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Best Applicant Tracking Systems

20 Best Applicant Tracking Systems (ATS) Reviewed & Compared

Our expert reviews of the top applicant tracking systems in 2025 can help you find the tool that will take your recruitment process to the next level.

Phil Strazzulla
Written by
Phil Strazzulla
HR Tech Expert, Harvard MBA, Software Enthusiast
We are a reader supported site with strict editorial standards, clicks may earn a fee which supports our testing. Learn More
Last Updated: Aug 26, 2025
TOP
Best for collaborative hiring at midsized to large teams
Greenhouse
4.5
Popularity Score
4.4
User Score
4.6
Product  Score
Visit Website
TOP
Best for collaborative hiring at midsized to large teams
Greenhouse
4.5
Popularity Score
4.4
User Score
4.6
Product  Score
Learn More
TOP
Best for in-house talent teams with strong user-centric mentality
Pinpoint
4.6
Popularity Score
4.4
User Score
4.5
Product  Score
Visit Website
TOP
Best for in-house talent teams with strong user-centric mentality
Pinpoint
4.6
Popularity Score
4.4
User Score
4.5
Product  Score
Learn More
TOP
Scalable ATS with native AI-powered talent sourcing tool
Workable
4.3
Popularity Score
4.5
User Score
4.5
Product  Score
Visit Website
TOP
Scalable ATS with native AI-powered talent sourcing tool
Workable
4.3
Popularity Score
4.5
User Score
4.5
Product  Score
Learn More
TOP
Comprehensive HR software starting at $5 per employee monthly
GoCo
4.1
Popularity Score
4.7
User Score
4.6
Product  Score
Visit Website
TOP
Comprehensive HR software starting at $5 per employee monthly
GoCo
4.1
Popularity Score
4.7
User Score
4.6
Product  Score
Learn More
TOP
Enterprise-grade project management tool with powerful automation
Wrike
4.7
Popularity Score
4.2
User Score
4.6
Product  Score
Visit Website
TOP
Enterprise-grade project management tool with powerful automation
Wrike
4.7
Popularity Score
4.2
User Score
4.6
Product  Score
Learn More
TOP
Best for distributed teams
Deel
4.4
Popularity Score
4.6
User Score
4.5
Product  Score
Visit Website
TOP
Best for distributed teams
Deel
4.4
Popularity Score
4.6
User Score
4.5
Product  Score
Learn More

Best Applicant Tracking Systems

iCIMSMultilingual ATS system for global teams and high-volume agencies
AvatureFull-suite AI-powered ATS, CRM, and chatbot for enterprises
LeverGreat for small teams seeking user-friendly ATS-CRM solution
TeamtailorBest ATS for brand-driven hiring at growing startups and SMBs
JazzHRAmong top ATS systems for businesses with 5 to 500 employees
SmartRecruitersATS with built-in talent assessment and offer management
RipplingHighly scalable applicant tracking system for fast-growing businesses
Spark HireBest for SMBs seeking video interview features besides ATS
KekaAffordable ATS module built on top of an established HRIS platform

ClearCompany

: Highly flexible ATS system for midsized and large teams

VidCruiter

: Best for teams seeking robust video interview software with ATS capabilities

Manatal

: Affordable ATS, works both for corporates and agencies

AvaHR

: Well-designed applicant tracking system for mid-market orgs

BambooHR

: ATS software nested in HRIS, best for mid-sized businesses

Trakstar Hire

: Mid-market ATS software with robust offer management tool

Ashby

: Consolidated ATS, recruiting CRM, and sourcing for fast-growing teams

Recruit CRM

: Among best-priced ATS software for staffing agencies

Recruitee

: User-friendly applicant tracking system for SMBs

TOP
Best for collaborative hiring at midsized to large teams
Greenhouse
4.5
Popularity Score
4.4
User Score
4.6
Product  Score
Visit Website
TOP
Best for collaborative hiring at midsized to large teams
Greenhouse
4.5
Popularity Score
4.4
User Score
4.6
Product  Score
Learn More
TOP
Best for in-house talent teams with strong user-centric mentality
Pinpoint
4.6
Popularity Score
4.4
User Score
4.5
Product  Score
Visit Website
TOP
Best for in-house talent teams with strong user-centric mentality
Pinpoint
4.6
Popularity Score
4.4
User Score
4.5
Product  Score
Learn More
TOP
Scalable ATS with native AI-powered talent sourcing tool
Workable
4.3
Popularity Score
4.5
User Score
4.5
Product  Score
Visit Website
TOP
Scalable ATS with native AI-powered talent sourcing tool
Workable
4.3
Popularity Score
4.5
User Score
4.5
Product  Score
Learn More
Over 3 million HR leaders trust our advice

Introduction to Applicant Tracking Systems

The best applicant tracking systems boost hiring efficiency at scale by automating workflows, improving employer branding, enhancing talent pool quality, and providing data-driven insights.

Automated resume parsing, seamless third-party integrations, employer branding features, interview scheduling and offer letter automation are just some of the many features offered by the top ATS systems on the market.

Top ATS software can do the heavy lifting for your recruitment team, allowing them to focus more time and energy on higher level strategic tasks. 

We've been researching, reviewing and comparing applicant tracking systems since 2018 and update this article regularly. But we offer more than just research: Our writers have led recruiting operations and PeopleOps across industries.

We combine our direct, hands-on experience with rigorous research, product demos, user reviews, and the input of impartial, third-party experts to provide consistent, reliable, and helpful advice.

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Our Criteria: Here's How We Chose The Best Applicant Tracking Systems

To create and update our list of the best ATSs we regularly participate in product demos, gather user and expert feedback, and leverage in-house knowledge. We assess each product's performance on core functions, including job post distribution, candidate screening, interview scheduling, and analytics/reporting. In our view, the three most essential components that a best-in-class ATS systemmust score highly on are UX/UI, candidate experience, and integration/compatibility.

  • ‍Employer Experience: Posting a job should take less than 30 seconds, syndicating this job to job boards should be a simple push of a button, and viewing applicants should be as intuitive as using platforms like Trello.‍
  • Candidate Experience: Features like personalized communication, easy interview scheduling, and self-service portals for application status updates all enhance the candidate experience. Your talent acquisition team is also part of your public relations team, so it is critical to equip them with tech to ensure you maintain a strong reputation among all candidates, regardless of your hiring decision.‍
  • Integration and Compatibility: We assess each platform’s ability to integrate with other tools in a typical HR ecosystem. Limited integrations can be a massive drag on ROI: manually entering data or downloading CSVs just to upload them to your ATS, for example, is suboptimal at best.

To address the needs of companies of any size, we've included a few all-in-one solutions. In our experience, many companies with lean HR/TA teams and fewer than 500 employees are better off with a platform that combines applicant tracking with other capabilities like recruiting CRM, HRIS, or payroll software.

For more information on our methodology, read this article on how we evaluate HR tech vendors.

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Compare the Best Applicant Tracking Systems

Popularity Score
Best for
Key Differentiator
Pricing
Free Trial
Customers
Users Score
Product Score
4.5
Midsize and large teams focused on collaborative hiring
Feature-loaded ATS with onboarding component
Starts at $89/mo
Get pricing info
Yes
1,000+ companies
4.4
4.6
4.6
Mid-sized in-house TA teams scaling fast
Scalable org-wide workflow automations
Starts at $345/mo
Get pricing info
No
300+ companies
4.4
4.5
4.3
Orgs needing automation and sourcing in one ATS
Advanced recruitment automation and multilingual UX
Starts at $299/mo
Get pricing info
Yes
30,000+ companies
4.5
4.5
Phil Strazzulla
HR Tech Expert, Harvard MBA, Software Enthusiast

Need Help? Get Custom Recommendations for Best Applicant Tracking Systems

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Detailed Reviews of the Best Applicant Tracking Systems

Greenhouse

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Greenhouse
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Popularity Score
4.5 / 5
User Score
4.4 / 5
Product Score
4.6 / 5

Why we picked Greenhouse

Greenhouse is a feature-rich ATS system best suited for midsize and large teams. In addition to advanced scheduling, workflow customization, and numerous seamless HRIS integrations, the platform also includes a well-liked onboarding feature.

PROS

  • Onboarding module to ease the transition from candidate to new hire.
  • 300+ integrations with third-party solutions for numerous people ops needs.
  • Collaboration-enabling features distribute the hiring workload across multiple stakeholders. 
  • Customization options are plentiful, and template workflows are convenient.
  • Greenhouse's onboarding feature is built and executed well. New hires transition smoothly from candidate to employee.
  • iOS and Android apps work well for recruiters on the go. Users can review applications, schedule interviews, view candidates' profiles, and more.
  • 450+ third-party integrations.

CONS

  • Undisclosed prices, no free trial.
  • The reporting feature can be challenging to navigate.
  • Cost-prohibitive for budget-conscious teams.
  • A full focus on ATS and onboarding means it lacks core HR features.
  • Greenhouse’s pricing is undisclosed, and they do not offer a trial version.
  • Some users note that reporting customization is quite limited and difficult to navigate.
  • In-person/live support could be improved.

Greenhouse Review

Our editorial team has always had good things to say about Greenhouse. Several of us have used it extensively as members and leaders of TA teams, and our sentiments align with most of the users who tested the product for us: it’s easy to use, and it saves time.

Greenhouse ATS job ad market

The dashboard is reflective of the product’s name: greenhouse. It’s visually appealing and offers a clear view of the collection of candidates that need attention. The whole hiring team can see the upcoming interviews, applications to review, and task status overviews.

In our most recent experience using an updated version, we were impressed with the developments in the “interview kit”. The standardization of the interview process is a massive help in combating bias. Clear-cut qualification criteria for each interview stage result in employee confidence in decision-making and valuable insights for process improvement.

We like the pre-built templates for creating and posting jobs. We found that even users with minimal familiarity can post a job in about one minute.

For experienced users who have created their own hiring workflow, this task is reduced to seconds. Even the process of creating custom workflows is a drag-and-drop, super-streamlined affair.

Our writers with professional experience using this tool report that once you’re familiar with it, it basically runs itself. That’s an exaggeration, of course, but the sentiment stands: Greenhouse is a popular ATS because the product meets the needs of actual recruiting teams (and writers who used to be recruiters!).

With more than 300 partners, chances are good that they can connect you with any tool or service you need, and with their well-established place among top HR tech tools, you can count on a smooth, well-supported integration. However, some businesses prefer the simplicity and security of an all-in-one platform, which Greenhouse is not. There’s no right or wrong choice here, but we encourage you to evaluate what is right for your team carefully.

Greenhouse Customers

HubSpot, DoorDash, Dropbox, Wayfair.

Greenhouse Pricing

The starting price for Greenhouse is approximately $6,000 annually, based on information from our network. Standard contracts require a one-year prepayment, but discounted rates are available for those who prepay for two or three years.

Best For

Greenhouse is best for medium to large enterprises that emphasize collaborative hiring practices.

Greenhouse in action
Reviewer's Rating
7/10

Greenhouse helps keep all job orders organized. It tracks candidates and the number of applications received. It maintains scorecards, stores documents such as résumés and cover letters, and updates the status of each application. It also facilitates communication between managers, HR personnel, and recruiters throughout the interview process.

The tool offers a clear staging approach to determine a candidate’s status in the hiring process. Additionally, it generates reports for those who need access to hiring data.

What do you like about this tool?

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

Why did your organization buy this tool, and how long have you used it for?

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

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

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

What do you dislike about this tool?

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

How is this tool different than their competitors?

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

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

What Instructions should people think about when buying this type of tool?

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

How has this tool changed or evolved over time to meet users needs?

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

What specific type of user or organization is this tool very good for?

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

What specific type of user or organization would this tool not be a good fit for?

Greenhouse is not ideal for small organizations due to its high cost. It may also be unsuitable if integration with existing systems is likely to be complex or problematic.

Pinpoint

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Pinpoint
Learn More
Popularity Score
4.6 / 5
User Score
4.4 / 5
Product Score
4.5 / 5

Why we picked Pinpoint

Pinpoint has grown into a more powerful system than it was even a year ago. Its focus on workflow efficiency, candidate experience, and cross-team usability makes it a strong option for companies that want to streamline without losing control. It may not be ideal for every budget, but if you are running 30 or more hires a year, the time saved through automation alone could justify the investment.

PROS

  • Workflow Automations let teams scale repeatable tasks org-wide, not job-by-job.
  • Intuitive career site builder helps attract and convert candidates quickly.
  • Highly customizable workflows and referral tools.
  • Unlimited jobs and users across all pricing tiers.
  • Strong customer support via chat, email, or phone.
  • Pinpoint is an agile ATS that is highly customizable and values collaborative hiring.
  • It’s got a simple and transparent pricing structure.
  • Pinpoint offers unlimited jobs and team members in all of its plans.
  • Their customer service team is highly praised by users.
  • The career site builder is very robust, allowing teams to attract and convert the right talent.
  • There are over 100 HR software integrations to choose from, and Pinpoint’s team is adding 3-5 every month.

CONS

  • Employee onboarding comes at an additional cost.
  • Lacks a free version or trial, making hands-on exploration harder.
  • Bespoke integrations limited to Enterprise tier.
  • Pricing may be steep for startups or very small teams.
  • The employee onboarding module does cost extra.
  • It isn’t the best fit if you’re looking for the cheapest ATS.
  • There isn’t a free trial or free version at this time.
Screenshot of Pinpoint Applicant Tracking System Showing Latest Jobs and Candidates by Stage

Pinpoint Review

Pinpoint has become one of the more complete applicant tracking systems we’ve tested, especially for in-house recruiting teams that manage consistent or high-volume hiring. When we last reviewed the platform, its standout feature was the career site builder. That still holds true today. However, its recent product updates, particularly around workflow automation, have pushed it into a more scalable and strategic category.

The biggest change we noticed is the introduction of organization-level Workflow Automations. During our tests, we configured one automation for rejection emails and applied it across every open role.

Unlike older automation features that operated job by job, this system worked across the board. This made it faster to handle repetitive tasks and ensured that no step in the candidate journey was missed. Recruiters can now set up automations for interview invites, stage transitions, follow-ups, and even internal reminders. The real benefit is consistency. It reduced manual work without sacrificing personalization, especially when paired with custom templates.

Pinpoint ATS supports automation for applicant pre-screening purposes

We also tried out a few real-world use cases shared by their customer Article, including an automation that followed up with candidates who said they were open to relocation. Setting it up in our test environment was straightforward, and the logic held up when applied across multiple roles.

Another cool feature was the interview scheduling updates. You can now configure automatic email invites that send as soon as a candidate moves to the next stage. We liked that you can restrict these emails to send during working hours, which helped keep communication aligned with our team's time zones. It is the kind of quality-of-life feature that feels small but saves hours over time.

The career site builder is still one of the most intuitive we’ve used. One of our editors with no web development background was able to publish a branded careers page in under 30 minutes. The tool walks users through page creation step by step and includes prebuilt sections for open roles, culture messaging, and custom visuals. We also saw continued strength in the referral system. Internal employees can easily refer candidates and track their progress through a built-in dashboard.

Pinpoint has also added new integrations that support assessments and onboarding. For example, Outmatch brings candidate testing directly into the ATS system, and Planday allows new hire data to sync for a smoother transition into operations. During our trial, these integrations worked as described, though setup required a quick consult with their support team.

The only notable drawback is that while automation and UX are best-in-class, Pinpoint doesn’t offer a free trial, and onboarding tools come at an added cost. We should also warn you that this is not the cheapest platform on the market, but we think the ROI is clear for mid-sized or scaling companies who want modern, repeatable hiring workflows.

Pinpoint Customers

CoinShares, Pathways Global, Grant Thornton, Icario, Pivot Energy

Pinpoint Pricing

  • Growth Plan: Starts at $345/month (billed annually). Includes unlimited jobs and users, career site builder, analytics, integrations, and standard automations.
  • Enterprise Plan: Starts at $1,200/month. Adds multi-page career sites, multilingual support, bespoke integrations, onboarding features, and implementation support.
  • Startup Discounts: Available for companies with fewer than 50 employees.

Best For

Pinpoint is best for mid-sized and scaling in-house recruiting teams, especially those hiring for 30+ roles a year and looking to streamline operations with flexible, organization-wide automations.

Pinpoint in action
Reviewer's Rating
10/10

I created branded careers pages to strengthen our employer brand and attract more qualified applicants. I collaborated with hiring managers by assigning roles, collecting structured feedback, and coordinating interviews using shared scorecards.

The system’s automation features allowed me to send personalized messages to candidates. This reduced time-to-hire and improved overall candidate engagement. I also generated reports on source of hire, time-to-fill, compliance, and diversity metrics.

What do you like about this tool?
  • Pinpoint was very user-friendly.
  • It supported collaboration between HR teams and hiring managers.
  • The careers site and branding tools helped attract more qualified candidates and increased engagement with open opportunities.
  • Automation tools for candidate communication and interview scheduling saved a lot of time and improved the candidate experience.
Why did your organization buy this tool, and how long have you used it for?

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

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

What do you dislike about this tool?
  • Configuring workflows and integrations for the first time was very time-consuming.
  • Switching between roles or editing email templates was a bit confusing.
  • It had limited ability to pull data from multiple sites and systems.
How is this tool different than their competitors?

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

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

What Instructions should people think about when buying this type of tool?

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

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

How has this tool changed or evolved over time to meet users needs?

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

What specific type of user or organization is this tool very good for?

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

What specific type of user or organization would this tool not be a good fit for?

Pinpoint wouldn’t be a good fit for large companies with extensive recruitment operations and complex hiring needs.

Workable

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Workable
Learn More
Popularity Score
4.3 / 5
User Score
4.5 / 5
Product Score
4.5 / 5

Why we picked Workable

If you're a fast-growing SMB with multiple roles to fill and want one platform for job distribution, candidate comms, and basic HR support, Workable brings real value. And unlike many competitors, you can test it for 15 days without a sales call.

PROS

  • Offers native tools for sourcing, video interviews, assessments, and even Core HR, all under one roof.
  • Excellent recruitment automation capabilities for emails, pre-assessments, disqualifications, and self-scheduling.
  • AI job posting assistant supports tone adjustments, version control, and sentence-level edits.
  • Multilingual candidate interface supports French, German, Greek, Spanish, and Portuguese.
  • 290+ integrations and API access enable broader customization.
  • You can post jobs with one click to over 200 sites. You also get access to access to Workable’s talent pool with over 400 million profiles.
  • Workable has built-in cognitive and personality candidate assessment. The platform also has features for offer management, which means you can create offer letters and collect e-signatures without needing to use third-party tools
  • You can reduce unconscious hiring bias with Workable’s anonymized screening feature. It helps you hide identifying candidate information from the sourced and applied stages of the hiring process.

CONS

  • Employer-side dashboard is English-only, which limits backend accessibility for international teams.
  • Higher starting price compared to SMB-friendly competitors like Manatal or Wellfound.
  • Texting tool, video interviews, and assessments cost extra.
  • No built-in candidate profile auto-merge.
  • Workable doesn’t provide automated reference checking and onboarding features. 
  • Useful features such as candidate texting, video interviews, and assessments are not offered in any of Workable’’s plans and instead, sold separately.
  • Several users complained about the reporting feature not being detailed or customizable enough, and that the candidate search function could use more filters.
Screenshot of Workable ATS Showing Phone Screening Feature

Workable Review

We’ve followed Workable for years, but our latest hands-on test revealed a platform that has matured into one of the more thoughtful ATS options for fast-growing medium-sized businesses. Our demo began with the career site builder. The no-code builder felt intuitive and quick, and in under 10 minutes, we had a page that looked sharp and felt aligned with our brand, without needing design help.

UI of the applicant tracking system Workable

Where Workable really started to stand out was in its automation engine. We tested templates for thank-you emails, interview scheduling, and rejections. Setting up the logic took less than five minutes, and the personalization tokens (such as candidate first name or role title) were easy to insert. The real win was that we didn’t need to handhold every communication; Workable just got it done.

Another standout was the AI job description assistant. We prompted it for a Customer Support Manager job, and it returned a structured draft in seconds. But what impressed us was the control: we could shift the tone from formal to casual, revert to earlier versions, or even regenerate just one clunky sentence. It felt less like using ChatGPT and more like collaborating with a content editor.

On the inclusion front, Workable’s Language Kit was better than expected. One of our editors, who’s fluent in Spanish, reviewed the full candidate flow and found the translations to be accurate and appropriately localized. The anonymization tool also worked well, instantly scrubbing names and images from profiles. If you're serious about mitigating bias, this is a rare out-of-the-box feature that requires no IT lift.

There are trade-offs, however. One is pricing. Starting at $299 per month can be hard to justify for teams that don’t need the full range of tools. We also encountered issues with duplicate applicants. There is no auto-merge, so users may have to reconcile histories manually – an oversight that could complicate high-volume hiring.

Another mixed bag is the built-in sourcing tool. Although the ATS system surfaced a decent set of passive candidates during our trial (75 views included), it lacked the depth and granularity we’ve seen in dedicated sourcing platforms like Fetcher or Gem. So while it’s fine for occasional outbound efforts, we don’t think it can replace your sourcing stack if you hire aggressively.

Workable Customers

Workable has been used by over 30,000 organizations, including Sephora, Forbes, Bevi, Moodle, and Navarro.

Workable Pricing

Workable pricing starts at $299 per month for its recruiting module, which includes applicant tracking system software, and $349 when bundled with HRIS.

Best For

Workable’s ATS is best suited for teams scaling fast or hiring internationally.

Workable in action
Reviewer's Rating
8/10

We leverage Workable's platform to broadcast job opportunities across a wide range of prominent channels, such as Indeed, LinkedIn, Facebook, Google, and Glassdoor, ensuring maximum visibility for our job postings.

Upon receiving applications, Workable enables me to assign specific roles to the relevant hiring manager within our organization, streamlining the recruitment process.

Each hiring manager uses Workable's intuitive interface to assess candidate profiles, review CVs, and track application progress from a centralized dashboard.

This collaborative approach fosters transparency and accountability, engaging all stakeholders in the hiring process.

What do you like about this tool?

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.

Why did your organization buy this tool, and how long have you used it for?

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.

What do you dislike about this tool?

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.

How is this tool different than their competitors?

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.

What Instructions should people think about when buying this type of tool?

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.

How has this tool changed or evolved over time to meet users needs?

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.

What specific type of user or organization is this tool very good for?

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.

What specific type of user or organization would this tool not be a good fit for?

Workable may not be the best fit for very large enterprises with complex organizational structures and extensive hiring requirements, which may need more advanced features and customization options. Additionally, highly regulated industries such as healthcare, finance, or government may require specialized ATS solutions tailored to their specific regulations and security standards.

ClearCompany

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ClearCompany
Learn More
Popularity Score
4.2 / 5
User Score
4.5 / 5
Product Score
4.3 / 5

Why we picked ClearCompany

Launched in 2004, ClearCompany is an established platform that has kept pace with leading-edge HR tech. During our hands-on evaluation of the ATS, we found a comprehensive set of “talent management” features assembled into a logical and seamless workflow recruiting teams need.

PROS

  • Multiple pricing options and add-on features.
  • Intuitive UI across multiple HR modules.
  • Numerous reports of a smooth implementation and attentive customer support.
  • ClearCompany offers a host of HR solutions that work well with another. You can choose the solution you need or combine them all to have a comprehensive talent management platform in your stack. 
  • The majority of users find ClearCompany’s interface to be quite intuitive and easy to navigate. 
  • Many users have highly rated ClearCompany’s support team for speed and quality of response. Several users have also reported a smooth implementation experience.

CONS

  • Undisclosed pricing, no free trials.
  • Some users felt underwhelmed by the customization options of the reporting feature. 
  • The candidate search function is reported to be somewhat unreliable.
  • No mobile apps.
  • ClearCompany’s pricing is not readily available on their website. You also can’t create a trial account on your own from the website and have to go through the sales team for more info. 
  • Some users felt that the reporting feature is limited in customizations.
  • According to a few users, the candidate search function doesn’t always bring up the correct candidate(s) and could use some improvement.
  • ClearCompany doesn’t currently have a mobile app, but the platform is well optimized for mobile use both for hiring managers and candidates.

ClearCompany Review

ClearCompany is a talent management suite with an ATS feature that can be purchased as a stand-alone product or as part of the comprehensive HR tech toolset. Numerous configurations and pricing options are available so companies can create a plan that meets their needs and suits their budget.

ClearCompany ATS’s candidate sourcing dashboard

We review all types of HR tech, but our team has a lot to say about applicant tracking systems. In fact, during our in-house evaluation, we found that several of us had extensive professional experience using this platform in previous positions. The consensus: the ATS software works best within ClearCompany’s suite, but it is a super-solid ATS on its own.

Some standouts include the user interface, which is uniquely modern for a company founded in 2004. We were specifically impressed with the onboarding workflows, which transitioned candidates into new hires in just a few clicks.

That said, we definitely are not a fan of the ATS’s candidate search. When testing against multiple filters—skills, keywords, location—we occasionally had to tweak searches more than expected to surface the right profiles. This could slow things down for TA teams who rely heavily on boolean strings or need to sort through large volumes of applicants quickly.

Another consideration: ClearCompany doesn’t currently offer a mobile app for recruiters or hiring managers. In an increasingly mobile-first world, this absence could be a drawback for teams that need to approve reqs, review resumes, or message candidates while on the move. That said, the browser experience is responsive, and we didn’t encounter any major limitations using it on mobile devices. Still, dedicated apps tend to offer faster workflows, and it’s something we hope to see added down the line.

ClearCompany Customers

Mitsubishi Electric, Chick-fil-A, Goodwill, Axiom Bank, Bios, FlixBrewHouse, and Halco.

ClearCompany Pricing

ClearCompany pricing starts at $60 per user per month.

Best For

ClearCompany is among the top ATS platforms for mid-sized teams that only require an ATS, as well as large organizations that can afford the entire suite.

ClearCompany in action
Reviewer's Rating
2/10

I used ClearCompany primarily to assess candidates, conduct interviews, refer them to hiring managers, and hire new staff. Applicants would enter basic information in the application, then upload their resumes. Many skipped fields related to dates, credential expirations, and job history details.

The system setup lacked properly configured fields to guide the process. I used it to initiate hires, which then moved the employees into the payroll system and required them to fill out paperwork—most of which remained on paper.

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

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

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

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

What do you dislike about this tool?

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

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

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

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

How is this tool different than their competitors?

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

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

What Instructions should people think about when buying this type of tool?

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

How has this tool changed or evolved over time to meet users needs?

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

What specific type of user or organization is this tool very good for?

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

What specific type of user or organization would this tool not be a good fit for?

ClearCompany is not a good fit for larger organizations. Collaborating across departments to manage new hires becomes too complex, especially with smaller HR teams.

VidCruiter

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VidCruiter
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Popularity Score
4.1 / 5
User Score
4.5 / 5
Product Score
4.2 / 5

Why we picked VidCruiter

VidCruiter is known chiefly for video interviews, but the platform also offers a solid ATS solution and Quick Apply, a hit feature with both TA teams and candidates.

PROS

  • VidCruiter can be fully customized to meet specific recruiting needs.
  • Easy to use for both job seekers and recruiters.
  • Works on all devices. No app installation is needed.
  • Quick Apply feature lets candidates apply directly from Indeed and LinkedIn and auto-syncs the candidate's info to the user’s existing ATS.
  • Dedicated client success manager, 24/7 applicant support,  phone, email, and live chat.
  • Scalable and customizable — users pay for what they need and can purchase more features as they grow.
  • Robust pre-recorded and live video interviewing with advanced automation.
  • Browser-based, so it works across devices without installing apps.
  • Available for recruiters in eight languages and supports job seekers in dozens more.
  • 24/7 live agent support, assigned account manager, and on-demand training.

CONS

  • Some users reported that implementation was time-consuming.
  • Advanced search and technical skills testing features within the assessment module leave room for improvement.
  • There is no trial version, and no price is listed on their site.
  • Because the product is feature-rich and highly customizable, the implementation phase can be time-consuming.
  • Advanced search and technical skills testing features within the assessment module leave room for improvement.
  • No free or trial version.
  • Undisclosed pricing.

VidCruiter Review

VidCruiter has been a significant player in the video interviewing software market for years, but the platform is less well-known for its ATS. However, our research proves the ATS system is robust enough to be listed among other top vendors in the space.

Vidcruiter ATS application process

The platform balances the needs of those on both sides of the interview pipeline. TA teams are well-equipped with highly customizable features like job posting, pre-screening, interview scheduling, and real-time reports, and applicants are met with a user experience that was clearly designed with them in mind.

For a glimpse of team culture, vision, and values, users can build a custom career site that delivers a branded digital experience to candidates. The site editor is simple to use, and in our in-house testing, we managed to set everything up without help from the IT or VidCruiter support team. One feature of note: when a candidate accesses a career page supported by VidCruiter, the platform automatically generates recommendations for jobs available near them.

Quick Apply benefits both employers and candidates. With this feature, TA teams can rev up the hiring process without implementing a new ATS, so it’s perfect for teams on a budget. It is also helpful for those counting down the hours left on an ATS contract they don’t plan to renew. The platform offers job seekers the convenience of applying directly from portals such as LinkedIn and Indeed.

The assessment module, however, does lack some of the refinements we’ve seen in competitors that specialize in pre-hire evaluations. If you’ve used tools like HackerRank or CoderPad, you’ll agree with us that VidCruiter’s technical skills testing felt somewhat basic, and the search function didn’t always return the most relevant matches when trying to filter candidates by keyword or tag.

We also want to flag implementation time. A few users we spoke with mentioned the setup process was more time-intensive than expected, particularly for organizations building out multiple workflows or complex interview steps. While VidCruiter does provide a dedicated onboarding rep, it’s not quite a plug-and-play solution if you need to launch in a matter of days.

VidCruiter Customers

VidCruiter is used by over 100,000 recruiters, including Lowe’s, Lionsgate, Samsung, Bears, US Foods, and the United Nations.

VidCruiter Pricing

VidCruiter prices start at $1,000 annually, according to our sources. 

Best For

VidCruiter is a perfect ATS for large companies (U.S.-based and otherwise) hiring 100+ people annually. At the same time, the VidCruiter Quick Apply tool is an excellent pick for smaller companies that want to streamline their hiring process without going separate ways with their current ATS.

VidCruiter in action
Reviewer's Rating
10/10

At Synergized HR, we used VidCruiter primarily to manage and streamline the candidate screening and interview process for our clients. We began by customizing pre-recorded video interview questions that aligned with each specific role and company culture.

This allowed candidates to complete interviews on their own time, and our team could review responses more efficiently. We also used the platform’s rating system and automated workflows to collaborate with hiring managers and ensure consistent evaluations.

In addition, VidCruiter helped us stay organized and compliant by securely storing candidate data and tracking each step of the hiring process.

What do you like about this tool?
  • The ability to customize everything—from questions to workflows—made it easy to match each client’s hiring process.
  • The pre-recorded interviews allowed candidates to respond on their own schedule, which saved our team time on coordination.
  • The platform kept all data secure and organized, reducing the stress of staying compliant.
Why did your organization buy this tool, and how long have you used it for?

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

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

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

What do you dislike about this tool?
  • The initial setup took time and involved a learning curve before we were fully comfortable using all features.
  • The user interface could be more intuitive, as navigating between sections can feel clunky.
  • The reporting and analytics tools could be more customizable to better suit our specific tracking needs.
How is this tool different than their competitors?

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

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

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

What Instructions should people think about when buying this type of tool?

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

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

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

How has this tool changed or evolved over time to meet users needs?

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

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

What specific type of user or organization is this tool very good for?

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

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

What specific type of user or organization would this tool not be a good fit for?

VidCruiter may not be a good fit for small organizations or startups with limited hiring needs, as the platform can be more complex and costly than simpler alternatives. It’s also not ideal for companies without the resources to customize and maintain the tool.

For businesses that prefer a traditional, in-person hiring approach with minimal digital tools, VidCruiter may not align with their process.

Manatal

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Manatal
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Popularity Score
4.2 / 5
User Score
4.7 / 5
Product Score
4.2 / 5

Why we picked Manatal

Manatal made our top ATS list because it's budget-friendly, AI-equipped, and offers transparent pricing—no need to call a sales rep just for a ballpark figure.

PROS

  • Among the most affordable ATS options in the market. Offers a 14-day free trial.
  • Easy to use with drag-and-drop enabled pipelines.
  • Native AI-based recommendations feature.
  • Web-based, so it works on multiple devices.
  • Free data migration from your existing hiring software.
  • Boolean Search and Advanced Search can now be used together.
  • Manatal is quite affordable and offers a 15-day free trial for users to test it out before making commitments.
  • Manatal is fairly easy to use. It features drag-and-drop enabled pipelines for candidate organization.
  • Manatal’s AI-based recommendations feature can save hiring managers quite a bit of time. It’s able to scan job descriptions then search a users talent pool and bring up candidates most suited for the job.

CONS

  • The AI recommendations feature only works well in English.
  • There are no free plans.
  • ADP and Zapier integrations are restricted to top-tier plans.
  • The AI recommendations feature works best with resumes that are in English, and doesn’t work as accurately with other languages according to several users’ feedback. Several users have also complained about Manatal’s interface only being available in English and that career pages cannot be published in languages other than English and Spanish. 
  • Manatal doesn’t offer a free plan. We mention this as a con as several SMB-geared ATSs do offer a free-forever verison, and that puts Manatal slightly behind competition. 
  • Manatal doesn’t offer prebuilt integration modules. They do have an open API that allows users to plug in third-party products and custom tools, but that required a bit more time and technical knowledge to accomplish. It’s also worth mentioning that only Custom plan customers can access Manatal’s API and Zapier integration. Customers on the Professional and Enterprise plan cannot.
  • Users can search for candidates via Boolean Search or Advanced Search, but cannot combine the two search methods together. E.g users cannot use the Boolean search operators (AND, OR and NOT) within Manatal’s Advanced Search tab.
Screenshot of ATS Manatal on candidate profile dashboard

Manatal Review

As HR tech editors with years of working experience as recruiters and HR professionals, we understand the importance of finding the right talent efficiently, and Manatal has proven to be a valuable tool in this regard.

The first on our thumbs-up list is that it’s budget-friendly. We appreciate the transparency in pricing, as there is no need to contact sales just to get a ballpark figure. The platform offers a 14-day free trial.

Using Manatal was straightforward, thanks to its user-friendly interface and the convenience of drag-and-drop-enabled pipelines. The AI-based candidate recommendations feature is a time-saver. It compares job descriptions' language to skills listed by individuals in the talent pool.

Manatal ATS’s candidate search dashboard

Manatal is web-based, so it is compatible with multiple devices. The ability to migrate data from our existing hiring software was also a welcome feature that made for a smooth transition.

They have also begun offering free, live training webinars and introduced several product enhancements in the past year. A key feature update is the Advanced Search, which now supports a blend of Boolean and Semantic search, providing options for Required, Preferred, and Must Not criteria to enhance precision.

We encountered a few limitations during our evaluation. The AI recommendation feature does not operate well in languages other than English, and Manatal lacks a free version. Integration is limited, and ADP and Zapier integrations are restricted to top-tier plans.

Manatal Customers

Unilever, Coca-Cola, Panasonic, Ogilvy, Toyota.

Manatal Pricing

Manatal pricing starts at $15 per user per month. More specifically:

  • Professional: This plan costs $15 per user per month for up to 15 jobs per account and 10,000 candidates. Customers on this plan can add unlimited guests.
  • Enterprise: This plan costs $35 per user per month for unlimited jobs per account and unlimited candidates and guests.‍
  • Enterprise Plus: This plan costs $55 per user per month and includes all Enterprise features, user groups, open API access, SSO log-in, priority support, and access to Beta features.
  • Custom: Pricing upon request.

Best For

Manatal is best for small businesses experiencing headcount growth due to its affordability and scalability.

Manatal in action
Reviewer's Rating
7/10

I used Manatal for creating webpages to attract candidates, posting jobs to multiple job boards and social media platforms from one location, and tracking candidates through the screening process. It facilitated communication and scheduling for team members involved in hiring, ensuring everyone was informed and coordinated. The analytics and reports feature was instrumental in evaluating hiring timelines and identifying the most effective sources for candidates. This functionality allowed us to refine our recruitment strategy and make informed decisions on where to invest in promoting positions.

What do you like about this tool?

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.

Why did your organization buy this tool, and how long have you used it for?

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.

What do you dislike about this tool?

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.

How is this tool different than their competitors?

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.

What Instructions should people think about when buying this type of tool?

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.

How has this tool changed or evolved over time to meet users needs?

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.

What specific type of user or organization is this tool very good for?

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.

What specific type of user or organization would this tool not be a good fit for?

For small businesses with minimal hiring needs, Manatal may not be cost-effective due to underutilization of its features. Conversely, very large companies requiring extensive customization and complex recruitment workflows might find Manatal's capabilities too basic for their needs.

AvaHR

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AvaHR
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Popularity Score
4.2 / 5
User Score
4.6 / 5
Product Score
4.1 / 5

Why we picked AvaHR

AvaHR left a lasting impression on us with how much the ATS cares about making things easy for users and helping teams work together better. Its Pipeline Triggers take care of mundane tasks that come up during the hiring process, while the Shared Inbox keeps all the messages, questionnaires, and scorecards coming in safe and sound.

PROS

  • Intuitive UXUI with Pipeline Triggers that automate repetitive actions based on a candidate's stage, such as sending thank-you emails or requesting hiring team feedback.
  • Shared Inbox provides team access to incoming messages, questionnaires, and scorecards in one location.
  • Data migration service is available at no additional cost.
  • Transparent pricing, free trial available.
  • Culture Profiles let you add videos, photos, and text to showcase your company's work environment.
  • Pipeline Triggers automate repetitive actions based on a candidate's stage, such as sending thank-you emails or requesting hiring team feedback.
  • Custom questionnaire builder for candidate pre-assessments.
  • Data migration service is available at no additional cost.
  • Transparent pricing, free trial available.

CONS

  • A credit card is required to sign up for a free trial.
  • Some of the classic ATS features like resume parsing, interview scheduling, and custom search are currently unavailable.
  • Other features, like eSignatures and employee referrals, cost extra to use.
  • No free plan, a free trial requires a credit card.
  • Pricier than competitors like Loxo and Zoho Recruit.
  • Additional charges for features like eSignatures and employee referrals.
  • Interview scheduling feature is unavailable (still in development).

AvaHR Review

After testing AvaHR, we were struck by its thoughtfully designed interface and how easy it made every step of the hiring process. From the moment we logged in, we could tell the team behind this ATS system had put serious effort into crafting a user experience that’s intuitive yet powerful.

AvaHR ATS’ customizable pipeline stages

A standout feature right from the start was the Pipeline Triggers. Based on where an applicant is in the process, it can automate tasks like sending thank-you emails or requesting feedback from the team— to spare recruiters from the mundane, easy-to-miss details.

The design of the Candidates section is also really nice. It offers a bird' s-eye view of all applicants' key information, including their application dates, hiring stages, and contact details. During our tests, the filter function worked great for narrowing down candidates by job title, department, and other criteria. The only minus was that we couldn’t find any advanced options like Boolean searches.

On par with other robust ATS systems, AvaHR's candidate communication features let us send emails and SMS messages directly from the platform. For these workflows, you can use templates and bulk actions to make things fasyer. Our favorite, though, was the Shared Inbox. It kept all incoming messages, questionnaires, and scorecards, which made it much easier to manage candidate interactions and keep the team aligned.

However, we noticed that the interview scheduling feature was absent at the time of this review. Thankfully, it’s already on the vendor’s roadmap. We’ll keep you posted on how this feature plays out once it’s released.

We think AvaHR should also improve its integration capabilities a bit more since seven options are a modest number compared to other platforms we’ve evaluated.

And while the team offers free data imports if you’re migrating from another ATS (which we love), we can’t say the pricing is as competitive as some competitors like Zoho Recruit, considering there’s no free plan and some features, such as eSignatures and employee referrals, will come with extra fees.

AvaHR Customers

1,000+ companies, including Redirect Health, BuzzRX, and State Farm.

AvaHR Pricing

AvaHR offers 3 pricing plans: Starter at $89 per month, Grow at $179 per month, and Pro at $279 per month (billed annually).

Best For

Avatar’s ATS software is best for US-based companies with more than 100 employees.

AvaHR in action
Reviewer's Rating
10/10

We use AvaHR almost daily as part of our ongoing recruitment efforts at Impression Foot and Ankle. It serves as our central hub for posting job ads, managing open roles, and screening applicants.

One of the most valuable workflows for us is the automated candidate communication, which keeps applicants informed and engaged without requiring manual follow-up. We also rely heavily on AvaHR’s customizable hiring stages, which help us move candidates through the pipeline smoothly and consistently.

The platform’s collaboration tools allow multiple team members to leave feedback and ratings, making it easier to make quick, informed hiring decisions. It has become an indispensable part of how we attract and evaluate top clinical and administrative talent.

What do you like about this tool?
  • AvaHR’s automated candidate communication saves us hours each week by keeping applicants informed and engaged without manual effort.
  • The customizable hiring pipelines make it easy to tailor workflows to different roles across our clinics.
  • The user interface is clean and intuitive, enabling our team—from admins to hiring managers—to collaborate easily without extensive training.
  • Their customer support is responsive and helpful, making implementation and ongoing use smooth and efficient.
Why did your organization buy this tool, and how long have you used it for?

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

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

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

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

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

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

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

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

What Instructions should people think about when buying this type of tool?

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

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

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

How has this tool changed or evolved over time to meet users needs?

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

What specific type of user or organization is this tool very good for?

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

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

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

What specific type of user or organization would this tool not be a good fit for?

AvaHR may not be ideal for very large enterprises that require a comprehensive all-in-one HRIS with extensive payroll, benefits administration, and compliance management.

Organizations with highly complex or heavily regulated hiring processes might find its customization options limited compared to more robust enterprise-level solutions.

BambooHR

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BambooHR
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Popularity Score
4.5 / 5
User Score
4.5 / 5
Product Score
4.4 / 5

Why we picked BambooHR

We love how this ATS system operates within Bamboo’s larger HR Suite. We found seamless workflows between the applicant tracking software and other core HR features. The simplicity makes for ease of use, and helps ensure compliance.

PROS

  • This is one of the few solutions that allow you to do month to month pricing, a nice option to have!
  • Free 7-day trials are available (and you can definitely extend these another week or so if needed).
  • The mobile app works well and offers built-in application review, communication, and collaboration features.
  • They have a ridiculously fast response time on customer success queries, less than 2 minutes in our experience.
  • Flexible packaging and custom pricing is the way they roll. You can pick out one or two packages and pick other modules as add-ons based on your needs. 
  • Very simple and straightforward tool, easy to use.

CONS

  • If you go over your allotted time for customer support, you will pay extra.
  • Customer support availability is restricted to U.S. business hours, potentially causing delays in addressing urgent concerns for international users.
  • Certain modules like time tracking, performance management, and surveys are only accessible as add-ons, requiring additional investment if you want more HR functionality.
  • Payroll is only available for US-based employees 
  • Customer support is only offered during US business hours.
  • Some modules like time tracking, performance management, and surveys are only available as add-ons.

BambooHR Review

We’ve led TA teams, so we know the pressures growing orgs face. The fast pace can result in hasty decisions, which lead to problems down the road in terms of efficiency and compliance. 

BambooHR offers ATS within its HRIS package

This ATS, built into the Bamboo suite, gets around the problem of siloed employee data. On top of this, we were also impressed with some specific features. 

We used the app version on Android and iOS devices and found it easy to navigate workflows like posting jobs, viewing resumes, communicating with candidates and hiring managers, and scheduling. We know that if you’re a recruiter, your job probably has you on the run, so the well-built app is a big plus. 

The cloud-based web version was also impressive. We were guided through each step of a standard hiring process without any confusion, and we found it easy to customize workflows when we tested the simplicity of creating our own. Ease of access to other elements of the suite highlights one of the biggest advantages: not only is it easier to be productive when all employee data is in one place, but it’s also much safer if you don’t have to move information across platforms manually. It’s more secure and less prone to human error.

However, it is important to clarify that BambooHR has always been more focused on human resources management layer rather than recruiting. As a result, while the HR software is unarguably among the most sophisticated offerings on the market, the ATS can be quite basic compared to dedicated solutions such as Greenhouse and Pinpoint.

We also think international teams should proceed with caution. Given that BambooHR’s support hours are limited to standard U.S. business times, it’s not ideal for teams that require 24/7 support across multiple time zones.

And while the UI is generally intuitive, some workflows, such as customizing onboarding checklists or adjusting user permissions, did take more time to figure out than we expected.

BambooHR Customers

Among the 30,000+ companies who use BambooHR are names like Quora, Universal Group, Reddit, Asana, Change.org, University of Maryland, Grammarly, Stance, Postmates, Wistia, the Jacksonville Jaguars, and ZipRecruiter.

BambooHR Pricing

BambooHR pricing starts at $3,000 and is based on a per-employee per-month model. We've seen companies pay as low as $8, but typically between $12 and $14 per employee per month if they use the full HRIS with a few other modules.

Best For

BambooHR works best for SMBs seeking an all-in-one ATS and HR suite that can take care of the entire employee lifecycle. 

BambooHR in action
Reviewer's Rating
9/10

We use BambooHR every day. I use it to process payroll, make changes to employee profiles (personal and employment information), and review timesheets and time-off requests. Our employees use it to clock their hours, check their pay stubs, and request time off. We also use BambooHR for hiring purposes, though not on a weekly basis.

What do you like about this tool?
  • It has a modern, user-friendly interface that is very intuitive.
  • Every section of BambooHR is customizable.
  • It consolidates payroll, HR, benefits, and performance management in one place.
Why did your organization buy this tool, and how long have you used it for?

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

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

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

What Instructions should people think about when buying this type of tool?

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

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

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

How has this tool changed or evolved over time to meet users needs?

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

What specific type of user or organization is this tool very good for?

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

What specific type of user or organization would this tool not be a good fit for?

Perhaps a large corporate organization, though I can’t say for certain. BambooHR is not a very formal platform in its approach or language. Certain sectors of the corporate world may find it too informal, dynamic, or playful.

Trakstar Hire

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Trakstar Hire
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Popularity Score
4 / 5
User Score
4.3 / 5
Product Score
4.1 / 5

Why we picked Trakstar Hire

Trakstar Hire is highly customizable. The ATS provides a single plan that includes all its features without limits, making it an excellent choice for mid-sized businesses.

PROS

  • Highly customizable workflows that make navigating the hiring process easy.
  • Unlimited job posts.
  • Management must-haves are built-in, letting users create offer letters and collect e-signatures without integrating with other tools.
  • Trakstar Hire’s recruitment workflows are highly customizable. You can edit them as needed to reflect your company’s hiring process. 
  • You can post as many jobs as needed with Trakstar Hire without any limitation. 
  • Trakstar Hire has offer management tools built-in. Users can create offer letters and collect e-signatures within Trakstar Hire without needing to integrate it with third-party tools.

CONS

  • Limited integration options with third-party HRIS and payroll solutions.
  • All-or-none plan: customers may pay for features they don’t use.
  • No free trials. Undisclosed pricing.
  • Trakstar Hire has limited integration options with third-party HRIS and payroll solutions. 
  • Several users have complained about being unable to sort candidates and search results in an order other than displayed.
  • Trakstar Hire isn’t a scalable platform; they have a single plan, all features included, which means customers may end up paying for features that they don’t need. 
  • Trakstar doesn’t publically list their pricing nor allows visitors to create trial accounts directly from the website, which is unusual for a software solution aimed at mid-market companies.

Trakstar Hire Review

Trakstar Hire (formally RecruiterBox) is a web-based ATS system for midsize companies. Our experience navigating the platform was quite positive. The platform supports unlimited job posting on multiple job boards and social media sites. Users can sponsor those listings for maximum visibility and receive resumes through customizable application forms.

Trakstar Hire ATS setting dashboard

We especially liked that customizing the workflow takes just a few clicks. They’ve done a great job balancing ease of navigation with numerous features and configurations available.

Trakstar Hire’s automation stood out as we tested the tool. Once resumes are in, the platform parser automatically extracts candidates’ details and creates profiles in seconds.

The offer management feature is well-made. We especially liked the offer letter templates that were ready to send after just a few tweaks for personalization: end-to-end, we created a mock template in less than 5 minutes. It also manages e-signatures without third-party integration.

However, when the need arises to connect to a third party, Trakstar Hire’s integration abilities are a relative letdown.

They have covered some of the critical basics with the following apps: Namely, BambooHR, Slack, Checkr, QuickBooks, PandaDoc, G Suite, and Outlook/Office 365 Calendar, but we hope more integrations are in the works!

Trakstar Hire Customers

Makita, Couchsurfing, Lonely Planet, Untappd, Quality Ironworks.

Trakstar Hire Pricing

Our sources indicate that Trakstar Hire has a starting price of $199 per month.

Best For

Trakstar Hire is best suited for medium-sized businesses that hire regularly.

Trakstar Hire in action
Reviewer's Rating
3/10

With my last employer, I used Trakstar regularly as part of our performance management and employee development workflows.

I primarily used it to facilitate performance reviews, track employee goals, and manage 360-degree feedback sessions. These workflows allowed us to centralize data, monitor progress on key objectives, and provide consistent, constructive feedback to employees.

Another key workflow was using Trakstar’s analytics to identify trends in performance and engagement, which helped inform strategic decisions about training and workforce development.

The last time I used Trakstar was about three months ago, and it proved valuable in streamlining these HR processes while enhancing transparency and accountability within the team.

What do you like about this tool?
  • Trakstar makes performance management simple by offering an intuitive platform for setting goals, tracking progress, and conducting reviews efficiently.
  • The 360-degree feedback feature provides a well-rounded view of employee performance, ensuring input from multiple perspectives to support development.
  • Its analytics and reporting tools deliver actionable insights that help identify trends, improve decision-making, and align employee objectives with organizational goals.
Why did your organization buy this tool, and how long have you used it for?

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

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

What do you dislike about this tool?
  • Trakstar’s interface, while functional, could be more visually modern and customizable to enhance user experience.
  • The system occasionally requires additional manual inputs, especially when integrating with other HR tools, which can be time-consuming.
  • Reporting capabilities, though helpful, sometimes lack advanced customization options for more specific or complex analytics needs.
How is this tool different than their competitors?

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

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

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

What Instructions should people think about when buying this type of tool?

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

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

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

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

How has this tool changed or evolved over time to meet users needs?

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

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

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

What specific type of user or organization is this tool very good for?

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

What specific type of user or organization would this tool not be a good fit for?

Trakstar is not a good fit for large companies and enterprises.

Ashby

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Ashby
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Popularity Score
4 / 5
User Score
4.4 / 5
Product Score
4.1 / 5

Why we picked Ashby

Ashby offers the entire TA tech stack: ATS, CRM/Sourcing, Scheduling, and Analytics—an excellent recruiting solution for fast-growing companies.

PROS

  • Analytics dashboard with crucial statistics on all aspects of your hiring process.
  • Flexibility and ability to customize across almost all aspects of the platform.
  • Consolidated ATS, CRM, Scheduling, and Analytics.
  • Fast data migrations, no setup fees.
  • Your TA team can have one system that truly has best-in-class options for ATS, CRM, Scheduling, and Analytics.
  • Flexibility and ability to customize across almost all aspects of the platform
  • Their analytics dashboard is great to understand weaknesses in your hiring process, conducting capacity planning, or determining which teams are running suboptimal hiring processes.

CONS

  • This is a powerful product, and understanding all the different features can take some time.
  • No multi-lingual support.
  • Your company must use G Suite in order to make the most of Ashby
  • No multi-lingual support
  • This is a powerful product, and it can take a bit of time to understand all the different features

Ashby Review

Ashby is an all-in-one TA solution that combines your recruiting CRM, ATS, sourcing, scheduling, and analytics into one platform.

Ashby ATS provides interview plan builder

We recently met with Ashby’s to look at recent product developments, and what stood out is how easy they have made it to re-engage with former applicants. If our experience working in recruitment positions has taught us anything, it is that efficiency is essential.

We see it like this: you’re wasting time and effort if you don’t maintain a connection with former candidates because these folks are primed, familiar, and pre-vetted members of your talent pool.

Some are “silver medalists” or applicants who made it to the offer stage, and others may possess a unique skill or trait that your current team is lacking. Ashby can create custom attributes to filter your talent pool, so you’ll never lose touch with “good fit, bad timing” candidates.

We would recommend this ATS system to TA teams seeking powerful reporting capabilities. Ashby’s reports are highly customizable, track all data points throughout your hiring process in real-time, and are easy on the eye.

We also noticed that Ashby has consistently worked hard to improve its product based on user feedback. Check out their blog page, and you’ll see that the ATS literally rolls out new features every month.

Regarding implementation, it takes SMBs a few days and larger organizations 6-8 weeks to get Ashby up and running. The ATS doesn’t charge for data migrations and system setup, and according to our research, Ashby’s customer support and success teams have been immensely helpful in making the switch a seamless experience.

Ashby Customers

1,000+ customers, including Quora, Deel, and Ramp.

Ashby Pricing

Ashby costs between $300 and $900 per month for teams with no more than 100 employees.

Best For

Ashby works best for companies at the hyper-growth stage.

Ashby in action
Reviewer's Rating
6/10

I use it daily as an ATS. It holds candidate information from resumes to interview scorecards. I also use it to help schedule interviews.

What do you like about this tool?

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.

Why did your organization buy this tool, and how long have you used it for?

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.

What do you dislike about this tool?

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.

How is this tool different than their competitors?

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.

What Instructions should people think about when buying this type of tool?

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.

How has this tool changed or evolved over time to meet users needs?

I think they have not evolved much.

What specific type of user or organization is this tool very good for?

Seed Startups to Small Startups

What specific type of user or organization would this tool not be a good fit for?

Enterprise-sized companies

Recruit CRM

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Recruit CRM
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Popularity Score
4.1 / 5
User Score
4.7 / 5
Product Score
4.4 / 5

Why we picked Recruit CRM

Recruit CRM is priced at $85 per user per month for unlimited open jobs, Chrome sourcing extension, AI resume parsing, advanced search, deal pipelines, client portal, and invoicing—just about everything one would need for their staffing firm.

PROS

  • Multi-lingual, agency-oriented ATS and recruiting CRM tool.
  • Transparent, scalable pricing structure. Generous free trial offerings.
  • Zapier and Integrately integrations enable access to 5,000+ third-party tools.
  • Live chat support, unlimited training, and dedicated account manager for all plan users.
  • No extra fees required for basic data migration that includes importing Excel/CSV files with candidates & clients. During the implementation process of this software, the customer service personnel will help transfer your data for free.
  • Great customer service. Their average response time is under two minutes.
  • Powerful Linkedin Integration & Executive/Recruitment Report PDF Generator to save time
  • Tons of resources made available to users including blogs and articles that give you all the information you need to know about how the software works, job description templates to help you get acquainted with all the possible job openings you will be looking to close, and a glossary that gives you the A-Z of recruitment practices.

CONS

  • Native AI candidate matching limited to 2 matches per candidate for Pro plan users.
  • Not the best fit for in-house recruiting.
  • No referral management system.
  • Limited native integrations. Recruit CRM only integrates natively with LinkedIn, Zapier, Logic Melon, some email apps, and Google and Outlook calendars. If you want to run background checks, for example, using Checkr or other background verification platforms, you won’t be able to do that unless you use Zapier’s API extension.

Recruit CRM Review

If we were seeking potential candidates within our large internal talent database, we'd turn to Recruit CRM once again. This feature lets you combine text filters, Boolean, and radius search to get the best results. You can even mark unavailable talent (e.g., those currently hired by other clients) as “off limits” so your team won’t find them and communicate with them by mistake.

Recruit CRM’s candidate pipline by jobs dashboard

One common approach we see in most ATS to keep candidate data fresh and accurate is the use of Social Enrichment—the software auto-enriches candidate profiles with their available social media accounts. Recruit CRM does not offer such a feature. Yet, it allows users to bulk or individually email candidates to update their application info. Once candidates submit the form, the data is auto-pulled into the ATS system. While this process may not be entirely automatic, it does simplify the work of maintaining talent data and, just as importantly, ensures GDPR compliance.

Recruit CRM knocked it out of the park on its recruitment agency tools. It lets you send certain candidate data to clients in a few clicks. Plus, the client portal is interactive—clients can choose between Kanban and list view, move stuff around, and give feedback on each profile—then all of which are logged into the system for tracking purposes.

Automation-wise, Recruit CRM offers GPT features for crafting job postings, emails, notes, and even call and candidate profile summaries. What particularly sticks out to us, though, is how this vendor partners with Workato to enable some real convenient 3rd-party automation for users. For example, your TAs get Slack notifications for every new candidate added to Recruit CRM. Additionally, the vendor will jump in to solve arising automation issues, so you don’t have to seek Workato’s support yourself.

Our primary issue with Recruit CRM is the limited number of in-system profiles matching the user ideal candidate it provides: 2 matches per candidate for Pro and 50 for Business and Enterprise. Lastly, designed with staffing firms in mind, this vendor doesn’t do employee referrals and is not ideal for corporate recruiters.

Recruit CRM Customers

Recruit CRM’s clients include global staffing firms like Cooper Coleman, Zeren, and Avizio.

Recruit CRM Pricing

Recruit CRM has three plans: Pro is $85 per user per month, Business is $125 per user per month, and Enterprise is $165 per user per month when billed annually. A free trial is also available, no credit card is required.

Best For

Recruit CRM works best for recruiting firms and consulting agencies.

Recruit CRM in action
Reviewer's Rating
9/10

During my time at Maersk, I relied on RecruitCRM almost daily to oversee the recruitment process from start to finish efficiently. This system played a crucial role in monitoring all our interactions with candidates, from initial contact to the final hiring decision. It streamlined communication between departments and offices worldwide, ensuring everyone involved in recruiting was on the same page.

Additionally, it centralized candidate information and conversations, making coordination and follow-up tasks easier throughout our recruitment efforts. Consistently using this tool was vital to maintaining a successful recruitment approach.

What do you like about this tool?

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.

Why did your organization buy this tool, and how long have you used it for?

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.

What do you dislike about this tool?

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.

How is this tool different than their competitors?

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.

What Instructions should people think about when buying this type of tool?

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.

How has this tool changed or evolved over time to meet users needs?

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.

What specific type of user or organization is this tool very good for?

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.

What specific type of user or organization would this tool not be a good fit for?

Small companies or startups might find it too much for their needs. If the recruitment process is straightforward or doesn’t involve many stakeholders, they might be better off with a more concise, less feature-rich system.

Recruitee

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Recruitee
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Popularity Score
4.2 / 5
User Score
4.4 / 5
Product Score
4.5 / 5

Why we picked Recruitee

Recruitee emphasizes user experience and collaboration, and we’ve seen firsthand how much impact these two factors can have on recruitment efficiency and effectiveness. Coupled with other solid product choices and month-to-month pricing, this platform is an excellent option for SMBs.

PROS

  • Transparent, month-to-month pricing and unlimited seats. 
  • Features that control for bias in interviewing.
  • Built-in AI to job descriptions to target ideal candidates.
  • Pro: Recruitee is highly rated by customers for its ease of use. The majority of them are able to implement and get on with the software without much hassle. 
  • Pro: Recruitee features a customizable, kanban-like recruiting pipeline. Companies can add as many stages as needed to the pipeline and move candidates easily as they progress through the stages. 
  • Pro: Recruitee incorporates some measures to reduce hiring bias. For example, you can adjust the permission level for your interviewers and prevent them from seeing the scores each of them are assigning to the same candidate. This way, they won’t be influenced by each other's evaluations.

CONS

  • Recruitee relies on third-party integrations for some essential functions like skill assessments, onboarding, video interviewing, and e-signatures.
  • Our user researchers ran into data accuracy issues with the reporting function.
  • Some users noted the support team was hard to reach.
  • Con: Several functions that are advertised on Recruitee’s feature list, including skill assessments, onboarding, video interviewing, and e-signatures are not actually built into Recruitee and are only possible through integration with third-party tools, which can be misleading to potential users, especially if it’s their first ATS. 
  • Con: Several users noted that the Recruitee’s reporting function is limited and at times, doesn’t retrieve data accurately. 
  • Con: Several users have complained about Recruitee’s support team being slow in responding, and at times, not able to solve issues. 
  • Con: For a product that’s geared towards SMBs, it lacks a free plan that businesses who are just getting started with ATSs can use for as long as they need, without any time constraints. We list this as a con as several solutions in this space do offer free-forever plans and similar feature sets as Recruitee, which puts it slightly behind the competition to users.

Recruitee Review

Recruitee knows SMBs and designed a tool for this market. The most apparent SMB/ bottom-line-focused elements are transparent pricing, month-to-month options, and unlimited seats. There is no mystery there: SMBs tend to be budget-conscious.

Recruitee ATS candidate search dashboard

However, what might be less obvious is what a small TA team can accomplish with unlimited seats, user-focused design, and factors that facilitate collaboration. The ATS’s feature set represents a clever strategic insight: if the tool is easy to use and designed to distribute the workload among everyone involved in the interview process, the result will be increased efficiency and effectiveness.

We’ve seen it firsthand (several writers here have backgrounds in SMB recruitment), and our user research has confirmed it.

When we test-drove the tool, we were disappointed to note the absence of some features we consider standard. Video interviews, skills assessment, offer management, and onboarding are ubiquitous in modern ATS systems, but none are built into the platform.

Recrutiee leans into integrations with Recruitee Marketplace, a collection of preferred third-party tools prepped for ease of integration.

There’s no right or wrong when it comes to built-in vs. add-on. It’s a matter of personal preference and what works best for your business. For those who prefer add-ons, Recruitee is a great choice: you’ll find what you need, and the integration process will be seamless.

Recruitee Customers

Vice, Greenpeace, Autodesk, Tide, Mollie

Recruitee Pricing

Recruitee pricing starts at $216 per month (used to be $199 in our last review update.)

Best For

Recruitee is best suited for teams with at least 20 employees.

Recruitee in action
Reviewer's Rating
8/10

I use Recruitee for the following tasks:

  • Job Posting – Create and manage multiple postings across job boards.
  • Candidate Tracking – Automate actions such as moving candidates between stages and sending notifications. Pre-built templates help accelerate closures.
  • Collaboration – Share notes, evaluations, and tasks for each candidate.
  • Automation – Use automated workflows for repetitive tasks such as email communications and interview scheduling.
  • Talent Pool – Maintain talent pools of prequalified candidates for future openings.
  • Reporting and Analytics – Use customizable dashboards to track time-to-hire and recruiter efficiency.
  • Blacklisting – Flag and blacklist fake candidate profiles to inform future recruitment efforts.
What do you like about this tool?
  • The user interface is intuitive and easy to navigate, making it simple to manage recruitment workflows.
  • Automation of repetitive tasks like emails, interview scheduling, and pipeline management saves significant time.
  • Collaboration tools such as shared notes, interview templates, and tagging improve teamwork and streamline the process.
Why did your organization buy this tool, and how long have you used it for?

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

Benefits observed:

  • Automated job posting to multiple job boards, including LinkedIn.
  • Candidate tracking and management.
  • Collaboration features such as shared notes, evaluation forms, and reviews.
  • Automation tools like email templates and scheduling links.
  • Integration with Workday.
What do you dislike about this tool?
  • It’s difficult to post the same job in multiple locations; we’ve had to duplicate postings manually.
  • Integration with Workday was problematic, leading us to use it as a separate tool.
  • Onboarding features such as offer rollout options are missing and would be a valuable addition.
How is this tool different than their competitors?
  • Ease of Use – The interface is intuitive and has a shorter learning curve than other platforms.
  • Customization – Offers customizable hiring workflows and careers page builders; Workable offers similar features but to a lesser extent.
  • Automation – Supports automated job postings, email templates, scheduling tools, and HR tool integrations; Zoho Recruit and Workable offer fewer integrations or restrict features in tiered plans.
  • Target Audience – Best suited for growing companies with moderate hiring volumes (3–7 positions at a time), with a focus on collaborative hiring and employer branding—not ideal for mass hiring needs.

What I prefer:

  • Strong collaboration features, including shared notes, evaluation forms, and feedback tools.
  • Branded career pages enhance employer visibility.
  • Automated workflows save time and effort in repetitive tasks.
What Instructions should people think about when buying this type of tool?
  • Hiring Needs – Evaluate whether the tool fits the type and volume of hiring; it’s better for niche or limited hiring (under 10 roles), not for high-volume needs.
  • Cost – May be expensive for smaller companies.
  • Integration – Ensure it integrates well with your existing systems.
  • Scalability – Assess whether the platform can scale with growing hiring demands.
  • Training Time – Consider the time needed to train recruiters and hiring managers.
How has this tool changed or evolved over time to meet users needs?

Recruitee has made several updates to meet evolving user needs:

  • AI-generated job descriptions and bulk actions for candidate management have been added.
  • The Power Search feature allows quicker access to specific candidates or communication history.
  • Support for remote hiring, including video interviews, has been implemented.
What specific type of user or organization is this tool very good for?

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

What specific type of user or organization would this tool not be a good fit for?

Recruitee is not well-suited for mass hiring or large enterprises.

iCIMS

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iCIMS
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Popularity Score
4 / 5
User Score
3.9 / 5
Product Score
4 / 5

Why we picked iCIMS

iCIMS, is a massive, global presence serving large companies with high-volume talent managemt needs, so isurprise it operates in more than 70 languages. Still, we are impressed with the attention to user needs demonstrated by the massive toolset.

PROS

  • A powerful recruiting solution that can handle high-volume hiring of up to 50,000 candidates.
  • The reporting feature is robust and retrieves data accurately.
  • iCIMS is constantly expanding its roster of integrations with third-party products. Currently, 300+ and rising, including Workday, SAP, SuccessFactors, ADP, Oracle, and UKG.
  • iCIMS is a powerful recruiting solution that can handle high volume hiring of up to 50,000 candidates.
  • The platform is constantly evolving through developments and acquisitions, giving users more features.
  • The reporting feature is robust and retrieves data accurately. 
  • iCIMS has a growing marketplace of over 300 integrations with third-party products.

CONS

  • The UI is complex and dated compared to other cloud-based recruiting products.
  • Customer support is sometimes slow and only available by phone or ticket—no live chat support.
  • Though packing many features, it lacks automated reference checking.
  • No transparent pricing and no free trial.
  • The cost of implementation and integration is relatively high compared to other recruiting solutions.
  • A significant number of users complained about the UI’s complexity and that it looks dated compared to other cloud-based recruiting products.
  • Customer support is slow at times and only available through phone and by creating a support ticket online - no live chat support yet 
  • The platform packs an overwhelming amount of features yet still lacks some useful capabilities such as automated reference checking.
  • No transparent pricing or free trials, and according to several users, the cost of implementation as well as integrations is high compared to other recruiting solutions.  

iCIMS Review

iCIMS ATS is feature-rich and well-suited for large, multilingual organizations and high-volume agencies. Users can create custom-branded career sites, employee-generated testimonial videos, and personalized email or text campaigns through the platform.

iCIMS ATS dashboard

In addition to externally-focused features, iCIMS facilitates users in promoting existing employees through internal mobility programs. This is especially relevant in the context of enterprise scale, as is their global support and industry versatility. This platform is used by businesses operating in healthcare, manufacturing, technology, retail, and more.

The takeaway from our demo and hands-on testing is that although this ATS system offers an astonishing number of features, it’s somewhat difficult to operate. This is reflected in user reviews, too. Remember that our writers scrutinize HR tech all day, so we tend to be sticklers for good design and intuitive UI. However, for some, no sacrifice is represented using a tool that looks and feels a little clunky.

We also wouldn’t recommend iCIMS to those tight on HR tech budget, given that the annual pricing usually starts at $14,000, not to mention the implementation cost is quite high compared to other recruiting solutions.

iCIMS Customers

iCIMS has over 4,000 customers, including Ulta, Target, Microsoft, PwC, Uber, and UPS.

iCIMS Pricing

iCMS pricing typically starts at around $14,000 per year.

Best For

iCIMS is best for global enterprises and recruiting agencies with high-volume hiring needs.

iCIMS in action
Reviewer's Rating
7/10

I used iCIMS daily in my previous position. Every day when I started work, I would log in to update my recruiting tracker and communicate with new candidates.

I emailed existing candidates and reached out to new ones to gather information about their background and schedule interviews. I also dispositioned candidates who declined or didn’t meet the qualifications.

Once a week, I would clean out any candidates who had been sitting too long in a requisition.

What do you like about this tool?
  • I like the convenience of having all candidates in one place.
  • Communication with candidates is easy and efficient.
  • I enjoy the ability to organize candidate placement in the system the way I prefer.
Why did your organization buy this tool, and how long have you used it for?

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

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

What do you dislike about this tool?
  • The system becomes slow and sometimes unresponsive when handling a large volume of candidates.
  • It can be chaotic when multiple people use it simultaneously, as it doesn't update in real time.
  • The system doesn’t notify me when a new email arrives from a candidate. It would be beneficial if the platform could better manage heavy traffic and provide real-time notifications.
How is this tool different than their competitors?

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

What Instructions should people think about when buying this type of tool?

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

How has this tool changed or evolved over time to meet users needs?

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

What specific type of user or organization is this tool very good for?

Large companies can benefit from iCIMS.

What specific type of user or organization would this tool not be a good fit for?

Industries like warehousing, food service, and theme parks may not benefit from iCIMS.

Avature

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Avature
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Popularity Score
4.1 / 5
User Score
4.4 / 5
Product Score
4.2 / 5

Why we picked Avature

We’re big fans of customized workflows and attention to user experience, and Avature’s platform is a blend of ATS and CRM that strikes the right balance between both.

PROS

  • A full-fledged ATS with built-in video interviewing, management features, and onboarding solutions.
  • It also has a CRM, allowing TA teams to increase candidate engagement and plan for future hiring.
  • Avature leverages AI with talent matching and candidate ranking.
  • The recruiter mobile app supports offline use.
  • Avature’s solution is quite comprehensive. They have a full-fledged ATS with built-in video interviewing, offer management and onboarding solutions. They also have a CRM, allowing TA teams to amp up candidate engagement and plan for future hiring. 
  • Avature leverages artificial intelligence with features of automatic talent matching and candidate ranking. 
  • Avature comes with a recruiter mobile app that allows key stakeholders to perform several recruiting tasks while on the go. The app also supports offline use, and syncs with the system the next time it’s connected to the Internet.

CONS

  • Undisclosed pricing. No free trials.
  • The UI can be confusing and takes some time to get used to.
  • The assessment feature is quite elemental compared to other similar platforms.
  • It lacks a built-in reference-checking feature, so users must pay for and integrate third-party solutions.
  • Avature’s pricing is not readily available on their website. They also do not offer a free trial.
  • Several users noted that the UI isn’t intuitive and takes some time to get used to.
  • Avature’s assessment feature is quite basic and isn’t built out enough compared to point solutions in that space. So if you want to test the skills and cultural fitness of candidates, you’d need a third-party solution.
  • Avature doesn’t have an automated reference checking feature built-in. The platform does integrate with third-party solutions that facilitate reference checking, but you’ll have to purchase those solutions too separately.

Avature Review

The Avature platform allows users to customize dashboards set up automated workflows, and leverage the power of an all-in-one ATS + CRM.

Avature ATS’ main dashboard

We got some hands-on experience with the tool, so we asked our colleagues with the most recruiting experience to test the limits of its purported customizability.

The results? This tool is easy to tailor to your company’s processes and goals. During our test run, we quickly built unique recruiting workflows for individual roles or entire departments.

The platform operates through a no-code interface that allows non-technical users to modify the system (with lots of permissions in place). While this level of detail may be overkill for smaller organizations with simple needs, this is a plus for large teams. Those that operate at a global enterprise scale will get the most out of Avature.

Avature Customers

More than 6,500 companies use Avature. This includes Shell, Cisco, L'Oréal, Mondelez, Siemens, and KPMG.

Avature Pricing

Avature's pricing structure is tiered based on the number of employees and maximum recruitment users, starting at £60,500 per year for 1-2,500 employees and 20 recruitment users, and increasing up to £260,000+ per year for 20,000+ employees and 100+ recruitment users. These prices do not include implementation fees and are based on a minimum two-year contract. Educational institutions receive a 25% discount.

Best For

Avature best serves enterprise-scale companies, especially those that operate across international borders.

Avature in action
Reviewer's Rating
8/10

I used Avature as a sourcing tool in my everyday responsibilities. I would use it to find candidates based on specific search criteria, and it would automatically match the candidate to the position I was recruiting for. Another way I utilized Avature was to create Talent Pipelines for future roles. This allowed me to return to that specific pipeline to find the talent needed for a job I was recruiting for. This saved time on filling a role because I didn't have to spend extra time manually sourcing. When I attended career fairs, job events, etc., people would stop by my booth, sign up using Avature, and this would allow me the option to communicate with them as well as keep track and notify them of potential job openings that fit their profile. Avature allowed me to send personal communications to potential candidates. Another workflow I used was to help source candidates through websites and social media. It would identify candidates based on the search criteria and find candidates matching the qualifications and skill sets I was seeking.

What do you like about this tool?

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

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

Why did your organization buy this tool, and how long have you used it for?

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

What do you dislike about this tool?

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

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

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

How is this tool different than their competitors?

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

What Instructions should people think about when buying this type of tool?

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

How has this tool changed or evolved over time to meet users needs?

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

What specific type of user or organization is this tool very good for?

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

What specific type of user or organization would this tool not be a good fit for?

Small to medium-sized companies who has a limited number of resources. Also, companies whose recruitment needs are not as complex.

Lever

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Lever
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Popularity Score
4 / 5
User Score
4.3 / 5
Product Score
4.3 / 5

Why we picked Lever

We like Lever’s focus on engaging passive candidates. Candidate nurturing is a critical recruiting strategy that deserves the spotlight it’s been given with this ATS platform. In addition to solid product decisions, the execution is excellent. Put more simply, Lever put together a collection of well-thought-out features, and they’ve succeeded in making them all work together.

PROS

  • The simple interface is easy to use and requires little training or experience.
  • A unified recruiting platform combines elements of ATS and CRM.
  • Diverse external sourcing channels and low-friction internal referral process.
  • New AI Interview Companion streamlines structured interviews with automated note-taking, sentiment tracking, and bias flagging.
  • Talent Fit engine provides ranked candidate lists with transparent scoring explanations.
  • Intuitive UI that’s easy to learn and praised by most users.
  • Combines ATS and CRM functionality, supporting both current and future hiring pipelines.
  • Built-in DEI analytics (EEO surveys, dashboards) and strong integrations with third-party DEI tools.
  • Role-based analytics with 20+ key TA metrics in its standard TRM package.

CONS

  • Undisclosed pricing and no free plan or trial version.
  • 3rd party integrations in place of features that could be built in.
  • No mobile apps.
  • Pricing remains undisclosed and no self-serve free trial is available.
  • ROI Dashboard and AI Interview Transcripts are unavailable for EU accounts due to GDPR and data-sharing constraints (support expected later in 2025).
  • AI features, while powerful, may require extra training or change management for recruiters.
  • Lacks built-in background or reference checks (relies on integrations).
  • Reporting, though solid, is not as customizable as some enterprise-focused ATS platforms.
  • No dedicated mobile app, though the platform is mobile-optimized.

Lever Review

From our collective in-house experience, we know that the right approach to recruiting is full-cycle. Lever leans into the CRM mentality with functions that attend to potential candidates, current candidates, and (ideally) current employees who used to be candidates.

Lever ATS’s applicant pipeline dashboard

This may seem like an obvious strategy, but it’s genuinely (and surprisingly!) unique among ATS platforms.

Users can source candidates from multiple channels, including numerous career sites, social media, and internal referrals. Connecting with potential hires is streamlined with automated workflows that include the sophisticated nurture campaigns mentioned above. Regardless of where they end up in the hiring pipeline, these campaigns keep talent engaged with your company.

The video interview integration with Zoom stands out. In addition to synchronizing seamlessly with scheduling features, it allows for customization of interview type between live, structured, and asynchronous, or some mix of the two.

Another highlight is the range of industries and company sizes that Lever can serve. This ATS platform works for any user with consistent hiring needs, whether a tiny but rapidly growing tech start-up or an established business in a field with high turnover rates (think retail or hospitality).

However, our testers found some shortcomings in line with other reviews you might read: resume parsing, and report generation features could be improved.

Lever Customers

Lever is used by over 5,000 companies, including Netflix, Shopify, Eventbrite, Cirque du Soliel, and Reddit.

Lever Pricing

Lever pricing can start anywhere at $6,000, depending on specific business cases.

Best For

Lever is best for companies with small to medium volume hiring needs.

Lever in action
Reviewer's Rating
9/10

I mainly use Lever for tracking applicants and scheduling interviews. One of the key workflows I rely on is moving candidates through different stages of the pipeline while keeping all notes and interactions in one place. A particularly useful feature is the email automation tool, which sends follow-ups and reminders automatically.

Lever also includes reporting and analytics tools, similar to other HR software, that help track hiring metrics. Another major benefit is its integration with LinkedIn, which makes sourcing applicants much easier.

What do you like about this tool?
  • Lever’s modern and intuitive interface makes it easy to learn and use.
  • The email templates and automation tools help save time and streamline communication.
  • The collaborative hiring features make it simple to share feedback and coordinate across the entire team.
Why did your organization buy this tool, and how long have you used it for?

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

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

What do you dislike about this tool?
  • Lever’s pricing can be expensive for smaller teams.
  • The reporting features are not as customizable as I would prefer.
  • Some of the more complex integrations are not as seamless or practical.
How is this tool different than their competitors?

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

What Instructions should people think about when buying this type of tool?

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

How has this tool changed or evolved over time to meet users needs?

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

What specific type of user or organization is this tool very good for?

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

What specific type of user or organization would this tool not be a good fit for?

Lever may not be the best fit for small businesses or startups with limited hiring needs. The pricing is high compared to simpler applicant tracking system (ATS) options.

Teamtailor

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Teamtailor
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Popularity Score
4 / 5
User Score
4.3 / 5
Product Score
4.1 / 5

Why we picked Teamtailor

Teamtailor blends ease of use with flexible branding and candidate experience features. We were especially impressed by the ATS’ quick-to-launch career pages, anonymous hiring options, and a new onboarding module that helps streamline post-offer workflows.

PROS

  • Intuitive drag-and-drop career site builder, no code needed.
  • Responsive, human customer support across channels.
  • New onboarding module includes templates, task assignments, and progress tracking.
  • Supports DEI via anonymous recruitment, EEO surveys, and internal referrals.
  • Free trial and unlimited job posts, users, and candidate records.
  • Teamtailor’s ATS comes with a robust career site builder that’s also easy to use. It works with drag and drop - no coding knowledge necessary.
  • Teamtailor backs several features that support diversity, equality and inclusion (DEI), including anonymous hiring, equal employment opportunity (EEO) surveys, etc..
  • Teamtailor is highly rated for their ease-of-use. It’s quite simple to post and promote jobs through their platform.
  • There is really in-depth and intuitive help documentation for this solution

CONS

  • Analytics customization remains limited.
  • Onboarding and job offer approvals come at additional cost.
  • Customization can be considered limited for enterprise users.
  • Teamtailor’s analytics are good, but enterprise clients need to use BI Connectors to build the reporting they need.  Right now, you can’t sport data from the system.  This is particularly important for companies with 500+ employees, or those who have many different locations or franchises.
  • Analytics doesn’t allow recruiters to see their cost per hire, which is a really impactful metric
  • While they offer integrations with HRIS, onboarding, etc - they have focused on just being a really good ATS now.
  • There are predefined user access levels, but you cannot define your own user access levels which is important, especially for the largest companies.
Screenshot of Teamtailor Applicant Tracking System Showing My Jobs, To Do List and Other Updates.

Teamtailor Review

Teamtailor continues to impress us with its ability to make small teams feel like big brands. We’ve always loved its elegant approach to employer branding, especially the customizable career sites and nurturing tools, but the latest updates make it even more competitive as a full-funnel recruiting platform.

Candidates dashboard of Teamtailor’s ATS

We demoed the new onboarding module and found it refreshingly straightforward. You can create pre-set templates with custom tasks, messages, forms, and documents, then apply those by department or role when a new hire accepts their offer. The onboarding dashboard widget gives your HR or hiring team a real-time view of progress, and it’s all centralized.

For hiring managers juggling multiple candidates, Teamtailor now has an improved comparison window. You can view interview notes, co-pilot screening criteria, application dates, and current stages side-by-side. It’s a small UX tweak, but one that really speeds up decision-making in high-volume pipelines.

Another useful feature we explored is Restricted Access, which allows admins to limit specific stages to specific users. For example, an IT lead could be looped in only during the hardware setup stage of onboarding. It’s a nice control layer if you involve multiple departments in hiring.

Despite these wins, Teamtailor still lacks broader HRIS tie-ins and the advanced analytics power that some talent teams might want. Plus, the new onboarding tools and offer approval features come as paid add-ons, which may push pricing above what very early-stage startups can afford.

Still, for companies who want an ATS that scales with them and makes them look good while doing it, Teamtailor remains a top pick.

Teamtailor Customers

Kry, Goodbye Kansas, Vitamin Well, Ponsse, Daniel Wellington

Teamtailor Pricing

Teamtailor’s pricing starts at $1,200 annually, according to our sources.

Best For

Teamtailor works best for startups and SMBs (50-400 employees) that need a straightforward ATS coupled with strong employer branding functions.

Teamtailor in action
Reviewer's Rating
8/10

We used TeamTailor for all our hiring needs. The platform streamlined our entire hiring process and saved recruiters significant time. TeamTailor enabled us to post job openings across various job boards and sites efficiently. One of the most helpful features was its automated workflows, which were not available before implementing the platform.

These improvements encompassed everything from tracking applicants to streamlining internal workflows and communications with hiring managers.

What do you like about this tool?
  • It seamlessly integrated into our recruiting process, from job boards to our HRIS.
  • It improved the candidate selection process, saving recruiters time searching through job boards.
  • The platform significantly streamlined our hiring and recruitment processes.
Why did your organization buy this tool, and how long have you used it for?

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

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

What do you dislike about this tool?
  • There were initial challenges in setting up user and admin rights, which led to some dissatisfaction among hiring managers.
  • Customer support lacked a single point of contact, and resolving issues sometimes required going through several representatives.
  • There were occasional issues with candidate rating functionality, although this might have been an internal process issue.
How is this tool different than their competitors?
  • TeamTailor stands out as an "all-in-one" ATS platform compared to others with more limited capabilities.
  • It is more user-friendly than other systems I’ve used and has a visually appealing design.
What Instructions should people think about when buying this type of tool?
  • People considering TeamTailor should first check if it integrates with their HRIS or other onboarding systems.
  • It’s important to determine whether all its features will be utilized to ensure value for money.
  • Securing buy-in from internal stakeholders and preparing them with proper training during implementation is critical for success.
How has this tool changed or evolved over time to meet users needs?

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

What specific type of user or organization is this tool very good for?

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

What specific type of user or organization would this tool not be a good fit for?

TeamTailor may not be ideal for small businesses or organizations without a dedicated HR department.

JazzHR

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JazzHR
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Popularity Score
4.5 / 5
User Score
4.3 / 5
Product Score
4.5 / 5

Why we picked JazzHR

This ATS platform is built with the small business in mind. When testing it, our writers were impressed at how easy it was to set up and use “out of the box,” which is a clear sign of its simplicity, attention to user experience, and understanding of the down-to-business mentality of most SMBs.

PROS

  • Affordable pricing, no user limit, and a 21-day free trial. 
  • Built-in features for offer management, including templates and DIY options.  
  • Emphasis on automation for those in the pipeline shows dedication to candidate experience.
  • JazzHR is quite affordable and doesn’t place any limits on the number of users added. It also offers free, 21-day trials that anyone can sign up for. 
  • JazzHR has built-in features for offer management. You can choose from existing offer letter templates or create your own and share them with successful candidates
  • You can automate triggers for candidates to be automatically notified via email when their application has moved a stage further in the hiring process. Several other email responses can be automated.

CONS

  • No free version for orgs with minimal needs.
  • A few users thought reports could be more customizable and easier to create.
  • No mobile apps.
  • Some users reported a learning curve with JazzHR's UI and that it took them some time to get used to it
  • For a product geared towards SMBs, it lacks a free plan. We mention this as a con since other SMB-geared recruiting products do offer free-forever versions, which puts JazzHR slightly behind the competition.
  • Several users have mentioned that the reporting feature is difficult to use with very little room for report customizations. 
  • JazzHR currently lacks a mobile app, and the browser version isn’t well-optimized for mobile use.

JazzHR Review

We like how simple it is to post and syndicate jobs across portals, and we love the upfront pricing on the website. Many customers start with JazzHR’s lowest-cost plan, and as their needs expand beyond basic features, they often upgrade incrementally. Being able to select features as needed keeps spending under control.

JazzHR ATS provides multiple email templates to communicate with applicants

Because they do not offer mobile apps, our product testing included a considerable amount of time with our phones in hand, navigating the mobile web environment. We were impressed with how well the ATS system could manage the tasks a recruiter does on the go, like sending out a quick reply in the 15 seconds you have before your next meeting.

However, at least among our in-house recruiter veterans, the consensus was that complex tasks should be saved for the desktop version.

One of our writers shared this real-world story from a former job with a tiny company: they signed up for a free payroll software trial before they were actually ready to buy. They used the software for a couple of weeks just to get a sense of the basics of how to run payroll; then, they ended their relationship with the company.

Of course, we don't recommend this - but we know how hard it is to run an SMB. So, along with JazzHR, which we DO recommend, we suggest getting creative with your professional development!

JazzHR Customers

JazzHR is used by over 6,500 businesses, including the Seattle Seahawks, L'Occitane En Provence, TED Conferences LLC, and Chick-fil-A.

JazzHR Pricing

JazzHR has three plans. When paid annually:

  • Hero costs $75 per month.
  • Plus costs $269 per month.
  • Pro costs $420 per month.

Best For

JazzHR is built for organizations with 5 to 500 employees and works exceptionally well for TA teams with little to no experience.

JazzHR in action
Reviewer's Rating
1/10

We used it strictly as an ATS. We also posted jobs on platforms such as LinkedIn. For workflows, it provided candidate statuses such as applied, interviewed, offer, or rejected. It did have interview scheduling capabilities, but we did not use them.

It also had reporting, but we did not purchase the plan that included this feature. They did have a "job board" that made it easy to find the requisitions you were working on.

What do you like about this tool?

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

Why did your organization buy this tool, and how long have you used it for?

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

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

What do you dislike about this tool?

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

How is this tool different than their competitors?

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

What Instructions should people think about when buying this type of tool?

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

How has this tool changed or evolved over time to meet users needs?

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

What specific type of user or organization is this tool very good for?

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

What specific type of user or organization would this tool not be a good fit for?

Any reputable or large organization should stay away from JazzHR.

SmartRecruiters

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SmartRecruiters
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Popularity Score
4 / 5
User Score
4.2 / 5
Product Score
4 / 5

Why we picked SmartRecruiters

Encompassing solutions beyond the standard candidate sourcing, assessment, and engagement features, SmartRecruiter is an enterprise-grade talent acquisition suite that provides native collaboration and AI-driven ATS functionality.

PROS

  • Candidate assessment, skill testing, and offer management are built-in, so need for add-ons or integrations.
  • Enables easy posting to multiple job boards, integrating social media tools, and facilitating internal recruits.
  • Friendly with mobile devices.
  • SmartRecruiters has a built-in candidate assessment and skill testing module that allows you to predict cultural fit, future performance and retention, without needing to integrate third-party solutions. 
  • SmartRecruiters provides features for offer management. You can create offer letter templates, share them with successful applicants, and collect their e-signatures from any device using SmartRecruiters’ DocuSign integration.
  • Speaking of integrations, SmartRecruiters has pre-built integrations with over 500 HR solutions and job boards. You can also ask SmartRecruiters’ team to build additional integrations for you if it doesn’t integrate with products in your tech stack.

CONS

  • Undisclosed pricing.
  • No free trials.
  • Users have reported a steep learning curve and that the UI takes time to get used to.
  • Features like candidate filtering, report customizations, and KPI tracking are limited.
  • SmartRecruiters’ pricing isn’t transparent. Interested users have to go through the sales team to receive a quote. Users are also not able to create trial accounts on their own. 
  • Users have reported a steep learning curve and that the UI takes time to get used to. Some users have also reported that the system can be slow and glitches at times.
  • The reporting feature doesn’t always retrieve data accurately. Some users have also complained that report customizations and KPI tracking capabilities are limited.
  • Candidate filtering is quite limited. As it stands, only basic options such as degree, location, gender etc are provided.

SmartRecruiters Review

SmartRecruiters ATS is built to serve mid-size and large businesses. The platform allows you to cast a wide net with customizable career pages, targeted ad campaigns, and job post distribution to multiple job boards. It also provides features for candidate assessment and offer management.

Applicant pipeline of ATS SmartRecruiters

One unique fact our evaluation uncovered is that SmartRecruiters encourages customer feedback and rapidly integrates suggestions into the product. That’s an excellent reputation to have, and it’s in keeping with a key element of their business model: SmartRecruiters aims to enable their customers to attract talent. It follows that they would want direct feedback from their users on how to do that best.

The downside of this ATS system applies mostly to smaller businesses. It’s not cheap, and the scope of its feature set means that it’s complex to set up and use. These factors are less relevant to larger businesses, which are more likely to use all the features and have time and money to spare for integration and implementation.

SmartRecruiters Customers

More than 5,000 companies, including Ikea, Visa, LinkedIn, Equinox, and Skechers

SmartRecruiters Pricing

The annual cost for SmartRecruiters ATS begins at $10,000 and can exceed $50,000.

Best For

SmartRecruiters works best for medium and large-sized businesses.

SmartRecruiters in action
Reviewer's Rating
9/10

As a recruiter in my organization, I rely on SmartRecruiters to handle the complete recruitment process from beginning to end. One of the key features of SmartRecruiters is the ability to post job openings on various job boards in a matter of a few clicks. Once the job gets posted, I can manage the entire hiring process from within the platform, including scheduling and conducting phone interviews, reviewing resumes and applications, and moving candidates through different stages. of the hiring process such as scheduling in-person interviews.

As the hiring process progresses, SmartRecruiters provides a dashboard view that allows me to track the status of each candidate, from initial application through to hiring. When a candidate has been selected for a position, SmartRecruiters also make it easy to generate and send offer letters directly from the platform.

Overall, SmartRecruiters has proven to be an invaluable tool for managing the recruitment process efficiently, keeping track of candidate information, and ensuring that the hiring process is smooth and streamlined.

What do you like about this tool?

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.

Why did your organization buy this tool, and how long have you used it for?

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.

What do you dislike about this tool?

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.

How is this tool different than their competitors?

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.

What Instructions should people think about when buying this type of tool?
  • 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.
How has this tool changed or evolved over time to meet users 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.

What specific type of user or organization is this tool very good for?

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

What specific type of user or organization would this tool not be a good fit for?

SmartRecruiters should not be used for organizations where employees do not use technology for the recruitment process like Warehouse and Distribution companies.

Rippling

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Rippling
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Popularity Score
4.2 / 5
User Score
4.2 / 5
Product Score
4.1 / 5

Why we picked Rippling

Rippling is known for its uniformly solid platform, so after test-driving their newly updated ATS module, we weren’t surprised to discover it’s intuitive to use, intelligently built, and succinctly integrated with their HRIS environment.

PROS

  • The transition from candidate to employee is nearly seamless, with minimal manual data transfer.
  • Mobile app for recruiters on the move.
  • Candidate-friendly with no account creation required.
  • Intuitive UI and intelligent workflows.
  • Job board integration.
  • All-in-one platform for employee management + PEO services offered, and even a suite of other IT products 
  • With 500 integrations, it’s very likely that they integrate with other key tools from your tech stack.
  • Operates globally with any currency
  • Workflow automation
  • Analytics opportunities
  • Provides a holistic view of company outflows—headcount costs included

CONS

  • Not offered as a standalone product
  • US-centric but globally focused-updates are in the pipeline.
  • Users report occasional issues with the mobile apps.
  • Some users report that customization options are limited.
  • Total buy-in to Rippling is essential 
  • Very SMB-oriented, in case you’re a larger company. 
  • New features tend to be buggy in ways that tech teams are not accustomed to fixing

Rippling Review

Ripplings ATS offers intelligent, intuitive workflows built into dozens of features and automation. Typically, when an HRIS adds an ATS system to their suite, it’s a half-hearted afterthought. Many are perfunctory, underpowered, and easily out-classed, even by mediocre standalone ATS platforms. But Rippling has built a reputation based on solid product choices, and this one is no exception.

Rippling supports key ATS features

Their ATS is fully built out and offers a feature set that would be a viable standalone product if it weren’t so nicely intertwined with the rest of the Rippling platform.

Based on what’s included, it is clear that they’ve considered the candidate's experience. Little touches, like text messages to connect with candidates, show they know that personal preferences matter.

Another nod to the candidate experience (and what you can learn from it) is the abundant, customizable, anonymous surveys. Rippling recognizes the connection between their public reputation and their candidate experience.

Even with all these candidate-focused features, Rippling hasn’t lost touch with the needs of the people who will use their product most: busy TA/HR teams hiring for SMBs and startups.

Though demand generation is still on the roadmap, elements of their recruiting feature are laudable. It automatically integrates job boards like LinkedIn, Monster, and Zip Recruiter.

Finally, mobile access is a nice touch for busy recruiters, and their open API partnerships with vendors outside their platform leave little to be desired.

For years, companies have had to choose between the superior performance of standalone ATS solutions and the efficiency and security of all-in-one platforms. With Rippling’s ATS, companies who chose the all-in-one solution no longer have to rely on an external ATS.

Rippling Customers

Bank of America, Motorola, Citigroup, Inc., Dwell, Superhuman, Expensify, Checkr

Rippling Pricing

Rippling pricing starts at $8 per user per month for HR Unity, but the ATS is made available on a higher tier plan (HR Cloud) with undisclosed pricing.

Best For

Rippling’s ATS module is used most by companies with 25 to 150 employees.

Rippling in action
Reviewer's Rating
9/10

I use Rippling every day for payroll processing, which occurs twice a month. We also use it for performance management, which we implemented this year through a three-step review process during the school year.

Rippling has helped automate our internal processes, particularly for time-off requests. Additionally, we use it for time and attendance tracking, among other HR functions.

What do you like about this tool?
  • Rippling allows for organizational growth while providing flexible options to manage various HR and payroll functions.
  • The chat support feature provides quick responses for most inquiries without requiring a phone call or ticket submission.
  • The payroll and benefits modules are robust, allowing organizations to automate much of the process.
Why did your organization buy this tool, and how long have you used it for?

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

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

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

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

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

What Instructions should people think about when buying this type of tool?

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

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

How has this tool changed or evolved over time to meet users needs?

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

What specific type of user or organization is this tool very good for?

Larger organizations with complex needs will find Rippling useful.

What specific type of user or organization would this tool not be a good fit for?

Smaller organizations or those with simpler HR and payroll needs will be overwhelmed with all the different functions that Rippling provides.

Spark Hire

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Spark Hire
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Popularity Score
4.4 / 5
User Score
4.8 / 5
Product Score
4.8 / 5

Why we picked Spark Hire

Spark Hire has packed a massive analytics framework into a program that looks very simple. The ATS product, Spark Hire Recruit, is easy to navigate and appeals to hiring managers with scarce time and attention.

PROS

  • Data analysis dashboard and features are top-tier.
  • Efficiency-focused elements, like one-way video interviews, are great for busy TA teams.
  • Collaboration is enabled by features that offer pipeline transparency to multiple stakeholders.
  • Data analysis dashboard and features are top-tier. 
  • Efficiency-focused elements, like one-way video interviews, are great for busy TA teams.
  • Collaboration is enabled by features that offer pipeline transparency to multiple stakeholders.

CONS

  • Starting in 2025, the price will increase to $399 per month.
  • Some users require more customization than what is offered.
  • No caption or translation features in video limits access for some candidates
  • No free trial version.
  • Some users require more customization than what is offered. 
  • No caption or translation features in video limits access for some candidates

Spark Hire Review

Spark Hire Recruit enables truly collaborative hiring, and that's no easy task. All top-tier ATS systems are equal parts powerful and pleasant to use. Spark Hire goes beyond that by providing features that appeal to the entire hiring team, encouraging collaboration across roles, and, ultimately, better hires.

SparkHire ATS’s analytics dashboard

One feature that demonstrates this is the interviewing interface, which provides an impressive amount of context at a glance. Without shuffling papers or trying to manage a dozen open tabs, the candidate’s information, including their position in the pipeline, is organized thoughtfully in a single dashboard. The interviewers can directly add their thoughts and impressions to the platform in real time.

We asked our colleagues with the most recruiting experience to weigh in, and they were most impressed with the analytics dashboard. Spark Hire stands out, with notable strengths in data quantity and quality. For example, if a candidate withdraws from the process, it records the point on the pipeline at which they dropped out. This may seem obvious, but it’s a rare find.

Recruiting empowerment was also emphasized during our demo. Our writers are all familiar with the relentless dedication it takes for TA teams to keep their heads above water, so we know the value of seamless automation. This applicant tracking software knows where digital assistance can help and where a human touch is needed.

Spark Hire Customers

7,000+ including Fiverr, Monday.com, Sodastream, Vimeo, and KPMG.

Spark Hire Pricing

Spark Hire Recruit’s pricing starts at $399 per month. They also provide a free trial, but it requires you to schedule a demo with their team.

Best For

Spark Hire Recruit works best for small and medium-sized companies (5-500 employees). 

Spark Hire in action
Reviewer's Rating
8/10

We use Spark Hire for initial screenings, aiming to shortlist candidates based on their communication skills, relevant experience, and alignment with the company's objectives and culture. Using Spark Hire, we were able to conduct initial screenings across multiple positions in various departments. Apart from initial screenings, we conducted technical screenings wherein the questions were set up by the technical lead, making the process efficient for selecting apt candidates.

What do you like about this tool?

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

Why did your organization buy this tool, and how long have you used it for?

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

What do you dislike about this tool?

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

How is this tool different than their competitors?

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

What Instructions should people think about when buying this type of tool?

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

How has this tool changed or evolved over time to meet users needs?

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

What specific type of user or organization is this tool very good for?

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

What specific type of user or organization would this tool not be a good fit for?

Large organizations looking for AI-driven features may not get all that they want with Spark Hire.

Keka

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Keka
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Popularity Score
4.2 / 5
User Score
4.5 / 5
Product Score
4.3 / 5

Why we picked Keka

We included Keka ATS (namely HIRO) because it’s one of the few emerging ATS platforms that balances recruiter usability, candidate experience, and active product development. Even though the product is still early-stage, its pace of updates shows a strong trajectory toward catching up with more established competitors.

PROS

  • Frequent updates enhanced requisition correction, diversity reporting, and custom welcome emails.
  • Various job board, assessment, and video interview integration options.
  • Modern recruiter dashboard with drag-and-drop pipelines.
  • Candidate portal supports applications, scheduling, and offers.
  • Duplicate detection with configurable cooldowns.
  • Candidate self-scheduling saves recruiter time.
  • Chrome sourcing extension for LinkedIn/Naukri.
  • Android app for hiring on the go.
  • Federal and state tax filing is included at all tiers.
  • Flexible pay schedules with direct deposit support.
  • Overtime and leave policy automation to match local labor laws.
  • Benefits, loans, and expense tracking in one place.
  • Built-in dashboards and reports to monitor payroll trends.
  • Accounting integrations for streamlined finance workflows.

CONS

  • ATS is still early-stage; some features feel less mature than more established brands.
  • “Free Trial” requires a sales demo first; implementation/setup fees apply.
  • Key features (workflow automation, custom reporting) locked to Advanced tier.
  • Customer support is based primarily outside the U.S., which may affect response times for North American buyers.
  • “Free Trial” access is gated behind a sales demo and disclosed only after signup.
  • Implementation fees for setup, tax configuration, and data migration.
  • Advanced tools (custom reports, asset tracking, engagement surveys) only available in higher tiers.
  • Multi-entity payroll and API access require add-on fees.
  • Slow load times in the demo raise usability concerns about payroll deadlines.

Keka Review

Keka has established itself as an HRIS and payroll provider, but with HIRO, it’s now entering the ATS space. In our demo, the left-hand navigation and drag-and-drop pipelines kept jobs and candidate flows easy to manage, while scorecards and tagging added structure.

Keka ATS platform

For candidates, HIRO provides a welcoming, united portal where they can apply, schedule interviews, and accept offers. We also appreciated the ability for recruiters to set cooldown periods to prevent duplicate reapplications, while interview scorecards help interviewers assess applicants consistently.

Recent product updates just show how fast HIRO is advancing. Recruiters can now source candidates directly from LinkedIn and Naukri via the Chrome extension, manage requisitions with “send back for correction,” and even move candidates or leave interview feedback directly from the Android mobile app. More minor enhancements (customizable welcome emails, open positions reports by recruiter, and diversity tracking in offer reports) improve efficiency and oversight.

That said, HIRO is still a relatively new product, and while the pace of improvement is encouraging, some features don’t yet have the depth or polish you’d find in more established platforms like Greenhouse or Workable.

As for the free trial offering, note that you’ll need to sit through a sales demo before you actually get access. On a similar note, although the pricing is not expensive, we should warn you that there are implementation fees for setup and data migration applied.

We also noticed some performance issues during our demo, with pages loading more slowly than we’d like. This could have been a one-off, but for teams handling high volumes of applicants, that kind of lag could become a real sticking point. And while Keka does provide support, most of it is routed through India and Singapore. That works fine for many global SMBs, but North American buyers should keep in mind that coverage may feel different than what they’re used to with U.S.-based teams.

Keka Customers

Used by over 10,000 companies, including eBay, Randstad, and ONEPLUS.

Keka Pricing

Keka offers Pro ($50/recruiter/month) and Advanced ($75/recruiter/month) plans, both with free trials post-demo.

Best For

SMBs that like Keka’s HRIS and want to extend into ATS, or growing companies that want a modern, evolving recruiting tool and are comfortable with offshore support and early-stage maturity.

Keka in action
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Benefits of ATS Software

The primary benefit of an applicant tracking system is that it increases the efficiency of your talent acquisition team through streamlined, automated workflows. These tools can also be quite impactful: 94% of recruiters believe using applicant tracking software has positively impacted their company's hiring processes.

Additionally, applicant tracking systems are essential for growing companies because they streamline recruitment, enhance employer branding, provide detailed analytics, and facilitate smooth engagement of managers and employees beyond HR and talent acquisition teams.

  • Customized workflows: An ATS system that can customize and automate tasks like application processing, screening, and collecting feedback can dramatically improve hiring efficiency. This benefit is especially significant to organizations hiring from very different candidate pools. If, for example, your team is hiring both truck drivers and software engineers, you can bet these workflows won’t be interchangeable.
  • ‍Improved employer branding: Candidate tracking systems will help your organization create and manage a custom career site, helping your company stand out. Showcasing your best features will make it easier to attract top talent. With integrations to networks like LinkedIn, reaching a wide audience is easy.‍
  • Better quality talent pools: The best ATS software can save time and money by maintaining already-sourced candidates. If you maintain occasional contact with a pool of qualified candidates, your recruiting process doesn’t start from zero each time you open a new role.‍
  • Wider internal engagement: Rather than relying exclusively on your HR or TA teams for recruiting, the best ATS software will also involve your hiring managers and employees as part of the process. Employee referrals, feedback on job candidates, and social media can all be leveraged to fill open positions.‍
  • Streamlined hiring and onboarding: An ATS can do more than streamline recruiting; it can work wonders for onboarding. A good first impression sets the stage for employee engagement and, ultimately, retention, so it’s critical to make the onboarding process employee-focused, timely, and effective.‍
  • More effective recruitment strategies: An effective hiring process is data-driven. Any good ATS software dashboard will put recruiter productivity, cost per hire, cost of job boards, cost of paid media, time to hire, and other key data at your fingertips.

Pro Tips on Applicant Tracking Systems

How To Choose an ATS

Any business choosing an ATS should aim to get the maximum functionality for its price point (while ensuring key functions for its specific business are best-in-class), focus on potential long-term benefits rather than short-term costs, and understand the software vendor's product roadmap.

  • ‍What do you want to achieve with the ATS?: Depending on your business, you can have one person or multiple teams across your company branches interacting with the ATS day-to-day. Each may have a different pain point they want the recruitment tool to tackle. Knowing the center goals of these stakeholders and the importance of each can help you create a list of features ranked from most to least desired.
  • What can you afford?: An ATS that can schedule interviews, manage employee referrals, and parse resumes will lighten the load on your HR/TA team, leading to increased efficiency. That said, investing in a feature-rich ATS could mean more complexity, steeper learning curves, and higher costs to the system. So, besides the feature list, you’d need to note down your allowed budget and the human resources involved in onboarding and maintaining the ATS system.
  • Focus on individual features during your vendor research: Evaluate precisely what you need. The feature list and resource note that you have prepared in the earlier steps will help you stay focused on options that truly matter.
  • Think long-term: Trying to anticipate the future is critical given how hard these tools are to replace over time (migrating tons of candidate data, different workflows for different types of jobs, etc.). Beyond the platform's capacity to scale up as you grow, pay attention to how this growth will affect product pricing and, therefore, the ATS ROI.‍
  • Understand the roadmap: A tool with no future plan for improvements may cause trouble for future software updates, but a vendor with an ambitious list of feature enhancements, yet a very humble track record of delivery, is not any better. Ask the sales rep specific questions relevant to your business needs, and review content published on the company's channels for more information.

ATS Pricing Models and Cost Estimates

ATS companies commonly use four main pricing structures: flat rate, pay per user, pay per job vacancy, and pay per module.

  • Flat rate: This pricing model offers a fixed monthly or annual fee for unlimited use of the ATS, making it ideal for large enterprises that prefer long-term contracts. Breezy HR, for example, is one of the applicant tracking systems that employ this model. The ATS includes unlimited users, candidates, positions, and candidate pools across its three paid plans: Startup, Growth, and Business.
  • Pay-per-user: This model is best suited for small teams with limited recruiter usage. It charges a monthly fee for each active user of the ATS. You can easily come across this pricing structure at ATS systems for small businesses, such as Manatal and Recruit CRM.
  • Pay-per-vacancy: Designed for small businesses with low hiring volumes, pay-per-vacancy charges a fee for each job you post using the ATS, although it’s more common now for the vendor to limit the number of job slots per plan instead Zoho Recruit, for instance, allows one active job in its free plan, while that is 100, 250, and 750 active jobs in Standard, Professional, and Enterprise, respectively.
  • Pay-per-module: This model is suitable for companies with an existing HR platform that want to add an ATS to their tech stack as an add-on. It allows companies to pay for only the ATS module they need, rather than the entire platform. Workable and VidCruiter are some of the brands that use this pricing model.

Keep in mind that:

  • Additional costs may apply for selective integrations, premium support, and advanced features.
  • Prices can be negotiable: Some ATSs offer discounts for early-stage startups, non-profits, and buyers willing to sign multi-year contracts.

Regarding ATS pricing, below are some general guidelines based on company headcount. These estimations will give you an idea of potential fees, but remember that ATS software comes in all shapes and sizes.

  • Small business (<100 employees): $250 up to $12,000 USD per year.
  • Medium-sized business (100-500 employees): $3,000 to $25,000 per year.
  • Large business (501-5,000 employees): $15,000 to $50,000+ annually.‍
  • Enterprise (5,000+ employees): From $125,000 per year.

For a more detailed look, refer to our short guide on applicant tracking system pricing.

ATS Key Features

The best ATS features include automated resume parsing, reliable data security, and great analytics.

  • Third-party integrations: Almost without exception, the top ATSs are built with robust integration capabilities and a substantial network within their partner ecosystem. You should aim for seamless ATS integrations, meaning the ATS should be ready to interface (connect to, plug in to, work well with) whatever software you use for hiring.
  • Talent sourcing: The best applicant tracking systems include dynamic features, such as Google Chrome extensions, that allow you to source candidates directly from the web. You’ll also find databases of job seekers that you can query for specific skills and outreach tools that will enable you to build sequences that engage candidates through email and texting.‍
  • AI recruiting assistant: It’s hard to find an applicant tracking system that doesn’t offer at least one form of AI-powered recruiting feature nowadays. So the more valuable question now is whether an ATS has a legally and ethically helpful AI feature. For example, many offer job description generators, but few allow for tone adjustments the way Workable does. Similarly, when a candidate deletes their data, Pinpoint is one of the few that also automatically deletes their email history to prevent compliance issues for customers.
  • Candidate relationship management (CRM): A recruiting CRM nurtures your relationship with your entire job seeker ecosystem, whether active or passive. It helps your TA keep leads warm by setting reminders to ping individual candidates (“silver medalists”) or to check in periodically with larger candidate pools. Structured communications and automated workflows help maintain good relationships and free up your TA team’s time.
  • Blind screening: This is an effective method for controlling hiring bias, a foundational element of all diversity and inclusion (D&I) initiatives. ATSs with a blind screening feature obscure the candidates' names, photos, addresses, and other demographic identifiers to prevent assessments based on non-relevant characteristics.
  • Employer branding and career site: Modern applicant tracking systems are built with the candidate experience in mind. Making a good first impression is critical, so top ATSs include no-code features that recruiters and hiring managers can use to build and maintain a professional, bespoke career site without needing to involve marketers and developers.
  • Data and analytics: Any ATS worth its salt has a basic analytics dashboard. The best (and often the most expensive) ATS also incorporates a powerful analytics engine to make light work of your heaviest statistical loads.
  • Interview scheduling: ATS software that is focused on recruitment process automation will include scheduling for everything from phone screens to final-round interviews. Some enterprise options, such as SparkHire and VidCruiter, even have a video interview tool built in so you don’t have to rely on a third-party app for such use.
  • Offer letters: Automated distribution of offer letters is a standard ATS feature. Most platforms offer templates that can be easily customized for each offer presented to a new hire.‍
  • Onboarding: A smooth onboarding process helps ensure that the transition from candidate to colleague is as smooth as possible. It’s not surprising to see that most applicant tracking platforms now offer some form of this capability, either natively or via integrations with third-party employee onboarding tools.

The above features are highly specific and designed to help buyers and decision-makers make quick, informed decisions. However, some critical aspects of ATS performance and functionality can’t be summed up so easily.

Our guest expert, Zach Larson, suggests buyers consider the following three basic elements:

  • First, consider how well the product will respond to market challenges.
  • Second, estimate the quality of candidates based on the ATS's sourcing methods.
  • Last but not least, involve your TA team in the process. Your internal stakeholders must be on board with your choice.

Other Factors Worth Considering

Beyond key features and pricing, user experience (UX) and user interface (UI), scalability, and customization are also critical factors to look for in an ATS.

  • User Experience and Interface: When looking at well-known platforms like Greenhouse, BambooHR, and Pinpoint, it’s easy to see that a well-designed interface partly contributes to higher adoption rates and, consequently, the growing popularity of these platforms. A great UX/UI enhances user satisfaction, reduces training time, and improves recruitment processes. It also benefits job applicants, as a smooth and intuitive application process helps improve the candidate experience and increase the likelihood of successful hires.
  • Customization and Scalability: An applicant tracking system that seems ideal for your 20-person team today may become inadequate if it cannot support your international hiring needs as your team scales globally. Be sure to assess how customizable the system is (e.g., branding options, workflow customization, automation tools) to meet both your current and long-term needs. Oftentimes, seeking advice from HR tech experts results in faster and more accurate ATS shortlists, as they provide candid insights that a vendor’s sales team might not disclose.

Questions to Ask on Demos

The questions should all be about your specific requirements for an ATS, but the following can offer some ideas and inspiration on what to ask during your ATS vendor demo.

  • Is there a bi-directional API to share information between this system and my HRIS?
  • How does this ATS help my recruiting efforts beyond capturing candidate information? For example, will it allow me to pipeline candidates, source new ones, boost referrals, etc.?
  • How does this system improve the candidate experience?
  • What is your partner strategy, and do I have to pay to integrate my other recruiting tools?
  • What metrics do you focus on to prove the effectiveness of this solution, and where can I see these in my analytics dashboard?
  • Can I speak to my future customer service rep about implementation and how exactly your organization will be involved?
  • Walk me through the candidate experience.
  • Can I store candidate profiles in this system in a way that is searchable for future candidate sourcing?
  • Walk me through how recruiters post jobs, vet applicants, and leave feedback.
  • How do employees outside of HR interact with this ATS?
  • Do you have social recruiting capabilities?
  • We use {{XYZ indispensable recruiting tool}}, do you integrate with it? If yes, how?
  • What is the onboarding process after we buy this solution? Ask for specific steps and who in your org needs to be involved.

For those wondering what the right number of questions to bring to a demo, here is a piece of advice: ask as many as you can. If a vendor doesn’t have time to help you understand their product from the ground up, they are probably the wrong vendor.

FAQs

What is ATS?

ATS stands for applicant tracking system, a type of recruitment software designed to make it easier for companies to find, organize, and track applicants for jobs.

Read more: What Is an Applicant Tracking System (ATS)

How do applicant tracking systems work?

Applicant tracking systems serve as a liaison between employers and applicants. Once an application is submitted, the ATS extracts and stores the candidate’s work experience, education, and contact information in a database. HR teams use the database to review applications, communicate with applicants, schedule interviews, and sometimes administer skills tests.

What is the difference between an ATS and an HRIS?

An ATS (applicant tracking system) is the core operating software for your recruiting team, handling hiring records. In contrast, your HRIS (Human Resource Information System) is the core operating system for your human resources team, handling employee records.

What is the difference between ATS and CRM?

ATS focuses on streamlining application logistics, while CRM (candidate relationship management system) builds relationships with potential candidates early on through engagement activities. ATS is used in the later hiring stages, and CRM is used in the early stages of candidate attraction and engagement.

Why is ATS software used in recruitment?

An ATS is used in recruitment to make the end-to-end hiring process easier. ATSs were initially designed for large corporations managing thousands of job applications every week. The use of software dedicated to specific purposes has become part of our everyday lives, and so has the ubiquity of the ATS in small and medium businesses. Teams of all sizes, with various hiring needs, can benefit from a tool that increases efficiency by streamlining tasks.

Is there a free applicant tracking system?

Yes, there are. Some of the best applicant tracking systems we've tested that offer free editions are Manatal, which offers a free trial; Dover, which has a free plan that lasts forever; and Recooty, which is free for one user. Check out our free ATS buyer guide for more options.

What is the best ATS for startups and SMBs?

Startups and small businesses often have a tight budget for recruitment technology, so the above free ATS could be a good starting point for these companies. Additionally, Workable, Zoho Recruit, and Recruit CRM are among the other top SMB-focused ATS systems we tested, which offer a good range of features at an affordable price.

What is the best ATS for recruitment and staffing agencies?

Recruit CRM, Manatal, and Zoho Recruit provide comprehensive features tailored to the needs of smaller agencies. On the other hand, larger firms with increased volume and complex recruitment processes may find Bullhorn and Avionté to be more suitable.

Final Advice on Buying an ATS

  • Know your needs: Get clear on the specific needs your ATS must satisfy. Meet with vendors and watch demos only after you are absolutely sure of your current ATS requirements and confident of your future forecast. Don’t agree to anything less (or more) than exactly what you need.
  • ‍Two-for-one ROI analysis: Being CFO-ready with an ATS ROI calculation will refine your thoughts on why and how an ATS is a necessary purchase for your team, leading to greater clarity on which features to prioritize.
  • Consider the context: As ATS platforms have become more sophisticated, their cost has decreased. This means capabilities like sourcing, recruitment CRM, talent re-discovery, and even top-rate analytics are readily available to most.

Watch this video for insights from our experts on selecting the right applicant tracking software for your needs.

About the Author

Phil Strazzulla
HR Tech Expert, Harvard MBA, Software Enthusiast
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Phil is the founder of SelectSoftware Reviews, a website dedicated to helping HR and Recruiting teams find and buy the right software through in-depth, expert advice. He has bought over $1 million worth of HR and Recruiting tools. Additionally, as of 2023, nearly 3 million HR professionals have relied on his advice to determine which business software they should buy.

Phil studied finance at New York University and started his career working in venture capital before getting his MBA from Harvard Business School. His in-depth understanding of the Saas landscape, especially HR Tech, stems from nearly a decade of researching and working with these tools as a computer programmer, user, and entrepreneur.

Featured in: Entrepreneur Harvard Business School Yahoo HR.com Recruiting Daily Hacking HR Podcast HR ShopTalk Podcast Employer Branding for Talent Acquisition (Udemy Course)

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