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The 18 Best Applicant Tracking Systems (ATS) in 2024

The best ATS software - tried and tested by our HR experts. Get pricing details and pros & cons, plus perspectives from professionals who use applicant tracking systems every day.

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: May 16, 2024
TOP
ATS for teams that need a best in class solution
Greenhouse
4.5
Popularity Score
4.4
User Score
4.6
Product  Score
Visit Website
TOP
ATS for teams that need a best in class solution
Greenhouse
4.5
Popularity Score
4.4
User Score
4.6
Product  Score
Learn More
TOP
A best in class ATS for SMB to enterprise
Pinpoint
4.6
Popularity Score
4.4
User Score
4.5
Product  Score
Visit Website
TOP
A best in class ATS for SMB to enterprise
Pinpoint
4.6
Popularity Score
4.4
User Score
4.5
Product  Score
Learn More
TOP
ATS + HRIS all in one suite
BambooHR
4.6
Popularity Score
4.5
User Score
4.4
Product  Score
Visit Website
TOP
ATS + HRIS all in one suite
BambooHR
4.6
Popularity Score
4.5
User Score
4.4
Product  Score
Learn More
Over 3 million HR leaders trust our advice

Introduction to Applicant Tracking Systems

An ATS, or Applicant Tracking System, is software that automates the recruitment and hiring process. For companies that hire more than 20 employees a year, an ATS is an essential tool. Whether you’re here because your business is experiencing a growth spurt or you need to replace a legacy solution that’s slowing you down, you’ve come to the right place!

We've been researching ATSs 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 for you.

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Best Applicant Tracking Systems

Greenhouse

: ATS for teams that need a best in class solution

Pinpoint

: A best in class ATS for SMB to enterprise

BambooHR

: ATS + HRIS all in one suite

ClearCompany

: Talent Management suite & ATS

Ashby

: ATS with Powerful Analytics

Recruit CRM

: Among best priced ATS options for staffing agencies

Manatal

: AI-Based ATS for SMBs

Lever

: All-in-One ATS & CRM Powerhouse

Rippling

: Intelligent ATS within world-classHRIS

Spark Hire

: Collaboration-focused ATS

Trakstar Hire

: Top ATS for SMBs

Avature

: Customizable ATS & CRM

JazzHR

: Affordable ATS for SMBs

iCIMS

: Enterprise ATS & Talent Cloud

Recruitee

: User-Friendly ATS for SMBs

VidCruiter

: ATS & Video Interviewing in One

Teamtailor

: ATS & Great Employer Branding

SmartRecruiters

: Excellent ATS for Enterprise

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

To create and update our list of the best ATSs, each month, we 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.

We evaluate products for the most essential components of a top-notch ATS, like intuitive UX/UI and automation that can be tailored to individual TA team’s needs. Another fundamental feature is integration capacity that supports both core HR ops like HRIS and point solutions like video interviews and skills assessment. Here's a bit more on each of these:

  • UX/UI: Your TA team and talent pool will spend a lot of time using this tool, so our criteria include stringent requirements for UIFor example, 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 Trello.
  • Candidate Experience: We evaluate for features that enhance the candidate experience, like personalized communication, easy interview scheduling, and self-service portals for application status updates. Your TA team is your public relations team, so it is critical to equip them with tech to ensure your reputation among all candidates, regardless of your hire or no-hire decision, shows up on Glassdoor in a positive light.
  • Integration and Compatibility: The goal is to have seamless data exchange and workflow, so we assess each platform’s ability to integrate with other tools in an average HR ecosystem, like HRIS orCRM,. Limited integrations can be a massive drag on ROI: manually entering data or downloading CSVs just to upload them to your ATS 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, companies with lean HR/TA teams and fewer than 500 employees are better off with a platform that combines HRIS, ATS, CRM (and sometimes even payroll!) rather than trying to juggle numerous point solutions.

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

Greenhouse

Most Popular
4.5
Midsize and large teams focused on collaborative hiring
Feature-loaded ATS with onboarding component
Custom Pricing
No
6,500+ companies
4.4
4.6

Pinpoint

Most Popular
4.6
Teams conscious of candidate experience
Transparent pricing and great customer service
Starts at $600/month
Yes
300+ companies
4.4
4.5

BambooHR

Most Popular
4.6
Hybrid and remote teams with high volume hiring needs
ATS built for volume hiring nested in popular HR suite
Custom Pricing
Yes
30,000+
4.5
4.4

ClearCompany

Most Popular
4.0
Enterprise-size with 1,000-10,000 employees
Best for enterprise, stand-alone ATS works well for mid-size
Custom Pricing
No
2,400+ companies
4.5
4.3

Ashby

Most Popular
4.0
SMBs with rapid growth and any orgs hiring consistently
ATS with CRM maintains and nurtures talent pools
Starts at $300/mo
Yes
1,000+ companies
4.4
4.1

Recruit CRM

Most Popular
4.1
Global recruitment staffing agencies
Good-priced ATS, generous free trial available
Starts at $85/user/mo
Yes
1,200+ companies
4.7
4.4

Manatal

Most Popular
4.2
Small and mid-sized teams wanting affordable AI tech
Cost-effective and AI-equipped
Starts at $15/mo
Yes
10,000+ companies
4.7
4.1

Lever

Most Popular
4.0
Teams focused on maintaining talent pools
A single platform for ATS and CRM integration
Custom Pricing
No
5,000+ companies
4.3
4.3

Rippling

Most Popular
4.2
Organizations looking for a comprehensive ATS + HR suite
Very scalable solution, well-suited for growing teams
Starts at $8/employee/month
No
2,000+
4.2
4.1

Spark Hire

Most Popular
4.4
Small and mid-sized teams building headcount
Strong on collaboration and automation.
Starts at $225 / mo
Yes
6,000+ companies
4.8
4.8

Trakstar Hire

Most Popular
4.0
Medium-sized companies optimizing for efficiency
Offer management tools, like e-signature, are built in
Custom pricing
Yes
3000+ customers
4.3
4.1

Avature

Most Popular
4.1
Enterprise-scale companies exclusively
Combined ATS and CRM to improve user experience
Custom Pricing
Yes
1,900+ companies
4.4
4.2

JazzHR

Most Popular
4.5
Startups and SMBs hiring frewer than 500 per year
Tailormade for SMBs
Starts at $49/month
Yes
9000+ companies
4.3
4.5

iCIMS

Most Popular
4.0
Global enterprises and recruiting agencies
Extra large scale can manage up to 50k candidates
Custom Pricing
No
4,000+ companies
3.9
4.0

Recruitee

Most Popular
4.2
The best fit is small and medium-sized businesses
Leverages internal resources for collaboration
Starts at $269/month
Yes
5000+ customers
4.4
4.5

VidCruiter

Most Popular
4.6
Large companies hiring 100+ people annually
Has video interviews, ATS, and Quick Apply
Custom Pricing
No
100,000+ users
4.7
4.8

Teamtailor

Most Popular
4.0
Startups and SMBs building brand alongside headcount
ATS with great employer branding
Custom Pricing
Yes
7,000+ customers
4.3
4.1

SmartRecruiters

Most Popular
4.0
Mid to large-sized companies wanting an all-in-one HR tool
Candidate assessment, skill testing, and offer management
Custom Pricing
Yes
5,000+ companies
4.2
4.0
Phil Strazzulla
HR Tech Expert, Harvard MBA, Software Enthusiast

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Detailed Reviews of the Best Applicant Tracking Systems

Greenhouse

Visit Website
Greenhouse
Learn More
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 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.
Screenshot of Greenhouse Applicant Tracking System Showing Jobs and Their Status

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.

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

Pricing is unavailable online, but we found some information through our network.

Greenhouse offers tiered plans, and the pricing is based on the company’s total headcount.

  • Essential: Core features and one event.
  • Advanced: Everything from Essential, plus custom reporting, scalable workflows, and ten events.
  • Expert: Everything from Advanced, plus upgraded CRM, enhanced security, developer sandbox, DEI feature set, and unlimited events.

The standard contract is a one-year prepaid subscription, and discounts are available for two and three-year prepaid agreements.

Best For

Midsize to large enterprises who are ready to invest in the full feature set of a top-notch ATS platform.

Greenhouse in action
Reviewer's Rating
9/10

Greenhouse is primarily used as an applicant tracking system so that is exactly how I've used it. Several key workflows I've used it for are:

- Retrieving recruiting data

- Gathering feedback from interviews

- Getting candidates scheduled

- Sending and receiving offer letters

What do you like about this tool?
  1. The ability for candidates to submit their availability in an easy-to-understand calendar
  2. Structured interviewing so that interviewers know exactly what questions to ask the candidates and what is important
  3. Amazing customer support team that is able to answer any question you have
  4. Google Report Connector
  5. A trustworthy set of preferred integration partners
  6. For out of the box scheduling functionality, it is better than most and easy to train people on
Why did your organization buy this tool, and how long have you used it for?

I've used Greenhouse for 3+ years and have enjoyed it tremendously. I'm answering the following based on my experience with Greenhouse at three different companies and helping several others build and configure their GH instances.

Greenhouse is a top-notch ATS for not only candidates but recruiting teams as well. It addresses many of the top pain points in the recruiting process that everyone complains about like a poor application process, difficult-to-understand scorecards, and terrible customer support. Additionally Greenhouse contributes immense thought leadership and helpful webinars across a broad swath of topics.

What do you dislike about this tool?
  1. The reporting functionality, while good, isn't as good as it could be. To be effective, you either need to use an integration partner (like TalentWall, Eqtble, Ashby, Gem) or build your own tools (either using the Report Builder for Google Sheets or something more complex like Looker/Tableau). Reports are held by the user so you aren't able to share and make changes on someone else's report (which requires you to rebuild it)
  2. Lack of headcount planning functionality or a portal. There is a struggle between when to use job openings and how to get their data
  3. Admins can't configure certain aspects of users accounts in advance/ users are required to connect their own integrations
  4. Lack of shared/connected interview plans concept so if you make a change in one plan and you need that change to be carried across to other roles, you have to manually do it.
How is this tool different than their competitors?

Greenhouse is one of the best ATSs on the market. Even for the complaints people have about it (e.g., lack of automated scheduling, reporting being difficult), it is still one of the best for applying to an open role as a candidate, conducting interviews as an interviewer, and getting the support you need to fix back end and process issues as an admin. Plenty of other ATSs claim they do what Greenhouse does but they over promise and poorly deliver on the same experience (or just flat out try to copy and fail).

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

- What is the interviewing culture of your company?

- When do customers typically outgrow you, and where do they go next?

- Can I see a demo focused solely on integrations with our major existing systems (HRIS, Calendar, Email, Zoom, etc.)?

- How long will data migration take and what data will be lost?

- What supplemental tools will likely be required should we implement?

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

Greenhouse has continuously innovated to meet the needs of its users. They were one of the first to implement pronouns so that candidates could self-identify. They have continuously changed their reporting to make it more user-friendly and serviceable. The changes might not be immediate but when they make a change it never feels rushed or buggy.

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

All users and orgs of any size

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

Companies that don't have time to learn it inside out

Pinpoint

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

Why we picked Pinpoint

A lot of ATS platforms don’t deliver on their claim to be user-focused, but Pinpoint does. With a sophisticated, sleek look and an intuitive interface, they clearly know great software is a mix of form and function.

PROS

  • Best in class automations that will save your recruiting team time.
  • Highly customizable and values collaborative hiring.
  • Unlimited jobs and team members in all of its plans.
  • Career site builder helps teams find and convert the right talent.
  • 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

  • The employee onboarding module costs extra
  • Cost prohibitive for budget-conscious teams
  • No free version or free trial offer
  • 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

The career site builder is a big hit with our team, especially for our writers and editors with extensive experience on TA teams. They emphasized that the need to stand out among other companies is one of the most critical tasks they faced as recruiters, and this unique approach was compelling. 

We found the site builder feature to be so intuitive that a first-time user could complete the setup for a custom site in about 30 minutes. 

This ease of use is no coincidence: Pinpoint is known for its emphasis on user experience, so the visual clarity and sequential logic of workflows were designed with care. 

Users report attentive customer support via email, chat, or phone. 

The platform also considers the experience of employees who make referrals by offering a low-friction process. An automated email is sent to current employees informing them about open positions. The message includes a link to share with their network, and the platform keeps track of the referrals they have made so far. 

With an open API and more than 100 built-in integrations, Pinpoint plays well with others. However, bespoke integration is available exclusively for Enterprise plan users.

Pinpoint Customers

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

Pinpoint Pricing

  • Pinpoint pricing starts at $600 monthly when billed annually.
  • Enterprise features, such as multi-page career sites, multi-lingual support, custom integrations, and help on data migrations, start at $1,200 per month.
  • Discounts are available for startups with fewer than 50 headcount.

Best For

This ATS is best for in-house recruitment teams filling at least 30 openings annually, especially those with a strong, user-centric mentality.

Pinpoint in action
Reviewer's Rating
9/10

We have configured a recruitment process and attached email templates to every stage of it, allowing us to rapidly communicate with candidates in a standard way, at all stages. We share CVs with management within the tool and capture feedback. We use the tool to invite candidates for assessments, and for booking the assessments in [usually via MS Teams which PinPoint integrates nicely with]. We upload interview notes to the candidate area in PinPoint, and sometimes make a phone interview guide within the tool, to enable us to use a more robust scoring mechanism if anticipating higher volumes of direct applications.

Pinpoint is also used to store/bank candidates for future roles. We have created and implemented a bespoke tagging approach to find people quickly. We have also tagged candidates for reasons not to progress, and can report on that. This gives an opportunity to fine-tune adverts for future positions if we uncover particular rejection themes. It is also used for reporting on things like the diversity of applicants and candidate volume.

What do you like about this tool?

It is very easy to use from a product owner and user perspective. Both management AND suppliers have happily adopted PinPoint and only have positive feedback about it. The PinPoint support staff/messaging tool is also fantastic, with immediate responses provided to any tickets raised.

I love the ability to make bespoke application form questions. Knowing clearly candidate availability, salary expectations, and right-to-work status from such questions saves the recruitment team countless hours.

With the right process and email template set, it gives a better candidate experience. Candidates receive rejection emails and will know clearly what to expect at the interview/assessment stages.

The reporting is wonderful. You simply cannot report on diversity matters without a system like PinPoint, which removes the candidate’s personal info from their actual job application.

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

Our global recruitment function was hiring around 60+ people a year, across multiple global locations. We used various channels and suppliers to generate candidates but had to manage everything via email and Excel trackers. We wanted a solution that was easy to use, configurable, and enabled HR and management to collaborate, in line with our values. We also wanted a solution that enabled blind CV applications to mitigate unconscious bias, plus diversity reporting. We have used it since April 2022.

What do you dislike about this tool?

You can't effectively share comms with recruitment suppliers about new openings or changes to vacancy briefs, so I am still relying on emails. There should be a ‘vacancy supplier’ area on each vacancy where we can communicate with agencies and also document any feedback from them from the market. Then we could have an option to share info with leaders.

How is this tool different than their competitors?
  • The way it can be configured to your needs is refreshing.
  • The general speed of moving candidates around within a process or into a new process is also different from other systems.
  • In a recruitment team, everyone can see what is going on with candidates and roles, so you remove bottlenecks and enhance efficiency when it comes to things like recruitment team absence.

What Instructions should people think about when buying this type of tool?
  • First, make sure you have an agreed recruitment process established in the business, then create a ‘shopping list’ of problems to solve or features you would like. Then review solutions.
  • Ensure you liaise closely with IT and/or infosec/GDPR managers around the idea and implementation.
  • Finally, these systems are priced based on an organization’s headcount, so that may come under consideration from a budget perspective.

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

A few enhancements here and there, mostly around the reporting suite.

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

Firms recruiting high volume roles and varied roles, with many different managers/suppliers involved.

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

Pinpoint would be helpful for any business, regardless of size of industry.

BambooHR

Visit Website
BambooHR
Learn More
Popularity Score
4.6 / 5
User Score
4.5 / 5
Product Score
4.4 / 5

Why we picked BambooHR

We love how this ATS operates within Bamboo’s larger HR Suite. We found seamless workflows between the ATS 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.
Screenshot of BambooHR Applicant Tracking System Showing Onboarding Task, Monthly Headcount, Vacation

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. 

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.

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 is based on a per employee per month (PEPM) model. There is a minimum charge of $3,000, that usually starts to increase once you hit 25 employees.

In general, we've seen companies pay as low as $8 PEPM, but $12-14 PEPM is a good range (assuming you are using the full HRIS with a few modules).

Best For

BambooHR is a great pick for SMBs who want an all in one suite that can take care of the entire employee lifecycle. If you're just looking for an ATS, there may be better standalone options.  But, if you are <500 employees, you are generally going to want an all in one anyways.

BambooHR in action
Reviewer's Rating
9/10
  • The tool has been critical in managing employee data and maintaining the database of employee information accessible by the team remotely.
  • We use BambooHR for onboarding and collecting information for new joiners. It is also an ideal tool for recruitment and tracking of candidates throughout the recruitment cycle.
  • We are also able to use it to track and manage employee leave applications.
  • Reporting has been made very simple since I can pull a report in minutes on headcount, analysis on gender, leave, turnover rates, onboarding, and performance

What do you like about this tool?
  1. Excellent Customer Service: The customer support team has been very supportive and responsive in troubleshooting.
  2. The system is user-friendly and has some videos guiding you through some of its functions. The system is designed to be customizable, so clients can tailor it to meet their specific needs.
  3. Powerful reporting: BambooHR's reporting features have allowed me to generate a wide range of reports, such as headcount, turnover, and diversity reports, this information is instrumental in making data-driven decisions.
Why did your organization buy this tool, and how long have you used it for?

As Covid-19 forced most employers to look into hybrid working models, there was a need for us to look into tools for managing employee information and tracking time off to streamline administrative tasks and reduce errors while working remotely.

BambooHR offers Recruiting and applicant tracking features that make it easier to find and hire the right candidates for open positions remotely.

Additionally, it provides performance management tools, including goal setting and performance reviews, which can help ensure that employees are working towards company objectives and receiving the feedback they need to succeed.

I found the system to be user-friendly, with a modern interface that is easy to navigate and customize to meet our needs. The system also has video tutorials that are clear and guide you through its functions.

What do you dislike about this tool?

The main con would be its limited payroll functionality. It is not available in Africa and its payroll functionality is currently only available for customers in the United States and Canada, which may be a drawback for companies based in other countries.

Pricing is also on the upper limit compared to other solutions, particularly in Africa.

The features on training could also be more customizable to clients in diverse spaces or lines of work

How is this tool different than their competitors?

BambooHR has strong reporting features which allow us to generate a wide range of reports, such as headcount, turnover, and diversity reports, which can help organizations make data-driven decisions.

Its user-friendly interface is easy to navigate and find the information users need. The system is designed to be customizable, so users can tailor it to meet their specific needs.

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

When buying BambooHR or any other HR software solution, there are several criteria to consider, including:

  1. Location: BambooHR's payroll functions are better suited for companies in US and Canada. For ease of compliance with local regulations, countries in Africa can consider an alternative tool to run their payroll function.
  2. Company size and needs: The size of the company and its HR needs are important factors to consider when selecting a software solution. BambooHR is generally well-suited for small to medium-sized businesses with straightforward HR needs.
  3.  Customization: Companies should consider how customizable BambooHR is, and whether it can be tailored to their specific HR workflows and processes.
  4. Security and compliance: Companies should consider BambooHR's security and compliance features to ensure that employee data is protected and that the system meets relevant legal and regulatory requirements.

How has this tool changed or evolved over time to meet users needs?
  • Improved user experience: BambooHR has focused on improving the user experience over time, with updates to the system's interface, navigation, and overall usability.
  • Deeper analytics: BambooHR has added more powerful reporting and analytics features over time, which has helped users gain deeper insights into their HR data.

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

BambooHR is well-suited for small to medium-sized organizations with straightforward HR needs. The system is particularly strong in areas such as employee data management, onboarding, and reporting, and is designed to be customizable to meet the specific needs of each organization.

Functions like payroll are better suited for companies in US and Canada.

It is well-suited to organizations that need a flexible, customizable, and user-friendly HR software solution.

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

Large enterprises: BambooHR is generally not recommended for large enterprises with complex HR needs. The system is designed to be straightforward and easy to use, which means it may not have the depth of functionality that larger organizations require.

It is also not ideal for a company wishing to run payroll that is operating outside the US

ClearCompany

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ClearCompany
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Popularity Score
4 / 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.
Screenshot of Clear Company Applicant Tracking System Showing Team Goals and ATS Features

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.

We review all types of HR tech, but our team has a lot to say about ATSs. 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 works best within ClearCompany’s suite, but it is a super-solid ATS on its own.

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

ClearCompany Customers

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

ClearCompany Pricing

The software has custom pricing. Quotes are based on company size and customizations.

Best For

Large-size organizations with a budget that can cover paying for the whole suite are the best fit, but the ATS alone is excellent for mid-size teams.

ClearCompany in action
Reviewer's Rating
8/10

As someone committed to my organization's success, I rely on ClearCompany to streamline our recruitment, offer letter, and onboarding workflows. ClearCompany's customizable workflows allow me to tailor our HR processes to meet our organization's specific needs and goals. By utilizing ClearCompany daily, I am able to confidently manage and optimize our recruitment processes, ensuring that we are attracting, hiring, and onboarding the best talent in the most efficient manner possible. Ultimately, ClearCompany allows me to focus on what I do best: leading my organization to success.

What do you like about this tool?

ClearCompany is my preferred HR software because of its user-friendly interface. The system's functionality is not only impressive but also has practical applications. Unlike other HR software, ClearCompany focuses on providing useful tools and features rather than unnecessary bells and whistles. Additionally, ClearCompany makes it easy to post job vacancies on multiple job boards, including unemployment job boards, ensuring compliance.

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

Our decision to buy ClearCompany was informed by the platform's impressive array of integrations. As a company, we recognize the importance of streamlining our onboarding processes, and we found that ClearCompany offered a centralized system that helped reduce the manual aspects of candidate onboarding.

We have been able to rely on ClearCompany's reporting metrics to track our progress in meeting our onboarding goals, and we've found the self-service portal to be an excellent tool for candidates to review their onboarding checklist. Additionally, the platform's seamless offer letter approval process has made it easy for us to process and approve offer letters in a timely manner.

Overall, our experience with ClearCompany has been extremely positive. We have been using the platform for two years, and it has become an essential tool in our HR toolkit. We are confident that ClearCompany will continue to support our onboarding efforts and help us achieve our HR goals.

What do you dislike about this tool?

I am dissatisfied with ClearCompany for the following reasons: the response time has exceeded 48 business hours, the offer letter approval workflow lacks an automated function for candidate receipt, and there have been issues with candidate duplication. Keep in mind these issues fail to compare to the benefits we have received in using this system.

How is this tool different than their competitors?

ClearCompany stands out because of its comprehensiveness. Customizing workflow, reporting, and tracking processes lets you know they get "it."

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

When looking to purchase ClearCompany, it is essential to evaluate several key factors to ensure the tool meets your organization's needs. These factors include the size of your company, the frequency of job postings, the number of employees that require access, and current workflows. By carefully considering these aspects, you can confidently determine if ClearCompany will be the right fit for your organization.

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

I have used ClearCompany for two years and cannot think of any significant evolutions/changes during that period. It has been pretty steady for use.

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

ClearCompany is suitable for medium to large organizations with a Recruiting/HR department to support its use.

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

Based on my analysis, I would recommend organizations with high-volume recruiting needs to consider other options instead of ClearCompany.

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.

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 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 offers two core plans for its All-in-One platform and a 3rd option for connecting Ashby Analytics to your existing ATS.

  • All-In-One Foundations: Ranges from $300/month to $900/month depending on company size. 10% discount for annual commitments and emerging market pricing available.
  • All-In-One Plus: Contact for a quote.
  • Ashby Analytics for your existing ATS: Contact for a quote.

Best For

Ashby works for early-stage startups, SMBs, and large enterprises, but those who make the most of this recruiting software are companies at the hyper-growth stage.

Ashby in action
Reviewer's Rating
7/10

I use Ashby daily. I use it for candidate sourcing, using their Chrome extension. I also use it for outreach. Candidates can apply through our Ashby career site which we have embedded on our website. I use their pipelines for tracking applicants throughout the entire selection process. I use their interview guides to conduct interviews and submit feedback. Candidates can book their interviews using Ashby's direct booking links.

What do you like about this tool?
  • Customizable email sequences. 
  • One-click sourcing using the Chrome extension. 
  • Unlimited users and job postings.
Why did your organization buy this tool, and how long have you used it for?

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

What do you dislike about this tool?
  • The whole interface is not very user-friendly. It feels like it was created for IT users, not HR users. 
  • The customizations are hard to figure out and their navigation menus are counterintuitive. 
  • The kanban view for the pipelines feels like an afterthought and feels heavy and sluggish.
How is this tool different than their competitors?

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

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

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

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

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

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

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

Large companies.

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

Small agencies and early-stage startups.

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-dashboard

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.

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. 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 and consulting agencies.

Recruit CRM in action
Reviewer's Rating
10/10

As a Manager of Talent Acquisition, I use Recruit CRM in various ways. It helps me track the number of employees in our pipeline accurately. I also create Candidate Lifecycle Reports for senior team review and decision-making. The tool assists in creating job listing pages, posting jobs, and managing online application procedures. This comprehensive functionality supports my workflow and enhances our recruitment process.

What do you like about this tool?

The professional user interface and advanced search features allow candidates to filter jobs by location, date, and interest. The pricing is favorable, making it accessible for smaller businesses. Integration with Google Meet and Microsoft Teams is straightforward, and the customizable email templates save time.

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

It has been three years since we started using Recruit CRM. Our company needed a solution to communicate with employees without relying on separate emails and to enhance our HR management capabilities. Recruit CRM has streamlined remote interviews, eliminating the need for physical offices. The integration with Google Meet and Microsoft Teams has made it easy to conduct 1:1 online meetings with candidates, interns, and employees. This tool has significantly improved my efficiency as a Human Resource professional.

What do you dislike about this tool?

Integrating with a custom email for sending emails from our job email requires knowledge of SMTP integration. The tool lacks Zoom and Webex integrations, which we often use, forcing us to switch to supported tools. Creating employee reports requires skill, as there are no templates available for this module.

How is this tool different than their competitors?

Recruit CRM offers job listing, deal-making, online meeting integration, and document management at the same price, while competitors charge extra for these add-ons.

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

Consider the size of your HR needs and the team you will manage with this tool to ensure it remains cost-effective in the long run. Assess the tool’s features against your organization's requirements to determine its suitability.

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

While there haven't been many changes, new features like job listing and online interview modules have been added.

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

Recruit CRM is ideal for recruiting companies and Human Resource departments.

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

It may not be suitable for smaller businesses with few team members.

Manatal

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Manatal
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Popularity Score
4.2 / 5
User Score
4.7 / 5
Product Score
4.1 / 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.
  • Transparent and flexible pricing.
  • 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.
  • Boolean Search and Advanced Search cannot be used together.
  • 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 Manatal Applicant Tracking System Showing Candidate Applications Received on Their ATS portal

Manatal Review

Manatal has earned a spot on our top ATS list. As 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: it’s budget-friendly. We appreciate the transparency in pricing, as there is no need to go through the hassle of contacting a 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 recommendations feature is a time-saver. It compares job descriptions' language to skills listed by individuals in the talent pool.

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. Additionally, they recently started offering free, live training webinars.

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 has four plans. When billed annually:

  • 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. It is tailored for larger businesses requiring advanced functionalities and support.

Best For

Manatal is well-suited for companies of different sizes representing many industries but narrowed down to one, it’s SMBs who can use the 14-day free trial to explore the product before they buy.

Manatal in action
Reviewer's Rating
8/10

I use Manatal for many reasons. I source candidates, store their information, post my jobs on job boards, my career page and our website. I keep notes about candidates as well as my current employees. I also upload all of my new hire information and/or paperwork for each new hire and use it as a digital personnel file.

What do you like about this tool?

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

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

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

What do you dislike about this tool?

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

How is this tool different than their competitors?

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

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

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

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

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

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

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

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

Larger staffing firms or any business that would need integration either with a scheduling and/or timekeeping program, industry specific software and/or accounting programs.

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 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. 
  • According to most users, Lever's UI is very intuitive and easy to learn.  
  • Lever combines the capabilities of an ATS and a CRM into a single platform that not only supports your current hiring needs but allows you to actively engage and nurture prospective qualified candidates for future roles.
  • Lever takes diversity hiring into consideration with Equal Employment Opportunity (EEO) surveys that help you collect diversity data from applicants, sourced candidates, and referrals regardless of whether they applied to an open position or not.
  • Lever provides role-based visual analytics with over 20 key TA metrics in its basic 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.
  • Lever doesn't disclose their pricing on their website. Interested users are also not able to create trial accounts on their own. 
  • The platform doesn’t have features for background or reference checking but they do integrate with third-party solutions that specialize in those checks. 
  • Lever currently lacks a mobile app, but the platform is optimized for mobile use.
Screenshot of Lever Applicant Tracking System Showing Job Applications Received in Customer Success Department

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.

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 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).

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 offers custom pricing, so users must contact Lever for quotes.

Best For

Excellent for any org that needs to maintain a connection and easy access to a particular candidate pool, including tech startups, healthcare, and retail.

Lever in action
Reviewer's Rating
9/10

Our talent acquisition team quickly realized it was a powerful ATS, which helped us streamline our hiring process.

Some of the key workflows we used Lever for was hiring team collaboration as we can set provide multiple employees access to a specific job, reducing the time of sending resumes to each collaborator to review resumes. We could also set up their viewing abilities which allow us to only provide hiring managers the chance to change the status of the applicant.

We use it for job postings as well as it allows us to post jobs directly to our website from Lever. Earlier it was very time-consuming to have a job posted on our website, and all applicants came to us via email whereas in this case, they go directly into Lever making it much easier and quicker to review applicants and respond to them.

As a part of the talent acquisition team, we also use Lever to distribute our job postings to job boards and social media platforms. We particularly use it to manage job posts on LinkedIn and it also then helps us track candidate sourcing channels. We are also able to track any employee candidate referrals, which was earlier done manually.

Lastly, with Lever - managing interviews scheduling has been very easy too. We are able to manage automatically scheduling based on the interviewer's schedules. Earlier there were a lot of back-and-forth emails being sent to do the same which ended up being very time-consuming.

The customizable workflows have been a great benefit to reduce time to hire and help collaborate with team members on each job.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

I would say a very small business with limited hiring needs. A team with a couple of collaborators may not find the full use of Lever. For smaller businesses, they may not find the full use of Lever.

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 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.

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

Though the platform itself and the ATS module are used most by companies with 25 to 150 employees, it can support the needs of much larger teams.

Rippling in action
Reviewer's Rating
7/10

I use Rippling daily to manage various HR functions, including recruitment, payroll, benefits administration, and employee engagement. The platform's integration capabilities allow me to streamline candidate analysis and facilitate a smoother recruitment process. Additionally, I rely on Rippling for time and attendance tracking, ensuring accurate payroll processing. The learning management system helps in organizing and tracking employee training programs. Overall, Rippling's comprehensive features enable efficient handling of all HR-related tasks within a single platform.

What do you like about this tool?

Rippling encompasses features for every HR component, including recruitment, payroll, HRIS, benefits administration, and engagement. The platform's user-friendly interface makes it easy to navigate and use. Rippling's integration with other systems ensures seamless data flow and process automation. The comprehensive nature of Rippling's suite of products allows us to manage all HR functions within a single platform, enhancing overall efficiency.

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

Our organization chose Rippling to address the need for a comprehensive HR software solution that could handle multiple aspects of employee management. Prior to using Rippling, we faced challenges in integrating various HR functions such as payroll, benefits management, and time tracking into a single platform. Rippling provides a suite of products, including an applicant tracking system (ATS), full payroll and benefits management, time and attendance tracking, learning management, and professional employer organization (PEO) services. I have used Rippling for over a year and found it instrumental in streamlining our HR processes and enhancing overall efficiency.

What do you dislike about this tool?

The pricing structure lacks full transparency. Additional modules cannot be acquired independently; instead, the core Rippling Unity platform must be purchased first. Opting for the HR help desk feature, which includes phone and email support, incurs additional costs that escalate as more features are added.

How is this tool different than their competitors?

I have not used other tools to know the difference between them and Rippling.

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

Rippling is a comprehensive HR platform designed to streamline and automate various employee management processes. Its extensive features empower users to seamlessly handle hiring, employee management, payroll, and training tasks. Beyond HR functionalities, Rippling also provides IT solutions for configuring and overseeing computer devices and application access. This platform is particularly well-suited for small to midsize companies, especially those with aspirations for international expansion.

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

I’m unsure of how WorkTango changed or evolved over time.

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

It is particularly well-suited for medium-sized businesses and large startups in need of a modern payroll platform.

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

Rippling is not suitable for smaller companies.

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 framework for analytics into a program that looks very simple. The product 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

  • 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
  • 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 enables truly collaborative hiring, and that's no easy task. All top-tier ATSs 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.

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 info, 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 ATS knows where digital assistance can help and where a human touch is needed.

Spark Hire Customers

6000+ including Fiverr, Monday.com, Sodastream, Vimeo, KPMG

Spark Hire Pricing

Spark Hire’s ATS pricing starts at $250/month.

Best For

Spark Hire is the right tool for small and medium-sized companies. The platform is made to grow alongside scaling companies, but small teams holding steady with a minimal headcount are likely to pay for features they don’t use.

Spark Hire in action
Reviewer's Rating
9/10

Anytime we have a hiring process open for a vacancy, we use Spark Hire. Depending on the type of evaluation we want on the candidates, we set some questions and ask candidates to do one-way video interviews, where they record the answers, which helps us quickly screen many applicants. We watch these videos to decide who to move forward with. For those who make it to the next round, we set up live video interviews through Spark Hire, which is easy to manage. We also share these videos with our team to get everyone's feedback.

What do you like about this tool?

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.

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

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.

What do you dislike about this tool?

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.

How is this tool different than their competitors?

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.

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

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.

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

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.

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

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.

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

Spark Hire may not be the best fit for very small organizations with extremely limited hiring needs or those that prefer traditional recruitment methods without much emphasis on technology.

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.
Screenshot of Trackstar Hire (one of the best Applicant Tracking System) Showing Tasks on ATS Dashboard

Trakstar Hire Review

Trakstar Hire (formally RecruiterBox) is a web-based ATS 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.

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

Trakstar Hire has one plan that includes all of its features without any limits. The pricing is custom, depending on the headcount.

Best For

Trakstar Hire’s current feature set and pricing structure makes it best suited for medium-sized businesses that hire regularly.

Trakstar Hire in action
Reviewer's Rating
8/10

We use Trakstar Hire for tracking applicants, compliance, job postings, record keeping of applicants, central database for info sharing internally with hiring managers and hiring teams. HR staff can also easily communicate with employees.

What do you like about this tool?

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.

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

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.

What do you dislike about this tool?

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.

How is this tool different than their competitors?
What Instructions should people think about when buying this type of tool?

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

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

They do facelifts to their interface pretty regularly.

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

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

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

I don't think anyone would hate this tool but it probably would be less broadly used if only HR people use it and not anyone else in the company

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.
Screenshot of Avanture Applicant Tracking System Dashboard Showing Active Jobs and New Candidates

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.

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 premium tool 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 pricing is custom, so contact their team for a quote.

Best For

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

Avature in action
Reviewer's Rating
6/10

I use Avature quite frequently. We use the recruiting data and connect it to Tableau to report our recruiting effectiveness. I also use it in preparation of our federal and statutory reporting requirements. As a hiring manager, my use is limited due to when I have an open position. I don't use it as a recruiter.

What do you like about this tool?
  1. It is user friendly, especially for the hiring manager and internal posting process.
  2. The standard reporting capabilities are pretty good.
  3. The option to keep all pre-boarding forms in one place.
Why did your organization buy this tool, and how long have you used it for?

My organization transitioned from Taleo to Avature about 4 years ago. The decision was made due to the reputation of the tool and the pipelining capabilities. I have used this tool for the last 2 years in my role. Taleo is user friendly and is full of options for recruiting. The tool also has some decent reporting functionality.

What do you dislike about this tool?
  1. Custom reporting is difficult to navigate.
  2. The workflow of a job req can be difficult to understand.
  3. The search capability is lacking. 4) The req-number is hard to find in the application.
How is this tool different than their competitors?

I've used Taleo and iCIMS for talent acquisition and above all I preferred the ease of iCIMS. Avature's difficult custom reporting and navigation of job req folders is a turn off for me. iCIMS was highly customizable and worked great for my previous organization..

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

The size of your organization should be considered. I don't think that the cost would outweigh the benefits. Also, if you want to highly customize the tool, it's not worth it.

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

Somewhat, a recent release showed some improvement in reporting, but overall, it's remained the same over the time period I've used the tool.

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

I think if you are a full time recruiter for a large global company, it's a good fit.

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

I don't see Avature being that useful for a small market company.

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 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.
Screenshot of JazzHR ATS Showing Candidates on Their ATS dashboard

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.

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 it 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 $49 per month.
  • Plus costs $239 per month.
  • Pro costs $359 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
7/10
  • We use JazzHR in Job postings to create and publish job postings on multiple job boards and our own careers pages where necessary and consequently source for candidates
  • Resume screening: JazzHR provides tools like customizable screening questionnaires, keyword searches, and evaluation forms to help you screen resumes and identify qualified candidates based on your job requirements.
  • Interview scheduling: JazzHR allows you to schedule interviews with candidates and send automated reminders to keep everyone on track.
  • These tools have helped us streamline our overseas resume screening process and identify qualified candidates more efficiently.
What do you like about this tool?
  • JazzHR has a user-friendly interface that is easy to navigate, making it simple for our team to manage the hiring process from start to finish.
  • It also allows users to customize job postings, screening questionnaires, and evaluation forms, which allows us to get more suitable candidates.
  • JazzHR also automates many tasks such as resume screening, interview scheduling, and candidate communication. This is an important time saver which helps us move faster.
Why did your organization buy this tool, and how long have you used it for?

JazzHR is a cloud-based applicant tracking system that streamlines and automates the hiring process.

Our organization was looking to engage highly specialized consultants from the US as well as Europe in IT Security, Cloud Computing, and Enterprise Solutions.

We found that JazzHR provided centralized hiring where the team could manage the entire hiring process, from job postings to candidate screening and interview scheduling which saved us a lot of time. It also provided impressive data-driven insights and analytics on hiring metrics which enabled us to identify our areas of improvement.

What do you dislike about this tool?
  • There are limitations on candidate search, especially for local searches in Africa. The candidate search functionality could also be more robust, allowing for more targeted and advanced searches.
  • Customer support response time can be slower at times which can be frustrating when trying to resolve issues quickly.
  • The reporting features could also be improved on to provide more insight and more informative data analytics.
How is this tool different than their competitors?
  • Affordability: JazzHR is priced competitively, making it more accessible to small and medium-sized businesses that may not have the budget for enterprise-level solutions.
  • It also allows reliable customization, from job postings and screening questionnaires to evaluation forms and workflows. It also integrates with a wide range of other HR tools, including HRIS and payroll systems like BambooHR, providing us with greater flexibility and automation.
  • Indeed and LinkedIn have significantly larger candidate pools than JazzHR, making them a better option for organizations looking to cast a wider net in their candidate search. However, JazzHR integrates with a range of other HR tools, including payroll and HRIS systems, while Indeed and LinkedIn do not offer the same level of integration.
  • This makes JazzHR more all-rounded than Indeed & LinkedIn which fills a niche and builds on the value it offers making it slightly preferable for overseas hires.
What Instructions should people think about when buying this type of tool?
  • Consider the HR tools that you currently use or plan to use and evaluate whether JazzHR can integrate them. JazzHR integrates with a variety of HR software for different purposes such as assessments, background checks, payroll, and onboarding. Some examples of HRIS systems that JazzHR can integrate with are BambooHR, Namely, TribeHR, and Workday. Do your research before engaging JazzHR.
  • Pricing: Evaluate the pricing structure to ensure that it is affordable and that it aligns with your organization's budget. JazzHR has different payment plans like Hero, Plus, and Pro.
  • You can evaluate the level of customer support that is available and ensure that it aligns with your organization's needs, particularly if you are a smaller organization without a dedicated HR team.
How has this tool changed or evolved over time to meet users needs?

Over time it has Increased customization by introducing more customization features over time, including the ability to create custom screening questionnaires and evaluation forms.

It has also improved integrations by expanding its integration capabilities, allowing users to connect with a wide range of HR tools, including HRIS and payroll systems.

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

In my opinion, JazzHR would work best for teams looking for a recruitment and applicant tracking system that can be integrated with an existing HRIS system to streamline their recruitment, onboarding, and payroll operations among other HR functions.

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

JazzHR may not be the best fit for large organizations with complex hiring processes that require highly specialized workflows.

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.  
Screenshot of iCIMS Applicant Tracking System Showing Candidate Scores, Hiring Manager Feedback and Job Report

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.

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 tool 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.

iCIMS Customers

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

iCIMS Pricing

Pricing is undisclosed – custom quotes only.

Best For

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

iCIMS in action
Reviewer's Rating
2/10

We used iCIMS daily for tracking communication with applicants and posting roles on multiple job boards. The key workflows we used were for the hiring process, automating outreach, and onboarding.

What do you like about this tool?
  • I enjoy the number of job boards available and integrations.
  • I also like their reporting tools.
  • I liked the company portal customization options.
Why did your organization buy this tool, and how long have you used it for?

We decided to switch to iCIMS for a more robust applicant tracking system. However, we only used it for a few months because the customer support was horrible and the system itself was very complex and not easy to use.

What do you dislike about this tool?
  • I dislike the clunky, overwhelming design.
  • I also do not recommend their customer support.
  • The setup of workflows is also complicated and it is not common sense to find options on the platform.
How is this tool different than their competitors?

I prefer other options as iCIMS is not user-friendly in my opinion.

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

The need for reporting tools. The customization options. The integrations.

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

It has not changed.

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

A large corporation.

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

A small organization

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 Recruitee’s 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.
Screenshot of Recruitee ATS Software Showing Active Talent Pool

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.

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. Recruitee’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 ATSs, 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 offers tiered and custom plans based on the number of active jobs and other particular needs. The three tiers are:

  • Start starts at $199 per month
  • Grow starts at $249 per month
  • Optimize has custom pricing.

Best For

Budget-conscious orgs who prefer customized feature sets over all-in-ones and SMBs and who want to leverage the power of collaboration to boost the effectiveness of TA efforts.

Recruitee in action
Reviewer's Rating
10/10

I use Recruitee every day, the whole day! It's such a great system to track candidates and it's all in one place. I can contact candidates and it's all recorded. Each candidate has a profile, I can upload documents (offer letters, employment applications, etc.) I can text candidates using another system called JustCall, everything in one place! I can create a website through Recruitee! I can directly share open jobs via Rectuitee on platforms such as Facebook, LinkedIn, etc.

What do you like about this tool?

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

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

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

What do you dislike about this tool?

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

How is this tool different than their competitors?

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

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

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

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

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

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

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

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

It wouldn't work for a small company that is not hiring much. This system is only good for a company that is looking to hire constantly, with respect to the costs and advanced functionalities it has.

VidCruiter

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VidCruiter
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Popularity Score
4.6 / 5
User Score
4.7 / 5
Product Score
4.8 / 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.
  • Screenshots of VidCruiter (one of the best ATS software) Showing Different Features of their ATS
  • 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.
Screenshots of VidCruiter (one of the best ATS software) Showing Different Features of their ATS

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 is robust enough to be listed among other top vendors in the space.

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.

VidCruiter Customers

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

VidCruiter Pricing

The price varies based on company specifications, so contacting the vendor directly for a quote is best.

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
8/10

Our team uses the software for both live and pre-recorded interviews with candidates. For the most part, we use the pre-recorded function with candidates, allowing them to record themselves answering questions that we have predetermined for their interview. Following their interview, our team spends one day a week, going through all of the applicants that had recorded an interview to be able to quickly make decisions on who we would advance to the next round.

Additionally, within the system, we leveraged a custom rating scale to provide a consistent experience when reading candidates. This really helped our team when considering applicants and measuring them all against the same criteria.

What do you like about this tool?

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.

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

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.

What do you dislike about this tool?

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.

How is this tool different than their competitors?

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.

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

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.

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

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.

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

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.

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

Very large organizations that want robust functionality, customization, and all the bells and whistles of a product offering. Their product has all the standard functionality that you may want out of an offering, but it is pretty foundational rather than an offering that goes over and above what you would normally need.

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

Known for ease of use and exceptional customer service, this platform is excellent for startups and SMBs looking to create custom career pages that make a strong impression on candidates. It supports anonymous hiring and internal referral programs and streamlines nurture campaigns to meet current and future hiring needs.

PROS

  • iOS and Android apps.
  • Simple and quick drag-and-drop features to build custom sites.
  • Features anonymous recruitment and EEO surveys to support DEI.
  • Responsive and knowledgeable customer support team.
  • Free trial and unlimited job postings, candidates, and seats for all plans.
  • 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

  • The analytics function could be more customizable.
  • Limited to ATS-specific features with no tie-ins to other core-HR functions. 
  • The customization and video interview features are limited.
  • Undisclosed pricing.
  • 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 stands out for its affordability and built-in employer branding features. This makes it an excellent fit for startups and SMBs trying to build their brand and headcount.

Most small teams need some help making themselves stand out to attract talent. There are countless approaches to this, but we like in-house custom career sites because they serve two essential purposes: they introduce the brand and can be fine-tuned to appeal to the talent demographic you’re hoping to hire. That is a win/win without allocating funds to marketing!

When assessing the platform, we especially liked the drag-and-drop features. Specifically, we were impressed with how quickly we could mock up a career site using super-intuitive workflows. It took less than five minutes from start to finish. That’s not bad for someone with zero technical experience!

The free trial is also a highlight, and we were impressed with the simplicity of setting up a nurture campaign to keep the talent tool engaged.

Some users experienced technical hiccups with integration, but most reported that customer support was able to address the issue quickly.

Teamtailor Customers

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

Teamtailor Pricing

Teamtailor’s pricing is custom-based on business size and requirements, but users report a base plan of around $3,000 annually.

Best For

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

Teamtailor in action
Reviewer's Rating
9/10

We used teamtailor to publish jobs to job boards and social media and update or deactivate postings. We also were able to set up recruiting teams and set up the questions we needed for candidates. Also, it was very useful in keeping track of the many candidates, where they were in the process and, if they were not selected, the reasons why. We also used the triggers to communicate with candidates throughout the process, get needed information, and track communications. We also created career pages to better attract candidates and give a better sense of our company to potential applicants and increase the number of applicants.

What do you like about this tool?

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

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

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

What do you dislike about this tool?

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

How is this tool different than their competitors?

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

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

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

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

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

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

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

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

I think a small company that doesn't have a lot of hiring, or that maybe has mostly part time or more entry level jobs may not need something like this.

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 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.
Screenshot of SmartRecruiters Applicant Tracking System Showing Candidate Applications and Their Status

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.

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 platform 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

SmartRecruiters ATS has custom pricing, and so do the other products of the system.

Best For

SmartRecruiters works best for medium and large-sized businesses.

SmartRecruiters in action
Reviewer's Rating
10/10

SmartRecruiters is an essential tool in my recruitment process. It covers all aspects of the hiring process, from posting job openings to screening resumes, conducting phone interviews, and presenting job offers to candidates. SmartRecruiters also helps me keep track of all candidate data, including rejected applicants and past applications. This allows me to have a comprehensive view of all my recruitment efforts and ensures that no important information is lost.

What do you like about this tool?

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.

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

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.

What do you dislike about this tool?

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.

How is this tool different than their competitors?

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.

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

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.

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

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.

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

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.

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

SmartRecruiters may not be the best option for industries like construction or labor-oriented fields where paper-based applications are still widely used. These industries may not have the infrastructure or technology in place to fully utilize the features and benefits of SmartRecruiters, making it a less suitable solution for their recruitment needs.

What are the Benefits of an Applicant Tracking System?

An ATS's primary benefit is optimizing your hiring process by allowing your talent acquisition team to increase their efficiency through streamlined workflows versus using spreadsheets. These tools can also be quite impactful. Our applicant tracking system statistics blog shows that 94% of recruiters believe using ATS software has positively impacted their company's hiring processes.

Features like employer branding, analytics, customized workflows, and many others play a part in the optimization process.

  • Employer Branding: A top ATS will help your organization create and manage a custom career site to help your company stand out. Whether you work from a template or create your own from scratch, your career site can attract top talent by showcasing your best features, and with integrations with networks like LinkedIn, reaching an audience is easy.  A custom career site offers an unparalleled employer branding opportunity, whether it’s culture, job perks, company mission, or core values.
  • 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.
  • Hiring Managers and Employees: Rather than relying exclusively on your HR/TA teams for recruiting, the best ATS software will also include your hiring managers and employees as part of the process. Referrals, feedback on job candidates, and social media can all be leveraged to fill open positions.
  • 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 onboarding employee-focused, timely, and effective.
  • Analytics: An effective hiring process is data-driven. Your ATS dashboard can make your team more effective, process-focused, and efficient. With good ATS software, recruiter productivity, cost per hire, cost for job boards, cost for paid media, time to hire, and numerous other points of interest will be available at your fingertips.
  • Cloud-Based Solution: As shocking as it seems, some HR teams still aren't taking advantage of cloud-based architecture. Generally speaking, a cloud-based platform's cost and product benefits outweigh the edge case uses for on-site hosting.
  • Customized Workflows: With the right ATS, your TA team can custom-build a recruiting process that perfectly fits your needs. Bespoke workflows can result in highly efficient and effective hiring, so look for an ATS that can customize and automate tasks like application processing, screening, and collecting feedback. Customized workflows are especially helpful for companies 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.

If you’ve come this far, you're clearly serious about buying a new ATS. Let’s keep that momentum going! Feel free to talk to one of our HR Tech Advisors about what system you should look at.

You can also check out our ATS buying organizer spreadsheet, made in-house with Google Sheets and hard-won TA know-how. It offers a basic framework, and numerous resources, including our popular sample demo questions. You can simply download it or use it in Google Sheets. We hope it’s helpful!

If you're a small business looking to streamline your hiring process, our guide on the best ATS for small businesses is an essential read.

Pro Tips on Applicant Tracking Systems

How To Choose The Best ATS System for Your Business?

This article mainly covers product specifics, but the advice in this section takes on big-picture considerations.

  • Buy More than Applicant Tracking: Look for applicant tracking software with as many features as you can afford and will use. 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. According to Zach Larson, “The ATS should make it simple for the HR team to identify trends and be a strategic partner for the business.” The value of a strategic perspective from your HR team is well worth the cost of a feature-rich ATS.
  • Get the Inside Scoop on Your Hiring Process: Talk to your hiring managers, employees, and recruiters to understand what weaknesses they see in your hiring process. Buying a new ATS should involve all stakeholders across a given employer.
  • Think Long Term: This is a tool you’ll use for several years, so consider possible futures. While investing in a system to meet your current needs is important, 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 job recs, etc). Beyond the capacity for the platform to scale up as you grow, Tracie Marie suggests buyers should pay attention to the company’s “continued efforts for improved resume parsing, integration capabilities, and enhanced video interviewing capabilities.” Many platforms offer each of these features to some extent, but be sure to assess their commitment to developing them.
  • Understand the Roadmap: It’s important to understand a company’s product roadmap, how impactful those features will be, and the company’s track record of delivering on that roadmap. Ask the sales rep specific questions relevant to your business needs. A sales rep may not know the answers here, but they can get a flavor from their colleagues in Product. You can also see glimmers of where they are going in their content marketing/blog. Pushing the importance of candidate experience and employer branding? They will probably have a very refined career site builder.
  • Focus on Individual Features: Understanding the intricacies of one ATS can be daunting, but comparing and contrasting dozens of features offered by products on your shortlist can be overwhelming. We advise taking a step back to evaluate precisely what you need. Once you have created a list of ten or so, pick three to five must-have features to refine your choices. Some examples of must-haves we've seen are: native API-driven integration with employee onboarding module in HRIS, relevant job board integrations, and automated candidate communications.
  • Look at ROI: Historically, ATSs were thought to manage only two functions: workflow management and legal compliance. But modern applicant tracking systems do much more. They can drive ROI through talent sourcing and recruitment marketing (job post distribution, and smart distribution via programmatic ad buying) capabilities, they often integrate seamlessly with other HR Tech, and they lighten the load for your HR/TA teams.

Simply put, a best-in-class ATS can drive value from employer branding to employee onboarding. This is an especially critical point (and investment opportunity!) for companies that want a competitive edge in tight labor markets.

What is the ROI of a Top ATS system?

Build a case for your new purchase. Our ROI guide will help you to build a robust business case to get the budget you need.

It covers:

  • Subscription fees and one-off costs
  • Increases in recruiter productivity
  • Changes in the hiring funnel
  • Decreases in time to fill

We highly recommend you watch the video to understand best how to use this spreadsheet! It's a bit complex, but the video will help you understand it.

ATS Pricing Models

Here's a simplified overview of the most common pricing models. Each establishes a price based on a “per unit of X” model.

For a more in-depth look, check out this guide to ATS pricing.

  • Per hires, job postings, or applicants: We like this “use more, pay more” model because it’s straightforward with a 1:1 ratio between use and cost. The value you get from an ATS system is clearly greater when you hire more, so a company that hires 200 people each year should pay less than one that hires 2,000.
  • Per number of employees: Some ATS software charges are based on your headcount. In this case, “use more, pay more” applies to employees who can participate in the recruiting and hiring process. The premise is that candidates hired from referrals (often via social shares) tend to close quickly and have low rates of attrition.
  • Per seat: Some ATS platforms charge based on the number of people using the software, which can make the choice tricky because admin access needs tend to change over time. This model is often chosen by small teams that hire slowly.
  • Per features: When an ATS offers features that exceed the typical functionality of an ATS, they often base the cost on those features. Products like these straddle the line between ATS and Customer Relationship Management (CRM). CRM software (not to be confused with a CEM) is built to handle much more than hiring. Far more robust than a typical ATS, a CRM includes features like a large-scale analytics package.

Pro Tips:

  1. Beware of hidden costs! ATSs sometimes charge for integrations with the HRIS software you already use. This kind of unexpected expense could drastically increase your annual spending.
  2. Prices are negotiable! Ask for a startup discount, or find the wiggle room in a multi-year contract. Learn how to navigate this space: get a legal perspective on multi year contract negotiation, or check out our guide on how to get the best possible price on HR tech.

How Much Do Applicant Tracking Systems Cost?

Here are some guidelines on pricing based on company headcount. This information is intended to help you get a general sense of ATS pricing. Keep in mind that ATSs come in all shapes and budget sizes. Here we provide mid-range samples for reference.

Where did we get this data? It was (partially) from people like you! To help HR teams better understand their options, we crowdsource data on ATS pricing.

Our short, anonymous survey only takes about two minutes to complete, and anyone participating will be given access to the entire data set. Click here to help out the community!

NUMBER OF EMPLOYEES ESTIMATED ANNUAL COST
0-100 $2,500
100-250 $10,000
250-500 $15,000
500-1,000 $22,500
1,000-5,000 $50,000
>5,000 $125,00+

What Are the Key Features of a Top ATS?

  • Open API: Almost without exception, the top ATSs are built with robust, open APIs and a substantial network in their “partner ecosystem”.

An open API (Application Programming Interface for the over-achievers among us) connects the ATS platform to the software you’re already using. You should aim for seamless integration, meaning the ATS should be ready to interface (connect to, plug in to, play nice with) with whatever software you use for hiring.

Because it’s a major selling point, “open API” should be easy to find on their site. Look for “partner ecosystem” to understand how easy your integration (connection process) will be. In this case, partners refers to two products made by different companies that can partner because of their open APIs.

For the tech-averse whose comfort level is not quite at the “let’s discuss APIs” level, here is a piece of advice: keep asking questions. If a vendor doesn’t have time to help you understand their product from the ground up, they are probably the wrong vendor.

  • Video interviews: Virtual meetings save time and can substantially increase the number of candidates you assess.  Look for platforms with built-in video interview modules or those that can integrate with one of the top video interview platforms.
  • Sourcing: The top ATSs include dynamic features like 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.
  • CRM (Candidate Relationship Management): Because it’s an essential talent management feature, CRM is a popular type of software available as a stand-alone system and a feature you’ll find included in many ATS platforms.

The CRM feature 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 used to control for hiring bias, which is a foundational element of all 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's experience in mind. Making a good first impression is critical, so top ATSs include features to build and maintain a bespoke career site. With a bit of help from your marketing team, your ATS can create a distinctive, bespoke, on-brand career site.
  • Data and Analytics: Any ATS worth its salt has a basic analytics dashboard. The best (and often the most expensive)  ATSs also incorporate a powerful analytics engine to make light work of your heaviest statistical loads. Before you buy, be sure your needs can be met with what the tool can do.
    Consider your relationship with internal and external stakeholders as you evaluate this feature. When called upon to demonstrate the efficacy of your hiring process, your ATS can be your source of truth.
  • Interview Scheduling: ATS software that is focused on recruitment automation will include scheduling for everything from phone screens to final-round interviews. This can save your HR coordinators a ton of time (and endless scheduling errors!) and may even mean you can redeploy talent towards more strategic roles such as full-cycle recruiting.
  • Offer Letters: Automated distribution of offer letters is a standard ATS feature. Most platforms offer templates that can easily be customized for each offer presented to each potential hire.
  • Onboarding:  An onboarding feature helps ensure that the transition from candidate to colleague is as smooth as possible. Few ATSs offer onboarding features because this process is so dissimilar to the core functions of the platform. That said, if the ATS you’re looking at doesn’t offer one, it should at least integrate with software that can handle the onboarding process.

The above features are highly specific and intended to help buyers and decision-makers make swift, categorical 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 ATSs sourcing methods, and, last but not least, involve your TA team in the process. Your internal stakeholders must be on board with your choice.

ATS System Vendor Demo Questions

Essential questions for vendors:

  • 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, 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.

If this isn’t enough, we have compiled more than 300 questions to ask vendors while shopping for an ATS.

This sizable collection is the result of approaching the buying process from many angles. This cross-functional array includes questions recruiters should ask, questions for hiring managers, questions for accounting, and more.

300+ is obviously too many questions, but we recommend you use the list for its educational value: it will help you get your bearings, and you can take a handful with you on your first few product demonstrations.

Checkout our Free ATS Buying Course - All Done Via Email

For the next two weeks, you’ll get easy to digest emails related to:

  • Staying organized when looking at applicant tracking systems
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Frequently Asked Questions (FAQs) About ATS

More Advise On Selecting The Best Applicant Tracking System For Your Use Case

  • Understand your business: Understand your business: Identify the specific needs your ATS needs to meet. For example, a Global Fortune 500 company requires a hefty enterprise solution supporting multiple languages, transcontinental jurisdictions, global payroll, etc. These features would be a waste of money for a U.S.-based SMB wanting to bump up its headcount by 30 people by the end of Q2. The right solution for the SMB (some ATSs cater to SMBs) would be wrong for a five person startup whose needs can be met with the least expensive, most bare-bones tool available, like a free ATS.
  • Create a shortlist: You can use our reviews or other sites like G2 or Capterra to determine which ATS vendors you want to look at. You may also want to ask peers at similar companies what solutions they're using.
  • Ask for live demonstrations: When you have narrowed your list down to five or so options, make a date with their sales team for a live product demonstration.
  • Come prepared: Show up with questions and be ready to take excellent notes. Ask them to describe the implementation process. Ask for details about integrations between the software they’re selling and your current HR tech stack.

Be sure you get an end-to-end demonstration of key workflows that your team will use frequently, like posting jobs, scheduling interviews, etc.

  • Get internal stakeholder buy-in: The apparent benefit of cross-department input is matching your ATS tool with your hiring needs. But there’s more: those involved in the selection will be more invested in the ATS implementation process, and, most importantly, your budget will only be approved if you have achieved buy-in from those who oversee spending.

HR teams generally focus on skills that do not involve presenting a business case to a CFO. If you’re unsure of yourself, use this simple formula to prepare a short presentation.

Be sure to cover three core points:

  1. Why this is an important purchase 
  2. How it will impact their lives 
  3. How it will impact your organization

Include examples specific to your business and be ready to provide some numbers.

  • Finalize your vendor: Finalize your vendor: After you've done all the demos and seen your shortlist in action, it’s time to narrow your list down to one.

Before you move forward, ask yourself if the people you interacted with are people you want to work with. Human factors and checklist items are equally important, so remember how you were treated throughout the process. You should feel you can trust the person on the other side of this transaction. If you have doubts, consider reevaluating.

  • Negotiate the price: Any price can be negotiated. When settling on a price, hold the position that you should always get compensated for giving something up. For example, if you give up flexibility by signing a longer contract, you should get a price break.

Pro Tip: Buy software at the end of the month or quarter as you can get good deals at this time.

  • Implement like a pro: Follow your account manager's advice. They are economically incentivized to help you succeed. In fact, their bonus depends on it!
  • Reflect: After a big project like this, set aside time to evaluate your process and outcomes. What surprised you? What went well? What could be improved? Take it all in, document it, and try to do it better next time.

What Is The Difference Between An ATS And An HRIS?

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

Why Is An ATS 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.

How Do Applicant Tracking Systems Work?

Applicant tracking systems act as a liaison between an employer and an applicant. 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.

How To Buy The Best ATS System?

  • 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: Anyone who’s ever fallen flat in the CFO’s office knows this analysis is crucial for getting buy-in from internal stakeholders. However, being CFO-ready with an ROI report offers some additional assets you may not have considered.

First, the process will refine your thoughts on why and how an ATS is an essential purchase for your team, which will lead to more clarity on which features to prioritize.

Second, your model can become something of a journal. If you revisit your analysis periodically, it can serve as a record of where you were right and wrong, and this reflection will help refine how you think about allocating a budget for future decisions.

  • Consider the context: Modern ATSs come with standard features that were once unimaginable or at least completely out of reach for all but the biggest and most successful companies. The evolution of the ATS has a paradoxical twist: as the sophistication of ATS platforms has increased, the cost has decreased.

This means that capabilities like sourcing, CRM, talent re-discovery, and even  top-rate analytics capabilities are readily available to most.

The catch? It’s a complicated landscape with hundreds of vendors and thousands of feature options.

Another twist? After reading this article you’re essentially an expert now!

About Us

  • Our goal at SSR is to help HR and recruiting teams to find and buy the right software for their needs.
  • Our site is free to use as some vendors will pay us for web traffic.
  • SSR lists all companies we feel are top vendors - not just those who pay us - in our comprehensive directories full of the advice needed to make the right purchase decision for your HR team.

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