10+ Best Applicant Tracking Systems for Small Businesses (2025)
The best ATS for small businesses, updated by our in-house HR tech experts and researchers for 2025.
Need Help? Talk to an HR Software Advisor!
Tell us more about your company & an HR Software Advisor will help you find the right software
A small business ATS is software designed for teams with limited HR resources to digitize and enhance their applicant tracking process. For such companies, there’s a fine line between bootstrapping your budget and shooting yourself in the foot, and our experience tells us that the ROI on the proper ATS software catering to SMB growth will make you wonder why you spent so long making do with Excel.
In this guide, our HR tech experts will introduce you to a few relatively affordable applicant tracking systems for small businesses that will pay off dividends if you’re looking to streamline your hiring process with automation, improve your recruitment efficiency, or better your employer brand and candidate experience.
We have assessed over 50 applicant tracking systems specifically through the lens of small business needs, combining hands-on product testing, live vendor demos, and expert and user feedback. Based on our research and experience, the best ATS platforms for small businesses tend to excel in resume parsing, job posting, pipeline management/user experience, and integration capacity.
- Resume Parsing: The ability to reliably parse resumes and provide meaningful analytics is a core feature of any ATS, but for small businesses, it’s especially critical due to their often modest human resources. A small business can’t afford a bad hire, but you also don’t want to spend countless precious hours going through hundreds of resumes. Hence, resume parsing should filter the best candidates, saving you time. To gauge each ATS’s resume parsing capability, we ran simulations where we sent sample resumes through the system’s application pipeline and assessed how well it extracted and organized key data.
- Job Posting: Whether a small business is expanding across borders or focusing on niche roles, tight budgets are a universal challenge. That’s why we prioritized ATS tools that maximize job posting efficiency by offering access to a good mix of job boards (both general and niche) and provide tools like job description crafting, salary estimators, and language support to help teams tailor postings effectively. To ensure job ads meet relevant legal requirements, we also verified that each platform complies with GDPR and EEOC standards and maintains a clear audit trail of job posting activity.
- Pipeline Management and User Experience: Pipeline management supports automation and efficiency, the foundation of candidate experience. A well-designed small business ATS is crucial because it reflects your company's image. We ran candidate simulations through each pipeline to test for intuitiveness, accessibility, and cohesive visual design. Then, we assessed the performance from both the candidate's and recruiter's perspectives.
- ATS Integration: Compatibility with other software is essential because even at small businesses, the candidate pipeline tends to and should weave through multiple internal data points and systems, such as calendars for scheduling, candidate sourcing tools, and background check services. To ensure each ATS would work with most HR ecosystems, our researchers checked for compatibility with dozens of the top HR tools used by small businesses.
You can read our HR tech assessment process for more details.
Workable
We found Workable an excellent ATS for small businesses because it combines ease of use, broad job posting reach, and scalable features that help lean teams run structured, professional hiring processes without needing extra tools or technical support.
PROS
- Allows SMBs to explore the platform’s offerings via a 15-day free trial.
- Supports one-click job posting to over 200 sites and lets you access its talent pool with over 400 million profiles.
- You can conduct cognitive and personality assessments within Wordable, without needing third-party tools.
- The anonymized screening feature can help reduce unconscious hiring bias.
- You can post jobs with one click to over 200 sites. You also get access to access to Workable’s talent pool with over 400 million profiles.
- Workable has built-in cognitive and personality candidate assessment. The platform also has features for offer management, which means you can create offer letters and collect e-signatures without needing to use third-party tools
- You can reduce unconscious hiring bias with Workable’s anonymized screening feature. It helps you hide identifying candidate information from the sourced and applied stages of the hiring process.
CONS
- No automated reference checking and onboarding features.
- Features like candidate texting, video interviews, and assessments are not included in plans but must be bought separately.
- Workable could do better with duplicate candidate merging since one person will have numerous candidate records on the ATS if they apply for multiple positions.
- The reporting feature needs to be more detailed and customizable.
- The candidate search function could have more filters.
- Workable doesn’t provide automated reference checking and onboarding features.
- Useful features such as candidate texting, video interviews, and assessments are not offered in any of Workable’’s plans and instead, sold separately.
- Several users complained about the reporting feature not being detailed or customizable enough, and that the candidate search function could use more filters.
Through our testing, demos, and user feedback, we found that Workable ATS provides small businesses with an ideal blend of ease, flexibility, and a future-ready design. While many ATS platforms either oversimplify for small teams or overwhelm them with enterprise-level complexity, Workable strikes a rare balance: it’s intuitive enough for small hiring teams to adopt quickly, yet robust enough to scale as the business grows.
First, let’s mention this ATS’s plug-and-play setup: small businesses often don’t have the IT resources to configure complex systems, and Workable’s straightforward onboarding, 15-day free trial, and clean interface make it easy to get started. The platform also provides broad job posting reach, giving lean teams access to over 200 job boards and 400 million candidate profiles, which helps maximize recruiting impact without adding extra headcount or budget.
Importantly, Workable includes built-in tools that small businesses often lack, such as anonymized screening, cognitive and personality assessments, and structured interview kits. These are the features that can help your small business run a fair, efficient, and consistent hiring process without relying on additional tools or external vendors.
We also appreciate that Workable’s pricing is transparent and its platform is scalable, meaning small teams can adopt the system with confidence that it won’t become obsolete as they expand. However, be mindful that some features, like video interviewing and texting, actually cost extra as they are paid add-ons. Additionally, while the platform offers reporting tools, as highlighted in the user review from Angela Lowry right below, these are quite basic and often require teams to export data into spreadsheets for meaningful analysis.
Workable has been used by over 20,000 organizations, including Sephora, Forbes, Bevi, Moodle, and Navarro.
Workable provides different pricing options to accommodate various business needs. However, their Starter plan was removed in mid 2025. That leaves only the Standard and Premier plans, which cost $299 and $599 per month respectively. For organizations looking for integrated solutions, bundled options that include HR and recruiting functionalities start at $349 per month.
Best For
Workable’s ATS is a good bet for small businesses aiming to scale, as you can start small and know the platform has the capacity to handle more complex needs as you grow.
We use Workable to track candidates in our pipeline from sourcing to the hiring stage. In addition, Workable allows users to add comments and leave reviews for the candidate. We also utilize Workable to share job descriptions with the public. It has robust functionality for that and we have easily double or triple the amount of inbound candidates compared to using Greenhouse.
I love the design and ease of use of the website. The automation tools as you move candidates between stages are really powerful. The reach of workable when you upload a JD is very extensive and I get a significant number of inbound candidates.
We purchased Workable to replace Greenhouse as we felt Greenhouse was too bulky for our needs. We have been using it for about a month so far. While it functions very well as an ATS, I appreciate its automation features and ease of use/navigation. It has a clean and understandable UI. It also has a great support team which has helped with the import of our candidate data from Greenhouse.
- The automation sometimes has a few issues, such as moving a candidate out of the pipeline without sending them an email is a little tricky.
- The scorecard symbols aren't customizable and there are only 3 of them (love, like, no).
- The AI candidate search tool, while neat, isn't too helpful usually.
Compared to Greenhouse, I like it much more. It's easier to use, capable of the same things, and much cheaper. The inbound capabilities are better and creating a JD is less complicated.
Criteria 1: Does your team need a robust pool of inbound candidates? If so, Workable is great at providing that quantity.
Criteria 2: Will other non-talent employees be scoring candidates? Greenhouse is a little bit better at sending interview packages, but Workable is much easier to navigate.
Criteria 3: Is cost an issue considering the size of our team? For a smaller team of a few people <10, Workable is much more affordable.
We haven't used it long enough for this to come into play, but the support team has been helpful in setting things up.
It's great for organizations with a smaller talent team that needs a lot of power for a low price point.
If you need to send robust interview packages often, then Greenhouse may be better.
Greenhouse
We've long found Greenhouse to be a formidable player in the ATS market, particularly in supporting the growth of SMBs with global operations and/or value-driven, unbiased hiring. Its job boards support 19 languages, while its resume anonymization auto-masks candidates' personal details. Remarkably, it's one of the rare few platforms we've encountered that can parse resumes in 26 languages.
PROS
- Offers access to more than 1,000 job boards.
- Built-in internal mobility, referral programs, and onboarding capabilities.
- Interview kits for structured assessment of candidate skills, traits, and qualifications.
- Resume parsing in 26 languages, job boards in 19 languages, and interviews in 6 languages.
- Resume anonymization removes personal details like photos, names, and gender from resumes.
- Send branded, automated email and text notifications from your company’s domain.
- Over 500 pre-built integrations and an open API for seamless connectivity.
- 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
- While they are suitable for the SMB market, they tend to do better with headcounts of 75+.
- Undisclosed pricing. No free trial is available.
- No monthly subscription option. Higher priced than some competitors.
- Bulk reject and email features are available in the Candidates tab, but not during the application review stage.
- The new UI, released in 2024, has garnered negative feedback from some users, who have found it more challenging to navigate than the previous version.
- Greenhouse’s pricing is undisclosed, and they do not offer a trial version.
- Some users note that reporting customization is quite limited and difficult to navigate.
- In-person/live support could be improved.
Greenhouse is often seen as an enterprise-grade ATS, but based on our testing and experience, it offers several standout advantages that can also benefit small businesses ready to invest in a structured, high-performing hiring system.
For small teams, Greenhouse’s exceptional sourcing reach, with access to over 1,000 job boards, strong internal mobility features, and built-in referral programs. This means that, as an employer, you can utilize the platform’s integrations for external candidate sourcing while making the most of your talent database.
The level of thoroughness and consistency of interview kits we saw in Greenhouse was better than most we’ve tested. They’re structured in a way that helps hiring teams assess not just skills, but candidate traits and qualifications.
Additionally, if you’re hiring people across the globe, like us, you’ll appreciate this vendor's language inclusion. It handles resume parsing in 26 languages and job postings in 19 languages, with the ability to conduct interviews in 6 languages. That’s far beyond what we’ve seen from most other ATS platforms.
We also thought the resume anonymization feature was very useful. It removed applicants' personal details such as photos, names, and gender so we could focus on the qualifications that matter most.
Integration-wise, Greenhouse offers over 500 pre-built options, plus an open API, so it’s quite reassuring that the ATS can fit smoothly into almost any existing HR tool.
However, Greenhouse's pricing is a bit of a mystery and, from what we've seen, not as budget-friendly as other options like Loxo or Manatal. There is no free trial, and no monthly billing option. For a small team of 10, it could cost over $6,000.
The platform has also recently updated its user interface. Sadly, it didn’t get very positive feedback from users, and we can see why. Compared to the previous design, this version somehow requires more clicks to perform certain actions, such as sending an interview self-schedule. Thankfully, Greenhouse does offer the option for users to go back to the old UI under their account settings (which was just what we did).
Another inconvenience we’ve noticed is the absence of bulk rejection and email features during the application review stage. While these features are available in the Candidates tab, we trust having them in the initial review process would streamline things a bit more.
6,500+ companies, including Evernote, Nerdwallet, and Coursera.
Undisclosed.
Best For
Regarding their SMB offering, Greenhouse is best paired with growth-focused organizations. Those burgeoning companies hiring at volume and operating internationally, while small, stand to make the most out of this ATS.
Greenhouse is an applicant tracking system (ATS). It allowed the business I worked with to track and store candidates for various positions. We were able to message candidates and structure the application process. The system also provided extensive data tracking throughout the recruiting process. While I understand that Greenhouse includes onboarding features, I did not use that functionality.
I like the intuitive features of Greenhouse. The analytics are helpful for tracking key metrics during the recruiting process. It also allows for collaboration among recruiters and makes it easy to communicate with candidates.
Greenhouse was a product used by one of my consulting clients. They had been using it for several years before I became involved in some of their recruiting projects. Their goal was to track applicants efficiently. Greenhouse integrated with their HRIS system and streamlined the process for their website. It was also easy for candidates to apply through the platform.
The platform is expensive. Once it is set up, there is limited customization available. The scheduling feature was not user-friendly for recruiters.
Greenhouse is very user-friendly compared to its competitors. It also integrates with several systems to ensure a seamless flow of information.
Organizations should consider how they intend to use the ATS and which features are most important to them. They should also evaluate the price point and ensure it aligns with their budget.
While I used it, I did not notice any significant changes or updates to Greenhouse.
Greenhouse is well-suited for mid to large organizations that regularly need to fill multiple positions. It is also beneficial for companies with multiple recruiters responsible for hiring and onboarding.
Greenhouse is relatively expensive, which may make it cost-prohibitive for smaller organizations. Additionally, the extensive data tracking features may be unnecessary for companies that do not require that level of detail. It may not be the best option for organizations looking for a simple, cost-effective ATS.
AvaHR
AvaHR has done a nice job with its customized hiring automation frameworks. We enjoyed the ability to post to 50+ job boards for free while showcasing our company culture with videos, photos, and text. Additionally, the Pipeline Triggers, which automate routine tasks based on the candidate's progress, are a standout feature that we've found to be quite rare among SMB-focused ATS solutions.
PROS
- Culture Profiles let you add videos, photos, and text to showcase your company's work environment.
- Pipeline Triggers automate repetitive actions based on a candidate's stage, such as sending thank-you emails or requesting hiring team feedback.
- Custom questionnaire builder for candidate pre-assessments.
- Data migration service is available at no additional cost.
- Transparent pricing, free trial available.
- Culture Profiles let you add videos, photos, and text to showcase your company's work environment.
- Pipeline Triggers automate repetitive actions based on a candidate's stage, such as sending thank-you emails or requesting hiring team feedback.
- Custom questionnaire builder for candidate pre-assessments.
- Data migration service is available at no additional cost.
- Transparent pricing, free trial available.
CONS
- No free plan, a free trial requires a credit card.
- Pricier than competitors like Loxo and Zoho Recruit.
- Additional charges for features like eSignatures and employee referrals.
- Interview scheduling feature is unavailable (still in development).
- No free plan, a free trial requires a credit card.
- Pricier than competitors like Loxo and Zoho Recruit.
- Additional charges for features like eSignatures and employee referrals.
- Interview scheduling feature is unavailable (still in development).
AvaHR stood out in our tests as a well-designed and functional ATS with solid automation and reporting features.
One apparent plus of this vendor is its transparent pricing and free trial offerings across its subscription plans. We signed up for the free trial of the Standard plan using a Gmail account. The only downside was having to provide credit card information to activate the trial, but other than that, the process was a breeze. Within minutes, we were all set to explore the tool.
Our first impression of AvaHR’s UI was that it was so well thought out. There was nearly nothing to be confused about. And it’s easy on the eye, too. Take the example of their AI job description creator. During our testing, it impressed us with the solid draft it produced with just a few sentences of role requirements provided. We also found it easy to get our application form ready. All we needed to do was define which fields were required and which were optional in the form settings.
The Candidates section gave us a bird’s-eye view of all applicants, including their application dates, stages in the hiring process, and contact details. There was also a convenient Filters button in the top right corner that let us filter candidates based on their tag, stage, job title, department, and a few others. The system didn’t take more than a few seconds to provide results in our tests, but we couldn’t help but be disappointed to discover there was no Boolean or custom filter to be found.
AvaHR’s reporting met our expectations for an SMB-focused ATS. The tool has done a great job of providing key data, from total impressions to page views, clicks, and applications for each job posting. We particularly appreciated the clear visualizations offered by the overview bar and line chart. It made it easier to watch how our jobs were performing.
For businesses migrating from another ATS, you’re in luck! AvaHR’s team offers to handle data import at no extra fee.
However, we did notice that this ATS is slightly pricier than some competitors like Zoho Recruit. Additionally, features like eSignatures and employee referrals are not included in the lowest subscription plans and must be purchased separately if you want to use them.
1,000+ companies, including BuzzRX, Redirect Health, State Farm, and Margaritaville.
AvaHR offers three plans: Starter ($89/month), Grow ($179/month), and Pro ($279/month).
Best For
AvaHR is best suited for U.S.-based small to medium-sized businesses with 100 or more employees.
We use AvaHR almost daily as part of our ongoing recruitment efforts at Impression Foot and Ankle. It serves as our central hub for posting job ads, managing open roles, and screening applicants.
One of the most valuable workflows for us is the automated candidate communication, which keeps applicants informed and engaged without requiring manual follow-up. We also rely heavily on AvaHR’s customizable hiring stages, which help us move candidates through the pipeline smoothly and consistently.
The platform’s collaboration tools allow multiple team members to leave feedback and ratings, making it easier to make quick, informed hiring decisions. It has become an indispensable part of how we attract and evaluate top clinical and administrative talent.
- AvaHR’s automated candidate communication saves us hours each week by keeping applicants informed and engaged without manual effort.
- The customizable hiring pipelines make it easy to tailor workflows to different roles across our clinics.
- The user interface is clean and intuitive, enabling our team—from admins to hiring managers—to collaborate easily without extensive training.
- Their customer support is responsive and helpful, making implementation and ongoing use smooth and efficient.
At Impression Foot and Ankle, we were experiencing major inefficiencies in our hiring process, including disorganized applicant tracking and inconsistent communication with candidates.
We needed a solution that could streamline our recruiting workflow, help us present a more professional front to applicants, and reduce the time our team spent on manual follow-ups.
We chose AvaHR because of its user-friendly interface, strong automation features, and how well it adapts to the needs of a growing practice like ours. Since implementing it over a year ago, we’ve seen significant improvements in both the speed and quality of our hiring.
I’ve personally used AvaHR for about 14 months, and it has become an essential part of how we bring new talent into our clinics—organized, efficient, and stress-free.
- There’s a slight learning curve when setting up more advanced workflows, though the support team is quick to assist.
- We would like to see deeper integrations with some of the niche medical software tools used in our practice.
- The mobile experience could be more robust for better access on the go.
We’ve used BambooHR in the past, and while it is a solid all-in-one HR platform, AvaHR stands out by focusing specifically on the hiring experience.
AvaHR is more intuitive for building custom pipelines, automating communication, and facilitating team collaboration during the hiring process. It is lighter, faster, and easier to implement—especially for small to mid-sized businesses that want to move quickly without a steep learning curve.
Unlike BambooHR, which can feel generalized, AvaHR provides a more tailored and flexible approach to recruiting. We prefer AvaHR for its simplicity, focus, and adaptability to our specific hiring needs without unnecessary features.
When buying a hiring tool like AvaHR, consider how intuitive the platform is—your team should be able to adopt it quickly without extensive training. Look for customization options in the hiring pipeline so the system can support your process instead of imposing a rigid structure.
Automation features are essential, especially for communication and scheduling, as they save time and enhance the candidate experience. Also, check whether the tool integrates with your existing systems or offers flexible data exporting options.
Test the responsiveness of customer support early on, as it's a strong indicator of long-term success with the platform.
The application is continuously updated with new features that align with hiring needs. The addition of AI-powered tools—such as a job description writer and candidate scoring—has been especially helpful and reflects their commitment to innovation.
AvaHR is well-suited for small to mid-sized businesses that are growing quickly and need a streamlined, easy-to-use hiring system without the complexity of enterprise-level HR suites. It is ideal for organizations seeking to centralize recruiting, improve candidate communication, and enable collaboration without requiring internal HR tech expertise.
Teams with multiple locations or departments, such as medical practices, retail operations, or franchises, will benefit from its customizable pipelines and unlimited user access.
AvaHR works best for companies that prioritize a smooth, professional candidate experience and want to hire efficiently without sacrificing personalization.
AvaHR may not be ideal for very large enterprises that require a comprehensive all-in-one HRIS with extensive payroll, benefits administration, and compliance management.
Organizations with highly complex or heavily regulated hiring processes might find its customization options limited compared to more robust enterprise-level solutions.
Zoho Recruit
Like most Zoho products, Zoho Recruit is affordable and feature-rich. The ATS is a strong choice for small businesses, offering a free plan that provides small teams with access to core tools, including job posting, candidate management, and interview scheduling, without upfront costs.
PROS
- Combines ATS + candidate CRM in one system, giving small teams an all-in-one tool to track applicants and manage relationships.
- Free plan and scalable paid tiers with a 15-day free trial and a 45-day money-back guarantee.
- 24/5 support available.
- ATS + CRM in one platform
- Backed by a company like Zoho, notable for reliability and good customer service.
- 24/5 support
- Priced quite modestly after the free version
- Certain features like video interviews are available as optional add-ons.
CONS
- The free plan is limited to just one active job and 256MB of storage.
- Features like the client portal, mass email, workflow alerts, and API are paid features.
- Integrations, at times, don’t work properly, requiring disconnecting and reconnecting.
- The career site is not fully customizable until past a certain paid plan.
- The free plan only allows 256MB of storage.
- Additional features, such as the client portal, mass email, workflow alerts, and API calls cost extra.
- Some users have complained about the quality of some of the integrations.
- The career site is not fully customizable until past a certain paid plan.
In our testing, Zoho Recruit proved to be a strong ATS option for small businesses that want more than just the basics. While its free plan gives small teams a taste of core functionalities, the paid plans and add-ons ensure the platform scales alongside them as they grow.
Let’s first dive into Zoho’s free plan. It covers the essentials for managing candidates, emails, and interview scheduling. While the customization options are somewhat limited, we were glad to see the ability to post jobs on both free and paid job boards, including the niche ones. Integrating with Google applications and support for 26 languages are definite pluses, making connecting with applicants from different backgrounds easier. Another time-saving feature is the availability of five customizable email templates, which can be a real help. However, the biggest con of the free plan is that you only get one active job at a time. The storage limit is also on the smaller side, set at 256 MB.
On the bright side, creating a career page with customizable templates is straightforward, though it might not be the most visually stunning option out there. Another cool feature we came across is Zia, the AI-based chatbot. It automatically responds to applicants’ FAQs and keeps them updated on job availability and application statuses. Plus, there's a handy automated candidate matching feature: you create a new job and specify the desired skills, and Zoho Recruit will rank the candidates based on how well their resumes meet set requirements.
However, teams need to plan carefully: while the base plans are affordable, important tools like the client portal, workflow alerts, video interviewing, and some integrations come as paid add-ons. We also encountered some occasional integration issues, where we needed to manually reconnect third-party tools to keep workflows running smoothly. Additionally, the career site customization options feel somewhat limited on lower-tier plans, which may frustrate small businesses trying to present a polished employer brand.
Bosch, Deloitte, Saint-Gobain, PWC, Allianz.
Zoho Recruit provides a range of paid plans alongside the free version:
- Standard plan is priced at $30/user/month, offering features such as a document library, analytics, and customizations.
- Professional plan priced at $60/user/month, which includes assessments and social recruiting capabilities.
- Enterprise plan priced at $90/user/month, providing a comprehensive set of features (doesn’t include add-ons).
- Add-ons available include the client portal and video interview modules. Zoho Recruit also offers a 15-day free trial for users to explore the platform's capabilities.
Best For
Zoho Recruit is best for small businesses and small agencies that want a cost-effective ATS and candidate CRM solution with the flexibility to scale.
I use Zoho Recruit bi-weekly. The platform has some great features to differentiate between job openings and candidate pipelines. Zoho Recruit contains modules that make applicant tracking an effective process. Its modules are fairly customizable for regular usage. Zoho Recruit ties into my other Zoho products (Desk & Projects).
The platform allows me to update my clients on their candidate pipeline progress easily. Zoho Recruits is user-friendly. The system is pretty intuitive and email support is helpful.
I purchased Zoho Recruit as an add on to Zoho Desk & Zoho Project, a platform I use to manage my remote team. I use the service as a backup when recruiting. It was designed to streamline the recruitment process and cross manage my recruitment goals with my team. I have used Zoho Recruit for 8 months. I occasionally use the Zoho Recruit Marketplace to find specific tools to help my clients.
While email support is helpful, it can take a long time to get a response. Zoho Recruit is an expensive add-on in comparison with other Zoho products. The product takes effort to integrate it with outside tools.
Zoho Recruit is less effective than some of its competitors. Also, the company often tries to upsell you rather than offer a one-stop-shop alternative. I use it less than services like Greenhouse or Workday.
How many recruiters do you have on staff that need Zoho Recruit access? Do you want to continuously get calls for more Zoho products instead of an all-encompassing service? Is Zoho Recruit financially feasible for your budget if you use other Zoho services?
I have used Zoho Recruit for 8 months and have not observed major changes to the service.
Zoho Recruit is good for small-medium sized organizations. It is a great option for those who only have one recruiter as cost is more than $30 per user.
I would not recommend Zoho Recruits to large companies. The cost per recruiter is high when there are more affordable products that offer more features.
Recooty
Recooty offers a free-forever plan that allows users to post jobs on multiple platforms. The platform’s paid plans pack a handful of recruitment essentials at conservative prices, making it a great ATS option for SMBs.
PROS
- Features a user-friendly and simple interface for easy navigation.
- Offers competitive pricing, ensuring accessibility for small businesses.
- Users can test the software before subscribing through a free trial.
- Provides full set of ATS basics, including job posting, candidate tracking, interview scheduling, candidate assessment, offer management, and onboarding.
- Enables efficient job posting to multiple platforms with a "one-click" solution.
- Supports eight languages: German, English, French, Hindi, Italian, Spanish, Dutch, and Vietnamese.
- One user liked the usability of the software, stating that it is 'easy and self-explanatory.'
- The ability to post a job on multiple platforms makes it efficient, as per one user who labels Recooty a 'one-click job posting solution.'
- The company offers a cheap subscription, making it affordable for small businesses.
CONS
- Lacks mobile applications.
- No Chrome extension for importing candidates (e.g., from LinkedIn).
- Limited integrations (Slack and LinkedIn only).
- Suitable for small and medium-sized businesses.
- Not ideal for large enterprises with extensive hiring needs across multiple locations.
- The company does not have a mobile application.
- Recruitment features can be quite basic compared to some competitors.
- Integrations are somewhat limited.
- Not suitable for large enterprises with more job postings and locations.
Recooty is great for SMBs looking for an easy-to-use, affordable, and efficient applicant tracking system. However, if you're looking for a more robust solution with more features, you may want to consider a different ATS.
Our in-house assessment showed that Recooty is a plug-and-play tool. It is easy to set up and easy to navigate. Users can post jobs to multiple boards, track applicants, and set up automated email notifications with just a few clicks. It’s not an exaggeration to say Recooty is a self-explanatory ATS.
Another thing we like about Recooty is its affordability. The software is priced competitively, and you can even start with the free plan. Though it’s limited to one active job at a time, it offers some good features like branded career pages, multiple job boards, and unlimited applications.
Recooty supports not only English but also seven additional languages. However, Recooty lacks a mobile app, despite pressure from users over the years. Recooty isn’t a good call for recruitment teams that need a Chrome extension to support their candidate search on websites like LinkedIn.
The level of customization is lacking compared to higher-priced ATSs in the space, and resume parsing is accessible for only the two highest-priced plans. Integration options also leave something to be desired, as you can only connect the ATS with your LinkedIn and Slack.
Sendlane, Airtable, Uber, Rack Bank, American Hospital, Trello.
Recooty offers a 15-day free trial. Their three paid subscription options start at $79 monthly (billed annually).
Best For
Recooty is an affordable ATS option ideal for small to mid-sized businesses needing minimal setup and multilingual hiring capabilities.
Recruit CRM
Recruit CRM is popular among employment agencies and SMBs because it combines ATS and CRM features in one platform, offers a generous free trial, and has transparent pricing.
PROS
- Combines ATS and recruiting CRM in one platform.
- Affordable and transparent pricing. Free trial available.
- Resume parser provides unlimited resume parsing and supports 28 languages.
- Support available for all users includes live chat, training sessions, and dedicated CMS.
- Regular product feature updates.
- 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
- Limited to two candidate matches and 1 email sequence in the Pro plan.
- Can’t search logged text under Call Notes.
- Not the best fit for corporate recruitment.
- Lacks employee referral and onboarding features.
- 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.
In our testing, Recruit CRM impressed us with its ability to meet the needs of small businesses, particularly recruiting agencies that require handling both client and candidate pipelines.
Small teams who spend hours daily on data entry will appreciate the AI resume parser that Recruit CRM offers. It can parse up to 100 files at a time and works with resumes from multiple sources in 28 different languages.
Recruit CRM is easier to use than many other ATSs we’ve tried. In addition to the mobile apps (which we tested and loved), the Kanban view offers a visual way to manage candidate pipelines. Automation enthusiasts will love the drag-and-drop functionality and automated email triggers at various stages. As a bonus, the in-app instructions are clear-cut and make navigation easier.
Small or medium-sized agencies could hardly go wrong with this vendor’s CRM tools. You can manage client relationships, schedule meetings and emails, and track interactions, all from within the platform. Plus, you get unlimited access to training materials, the live chat takes two minutes on average to reply, and there’s a roadmap page where you can request new features.
Unfortunately, Recruit CRM’s Pro plan limits candidate matches to two and email sequences to one—a letdown, particularly for those with multiple placements to fill at a time but can’t afford higher-tier plans. Also, remember that the search function can only search for keywords in candidate resumes and profile data fields, but not in the user’s logged call notes.
Lastly, Recruit CRM is not intended to serve corporate users, so it lacks certain features that in-house TA teams usually prioritize in their ATS, such as referral and onboarding.
1,200+ companies, including Randstad, Michael Page, ManpowerGroup, Kelly Services, and PageGroup.
Recruit CRM offers three pricing tiers:
- Pro Plan: $85 per user/month when billed annually, $100 per user/month when billed monthly.
- Business Plan: $125 per user/month when billed annually, $150 per user/month when billed monthly.
- Enterprise Plan: $165 per user/month, billed annually only.
Best For
Recruit CRM is best suited for small to midsize recruiting, staffing, executive search, and headhunting agencies that prioritize automation and ease of use.
Pinpoint
While often seen as a tool for mid-sized and growing companies, we found Pinpoint to be a strong fit for small businesses with ambitious growth plans. It combines an intuitive ATS with a built-in talent CRM, robust automation workflows, and customizable career sites.
PROS
- Pinpoint’s ATS is highly customizable and values collaborative hiring.
- Pinpoint offers unlimited active jobs, team members, external recruiters, training, and support for all users regardless of their plans.
- The customer support team is helpful and responsive to customers’ requests.
- The pricing is transparent. Startups with under 50 people can benefit from its discounted pricing.
- It’s got a robust career site builder you can easily customize without the help of IT.
- It provides over 100 third-party integrations. Also offers custom integrations (but only for Enterprise plan).
- 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
- Pinpoint offers its employee onboarding module with additional fees.
- It can be expensive for budget-minded teams.
- Doesn’t offer a free trial or free version.
- Multilingual support is only available for the Enterprise plan.
- 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.
Pinpoint's applicant tracking system is highly regarded by users for its intuitive interface, neat automation workflows, and robust career site builder, which we found perfect for small businesses to create a polished, professional hiring process.
We love how easy it is for candidates to apply through the career site. Here’s an example of what going the extra mile looks like: if your candidates are not ready to apply, they can opt into a talent community to stay in touch with your company. After testing a few dozen vendors, we can confirm this is something you can’t find in most other ATSs.
We were also impressed by Pinpoint’s customer service. Regardless of the plan you opt for, you will get a dedicated success manager, concierge onboarding, and unlimited support via phone, email, and live chat. There really isn’t anything we dislike about it.
Just a few things to keep in mind, though. There’s no free trial or free plan to try before buying. And when compared with other solutions, Pinpoint tends to be more expensive than some small-business-focused competitors, with the cheapest plan costing $345 per month. If you’d like to use its onboarding module, you need to purchase it separately.
We should also warn you that although Pinpoint has a considerable number of native integration options, its bespoke integrations are only available to Enterprise plan subscribers with a minimum of 150 employees.
300+ companies, including CoinShares, Pathways Global, Grant Thornton, Icario, and Pivot Energy.
Pinpoint offers a Growth plan starting at $345 per month and an Enterprise plan starting at $1,200 per month, both with annual billing. Startups with under 50 employees may be eligible for Pinpoint's startup program.
Best For
Pinpoint is a good choice for small in-house recruiting teams that value a polished, candidate-friendly ATS with exceptional customer support.
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.
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.
Pinpoint would be helpful for any business, regardless of size of industry.
JazzHR
Purposely built for teams with less than 500 employees, JazzHR provides almost every key feature of an ATS, like career pages, employer branding, candidate sourcing, and talent CRM, at a transparent and affordable price. Free trials are also available.
PROS
- JazzHR is quite affordable and doesn’t place any limits on the number of users added. It also offers a free, 21-day trial that anyone can sign up for.
- It’s got 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.
- 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
- Some users reported a learning curve with JazzHR's UI and that it took them some time to get used to it.
- Although a product geared towards SMBs, it lacks a free plan. We mention this as a con since other SMB-geared recruiting products often 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.
- Some users reported a learning curve with JazzHR's UI and that it took them some time to get used to it
- For a product geared towards SMBs, it lacks a free plan. We mention this as a con since other SMB-geared recruiting products do offer free-forever versions, which puts JazzHR slightly behind the competition.
- Several users have mentioned that the reporting feature is difficult to use with very little room for report customizations.
- JazzHR currently lacks a mobile app, and the browser version isn’t well-optimized for mobile use.
JazzHR delivers a solid mix of affordability, core ATS functionality, and scalable features that we believe are perfect for meeting the evolving needs of growing SMBs.
One of its biggest advantages is that it places no limits on the number of users, a huge plus for small businesses that want to loop in hiring managers, interviewers, or stakeholders without worrying about stacking up per-user fees. We also liked how job postings across multiple boards are simple and efficient, helping small teams maximize reach without extra software.
You can start with the lowest-priced plan (Hero) that includes essential features like posting up to three job openings and then upgrade to higher plans as your company grows, ensuring you don’t pay for features you don't need. The other two plans (Plus and Pro) have more advanced features for automating, customizing, and analyzing the hiring process.
Unlike some competing SMB-focused ATS platforms, however, JazzHR doesn’t offer a free-forever plan, which we see as a significant downside, particularly for very small teams looking to start lean. Several users we spoke with also noted the UI can feel clunky at first, with a steeper learning curve than some more modern, plug-and-play systems.
JazzHR has been used by over 10,000 businesses to date, including TED, Fox Dealer, Clearly, Massaro, and Heath Ceramics.
JazzHR has three plans. When billed annually, these plans cost as follows:
- Hero: $75 per month for unlimited users and 3 open jobs.
- Plus: $269 per month for unlimited users, unlimited open jobs, ATS, interviews, and assessments.
- Pro: $420 per month for everything from Plus, along with offers and e-signatures, reporting, and all-access support.
Best For
JazzHR is specifically built for teams at organizations with 5 to 500 employees, regardless of industry or recruiting maturity.
I primarily used JazzHR as an ATS to store and manage applicant data. The ability to automate various steps in the hiring process helped improve efficiency. We programmed letters, screening questions, and other workflow steps directly into the system.
Since we used a separate HRIS, we integrated JazzHR so that applicant data would flow seamlessly into the HRIS once a candidate was hired. The system was also easy for hiring managers to use, making collaboration more effective.
- It integrates well with payroll and HRIS management systems.
- The ability to customize and automate recruiting steps made the process more efficient.
- Tracking multiple open positions and their progress was simple and well-organized.
I used JazzHR as an applicant tracking system (ATS). We needed a platform that could store applicant information and integrate with other software we used. As a high-volume recruiting department, we required an ATS that ensured compliance while also being flexible enough to streamline the recruiting process.
The tool we were previously using did not support the necessary integrations with our other software. JazzHR addressed this issue, making our hiring process more efficient.
- The system included features for sourcing candidates, but they were rarely well-qualified.
- There was no AI functionality for resume screening.
- The subscription model was difficult to cancel if needed.
JazzHR was easier to use than many other ATS platforms I’ve worked with. The dashboard and step-based integration made navigating the system simple and efficient.
Consider the volume of recruiting your organization handles to determine if JazzHR is a good fit. Additionally, evaluate whether you need the system to integrate with other HR software, as this can impact overall efficiency.
During my time using JazzHR, the system remained largely unchanged. At the time, AI tools were not as widely used as they are today, so they may have since incorporated those features.
JazzHR is well-suited for high-volume recruiting and organizations that require integration with other HR tools. We had a workforce of about 5,000 employees, and the system worked well for our needs.
Recruiting agencies might struggle with JazzHR due to its lack of advanced automation features compared to other tools. Smaller organizations may also find it less valuable if they do not have a high volume of hiring needs.
Teamtailor
Teamtailor’s biggest selling feature is its career page, which is well-built and so easy to navigate. The SMB-focused ATS platform also features elements that promote diversity, equality, and inclusion throughout the hiring process. Plus, free trials are available, and they don’t require your credit card details.
PROS
- Teamtailor is a straightforward ATS that is mobile-friendly.
- Drag-and-drop career site builders.
- Built-in tools to support diversity, equality, and inclusion DEI initiatives.
- Customer support and the help center are notably good.
- Offers one simple plan with unlimited job postings, candidates, and users.
- Free trials are available; no credit card is required.
- 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
- Their analytics module isn’t very easy to adjust.
- No offerings for other core HR tools
- Features for customization and video interview could be improved.
- Lacks pricing transparency.
- 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.
Teamtailor’s ATS has a unique approach to talent acquisition, which pays a lot of attention to how your company presents itself to candidates.
In our assessments, we found that the platform’s drag-and-drop career site builder is one of the best in class for SMBs: it allows small teams to create sleek, attractive, and mobile-friendly career pages without needing design or coding skills. This kind of polished first impression is a huge advantage for small businesses trying to stand out in a competitive talent market.
Another way TeamTailor differentiates itself from the pack is how the platform structures its pricing. It’s a single plan with all features included, and thus, this plan's pricing adapts to your company's size. We are also huge fans of the vendor’s all-inclusive plan, which offers unlimited jobs, candidates, and users, making it easier for small companies to scale without worrying about per-seat costs or feature upgrades.
Unfortunately, the analytics feature is where Teamtailor falls short. Our test results show that it’s not particularly flexible or customizable. We noticed the onboarding tool was recently added, but other HR modules, such as performance management, are still missing. And while we appreciate that Teamtailor offers free trials with no credit card required, the absence of upfront pricing transparency can make it more challenging for small businesses to compare costs during the vendor selection process.
Kry, Goodbye Kansas, Vitamin Well, Ponsse, Daniel Wellington.
Teamtailor’s pricing will vary depending on your company size. To give you an idea, $3,300 is a usual starting price for organizations with fewer than 25 employees.
Best For
Teamtailor is an excellent choice for startups and small and medium-sized businesses looking for a straightforward ATS with outstanding features for employer branding.
We used Teamtailor to improve our recruiting process. We used it daily for organizing meetings, streamlining interviews, and consolidating all of our interview notes. Tracking each candidate was smooth and helpful. The team was able to collaborate more effectively since everyone was on the same page. It was a great way to ensure that notes weren't lost in translation. It also saved time by streamlining the Google Calendar, preventing missed or duplicate meetings, as everyone had the same calendar view.
- We felt Teamtailor was a great value for the yearly invoice.
- It was user-friendly and excellent for streamlining interview notes.
- It made our recruiting process more efficient and helped us hire better candidates.
- It kept the applicants organized and made accessing information easy.
- It was a wonderful tool for reducing the administrative hours spent on each potential new hire.
I used Teamtailor for a year and loved it! This was one of my favorite programs for my HR needs. It greatly improved our recruiting process. It helped our team's daily productivity by streamlining tasks that were constantly repeated. Previously, our recruiting process was time-consuming, inefficient, and not always successful. The integration with our Google Calendars and Zoom alleviated a lot of stress in the office.
- Some of the letterhead views could be improved to look more professional.
- The program could offer a better way to manage different job positions for candidates.
- I would like to see Teamtailor enable PDF viewing without requiring the file to be downloaded.
Teamtailor is great for in-office morale. It is an excellent tool for organizing and keeping everyone on the same page. The integration and streamlining features are far more advanced than those of other programs I've used.
The value of the features offered should be carefully considered. The integration with Google Calendars, Zoom, and LinkedIn is a key feature. I would recommend a trial run to ensure it fits the needs of the company.
Teamtailor has improved the organization of the entire recruiting section. It continues to get better over time and improves with user suggestions.
Teamtailor could be used for small or large companies. It is so user-friendly that any business looking to improve and streamline its HR services could benefit from it.
International companies may find Teamtailor not in-depth enough to be beneficial or worth purchasing.
Recruitee
Recruitee is highly recommended for SMBs due to its user-friendliness and robust collaboration features. Companies also find the ATS’ permission adjustment functionality helpful in reducing biased hiring. What’s more? There’s a free trial that won’t require your payment info.
PROS
- Recruitee now offers users an AI-powered tool working as a job description builder.
- Recruitee’s permission adjustment features enable businesses to reduce hiring bias.
- Recruitee pricing is transparent. You can also opt for Recruitee’s free trial to explore the tool.
- Recruitee puts no limits on the number of users for all of its plans.
- Recruitee has a mobile app where users can receive notifications of candidate interactions and perform several tasks on their Android/iOS devices.
- 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
- The platform lacks built-in functions for skill assessments, onboarding, video interviewing, and e-signatures, requiring users to use third-party integrations to be able to use such features.
- The reporting feature, at times, doesn't retrieve data accurately.
- Recruitee has increased its pricing (although it corresponds to an addition of features in each plan).
- Con: Several functions that are advertised on Recruitee’s feature list, including skill assessments, onboarding, video interviewing, and e-signatures are not actually built into Recruitee and are only possible through integration with third-party tools, which can be misleading to potential users, especially if it’s their first ATS.
- Con: Several users noted that the Recruitee’s reporting function is limited and at times, doesn’t retrieve data accurately.
- Con: Several users have complained about Recruitee’s support team being slow in responding, and at times, not able to solve issues.
- Con: For a product that’s geared towards SMBs, it lacks a free plan that businesses who are just getting started with ATSs can use for as long as they need, without any time constraints. We list this as a con as several solutions in this space do offer free-forever plans and similar feature sets as Recruitee, which puts it slightly behind the competition to users.
Recruitee is a great pick for SMBs looking for a collaborative and user-friendly ATS. We had a great experience navigating the platform: it has a nice UI and a Kanban-like recruiting pipeline where we can customize every stage of the process and move candidates by dragging and dropping the cards. The people behind Recruitee also did a great job in developing the overdue candidate reminder tool: when a candidate sits for too long in your pipeline without getting any updates, it will send a friendly reminder to you.
Another thing we like about Recruitee is its collaboration capability. The platform says: you can have as many users as you need in Recruitee, no matter which plans you have opted for, and it doesn’t cost you an extra penny, and it means it. This, combined with the permission adjustment feature, makes it easier to deliver collaborative and unbiased hiring.
That said, some trade-offs were also spotted. First was the absence of built-in tools for skill assessments, onboarding, video interviewing, and e-signatures. While small teams can rely on integrations to fill these gaps, this approach may increase operational complexity. We also noticed that the reporting feature sometimes fails to retrieve data accurately, which can be frustrating for SMBs that rely on clear, real-time hiring metrics to make decisions. Additionally, Recruitee has increased its pricing recently, though to be fair, those increases have come alongside meaningful feature additions.
Semrush, Mark and Spencer, Transcom, Taco Bell, Toyota, Asus, Livestorm, Rakuten.
Recruitee offers custom plans based on the number of active jobs and other particular needs. The ATS has three pricing plans:
- Launch starts at $269 per month
- Scale starts at $479 per month
- Lead has custom pricing.
Best For
Recruitee is a good bet for small and medium-sized businesses looking for an easy-to-use ATS with robust features for collaborative hiring.
We use Recruitee regularly to manage our recruitment process from start to finish. The tool's customizable workflows have allowed us to tailor our hiring process to our specific needs. We use it to track candidate progress, schedule interviews, and manage communication with candidates. We also appreciate the tool's collaboration features, which allow us to easily share candidate profiles with hiring managers and collect feedback. We use the reporting features to monitor our hiring metrics and identify areas for improvement. Overall, we use Recruitee daily to ensure that our recruitment process is efficient, effective, and meets the needs of both our organization and our candidates.
Recruitee is a cloud-based recruitment management and applicant tracking system designed to streamline the hiring process for companies of all sizes. It offers a wide range of features, including job postings, applicant tracking, talent sourcing, interview scheduling, team collaboration, and analytics.
Users appreciate the user-friendly interface and customizable workflow, which allows them to tailor the system to their specific hiring needs. The ability to post jobs to multiple job boards and social media platforms simultaneously also makes it easier to reach a wider pool of candidates. The system also allows for easy collaboration among hiring team members, with tools for sharing feedback and notes.
Recruitee's analytics capabilities, including tracking the effectiveness of job postings and candidate sources, can help organizations make data-driven decisions about their hiring strategies. The system also integrates with popular HR and productivity tools, such as Slack and Google Calendar.
Our organization bought Recruitee to streamline our recruitment process and improve our candidate experience. Prior to using Recruitee, we found ourselves manually reviewing resumes, scheduling interviews, and managing candidate communication through various channels, which was time-consuming and often disjointed. Recruitee has helped us to centralize all of our recruitment activities in one place, making it easier to manage our hiring pipeline and keep candidates informed. The tool's user-friendly interface, customizable workflows, and robust reporting capabilities have been particularly valuable to us. We have been using Recruitee for the past year, which has helped us significantly reduce the time and resources we previously spent on recruitment.
The system can be slow at times, especially when dealing with larger candidate pools or running reports. Others have noted that customer support can be slow to respond or may not provide the level of assistance needed.
Additionally, some users have found the pricing structure to be somewhat confusing or not flexible enough, particularly for smaller organizations or those with more limited hiring needs. There have also been some comments about the lack of certain features or integrations that are available in other recruitment management systems.
Despite these limitations, many users still find Recruitee to be a valuable tool for their hiring needs and appreciate the overall functionality and ease of use of the system.
Here are a few key features that differentiate Recruitee from other recruitment management systems:
- User-Friendly Interface: Recruitee has a modern, intuitive interface that is easy to use, even for those with little to no experience using applicant tracking systems. The dashboard is customizable, allowing users to tailor it to their specific needs.
- Customizable Workflow: Recruitee allows users to create and customize their own recruitment workflow, enabling them to build a hiring process that works best for their organization.
- Multi-Job Posting: Recruitee enables users to post jobs to multiple job boards and social media platforms simultaneously, making it easier to reach a wider pool of candidates.
- Collaboration Tools: Recruitee includes features for team collaboration, allowing hiring team members to share feedback and notes, and assign tasks to one another.
Here are a few key factors to consider:
- Ease of Use: Look for a tool that is user-friendly and intuitive, with a clean and easy-to-navigate interface.
- Customization: Consider how customizable the tool is, particularly in terms of the recruitment workflow. A tool that allows for customization can be tailored to your specific hiring needs.
- Job Posting: Check how many job boards and social media platforms the tool allows for posting jobs, and consider whether these are the channels that are most relevant for your target audience.
- Candidate Management: Consider how the tool manages candidates, particularly in terms of tracking, communication, and collaboration among the hiring team.
- Pricing: Consider the pricing structure of the tool, particularly in terms of whether it is flexible enough for your organization's needs.
Recruitee has evolved over time to meet the changing needs of its users.
- Expanded Integrations: Recruitee has added more integrations over time, such as with LinkedIn, Indeed, and Glassdoor, making it easier to post jobs and manage candidates across multiple platforms.
- Enhanced Analytics: Recruitee has improved its analytics capabilities over time, with features such as job posting effectiveness and source tracking, providing more insights into the recruitment process.
- Customizable Workflow: Recruitee has added more customization options for users, allowing them to build a workflow that is tailored to their specific hiring needs.
Recruitee is a user-friendly and powerful applicant tracking system (ATS) designed for small and medium-sized businesses (SMBs) and hiring teams. It's a great fit for companies that want to streamline their recruitment processes and manage their entire hiring process from one platform.
Recruitee is particularly useful for organizations that value collaboration and transparency in their hiring process. It offers a variety of features that allow hiring teams to work together seamlessly, from posting job openings to tracking candidate progress and sharing feedback.
Recruitee may not be the best fit for larger organizations with more complex recruitment processes and extensive HR departments. These organizations may require more advanced features and integrations, which are not available on the Recruitee platform.
Additionally, Recruitee may not be the best choice for organizations that have strict compliance requirements or need to manage sensitive candidate data. The platform does offer security features such as two-factor authentication and data encryption, but it may not meet the strict security standards required by some industries.
Lastly, organizations with limited budgets may find Recruitee's pricing plans relatively expensive compared to other similar solutions in the market. Though Recruitee offers a free trial, the cost may not be affordable for some organizations.
Trakstar Hire
Trakstar Hire outperforms the typical ATS with features like unlimited job posting, resume duplication detection, and advanced customization capabilities. Trakstar Hire is a favorite pick for SMBs as its undisclosed pricing is negotiable based on customers’ annual number of job openings.
PROS
- Recruitment workflow is highly customizable.
- Native, in-platform collaboration hiring features allow users to delegate tasks, collect evaluations, and schedule interviews without third-party tool integrations.
- Users can create unlimited job posts and add as many hiring managers as they need without added cost.
- Offer management is built into the product, so users can create, send, and store offer letters directly through the platform. They even do e-signatures!
- 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.
- No mobile apps.
- As Trakstar Hire offers only one plan with all features included, some businesses looking for a basic ATS may need more time to find it.
- No free trial or free plans. Trakstar’s pricing is all-or-one and undisclosed.
- Trakstar Hire has limited integration options with third-party HRIS and payroll solutions.
- Several users have complained about being unable to sort candidates and search results in an order other than displayed.
- Trakstar Hire isn’t a scalable platform; they have a single plan, all features included, which means customers may end up paying for features that they don’t need.
- Trakstar doesn’t publically list their pricing nor allows visitors to create trial accounts directly from the website, which is unusual for a software solution aimed at mid-market companies.
Trakstar Hire ATS (formerly Recruiterbox) is ideal for midsize companies. Still, the platform does work out deals for small businesses as they have room for negotiation based on how many job openings they have annually.
Rather than offering a feature-light product, Trakstar Hire ATS carries nearly everything you can ask for in a modern application tracking system: resume management, candidate sourcing, interview scheduling, offer management, collaborative hiring, reports, and careers site management.
Does the company overdo it? Based on our experience with Trakstar, the answer is yes and no.
It’s challenging to master many things simultaneously, but Trakstar Hire makes learning their tool manageable by presenting users with a well-made set of core products. We’ll start with job posting.
When a job is added to the platform, it is automatically distributed to LinkedIn, Facebook, Google, careers pages, job boards, and search engines. There is no limit to the number of jobs you can post, which is helpful for teams who hire frequently.
We love a smooth, customized workflow, and Trakstar Hire delivers in the “tailored experience” department. Users can customize literally every step of the way, making their hiring experience stand out against the rest but also fold into the best operational flow for the business.
We are also big fans of products with built-in features like offer management. No plug-in is necessary! Creating, sending, and storing offer letters all in one place makes sense.
There’s no such thing as a perfect tool, and we’d be remiss if we didn’t point out some aspects of the platform that cause us concern.
A free trial was available when they were still Recruiterbox in 2021. In 2023, there’s no more free trial, and the pricing is now undisclosed.
We’ve already touched on the lack of integrations, but it’s worth restating. Though it’s a very capable ATS, being unable to integrate with standard HR tools is a significant drawback.
Makita, Couchsurfing, Lonely Planet, Untappd, Quality Ironworks.
Trakstar Hire has one plan that includes all of its features without any limits. The pricing is custom depending on headcount.
Best For
Trakstar Hire is a powerful ATS for SMBs assessing one hundred or more candidates annually.
BambooHR
BambooHR is among the top ATS options for SMBs, thanks to its ease of use and full-stack features built-in. The platform also offers flexible plans, which means businesses can benefit from having custom offerings based on their needs.
PROS
- Flexible and tailored pricing, allowing you to choose and scale up features based on your specific needs.
- Free 7-day trials are offered, providing an opportunity to explore and evaluate the ATS functionalities before making a financial commitment.
- Well-performing mobile app, which facilitates application review, communication, and collaboration features on the go.
- User-friendly interface and intuitive design.
- 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
- Payroll capabilities are limited to U.S.-based employees, which may be a drawback for companies with an international workforce.
- Customer support is available only during U.S. business hours, potentially causing delays in resolving urgent inquiries for users in different time zones.
- Modules like time tracking, performance management, and surveys are offered as add-ons, requiring additional investment to access these functionalities.
- 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.
Having looked at dozens of SMB-oriented ATS platforms, we find it impressive that BambooHR packs most of the essential recruiting features into a modestly priced HRIS package.
First, let’s discuss the ATS’s customization capability. During our testing, we appreciated how BambooHR made these features accessible without overwhelming the user—everything felt simple, which is a great strength for small businesses with limited recruiting experience.
We also found the candidate application organization process intuitive. It was fast and easy to track candidates through every stage of the hiring process, from application to final e-signature. Plus, BambooHR allowed us to create new hire packets, which provide essential details on what new hires can expect during their first days—a helpful tool that makes onboarding smoother.
BambooHR’s mobile app for hiring is equally loveable. Users we spoke to enjoyed the flexibility it provided. Through the app, hiring managers could post jobs, review resumes, communicate with candidates, and coordinate with other team members while on the move. Just to be sure, we also tested these mobile capabilities ourselves, and phew! The experience was positive. This ability to carry out hiring activities from a smartphone is a real differentiator—especially when compared to tools like JazzHR, which, although feature-rich, lacks the same level of mobile optimization.
BambooHR also scores points with its flexible pricing options. The ATS, though custom, is modestly priced and allows you to choose and scale up features based on your specific needs. A free 7-day trial is also available upon request, so anyone interested can explore and evaluate the platform before committing financially.
When we compared BambooHR to other applicant tracking systems catering to SMBs, such as Trackstar Hire and Zoho Recruit, we found BambooHR’s user interface to be particularly well-designed and easy to use. Additionally, the collaboration features within BambooHR, like the ability to comment on candidate profiles and track team progress, were well-executed and on par with the best that tools like Recruitee offer.
However, it’s worth mentioning that BambooHR doesn’t offer its ATS as a standalone tool. Instead, it’s mixed with time off, benefits, and employee experience, which can be an overkill for those looking for just applicant tracking software.
It’s also quite a letdown to find out that though BambooHR’s customer support is helpful, it’s only available during U.S. business hours, which could lead to delays if you’re in other time zones.
33,000+ companies, including Quora, Universal Group, Reddit, and Asana.
BambooHR pricing is custom. For companies with more than 25 employees, pricing is based on a per-employee, per-month model, while those with 25 or fewer pay a flat monthly rate. There are no annual contracts, and volume discounts are automatically applied as employee counts increase.
Best For
BambooHR is an excellent choice for small businesses, ideally U.S.-based and rapidly growing, that are looking for a feature-rich HRIS with ATS tools built in, all at a reasonable price.
If I recall correctly, we intended to use BambooHR primarily as an ATS. However, the basic package did not include an ATS, so we added the ATS, Onboarding, and Employee Self-Service modules.
The ATS component was used almost daily to manage job postings and candidate pipelines. That said, the Employee Self-Service and Onboarding modules were underutilized, partly due to the variety of positions we hired for and differing needs across roles.
- The ATS system was easy to use and well-suited for a small business, with flexibility to manipulate information as needed.
- The increased visibility provided by BambooHR greatly improved our candidate pool and reduced time-to-fill metrics.
- The Employee Self-Service page was intuitive and straightforward to navigate.
As an HR Business Partner for a smaller company that relied entirely on manual processes, we sought a software solution to support hiring and employee records management. Major pain points included the lack of a proper ATS and an effective system for managing employee records.
At the time, individuals would physically drop off applications or apply through Indeed, limiting our talent reach significantly. Additionally, employee records were maintained as physical files, posing significant challenges for tracking and audits. This tool addressed these issues and helped streamline our processes.
- BambooHR was costly compared to other tools, considering its features and practicality for a small business.
- A better onboarding and training process for the team could have improved the use of the Employee Self-Service tools.
- For a company with both tech-savvy and labor employees, the tool could have been more agile to meet diverse needs effectively.
From a small business perspective, I would rate it a 7 out of 10. It is easy to use and allows for quick adjustments, but the cost is high for what it offers. While its user-friendliness is a plus, it may not be suitable for larger companies with complex requirements.
Cost is a crucial factor to consider. It is essential to evaluate whether employees and HR team members will use all the functionalities of the tool effectively. Assess the types of employees in your company, their technical skills, and their familiarity with workflows or self-service tools.
If you have a team that is technologically adept and values independent workflows, this tool could be a great fit. Additionally, for companies transitioning to more technologically enhanced processes, this tool can be beneficial if the cost aligns with your needs and expected usage.
Based on feedback I’ve heard, the tool has remained consistent with the features and functionality I experienced during my time using it.
This tool is ideal for smaller to mid-sized companies with independent, technologically proficient employees who value easy-to-use self-service and ATS tools. It also supports organizations looking to modernize their processes.
Larger companies with complex organizational structures may find this tool too basic for their needs. It is less suited for businesses requiring advanced functionalities or extensive customization.
Manatal
Manatal is an affordable ATS with a 14-day free trial. Its AI features are handy and drag-and-drop functionality also makes organizing candidate pipelines easy.
PROS
- Affordable ATS with a 14-day free trial.
- User-friendly interface with drag-and-drop pipelines.
- Good AI features for job description generation and profile recommendations.
- Free data migration from existing hiring software with automatic duplicate detection.
- Suitable for both in-house TAs and recruiting agencies.
- Supports multiple languages.
- 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
- AI can only generate English job descriptions, limited to 200 per month.
- Core product available only in English and Spanish.
- No free plans available.
- Limited native integrations. API and Zapier integrations for top-tier plans only.
- Boolean Search and Advanced Search cannot be used simultaneously.
- 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.
Manatal is a budget-friendly ATS solution that caters specifically to SMBs without compromising essential features. It even has a free trial without requiring credit card info.
Manatal’s AI tool is a real asset. It can generate English job descriptions and sift through your existing candidate database to surface individuals it finds most suitable for the role. The results are pretty awesome and available almost instantly. Its usefulness was reduced when we asked the AI to suggest non-English-speaking candidates, though.
Manatal has a user-friendly interface and native drag-and-drop-enabled pipelines, which are very easy to use. Plus, being mobile-optimized means there’s no need to download any apps from users who need to access Manatal on the go.
We also appreciate how transparent Manatal's pricing is. The platform has a scalable “custom” plan in addition to three lower-tier plans. On its website, it breaks down what’s included in each plan and how much it costs. With prices starting at $15 per user per month, it’s safe to say this ATS is affordable for most SMBs. For those having a hard time with their existing ATS and looking for a switch, Manatal’s offer of free data migration is quite compelling.
However, as mentioned earlier, Manatal’s AI tool works best in English only and only allows for 200 generations per month. Despite having a fairly good pricing structure, Manatal doesn’t offer a free plan like several others in this space. We should also note that its API and Zapier integrations are limited to top-tier plans, while the pre-built integration list is limited.
10,000+ companies, including Unilever, Coca-Cola, Panasonic, Ogilvy, and Toyota.
Manatal has four plans:
- Professional ($15 per user per month)
- Enterprise ($35 per user per month)
- Enterprise Plus ($55 per user per month)
- Custom plans (available on demand)
A 14-day free trial is available, no credit card info required.
Best For
For startups and SMBs with limited budgets who are seeking an easy-to-use ATS with AI features, Manatal is a top choice.
Why You Should Trust Us
The contributors to this buyer guide represent decades of experience and perspective. We called on Stefanie Sher (Director of Talent Acquisition, Replicated), Tracie Marie (Founder, Hire Incentive), Zachary Larson (People Operations leader with 10+ years experience), Phil Strazzulla (SSR Founder), Huda Idris (SSR Software Advisor), and SSR HR Tech Researcher and Editor Anh Nguyen to help you find the right tool for your team.
Benefits of ATS for Small Businesses
Benefits of using an ATS for small businesses include saving time, improving the quality of hires, reducing costs, becoming more data-driven in recruitment, facilitating collaborative hiring, and building a talent pool.
- Save time: Recent applicant tracking system statistics show that recruiters can reduce time-to-hire by up to 20% when using an ATS solution. Additionally, 86% of recruiters report that ATS solutions have helped them shorten their time-to-hire, at least to some extent. For SMBs, these numbers mean fewer manual tasks and faster candidate movement through the pipeline, freeing up time for team members who often have to wear multiple hats beyond recruiting.
- Increase the quality of hire: Compared to manual applicant tracking, an ATS tailored to the needs of small businesses can aid tremendously in structured evaluations, reduce bias, and ensure that the most qualified candidates rise to the top. Statistically, 78% of recruiters confirm that an ATS has improved the quality of hire.
- Save money: Small businesses can enjoy $10,000 annual savings using an applicant tracking system. Output from our ATS calculator has shown that a 500-person company can save up to $468,000 from a new ATS.
- Become more data-driven with recruitment: Though the small teams are held to the same legal standard as larger ones, they generally don’t have the same access to legal counsel. A quality ATS will help cross the Ts and dot the Is, allowing your business to focus and grow.
- Forster collaborative hiring: In small businesses, where “wearing many hats” is the norm, an ATS brings structure and transparency to collaborative hiring. It organizes tasks, centralizes candidate information, and clarifies who’s responsible for what, helping teams work together efficiently without letting anything slip through the cracks.
- Build a talent pool: A high-quality talent pool doesn’t create itself. Small business ATSs typically can also function as a recruiting CRM, helping small businesses establish and nurture a repository of skilled workers. By creating and managing ongoing relationships with both passive and active job seekers, a lean team can reduce the effort and expense of filling a new role; they can simply tap into the existing pool rather than starting the search from scratch. Some tools even help with considering internal candidates.
How to Choose the Best ATS for Small Businesses
Small businesses seeking an applicant tracking system might find it helpful and time-saving to start by considering just 3 to 5 vendors recommended by industry experts. Additionally, reviewing user feedback, attending product demos, and trialing the ATS firsthand can provide valuable insights to help narrow down the choices further.
- Look for unbiased insights: Most ATS vendors have websites with plenty of information on how good their product(s) are, but rarely do they highlight gaps, trade-offs, or shortcomings. For this reason, we suggest you make the most of third-party reviews, buyer guides, and independent product breakdowns to gain a balanced view of each ATS’s pros and cons. This broader perspective helps you understand where each tool performs well (and where it may fall short) so you can make the right decision for your team’s realities.
- Learn from other small business ATS users: There’s a tremendous amount of value in the feedback of real product users, particularly those working at startups and small businesses. What are their ATS decision criteria? What are their expectations about hiring software vs. reality? How satisfied are they with the purchased ATS? In each of our small business ATS’s detailed reviews, we include insights directly from HR and recruiting professionals using the tools so that you can learn from their firsthand experiences.
- Talk to 3-5 most potential vendors: If your business is too small to justify sending out a formal ATS request for proposal (RFP), you'll need to vet companies yourself. Take advantage of our recommended tools to shortlist the top 3-5 relevant vendors. Then, schedule and come to their product demos prepared. We’d suggest having a list of applicant tracking system questions specific to your small business needs (whether they offer unlimited users, what automation features are included at entry-level plans, how well they support scaling as your hiring needs grow, etc.), as it can significantly help to identify which options match your priorities more efficiently.
Pro Tip: Shopping for a new ATS can be challenging. Contact our HR software advisor for free, personalized assistance in shortlisting vendors that fit your needs and budget.
Bonus Tips for First-Time Small Business ATS Buyers
If you’re a small business weighing whether to invest in an ATS and how to make the right choice, we recommend watching this insightful discussion with Phil Strazzulla, founder of SelectSoftware Reviews, and Rahul Bansal, CEO of TribalVision, as they delve into the whole process of choosing a system that fits your team’s size, budget, and long-term goals.
FAQs
What is an Applicant Tracking System (ATS)?
An applicant tracking system for small businesses is a hiring tool designed to help lean teams streamline and organize the recruitment process, from posting jobs and sourcing candidates to managing interview pipelines and maintaining records. For organizations with limited time and resources, a small business ATS removes manual tasks, keeps everything in one place, and ensures the hiring process stays efficient, even as the team grows.
What features are essential for a small business ATS?
Key ATS features for small businesses include resume parsing to extract candidate information automatically, job posting to distribute listings across multiple job boards quickly, candidate pipeline management to track where each candidate stands in the process, candidate searching and filtering to surface the best fits fast, reporting and analytics to monitor hiring progress and identify bottlenecks, and integrations with video interview tools, HRIS, and communication apps to keep workflows smooth without needing a large tech stack.
When should a small business start using an ATS?
A good rule of thumb is that your small business has at least 20 positions to fill per year, as at this level, you will most likely see the significant ROI the ATS brings to your recruitment process.
How much does an ATS cost an SMB?
Specifics on ATS pricing vary based on factors such as business size, job vacancies, integrations, and team location. Based on our research, small businesses typically pay between $15 and a few thousand dollars per month for an ATS, with some free editions available.
Is there any free ATS?
Yes, there is! Manatal (free trial available), Recooty (free trial available), and Wellfound (free plan available) are our favorites. You can find more options in our best free ATS buyer guide.
How many ATS options should an SMB consider when doing demos?
According to Tracie Marie, one of the experts we talked about for this piece, three can be a good starting number for vendor demos, and you should aim to include slightly less than your budget and one slightly more, as “you can see the differences in features among those vendors this way.”
Conclusion
An SMB-focused applicant tracking system can bring real, measurable benefits to small businesses by automating manual tasks, streamlining candidate workflows, improving collaboration, and integrating with essential tools, all of which help lean teams hire faster and more effectively.
Having said that, it’s important to remember that even the best ATS can’t solve underlying issues like a toxic workplace culture or unclear hiring goals. For a supercharged modern ATS to make a difference, the right mindset—ready and willing to adopt the technology, commit to structured processes, and align the tool with broader business and people goals—is critical.
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.
