• Avature is relatively easy to navigate from a recruiter’s perspective.
• The platform is highly customizable for reporting, dashboards, and recruitment process steps.
• I appreciate the ability to engage and conduct candidate outreach directly within the platform.

Our organization has used Avature since 2021. I have personally used it since January 2022. We needed a system to capture sourcing and recruiting information for our internal teams within the RPO.

We also required a CRM or ATS with dashboard functionality for auditing and reporting purposes. Candidate engagement was another key area we aimed to address. Compliance and regulation, particularly in the EU, were additional priorities the platform needed to support.

• There is a steep learning curve, especially regarding recruitment steps and submitting support tickets for basic corrections.
• Because of its high level of customization, the system requires substantial configuration and support to implement changes or create specific reports.
• The reporting feature is not intuitive and can be cumbersome to use.
• It can be difficult to distinguish between multiple candidate profiles when searching for individuals with common names.

• Avature stands out because it can function as both an ATS and a CRM, or just one, which is uncommon among similar tools.
• It is also more customizable at the user level than many other platforms.
• This flexibility is valuable when modifying reports or adjusting steps in the recruitment process.

• Cost is a critical factor to compare, as prices vary significantly across ATS and CRM solutions.
• Integration is essential for seamless functionality with HRIS and other recruitment tools.
• It’s important to evaluate whether the platform supports global recruitment and hiring.

Since I began using the system, Avature has introduced two key features. One is AI integration for ranking candidates, which evaluates skills, experience, and education to save recruiters time by assigning scores and providing transparency behind those scores.

Analytics capabilities have also improved, offering deeper insights into reporting and helping to identify bottlenecks and enhance efficiency.

Avature is well suited for RPOs and organizations with global recruitment strategies. It is ideal for large enterprises with complex hiring needs and for teams needing a CRM to track passive sourcing. It also supports internal recruitment efforts effectively.

• Avature improved our recruitment workflows and increased efficiency through automation.
• It significantly enhanced the hiring manager experience, simplifying requisition creation, tracking, approvals, and engagement with recruiters.
• The platform offers extensive customization options to fit the needs of any business.

My organization sought an end-to-end solution to streamline workflows, including sourcing, applicant tracking, career websites, employee referrals, internal mobility, and onboarding. The goal was to improve the candidate and hiring manager experience significantly while enhancing the efficiency of recruitment processes.

After evaluating the market, we chose Avature because of its robust platform and ability to customize features to meet our needs. Its suite of solutions allowed us to upgrade talent acquisition and engagement processes, such as building a talent community and driving internal mobility.

Avature’s seamless integration with other HR systems was another key factor in our decision. We have used it for over three years.

• The custom report builder is limited in capabilities, and the dashboard views are not user-friendly.
• The team experienced a steep learning curve, and it took a long time to establish workflows and processes.
• There is limited training material available, which hindered onboarding and adoption.

Avature stands out for its high level of customization, allowing organizations to tailor the platform to their unique needs. Its strengths in applicant tracking and talent management make it a preferred choice for companies seeking enhancements in these areas and scalability.

However, it has room for improvement, particularly in custom reporting, which lacks advanced features offered by competitors. The steep learning curve and limited training resources are also drawbacks compared to similar tools.

Assess your recruitment team’s comfort level with adopting new technology, as Avature requires significant time for implementation and process setup. Consider your reporting needs, as its custom reporting features are limited. Additionally, ensure your organization has the resources to invest in training and system adoption to maximize its potential.

Avature has introduced enhancements in talent management areas such as onboarding and internal mobility. They actively incorporate customer feedback into platform updates, showing a commitment to continuous improvement.

Avature is ideal for organizations with at least 10 recruiters that need robust recruitment workflows and extensive customization options.

It is user-friendly for all stakeholders using the system. We very seldom had system outages. It is cost-efficient as many other Applicant Tracking Systems are much more expensive. Data analytics reporting was very easy for tracking recruiter KPIs.

My organization has been utilizing Avature for years. I have used it strictly as an Applicant Tracking System for recruiting efforts. One of the top benefits is that it is easily integrated into another HRIS such as Oracle. Another top benefit is that it is extremely user-friendly. It also has the capability to work globally as well as in the US to streamline recruiting processes.

Depending on the format a candidate submitted a resume, it could look distorted, making a strong resume appear elementary. I did not see a place to submit a ticket if there was a glitch in the system. There was no Q/A section.

Avature is a cheaper alternative to more robust Applicant Tracking Systems. While it can be used in larger global organizations, the reporting features have been more detailed in other systems. For a smaller organization, Avature is the way to go.

Cost-effectiveness is particularly important for a startup company. The ability to run large complex data reports is still lacking a bit. User-friendliness is a key component; if you have a small team of recruiters, they will be able to navigate Avature with very little direction.

Avature doesn't give the best updates for system changes.

Smaller organizations or startup companies will fine Avature the best fit.

1. Avature is easy for managers to navigate; they access only the necessary or relevant information, making it easy to review and provide feedback on candidates.
2. Avature is robust; the system includes all the fields we could want and allows us to tailor positions and processes to specific teams in a complex and diverse organization.
3. Avature includes workflow management and integrations; it allows for customized workflows for necessary approvals and reviews and integrates with our payroll system for a smooth transition from recruiting to onboarding and payroll.

Avature was in place at the time I joined the organization. I used the system for 2 years. The system was implemented to create a centralized, single source of truth for recruitment activity. The organization was highly matrixed and had experienced multiple acquisitions. Implementing Avature allowed all parties from relevant teams to remain on the same page about recruitment needs, progress, and costs.

1. Avature has customization limits; there were restrictions on customizing fields and titles, which was sometimes confusing for hiring managers and HR staff.
2. Avature requires some training and could be more intuitive; users need training to understand the fields, processes, and reporting functions.
3. Avature didn't allow our entire recruitment process to be completed within the system; we had to email links for a specialized internal assessment that couldn't be loaded into Avature.

Avature is very comparable to other applicant tracking systems. It largely met our needs, and I appreciate the single source of truth available in Avature. While Avature does not stand out for unique features or capabilities, it is a very reliable and comprehensive system that I would recommend.

Buyers should consider their total recruitment workflow from beginning to end to ensure all steps can be completed as desired without system limitations. Documenting every step in the process and reviewing each item during the product demo can ensure the system will operate as needed. Buyers should also consider the scalability of the system to meet future needs as the organization grows, as implementing such systems requires significant resources and is not something to change often.

Avature is good for large organizations (e.g., 1000+ employees) and matrixed organizations that require several parties to have approval or oversight in the recruitment process.

Avature is good for a large organization (e.g., 1000+ employees) Additionally, Avature is good for matrixed organizations that require several parties to have approval or oversight of various parts in the recruitment process.

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

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

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

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

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

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

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

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

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

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

• All in one and easy-to-use ATS
• Seamless integration with other platforms.
• Great customer service.

When I worked for EY, we used it along with Taleo. Avature functioned well as a candidate repository and applicant tracking tool. Personally, the UI could be better (it took too many steps to complete a simple task).

• The UI makes it hard to navigate menu items. It takes too long to complete a simple onboarding.
• The system went down a lot causing delays and disruptions in workflow.
• Avature’s service offerings didn’t wow me like a Workday or SAP SuccessFactors

I didn’t notice much of a difference. The one thing that I really liked was it integrated with Taleo which EY used for onboarding candidates

• Functionality: can it be customized to optimize your workflow?
• Cost-effectiveness: is it worth all the additional bells and whistles?

Avature fits both an everyday recruiter/HR professional and its platform can be utilized by any sized business.

1. It is user friendly, especially for the hiring manager and internal posting process.
2. The standard reporting capabilities are pretty good.
3. The option to keep all pre-boarding forms in one place.

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

1. Custom reporting is difficult to navigate.
2. The workflow of a job req can be difficult to understand.
3. The search capability is lacking. 4) The req-number is hard to find in the application.

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

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

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

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