The 18 Best ATS Systems Reviewed & Compared by Experts

• Greenhouse is user-friendly.
• Greenhouse customer service is exceptional.
• Greenhouse will custom-create lists for every step of the process.

Greenhouse was introduced to me in 2014 as an affordable startup option to compete with larger (HRIS) software. I have used and implemented this software with several clients over the years. Greenhouse has been especially effective in streamlining recruitment processes and training for new HR hires as its system has grown increasingly user-friendly. I have noticed a trend among my clients that companies that search for data-driven talent have an easier time using Greenhouse.

• I have occasionally experienced issues with bulk imports.
• Greenhouse sometimes does not pick up keywords.
• It takes time to understand the system.

Greenhouse has been a consistent and affordable option in comparison to ADP or Trinet. I enjoy the Greenhouse interface more overall.

Does your team have experience in training an HRIS system to be intuitive? Are you clear on your hiring expectations before investing in a system of this kind?

Greenhouse's customer service has evolved tremendously. I find that they are very efficient.

Tech-focused with a high talent pool.

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

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

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

I really don't have anything I dislike.

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

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

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

I would say any organization.

• BambooHR is easy to use and train employees on. BambooHR makes it very easy to create offer letters and email templates when it comes to recruiting.
• BambooHR makes it easy to recruit and keep track of candidates, and the stages they are in in the interview process.
• The BambooHR 'how can we help button' makes it super easy when you have a problem or a question to get a resolution.

We are a small organization with roughly only 25 employees but we need a tool that could do it all. When making this decision we compared tools that could sit as an ATS system combined with an HRIS system. Not only can BambooHR fit in those factors, it can also have benefits and payroll implemented in their system if we wanted to stop using our other payroll system. We have been using BambooHR since March 2023 but I had used it at a prior organization so that was an easy decision to move forward with it.

• I wish BambooHR let you have candidate scorecards when recruiting.
• BambooHR makes it easy to create onboarding documents but it does not always simplify the packets for each job function.
• I wish BambooHR had the ability to open and close jobs more fluidly similar to Greenhouse - multiple openings in one job code for tracking purposes.

BambooHR is a great product for a small growing organization that needs a product to do it all. Because we have a limited budget we needed to find an ATS that could also onboard and fit as a people management system. I think that BambooHR is cheaper and easier to use.

When buying a tool like BambooHR I think they should consider price (this was our number one driving factor), and scalability. As we continue to grow, BambooHR will be able to grow with us.

BambooHR has evolved over the years since I last used it. They have developed their reporting capabilities, added payroll and benefits to their system, as well as created a system to organize a 'talent pool'.

BambooHR is good for a company with less than 400 employees that is looking to grow their organization, and manage current employees.

JazzHR is really easy to use. It is very intuitive, with tabs being pretty self explanatory. JassHR also posts on multiple job boards and pulls quality candidates from those job boards as well, expanding our reach to prospective hires. It is very easy to read and download resumes, and we can quickly share the applications with others within our team who need to view them. The price for the service is also reasonable. There was a price increase this year but we felt it was still more than worth it. JazzHR also integrates with our HRIS, Zenefits, which is an additional benefit.

We bought JazzHR because we wanted to streamline our recruiting process. Being in the federal contracting and acquisition space, we get quite a few opportunities to fill vacancies. Our company needed to be able to identify qualified candidates quickly. We also wanted to use an applicant tracking system that hosted candidates from multiple sources. Our first experience with JazzHR was in late 2021 and we purchased a subscription in 2022. We've been happy with the service and often refer colleagues and other businesses to JazzHR.

It can sometimes take longer than expected to receive feedback or a response from a JazzHR rep. We also have noticed that the system freezes more frequently than expected. We can usually work around this by simply logging out and back in but it seems to be a JazzHR issue since this happens on different computers as well as different networks. We would like to see more customizable features so that the look of JazzHR has more of a personalized feel.

JazzHR provides more candidates than competitors and it has a much lower cost. We also like the ability to customize templates when responding to candidates without having to pay an additional fee or select a higher priced subscription. JazzHR is also much easier to navigate than Monster and Indeed, and candidates have shared that when using JazzHR directly, it is easier to upload resumes and apply than other services.

If you want a low cost option that checks off most if not all of the boxes, consider JazzHR. If you need fast customer service responses, then you might want to try a different provider who can accommodate that. If you don't need a highly personalized home page, JazzHR is a good option especially for the price. Overall, JazzHR is our favorite resource for our recruiting needs.

We have only used JazzHR for a little over a year now and have not noticed significant changes worth mentioning.

Any organization with recruiting needs.

Easy to use and navigate for anyone including those technologically challenged. Easy to set up a performance review from the backend perspective. Lastly, I like how an entry level employee can see how their goals are vertically integrated into the top goals/company's strategic plan. I believe this visibility helps all employees understand the end goal better and that they are an important part of a bigger goal.

I have used ClearCompany for less than a year and am happy with the ease of the product. Our company was looking for a performance review system that was more integrated and connected to our strategic plan. Our company bought ClearCompany because of the many features, advantages, and benefits the product offered over our past performance review provider. One key benefit was the platform provides transparency on the progress of an individual's goal(s) and the team's goals. The organization as a whole can see goals the top executives set for the term and how each contributor's goals vertically connect to supporting those top goals.

I did not care for the performance review builder where they use job descriptions from a prebuilt template. I thought the template was incomplete and lacking in descriptions of job functions/responsibilities. Also, if an organization's goal is to build individual performance reviews for each position, using this software may be very time consuming. This software is better for a standard template review process for groups of employees. Building the review template is not quick because it takes time to learn how to build it first.

The visibility into a company's goals and others goals is different (and nice). Employees can congratulate others and make comments when their peer's goals are achieved, which is different and a positive employee engagement tool. There is the capability to create more customized performance reviews, if willing to put in the time. There is also the capability to "set it and forget" when creating a performance review. The system will notify an employee/manager when it is time for their review.

A company should identify their needs first. They might not need this comprehensive performance management tool. They should think about what is currently working and what is not working. I suggest making a list with 1. must haves, 2. would likes, and 3. I wish. This list will guide the buying decision.

They planned to build out the job description feature more.

An organization where it is critical to the business that everyone in the organization (from the bottom up) knows and understands the company's goals and who is responsible for each subgoal.

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

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

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

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

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

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

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

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

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

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

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

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

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

I think they have not evolved much.

Seed Startups to Small Startups

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

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

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

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

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

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

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

• The UI is user-friendly, easy to navigate, and very candidate-centric.
• The system is so systematic that we can track where the applicant is in which interview stage at one glance.
• The features help to make faster & better decisions with good quality hires.

My organization wanted to switch to another ATS from the current one for a better recruiting experience, hence, we bought the Lever tool. My organization wanted to bring out a structured way of interviewing candidates and get an easy overview to understand which stage the candidate is in and the progress of the interview process. We have used it for 4 years and we’re happy with how it helped both our org and the potential candidates with an elevated experience of hiring. The UI of the tool is also very good with easy navigation.

• Many times Lever cannot detect duplicate candidates, which is annoying.
• The initial setup on Lever is hard.
• The tool is a little pricey compared to its competitors in the market.

Yes I have used Zoho ATS in the past and Zoho is also a very good all-in-one tool. Lever can be integrated with other tools as well. It has great reporting & analytics features which sets it apart.

People should keep in mind that Lever is an effective tool for candidate experience while applying and also for recruiters to track candidates, capture feedback and create structured interviews and enhance the experiences of users.

Lever now has an additional CRM tool feature which adds another feather to the advantage cap. The candidate surveys and dashboards have also been improvised.

Lever is good to use for organizations with a large employee base where too many stages of interviews are there and a large pool of candidates need to be evaluated, filtered, and shortlisted.

I like Spark Hire because it saves us time by allowing candidates to complete one-way video interviews at their convenience. The platform's ability to share and review interviews with our team makes collaborative decision-making easy. Additionally, the user-friendly interface ensures a smooth experience for both recruiters and candidates. I have used it as a recruiter and a candidate as well.

Our organization bought Spark Hire to make our hiring process faster and easier. Before, we struggled with scheduling interviews and coordinating between different time zones, which slowed us down and made us miss out on great candidates. We've been using Spark Hire for over two years now, and it has helped a lot. The one-way video interviews let candidates record their answers when it suits them, and we can watch them anytime, which saves us a lot of time. We can also share these videos with our team to get their input without needing everyone to be available at the same time. Spark Hire has made hiring quicker and smoother for us.

For new users, it might be a little challenging when you first get introduced to it. For some small companies, the cost might be prohibitive. Lastly, more automation of the integration process could benefit users by reducing manual data entry and ensuring seamless data flow between systems.

Spark Hire is different from other similar tools because it lets you do both one-way and live video interviews. It also has good tools for working together as a team and making candidates feel comfortable. I've used similar tools, but Spark Hire's simple setup and features make it my favorite for hiring new people.

When buying a tool like Spark Hire, they should check if it's easy to use and if it works well with their current systems. Also, see what features it has, like different kinds of interviews and tools for teamwork. Checking the price and if it can grow with their company is important too. Lastly, they should see what other people say about it to make sure it's reliable and people like using it.

Based on user feedback and industry trends, Spark Hire has continuously added new features and improved existing ones. The platform has likely invested in technology advancements to improve performance and user interface.

Spark Hire is great for all kinds of companies that want to hire people quickly and work together well. It's especially good for big companies or those hiring a lot of people. If your team is spread out or if you have many people involved in hiring, Spark Hire can help you all work together easily. It's simple to use and can handle a lot of candidates, making it a good choice for companies of any size.

I like that it is intuitive and easy to use. The fact that it's an all-in-one database that houses compliance, record keeping, communication internally and externally, is a real winner and very helpful.

We were looking for a tool that solves recruiting related compliance. It also needed to include storage capability. Sharing internally was a factor. Another was intuitiveness and ease of use. Compatibility with our performance appraisals was a plus as well.

I dislike that you have to download documents when you only need to view them. It would be nice to be able to just have it open in a new window. There are a few other glitches like this that I wish the company would address.

For people that are trying to solve many things with an applicant tracking tool, an all-in-one system like Trakstar is a really nice perk to hav

They do facelifts to their interface pretty regularly.

HR people will love this tool, and organizations that hire in teams would find it very helpful

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

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

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

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

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

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

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

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

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

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

User-Friendly Interface - iCIMS provides an intuitive and user-friendly interface, making it easy for recruiters to navigate through the system, post job openings, and manage candidate data efficiently.

Centralized Applicant Tracking System (ATS) - iCIMS offers a centralized ATS, where recruiters can store and manage all candidate-related information, including resumes, applications, interview notes, and communication history.

Scalability - iCIMS can cater to the needs of both medium businesses and large enterprises, offering scalability to accommodate changing recruitment requirements as the organization grows.

Our organization believes that iCIMS is a popular cloud-based talent acquisition software that helps organizations streamline their recruiting and hiring processes. The platform offers several benefits to both recruiters and candidates. They strongly are of the opinion that iCIMS streamlines the recruitment process, enhances candidate experience, and provides valuable insights for making data-driven hiring decisions. I have been using iCIMS for 2 months.

One of the cons is it's costly. There are many cheaper ATS available in the market than iCIMS. iCIMS can be relatively expensive, especially for small businesses or startups with limited budgets.

Customization Limitations- While iCIMS is customizable to some extent, certain advanced customization options may not be available or may require additional costs. Organizations with highly unique or complex recruitment processes might find it challenging to adapt the software fully to their specific needs.

While I haven't faced this personally but I have heard that iCIMS has limited offboarding features. While iCIMS primarily focuses on talent acquisition, it may have limited offboarding functionalities for managing the employee separation process.

I have used different ATSs, but the one thing which stands out for iCIMS is its user experience. Its user-friendly interface is designed to streamline the recruiting workflow and make it easier for recruiters and hiring managers to navigate the platform. Also, its customer support service is commendable. iCIMS provides customer support to assist users with any issues or questions they may encounter while using the platform.

When evaluating different ATS options, organizations should consider their specific needs, budget, and long-term recruitment goals to make an informed decision. It is essential to conduct thorough research, compare alternatives, and consider how well iCIMS aligns with the organization's recruitment and hiring processes before making a decision.

I haven’t used it long enough to comment on this.

iCIMS is best suited for large organizations.

• Email tracking. All emails are tracked within the tool, making it easy to manage and understand all communications made by our employees and applicants.
• Questionnaires. We can create custom questionnaires and send them to applicants. Their answers are collected and kept automatically on their profiles.
• Interview scheduling. It's easy to send a link to users so they can schedule their interview directly within the app.

We've been looking for an ATS (Application Tracking System) for a long time, and we've been using Recruitee for about 3 years. As a small game development studio, handling the dozens of applications we receive daily takes time. By using Recruitee, we're able to properly categorize, evaluate and keep records for every applicant.

• Pricing. It's one of the most expensive ATS in its category.
• It's not trivial to change the pipeline steps. If we could change the pipeline steps directly on the pipeline screen, it would be awesome.
• Mobile application is still far from ideal, and has some bugs.

• We've tried many other ATS systems, but Recruitee was the best I could find in this price range.
• The best parts of it are the application workflow and how easy is to keep all information we have on an applicant on his profile.

I recommend keeping an eye on how the communication between the applicants is handled within the app. When trying ATS tools, make sure to apply with another email so you can evaluate the whole pipeline.

The tool hasn't changed significantly over the last 3 years, so I can't speak a lot about this.

It fits companies that need to be more efficient in it's hiring processes, normally larger than 20 people.

1. Overall, the ability to offer both live and recorded interviews.

2. The cost of the offering was very reasonable compared to its competitors.

3. The customer service you are able to receive from them when needed on demand is wonderful. They’re very responsive usually within a matter of just a couple of minutes.

My organization was looking for a way to screen applicants for an initial interview in an effective and efficient manner. Knowing that, we started exploring options for video interviewing both pre-recorded and live.

Through our research, we identified VidCruiter as an option and ultimately was the one that we implemented. We added their software during the pandemic and have used it since. It’s been a great help, and really reduced our screening times through recorded interviews as we have been doing a large amount of hiring.

1. The company is based out of the country, which was not a preference of our organization for security and compliance reasons.

2. Overall, the functionality of the system, as a whole, was a bit more limited than some of its competitor's offerings.

3. The branding of the offering was a little outdated, and wasn’t as modern as some of the alternative options we considered.

Overall, their offering is reasonably priced software that can be used to accomplish the goal of conducting live or recorded interviews with candidates. 

Many of the other offerings were much more expensive than what we were able to pay. It’s easy to use and the responsiveness of the customer service team is exactly what we needed. Some of the alternatives had much longer wait times in comparison, which we didn’t want to deal with.

It allows us to accomplish exactly what we need without paying a high price and without making our process super complicated for candidates, which we appreciate.

Overall, really determine at the start what you need a software for to help your process. If you are only needing it for basic functions, like conducting a live or recorded interview with candidates, you may find that there are some vendors that offer functionality way beyond that, which may be more than you need.

As a result, this means the price tag of those offerings could be significantly higher, more than you can justify, or are willing to pay. Once you’ve identified what you need and can pay, it really helps narrow down the list of vendors that you can move forward with.

One of the biggest improvements our organization has experienced in working with them is that they built integrations with other systems that now make our process really smooth.

For example, we utilize Workday for our HRIS and their software integrates smoothly. This wasn’t something we had at the beginning of our experience as a customer, but now have it and it’s really helped become a seamless transition from one software to the next.

Great for an organization that doesn’t need all the bells and whistles, but that needs an offering that can do basic functionality like live and recorded interviews with candidates. So ideally, the best fit would be for a small or medium size organization.

If you are a large organization, you likely want more personalized branding, a modern look and feel, and a more robust offering than what they can offer.

The automatic integration and feed into public job boards of our choosing, like Indeed or ZipRecruiter. We can manage all aspects of the job posting and candidate flow within TeamTailor, eliminating the need to manage each job board site individually. TeamTailor offers a wide range of one-click analytics, including time to fill, candidate flow time, and DEI measurements. The system keeps all applicants organized within buckets for each job, making it easy for hiring managers to know exactly who they are talking to and what stage of the interview process the candidate is in.

Before TeamTailor, my organization handled all recruitment functions through our internal CRM system, Dayforce. However, that solution did not offer a seamless candidate application experience, lacked text/SMS functionality, and did not have the robust analytics that our leadership team sought. TeamTailor easily integrates with our current systems, such as Microsoft Outlook and Teams. It also offers analytic dashboards that review applicant traffic, time to fill, and the amount of time spent in each stage of the hiring process. We have been using TeamTailor since March 2024.

There have been instances where attached or uploaded files are not sent to candidates and need to be resent separately outside of the system. We currently do not have access to interview templates, which would be helpful for hiring managers who may not be actively interviewing. A minor dislike is that we cannot change the color of their logo. Our organization relies heavily on uniform branding, so including their logo on presentations and communications is visually unappealing.

TeamTailor has built-in text/SMS capabilities that other ATSs only offer as upgraded features. This makes it easy to communicate with candidates quickly. The messages are received within the TeamTailor platform, so the hiring manager or recruiter does not have to provide their personal phone numbers. TeamTailor also integrates seamlessly with our organization's current tech stack of Microsoft products, making interview coordination with calendars easy.

If organizations want a system that acts as a one-stop shop for all things recruiting, this is it. Applicant screening, centralized job posting management, interviews, offers, and reporting are all in one place.

TeamTailor regularly releases software updates that include bug fixes or enhanced capabilities for their current features. A recent example is the ability to further customize analytic dashboard views.

We are a medium-sized luxury retail organization that prioritizes candidate experience from application to offer. Organizations like ours would benefit and see an ROI with TeamTailor.

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

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

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

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

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

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

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

Rippling is quite comprehensive and has more functionality than other HRIS I have used, such as the pulse/survey tool right within the platform. It also integrates with Slack, so notifications and reports can be sent there. I like the workflow options as well, which allow you to set things up to launch when certain conditions are met, e.g. send an onboarding survey a month after start date.

We are a relatively new company and did not have an HRIS in place. After looking at a few we opted for Rippling because of the functionality it offered as well as integrations and automations. We have been using it for about 9 months.

Rippling has been around for a few years but it feels like they are still working out some bugs. There are certain things that just don't work the way you'd expect. We have recently implemented their global payroll app for our Canadian employees and it doesn't do things like break out vacation time, etc. It has a reporting function but it's a bit hard to get exactly what you're looking for and the charts that it creates don't always display information in the most relevant way.

Rippling is quite user-friendly in terms of interface. It has more functionality than others I've used and they're doing a great job figuring out how to incorporate integrations to make it really useful.

It's very good for US employees but is missing a few features for global payroll at this time. Best to understand how all modules are priced so you know what's worth implementing and don't end up paying for functions you don't use.

Rippling has taken suggestions when we've found things that could be improved or added (TBD if those things are implemented). They have added some features in the last few months so definitely seem to be continuing to grow the platform.

HR teams, I think it would be good for organizations with over 50 employees