UI is quite user-friendly, it is easy to use which makes it easy to introduce the platform to hiring managers and new recruiters with minimum training.
• The ability to integrate your calendar and availability of interviewers into Lever has allowed us to save a lot of time and effort in scheduling interviews with applicants. This reduces the efforts needed to schedule multiple rounds of interviews and also helps us with candidate communications which was a concern in the past.
• We are also able to get data driven reports which help us understand how we are doing on each job and make any updates as needed to ensure we are using processes which are effective.

Our team was growing and we were in a situation where we had to automate our recruitment process within the organization. We had many jobs open and various hiring managers, so managing it with spreadsheets and documents was getting difficult. The organization's time to close roles was too long as well.

After reviewing many ATS, we decided on Lever. We chose Lever because it had many customizations that would be useful to make sure we were able to make the ATS customized to the needs of our hiring managers, our collaborators, and our applicants.

We also felt that integrations Lever offers such as Zoom and Slack were an advantage as our organization was already using these applications within the organizations. We can use Zoom to schedule interviews and we use Slack to collaborate with candidates as well which is terrific. Personally, I have been using personally for over 3 years.

• While Lever has a great UI, sometimes for users who never have used an ATS, it can take a little time to learn how to use it, and the training available to us was pretty much online only.
• Support can be limited and slow on occasion, where we need to wait for a response via email which can sometimes cause delays
• The cost of the ATS is good only for larger teams, I think for small businesses the price of Lever may be higher than the benefits it brings especially if working with smaller budgets.

Lever's level of customization with workflows is better than many ATS that I have used in the past like Jazz and Bamboo which has helped us customize the platform to our organization's needs.

Lever's scheduling system with integrated calendars and the ability to send calendar invites is a huge plus which many ats do not have.

Lever's level of candidate communications is similar to most ATS, but I do like how quickly an email or message can be sent to a candidate.

One of the areas some alternatives are better is not having an App, when on the move, or working remotely an app can be a plus

I think the pricing is important for all organizations, determining your needs from how many open jobs you anticipate per year will help determine the cost incurred for each hire when using an ATS.

It is important to ensure the features your organization needs are provided by the ATS you chose. For instance, some companies may not want all workflows automated only a few. A basic

I believe they do have constant updates to their UI, and workflow options, and increase integrations as they come available.

One of the notable changes has been the diversity, equity, and inclusion section that they have included which has been beneficial in hiring in line with new talent acquisition policies of the organization which aim to reduce biases when hiring.

The Lever ATS can be a good fit for organizations of various sizes and industries, but I think it is well suited for teams with strong hiring collaboration, teams seeking data driven hiring results and lastly looking for an ATS that can handle scalability. With Lever, it is very easy to involve many team members in a single hiring process which makes it easy for us to work together. Reporting is essential for each organization, with Lever it is easier. Lever provides valuable insights with reports which can help find areas that need focus and improvement quickly. Lastly, with Lever, you can manage to scale with market fluctuations, economic changes, and updates to hiring needs where you can scale up or down as needed.

The automatic screening and scheduling of candidates have allowed us to focus on finding qualified applicants. Accommodating different time zones and schedules enhanced the candidate's experience and the efficiency of the interview process as a whole. Sharing feedback and communication also helped us make well-timed hiring decisions.

VidCruiter was great in helping us solve the inefficiency and inconsistency in our hiring process. Manually reviewing each candidate's resume and application, scheduling interviews, and discussing hiring decisions led us to miss opportunities, and candidates were frustrated with the length of time. Once we started using the program, it streamlined all of those issues, allowing us to significantly improve the time spent and obtain highly valued employees. I have two years of experience using this program and feel it has been a great tool for the HR team. It allowed us to focus on finding qualified applicants rather than spending a lot of time on ones that weren’t a fit for us.

The interface is more complex and requires more time and training. Troubleshooting with our IT team was not always flawless, causing us to contact customer support. Having to call to work out bugs would sometimes be time-consuming and not conducive to the flow of the day.

Many HR programs focus only on applicant tracking/video interviewing. VidCruiter offers a program that has screening, scheduling, and interviewing all in one program. It allows us to make the hiring process smoother and quicker. I like the flexibility of video interviews, as they are convenient for both the applicant and our team. Having the capability to speed up the interview and hiring process makes it ideal for both the applicant and the HR team.

Anyone considering this program should consider its features and functionalities. Having a checklist of tools needed and wanted will allow them to decide if VidCruiter is a good fit. Reading through other users' reviews and opinions will also allow them to get a real hands-on opinion on the program and customer support.

VidCruiter has evolved over time by expanding its recruitment tools to include more than video interviewing. It has improved its user-friendliness and integration with other HR software.

VidCruiter caters to mid to large-sized companies. It is a great tool for an entire office to be able to easily communicate and streamline interviewing and hiring.

I really liked the templates to create career pages, and felt it gave users a sense of the company and really made us look polished. The ability to track candidates was a huge advantage, eliminating the need to remember or to scroll through notes or emails to recall where someone was in the hiring process. I felt it was really easy for the entire team to use, especially hiring managers who are not in the HR department and needed an intuitive, simple way to participate.

I used teamtailor for a little over a year, and it was incredibly helpful in attracting and recruiting hard-to-get top talent. We needed our company to stand out, and to create an experience for applicants that would give a sense of our culture and why we are special and unique to work for. The ease with which we could create ads, the great templates provided, and the overall immersive experience for applicants improved not just the quality and number of applicants we received, but the conversion to hires. We also felt that throughout the process, our candidates had a better sense of who we are and seemed more engaged in the interviewing process as a result. Also, it integrated well with the various job boards and social media we needed to use, making it more efficient in getting the word out regarding openings.

I was not impressed with the analytics. Also, though it makes communicating and tracking candidates easy, being able to opt out of automatic emails would have been good on occasions, and it didn't have flexibility that way. Sometimes there were issues with scheduling too, and it didn't seem to always coordinate people's calendars completely.

This is a very comprehensive and complete ATS, and very easy to use. I have only used one other, and would say that teamtailor had better features and was easier to use.

I think it is important to consider the needs of the business. If you don't do extensive recruiting, this product may be more than you need. Is simply posting ads and getting responses enough, or are you finding a lack of quality candidates? If so, this may solve that. Are you hiring candidates who are in very high demand? If so, you should consider how you are presenting your company and if the process and features this tool provides may be able to make it more attractive to such candidates and is often what they expect.

It appears the company has increased the amount of knowledge, advice and resources regarding the recruiting process to users over time.

This is ideal for an organization that does a great deal of hiring, and has a lot of people involved in the hiring process. It is also great for companies that need to hire candidates that are in very high demand.

I have a positive opinion of SmartRecruiters as I find it easy to use and its interface straightforward. I like its ability to store and manage candidate data, as well as its integration with tools for organizing interviews and generating reports for my manager. These features make SmartRecruiters an effective and convenient tool in the recruitment process.

My organization bought SmartRecruiters 2 years ago to help solve the issue of managing applicant data and to streamline the recruitment process. With SmartRecruiters, they can keep track of all past applications, allow hiring managers to screen, reject, and make job offers in one place, and easily schedule interviews through integration with Google Calendar.

Firstly, I find it challenging to integrate other applications like Checkr, etc. with SmartRecruiters. Secondly, there are a very limited number of job portals that can be linked with SmartRecruiters. There are many small to big job portals that are still not available on their platform.

SmartRecruiters distinguishes itself from other competitors by offering a user-friendly interface, constantly adding new features, and integrating well with daily tools like Zoom and Calendly. This makes it easier for users to manage candidate data and extend job offers, all within a single platform.

People should consider the following factors when buying a recruitment tool like SmartRecruiters: ease of use, the size of their organization, the desired job portals, and pricing. These are key elements that can impact the effectiveness and efficiency of the recruitment process, and it's important to consider these factors before making a decision.

SmartRecruiters has made significant improvements over time. They have expanded the number of job portals available every month, improved their support team's response time, and have shown a commitment to addressing user feedback. These advancements have helped make SmartRecruiters a more effective and efficient tool for managing recruitment efforts.

SmartRecruiters is well-suited for organizations that utilize technology in their hiring process, experience high volumes of monthly hiring, and are seeking a comprehensive HR information system rather than just an applicant tracking system. With its user-friendly interface, ability to integrate with other tools, and robust features for managing candidate data, SmartRecruiters can provide a seamless and streamlined recruitment experience for these types of organizations.

I love the ease of use and the way it's laid out. I appreciate that there’s one place for all information. I also like that they have many useful tools, so as the company grows, they can adapt other features within their system (like performance evaluations, tracking, and learning management trainings).

Our company needed an HRIS system that would allow us to handle payroll, administer benefits, and provide compliance advice. We used Rippling for one year. The key benefit Rippling provided was a one-stop shop where everything could be tracked and kept together in one place, rather than having to visit different sites for various tasks (e.g., payroll, compliance, etc.). We were originally using an Excel file to track employee data. We switched to Rippling to store this data on their platform in a more secure and user-friendly way.

We used it as a PEO, and the health plans offered weren’t as competitively priced as if we had brought benefits in-house. Additionally, the benefit rates increased during open enrollment. I also dislike the $65 per employee, per month fee, which I find a bit steep.

Rippling is very comparable to other PEOs. What sets it apart is that they allow you to continue using their HRIS platform for HR, employee data tracking, and payroll even if your company decides to leave the PEO and bring benefits in-house. This flexibility is helpful, as it allows you to start with them as a PEO and transition to their standalone platform without searching for a new system, making the process easier.

The fees per employee per year are important to consider. If you’re in a period of rapid growth, make sure to account for expected new hires in your budget. You’ll also want to decide which features you’ll actually use. For example, we didn’t use their recruitment feature because we had a different system for that, but Rippling does offer a recruitment tool. The more features you use, the higher the cost, so be mindful of that.

I think their customer service improved from the time we started using them until we stopped. Initially, they didn’t have a designated rep for companies, so you had to go through their experts and didn’t always get the same person helping you, which could be frustrating. By the end of the year, we noticed improvements in their customer service, which was a positive development.

Rippling is great for any company with more than 10 employees. It’s ideal for small companies using a PEO, especially if employees are spread across multiple states. For larger companies that want to stop using a PEO and bring benefits in-house, Rippling is still very effective as an HRIS system for data tracking.

I love how easy it is for me as an admin and for our hiring managers. The candidate experience is fantastic as well.I love that you can turn what can feel like an impersonal experience for candidates into a more activated and engaged process. I also love that the interviews can be done when it’s most convenient for the candidate. Oftentimes, we receive these interviews after hours or overnight. Having this timeline allows candidates to provide thoughtful responses.

We engaged with Spark hire at the end of 2019. We've been using it for over three years. The reason we started with it was due to the lack of mobile application of our old tool. We were looking for a more inclusive tool and Spark hire absolutely solved for this problem. We also wanted this to be a more personal experience for our candidates and we loved being able to record intro and outro videos for our candidates as well as record the questions so that the candidates knew there was someone there and that someone was me! We also liked the idea of unlimited think time. It takes some of the initial resistance away from candidates when they see that we want them to succeed and bring their best selves to the interview process.

The feedback section can be tricky. We would like the Discuss Answer to be the default place to take notes for candidate responses rather than in the Add Comment section which isn't viewable by the recruiter.

I am disappointed that there isn’t an integration with our ATS, which causes hiring managers to engage with two separate platforms rather than just one.

Quality of service, flawless candidate, and customer experience.

• Cost - this is a fantastic solution and worth every penny.
• Implementation - this is where Spark hire shines. Implementation is robust and training is thorough.
• Ease of use for candidates - When your candidates can get to know you and your company through intros/outros, you’d be surprised at how much of a difference it makes in their experience.
• Ease of use for hiring managers and recruiters - The system is very easy to use which removes a barrier for hiring managers and recruiters since they’re using a 2nd system outside of our ATS.

Over time, they have made some minor tweaks and added new features to the whole platform that have greatly helped with overall user experience and analytics capabilities.

All: recruiter, hiring manager, the candidate.