The 17 Best Applicant Tracking Systems (ATS) in 2024

• It's customizable.
• The scorecard system makes it easy to compare candidates.
• Integration is top-notch.

We used Greenhouse to manage our candidate pipeline. Candidate applications were pulled from job boards to Greenhouse. As candidates moved through the pipeline they would receive automated emails regarding the next steps. I used it for about 6 months. The company was looking for an ATS that integrated with LinkedIn Recruiter.

The pricing isn't so clear, it depends on the size of the company and hiring needs. I think it's great for really large companies but the cost is steep for smaller firms and organizations. It's also hard to figure out, not as easy to figure out as other ATS systems.

I think it's definitely hard to get used to compared to Cornerstone on Demand, Breezy HR or Compass. The data reporting is great but takes a lot of energy to get accurate reports.

People should consider their company size. They should definitely consider the budget because if you don't really need all the add-ons, it may not be worth it. It may also be wise to consider how tech-savvy your team of recruiters are.

Very large companies

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.

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.

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

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.

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.

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• 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.

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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.

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.

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.

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.

• 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.

• 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.

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

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

1. Ease of use - UI/UX: everything is extremely intuitive, as a recruiter things are where they should be and I don't have to spend a lot of time searching for settings or information‍

2. Customer service/transparency: the team at Recruitee has always provided us with top-notch customer service, and has always been great about answering any questions or concerns we have. The ability to vote on and suggest product improvements makes you feel that they care - and the number of improvements/suggestions they implement is fantastic. Being able to know what's upcoming on the roadmap is also really useful for us.‍

3. Integrations: being able to integrate with our other systems and tools is extremely important to us so that all of our candidate data can be housed in one place.

4. Analytics: being able to actually track your time to hire, number of applicants/role, and many, many more are critical for understanding your recruitment process and cycle, as well as being able to implement improvements.

‍5. KANBAN visibility: once you recruit in KANBAN you'll never go back to having a list view of your candidate pipeline. Being able to quickly view a role and visually see the health/number of applicants in each stage is probably my favorite feature.

We bought Recruitee because our previous ATS was hindering our recruitment process. It was time-consuming for us as the employer and for the candidates applying and interviewing with us. I strongly believe our previous ATS was causing us to lose potential candidates.

As a company, we've been using Recruitee since November 2022. However, I was a customer at my previous organization so I began using their system back in 2020.

I was determined to bring in a new ATS within my first week of joining RBR and received positive support from the entire company. I vetted out and demoed several other options as I wanted to ensure I wasn't being biased in my selection of an ATS, however, Recruitee was the clear winner for us due to its ease of use, time-saving capabilities, and overall customer support/service from their teams.

Setting up Recruitee was a breeze, we had a team assist us with implementation and training our managers, and because of their ability to create such an intuitive system, it's taken little to no time for our managers to understand how the system works.

1. Better integration with LinkedIn (I've chatted with the team and know this is in the works)

2. Continue to build out the scheduling feature (again, chatted with the team about this)

3. More automation for sorting candidates - for example, if a candidate applies and selects certain answers to screening questions being able to tag/filter candidates based on those answers

Recruitee is far superior to many of its competitors. Coming from using a LARGE system that was primarily for payroll, having a system that is focused on recruitment is extremely important if you really want to have a strong recruitment process.

Again, their customer service and support is something that just can't be beaten. And the speed at which they review customer feedback and integrate new solutions is incredible.

Our must-haves when looking at an ATS were:

1. Ease of use (both internally and externally): simple to use, training for managers, and candidates having the ability to easily and quickly apply

2. Search ability: need to be able to search in our own ATS for candidates, easily and using Boolean search

3. Kanban board style of view/dashboard - click and drag option

4. Easy Implementation- Integration Specialist or team to assist

5. Enhance/Encourage Collaboration: the ability to tag team members in candidates' profiles and collaborate within the ATS

What I would recommend to those looking for a new ATS is to start with your current pain points (if applicable) then build out your must-haves and nice-to-haves. Do some demos of different ATSs and make sure to actually test them for yourself. We found a lot of demos seemed interesting but once we were in the system it was clunky and difficult to use. Recruitee was by far the most intuitive.

Since I initially started using Recruitee there have been countless new features, integrations, and options made available to their customers. It is clear that they listen to the feedback they receive as they understand those using the product on a day-to-day basis will likely share the best ideas/feature requests that will actually be used/appreciated by their customers.

When I think back to when I first started using Recruitee to now, it's incredible to see all of the new features such as the referral portal, scheduling features, req approvals, and more that have been added to their features list!

I think Recruitee is great for organizations that are agile and need to operate very quickly. Those who are looking to hire and scale their organizations and who are looking for an ATS that can scale with them are the ideal customer for Recruitee.

• The flexibility of the system; it can be tailored to suit your needs.
• The customer service is awesome; they help you get the most out of the system.
• Provides a number of processes all in one spot.

We purchased ClearCompany February of 2023. As an HR department of one, I needed a system that could help me with recruiting, scheduling interviews, onboarding, performance reviews, goal setting and recognition. This system does it all. It takes a great deal of work from me and allows the managers to take charge of reviewing their applicants in one place, without me having to email everyone, and schedule their own interviews. It even provides a way to schedule a panel review which is our process for hiring key positions. I have been using it since we purchased and still making enhancements to ensure our processes are automated.

I would like to be able to print out the performance reviews as opposed to view them in preview mode. This would help me when designing them and comparing them to others in the system.

This system is easy to use and easy to set up. I prefer it in comparison to other systems I've used because of the user interface and how well it was received in my organization.

What processes do you need? This system has recruiting, onboarding, performance management, surveys (templates and you can create your own), dashboards, and employee recognition.

How much are you willing to pay? The price is great when you consider what you are getting.

In the short time I've been using the system, it has added new features that provide even more flexibility to the system.

Midsize to large companies. Industry doesn't matter.

• Lever's interface is clean, intuitive, and easy to use.
• It's very collaborative and allows you to tag hiring managers and recruiters, and write notes around resumes and candidates for quick highlights.
• It has robust reporting capabilities to get the reports and metrics showing how well your team is doing, or where the funnel is catching for a job.

We were originally doing and organizing interviews via Excel and Google Docs, and were getting to a point where that was not the best solution. Initially, we utilized Lever as our main ATS to build out more optimized interviewing and recruiting processes. I've personally used it at 2 separate companies for a total of about 2.5 years. The key benefits it provides are the easy-to-use interface, the customizability of the user interface for applications, the easy-to-use screening tools and notes section, the privacy settings, and the affordability. It's an affordable ATS that helps you organize, understand recruiting metrics, and recruit easily.

• Lever’s integration options with third-party HRISs were not great, specifically with Paylocity or Rippling. It would be nice to see a more robust integration in which candidates would only have to input important contact information once throughout the whole process.
• Technical bugs/issues would happen specifically with the scheduling tool, so manual back and forth was usually the most reliable way to set the scheduling. It would be nice for them to partner with a great scheduling vendor.
• Lack of customizability. There wasn't a lot you could do around customizing the look and logo of job boards and such, it was very minimal. It would be nice to be able to customize a bit more.

Overall, Lever is definitely high up there. I would rate it second to Greenhouse. It's a much more affordable option with similar functionalities. Lever is the best for an up and coming start-up that values collaboration and has multiple people working on roles.

• Budget - Your budget is definitely important in making the decision. Lever is probably the best choice in the affordability category.
• Integrations - It's important to think about what you want your ATS to integrate into ( Usually an HRIS or payroll system). Lever may not integrate with all, so it is definitely important to take a look to make sure that it does.
• Reporting - Know what metrics are important to your team and org. Lever can help build the reports you need.
• Customization - If you want to customize the look of your job boards, you'll have very limited customization. but for the price, it's not too shabby!

Their customer service wait times have gotten significantly better. Also their user interface and usability evolves pretty quickly.

If your requisition load for roles does not exceed 50, Lever is a great fit. Most companies probably won't hit 50 until down the road. Until then, it's a great tool!

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

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

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

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

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

I think they have not evolved much.

Seed Startups to Small Startups

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Rippling is a one stop shop for our employees. We enjoy the ease and flexibility of the tool. It is also highly customizable to our needs. Payroll processing is straightforward. It takes care of all the compliance, reporting and tax matters we have. The customer support is exceptional and I always get to speak with a real agent when I have a question.

To bring a single source of truth and information hub to the company, we implemented Rippling. We've had Rippling in place since January of 2022. We wanted a tool that supports single sign on, benefits admin, time and attendance tracking, PTO requests and more. We also use Rippling for payroll, onboarding/offboarding, compliance and tax, IT device management and more.

Paying for workflows was a surprise. In order to create custom workflows or approvals you have to upgrade your package.

Rippling truly offers everything you might need. You can pick and choose the features and services you'd like to have, which I appreciate. As a smaller business, we don't need every feature, but we use quite a few and we are very satisfied with what they offer. They also integrate with several other tools which makes it easy to keep all of your platforms connected and speaking to one another.

What are you trying to solve for your company? Make a list of ways an HRIS could simplify your life, for employees, managers and HR. Look at what tools you currently use and see if Rippling could replace those. Or if those tools could integrate with Rippling.

They add new capabilities all the time. They now have a global payroll feature so you could pay all of your contractors and employees from one place. They have headcount planning features now. They also offer compensation banding.

Rippling is good for companies of all sizes and stages. It could be used to manage a team of 15 or a team of 50,000. It is flexible and customizable. I can't think of a company Rippling wouldn't be good for.

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

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

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

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

They do facelifts to their interface pretty regularly.

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

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.

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.

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.

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..

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.

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.

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

I like how user friendly it is. I like that you can make offers within the software and track the status of them (have they opened it, have they signed it etc). I like that you are able to see the history of applicants so you know if they have applied previously or at other properties of your organization.

We bought JazzHR as a means to streamline our hiring process. We had so many hands in the pot, without solid communication and it was a mess! JazzHR is a one stop shop for the hiring process. The interview guide allows you to view questions to ask, and actually provide the answer you were given so that when you are meeting to discuss applicants you can simply pull up the interview notes in a seamless way. You no longer have to wonder who the candidate spoke to, what the feedback was, or even if they've applied previously. You can vote on applicants as a team to get the consensus of who the ideal candidate will be. I have personally used JazzHR for 2 years.

I truly do not have any cons for JazzHR.

Ideal criteria would be ease of access, workflow logistics, is it ideal for my organization size\type. You want your software program to be able to sustain the task at hand. Can you reach someone for support when needed? Do you have 24 hour support? If not, how long do you wait? How long would my ROI take? How quickly can a user complete the process from start to finish? These are all things to consider when buying these types of products.

They have sped up the hiring process via JazzHR. Now you can post to dozens of job boards in one click just like that! They have replaced the outdated system of hiring that once existed.

Property Management is the area I have used it. We have to hire for over 200 apartment communities. Corporate offices for sure. Large Businesses, Mid size businesses, small businesses.

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

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

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

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

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

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

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

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

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

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

iCIMS is best suited for large organizations.

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

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

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

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

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

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

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