20 Best Applicant Tracking Systems (ATS): Reviewed & Compared

• Greenhouse is effective at addressing and mitigating bias in the hiring process.
• We are able to save time with automated features such as interview scheduling and feedback collection.
• The reporting and analytics tools support our data-driven approach and strengthen the overall recruitment process.

We were experiencing problems with bias in recruitment and hiring processes and needed a system that would help streamline our workflow and improve efficiency. We began searching for software capable of addressing different areas of the hiring process, such as role management, hiring team collaboration, and reducing bias.

We compared the features of Greenhouse with those of similar systems. Greenhouse was the best solution, providing a centralized platform to manage all our hiring tasks. The tool made it easier to manage job postings, track applicants, and conduct structured interviews. I have personally used Greenhouse for over a year, and it has proven to be an effective and reliable tool.

• When I first started using Greenhouse, I felt overwhelmed by the number of features.
• There are times when we have unique hiring processes, and the system could offer more customization options for these workflows.
• Integrating third-party tools into Greenhouse has not always been seamless and sometimes requires additional setup.

Greenhouse stands out compared to similar tools through its user-friendly portal. It offers a wide range of integrations that enhance the recruitment experience for recruiters, hiring managers, and candidates.

For example, I can easily connect to Google Sheets to run customized reports and access transparent, trend-based data to inform equitable decisions.

Some of the questions we asked when deciding to buy this type of tool included:

• Is it user-friendly or does the training support the learning curve for new users?
• Does the system have the capability to customize reports and workflows to meet our organization's needs?
• Do the automation and integration features support our core requirements for scheduling, feedback collection, and data management?

Since I began using Greenhouse for recruiting and onboarding, more integration tools have been added to support various HR functions. For example, it now offers integrations for background checks, scheduling, job boards, onboarding systems, video interviewing, and recruitment analytics.

The introduction of the Diversity Dashboard is a valuable feature, providing a visual overview of workforce demographics and tracking DEI progress in the hiring process.

This feature has added significant value to the platform.

Mid-sized to larger organizations are well-suited for using Greenhouse. These types of organizations typically have structured hiring practices, work with large volumes of data, and need tools to help reduce bias in recruitment.

Greenhouse supports collaboration between recruitment teams and hiring managers, helping to standardize and streamline processes across departments.

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.

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.

• Easy Interview Scheduling – Managers can quickly set up interviews without a lot of back-and-forth, keeping the process smooth.
• Great Hiring Workflows – Everything is structured to make recruiting more efficient, helping teams track candidate progress easily.
• Fast Background Checks – The system simplifies background checks, preventing delays in the hiring process.

ClearCompany was already in place before I joined, and it served as the central hub for a team of five recruiters. The platform made it easy to manage hiring workflows, keeping everything organized and efficient. It streamlined interview scheduling, offered strong project management tools, and made background checks quicker and more straightforward.

Since I began using it, I’ve seen how much it helps maintain a smooth hiring process and keeps communication on track. It also integrates well with other tools, saving time and reducing unnecessary back-and-forth. Overall, it has been a reliable system for recruitment.

I currently use Lever, and I miss ClearCompany.

• While ClearCompany’s workflows are effective, additional customization options for automation would be beneficial.
• The platform could be improved with more advanced analytics to track hiring trends in greater detail.
• Adding a document vault for automatic storage of HR paperwork would be a useful enhancement.

Compared to other tools I’ve used, ClearCompany is more user-friendly and efficient. Some platforms can feel clunky or disjointed, but ClearCompany keeps everything organized and streamlined. The faster background check process also helps avoid hiring delays.

When selecting a hiring tool, ease of use is key—no one wants to deal with a complicated system. Automation features like interview scheduling and background checks should speed things up rather than add steps.

Compatibility with other systems such as HR and payroll platforms is also important for maintaining connected workflows. Cost matters—a strong tool should be reasonably priced. Lastly, responsive customer support is crucial when issues arise.

The platform has improved its integration capabilities, connecting with major HR systems like ADP Workforce Now.

ClearCompany is suitable for organizations of all sizes

I like how easy it is to use. I have found the customer support team to be responsive and helpful, which should not be taken for granted. The tool can be customized to suit your requirements and company processes, which makes it more usable.

We were going to engage in a big international, high-volume, virtual recruitment campaign. We had been using another well-known but more generalized video conferencing tool, but it lacked recruitment-specific functionality and was proving inefficient when hiring en masse. We needed recorded interviewing functionality because we were hiring in volume across multiple time zones, and manually arranging so many interviews was laborious and time-consuming.

Vidcruiter offered recorded interviews and automated interview scheduling, which helped us efficiently reduce our candidate longlists to several interview shortlists for each position we recruited for. This was then a manageable volume of candidates, after which we could manually arrange interviews. I have used Vidcruiter for about 12 months for high-volume, international recruitment.

Vidcruiter was quite hard to learn at first and requires help from support to make full use of the tool. I also experienced some video loading lag time, which meant that reviewing videos took a little longer. We also had a few problems integrating calendars for our automated interview scheduling workflow.

Customer support is very good compared to the competition. Although I found it harder to learn than some others, I found that it was very customizable compared to the competition, which was important as we are quite a quirky organization with unusual requirements.

If you are doing high-volume recruitment with staff in different time zones, you should focus on two specific features. The first is recorded interviewing, as this is the most efficient way to reduce longlists to shortlists and conduct first-round interviews. Automated interview scheduling is a must for high-volume recruitment, but check that it integrates well with your existing calendar systems.

I think that live video calls and video replays have become less glitchy and stream more seamlessly.

Vidcruiter is good for international organizations recruiting staff in high volume across different time zones.

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

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

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

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

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

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

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

• AvaHR makes it incredibly easy to customize hiring pipelines for each dental office we support, offering flexibility without added complexity.
• The automated communication tools save us considerable time and ensure every candidate receives timely, professional responses.
• The interface is clean and intuitive, enabling both our team and clients to start using it with minimal training.
• Customer support is responsive and genuinely helpful whenever we have questions or need assistance.

At Desert Dental Staffing, we were looking for a solution that could streamline our internal hiring and support the many dental practices we partner with. Before using AvaHR, we managed too many manual processes and spent hours following up with candidates and clients.

We needed a tool that was user-friendly, scalable across multiple locations, and professional enough to reflect the high standards of the dental offices we serve. AvaHR met all those requirements. It allows us to centralize hiring, automate candidate communication, and deliver a seamless, branded experience for each client.

I’ve personally used AvaHR for over three years, and it has become a key part of how we help dental businesses fill roles more quickly, efficiently, and with less hassle.

• The mobile experience could be more streamlined to make managing tasks on the go quicker and more efficient.
• The platform does not currently include features for verifying dental-specific certifications or licenses, which would be a valuable addition during candidate screening.
• Some of our dental clients would prefer built-in scheduling tools that better align with typical dental office hours and appointment flows to simplify interview coordination.

Compared to JazzHR, which I’ve used before, AvaHR feels more modern and user-friendly, with a cleaner interface that simplifies the hiring process. While JazzHR has solid features, AvaHR’s automation tools—particularly those for candidate communication and pipeline customization—are more intuitive and flexible.

We also appreciate AvaHR’s ability to scale across multiple locations without becoming overly complex. Overall, we prefer AvaHR because it strikes a better balance between functionality and ease of use, enabling us to hire efficiently without requiring extensive training.

When selecting a hiring tool like AvaHR, prioritize ease of use so your team can adapt quickly. Look for automation features that reduce repetitive tasks, especially those involving candidate communication.

Ensure the platform allows for process customization to fit your organization’s specific needs. Integration with your current software and the quality of customer support are also critical factors. Testing the platform with your team before committing can help confirm whether it's a good fit.

AvaHR has evolved significantly to meet the changing needs of its users, especially small to mid-sized businesses seeking efficient hiring solutions. Notable enhancements include:

• Enhanced Automation with Pipeline Triggers: Customizable triggers automate tasks based on a candidate's stage in the pipeline.
• Advanced Candidate Engagement Tools: Culture Profiles allow businesses to showcase their work environments through videos, photos, and text, attracting culturally aligned candidates.
• Seamless Integrations: AvaHR has integrated with tools like Gmail and Google Sheets via Zapier, improving communication and data workflows.
• User-Friendly Interface and Onboarding: The platform delivers an intuitive interface and quick onboarding experience, allowing teams to start hiring efficiently with minimal setup.

AvaHR is ideal for small to mid-sized businesses looking to streamline their hiring process. It is particularly well-suited for medical and dental practices. Any business facing organizational challenges in recruiting or looking to save time and money will benefit from using this tool.

• JazzHR is a simple hiring platform that is easy to understand.
• The user interface is clean and easy to navigate.
• It supports the basic functions of hiring for teams without much experience in recruiting or using ATS software.

I was consulting for a company in HVAC and transportation that needed to increase its headcount substantially for a project. We needed software that was simple for hiring managers to use. Since the hiring managers had limited experience with recruitment, more complex ATS programs were not a good choice.

JazzHR had a decent number of job board integrations and was easy to understand. Building workflows in the system was reasonably straightforward. I used this platform for about two years during this project.

• It’s difficult to manage multiple hiring managers who lack recruitment experience.
• When hiring for multiple locations, job postings can become confusing, especially if the titles are too long.
• There are not enough filters to sort through previous applicants effectively.

JazzHR is suitable for basic hiring projects. It’s very easy to get started and is simple to understand, especially for users without much experience in recruitment or talent acquisition.

Consider your level of experience with applicant tracking systems. If you have limited experience with recruiting and using an ATS, this software will likely suit your needs. If your hiring process is complex, a more advanced system may be a better fit.

JazzHR now offers several add-on features such as texting and digital signatures. It also has a wide range of integrations with other HR programs, which are helpful for hiring and onboarding.

JazzHR is ideal for small-to-medium-sized businesses hiring for basic roles. It works well for organizations without a dedicated hiring expert.

• I love how user friendly it is for anyone to hop in and utilize.
• Top notch reporting and accuracy.
• We like the candidate interview workflow and the ability to contact candidates directly from the ATS and create templates as necessary.
• It integrates with key background check companies.

We bought Ashby to be our single source of truth for all things related to hiring. We wanted to track our candidate experience, interview progress and hiring manager feedback in a safe space. The benefits of Ashby is the reporting metrics, ease of use and the ability to integrate with other day to day platforms. I have used Ashby for over 3 years now.

• For first time users it can take a little getting used to especially if you have never used an ATS system before
• It can be confusing to set up calendar links for scheduling with candidates.
• It would be great to include a post interview survey or some form of onboarding feature that automates steps from a signed offer until the first day.

Ashby is certainly in the top 5 of ATS systems out there. It is reliable, it has the necessary reporting that a leader would need and it point blank, just gets the job done.

Buyers should understand the reason behind it. How many roles are you looking to fill, how many hiring managers will need to be involved, what type of reporting will be critical to understand and share with leaders.

Ashby does a great job of providing monthly or bi-monthly newsletters to users about features and changes to the platform. They have a great CS team responsible for showing everyone the ropes.

Anything from small business to large enterprise. Ashby can hold its ground with any size.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Our must-haves when looking at an ATS were:

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

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

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

4. Easy Implementation- Integration Specialist or team to assist

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

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

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

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

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

• It is easy to use; posting a job with iCIMS is straightforward.
• It allows us to post jobs both internally and externally, including to job boards like Indeed.
• It provides a simple way to track applicants across different job postings and view their application history.

iCIMS was already in place when I joined the company. The purpose of using iCIMS was to allow HR Generalists to post hourly positions internally and externally without needing to go through a recruiter.

I used the tool for three years, and it provided a simple way to post jobs, review candidates, and schedule interviews. We primarily used the tool for internal candidates, and we needed a way to track applications and resumes efficiently.

• There is limited training available; I learned how to use the tool primarily through colleagues.
• It is difficult to bulk download resumes. I have only been able to download individual resumes one at a time.
• iCIMS has more features beyond applicant tracking, but we do not use them at my company. More information on these additional features would be helpful.

I have not used any other applicant tracking systems. I think iCIMS is effective for those who need a recruiting tool but are not professional recruiters. It is relatively easy to use with minimal training.

This tool is a good option if you're hiring internally or occasionally externally. It is user-friendly, even for those without a recruiting background, though I have found training resources to be limited.

iCIMS has incorporated AI to help narrow down resumes and identify qualified candidates more effectively.

iCIMS is well-suited for any organization that needs an applicant tracking system for recruiting.

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.

• It is easy to use for recruiters, hiring managers, and interviewers.
• It offers strong cost performance when you don't need too many advanced features.
• The customizable workflows and reporting helped reduce administrative work for our small recruiting team.

We needed an applicant tracking system that managers would find user-friendly. Our main requirements were affordability, the ability to post jobs to our site, a streamlined process for moving candidates through hiring stages, offer letter generation, and integration with our HR system.

Lever is one of the best ATS options for organizations that need hiring managers to participate in sourcing, resume reviews, and candidate progression. For a tool that non-recruiters don't use frequently, it remains intuitive and easy to navigate. I have administered and used Lever for two years and also used it several years ago at a different company.

• Some reporting features became confusing after they changed reporting tools.
• It can be too expensive for smaller companies or those with low hiring volume.
• Integration with HRIS systems is limited depending on the provider.

Lever is easier to set up and use than many other ATS platforms. It falls in the mid-to-top range in terms of pricing and features. The interface is also more visually appealing compared to both more expensive and lower-cost alternatives.

Think about both your immediate hiring needs and what you might require in the next year. Since switching ATS platforms can be costly, ensure you have the budget and a long-term need for the tool over at least the next three years.

Consider not just how recruiters will use it but also how hiring managers and interviewers will engage with the system. Including them in demos after narrowing your options to two or three tools can help with decision-making.

I have only noticed subtle changes in the system between when I used it in 2017 and again in 2021. The good thing is that Lever remains reliable and includes all the essential features we needed.

Lever is ideal for organizations with steady hiring needs where managers play an active role in the recruiting process. Company size is less important than ensuring the budget aligns with its value.

1. We felt Teamtailor was a great value for the yearly invoice.
2. It was user-friendly and excellent for streamlining interview notes.
3. It made our recruiting process more efficient and helped us hire better candidates.
4. It kept the applicants organized and made accessing information easy.
5. 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.

1. Some of the letterhead views could be improved to look more professional.
2. The program could offer a better way to manage different job positions for candidates.
3. 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.

The three main positive elements of Trakstar are its ease of use, the ability to customize, and the comprehensive administrative documentation.

My current organization needed an online performance management software. The previous system was manual, using paper forms, which was very difficult to track from an administrative standpoint. As the HR Manager, I researched many potential solutions and eventually decided to select Trakstar. The key benefit it initially provided was its user-friendly and customizable online platform for all employees. We used Trakstar for performance reviews for four years.

I honestly did not have many dislikes about this software; however, I did receive feedback from managers that their user experience could be challenging when managing many employee reviews.

Trakstar has an advantage over competitors because it is a primary performance management software that focuses on employee reviews, whereas an HRIS only includes performance management as one of its available modules.

When considering Trakstar, think about the number of employees, as this will affect the overall cost. Also, ensure the software aligns with leadership’s performance review objectives for the company. Finally, consider the HR department's need for frequency and oversight of the performance review process.

While using the software, no updates were implemented to my knowledge.

Trakstar can be utilized by any type of organization that focuses on employee development.

• Integration with Office 365 gives an opportunity to connect to Outlook Calendar, which is useful for quickly scheduling the interviews.
• You can see upcoming interviews on your ATS home page! Quite neat.
• It is quite easy to build the hiring team of other recruiters and hiring managers that will be involved in the recruitment.

For many years my organization has been using another ATS. However, it has been significantly increasing the price every year. The new goal was to reduce yearly subscriptions by at least 30%. The main benefit that attracted my organization was the possibility to integrate a lot of other business software with ATS. More precisely, having the option to generate a unique link that candidates can use to self-schedule interview time slots, connected with MS Teams link for that call, plus automatically booking Recruiters' Outlook calendars and making it visible on SmartRecruiters candidates' profiles.

At first glance, it seemed that SmartRecruiters offered more features for less price. Unfortunately, the data migration we performed later added a lot to the price.

The price of data migration from other ATS is tremendously high (some scripts had to be written by internal software engineers). It also might take a few months and be incomplete.

To post the job you need to fill in two separate fields: the name of the brand and the name of the company, plus it’s a must to enter the address of the workplace. This I find sometimes inconvenient, especially if a company has many brands, and the position has responsibilities for more than one brand, plus if there are multiple locations for that position.

• It is less user-friendly than Recruitee, for example.
• However, SmartRecruiters automatically generates useful data analytics and visualization.

Will you need to migrate a lot of data from previous ATS? (better not)

Will you need the package that allows many jobs to be posted at the same time (100+?) (in that case, yes)

Creating jobs was relatively slow and had many steps; it was simplified after some time.

It might be better for startups than for corporations.

• It is easy to use, allowing users to quickly become proficient without extensive training.
• The setup process is simple, ensuring a hassle-free installation.
• It offers a variety of features, providing flexibility for different HR needs.

One of the key issues we aimed to address was the need for better support for our internal team. We required a system that would provide reliable assistance whenever needed.

Previously, we used ADP, which offered various features, but its customer service was lacking. This often left our team feeling frustrated, especially during critical times when timely support was essential.

In contrast, BambooHR made it easy to get assistance and resolve issues quickly. Their responsive customer support significantly improved our experience, allowing us to navigate challenges more efficiently. Additionally, the platform was simple to install and use, with an intuitive interface that helped our team transition smoothly.

• Many useful features require additional payments, which can increase costs.
• The billing structure works well for smaller organizations but may become expensive as employee counts grow.

I find BambooHR to be more intuitive and accessible than other HR platforms, which can often feel clunky or overly complex. Its user-friendly interface allows me to work more efficiently with fewer obstacles, making the overall experience more enjoyable.

The number of employees in an organization is a key consideration, as pricing can increase significantly with a larger workforce. It’s also important to assess which features are necessary and which ones can be omitted to manage costs effectively. Identifying essential tools ahead of time can help keep monthly expenses reasonable.

BambooHR has continuously improved by listening to user feedback and adding features that enhance usability and efficiency. These updates have made the platform even more valuable for HR teams.

BambooHR is ideal for HR professionals and organizations looking to streamline recruitment, improve employee engagement, and manage workforce operations efficiently.

• Rippling has a clean, visually appealing interface.
• It offers strong integrations and is user-friendly for beginner admins.
• Implementation is quick and straightforward for organizations.

I consulted with a tech startup on a tech stack selection project, where they chose to use Rippling. My engagement lasted about six months, covering implementation and organizational change management.

Rippling is a workforce management platform specializing in HR management, compliance, and expense management. The organization needed an HRIS as it began scaling aggressively and required a system to streamline HR operations.

• The system lacks flexibility for complex HR requirements compared to platforms like Oracle or Workday.
• Customer support is among the weakest in the HRIS market.
• While onboarding is fast, it can be confusing, as Rippling prioritizes speed over thorough implementation.

Rippling targets the middle market, catering to fast-growing startups and mid-sized enterprises. It offers more features than basic HRIS options but lacks the depth and complexity of Workday. While many companies find it appealing, I don’t think it’s worth the price.

• Budget vs. features—how much are you willing to spend for the functionality you need? HRIS options vary widely.
• Organization size and HR complexity—ensure the system can handle your operational demands.

Founded in 2016, Rippling has effectively targeted fast-growing startups and mid-sized enterprises. However, its development team focuses more on UI enhancements than adding meaningful features.

• Companies that prioritize an intuitive interface for admins and employees.
• Those looking for more features than basic HRIS options but not ready to invest in enterprise-level solutions.

SparkHire was the system of choice because it had great reviews, not just from the client side but also the candidate side, which is crucial as it is the first point of contact for someone wanting to work for us. After considering other options for our organization at that point in time, it was considered good value for money, with easy integration into our current systems and good customer service.

SparkHire enabled us to ease the pain of bulk recruitment for major civil infrastructure projects around the world in real time, addressing issues caused by time differences. The time differences between countries meant some talent sources were doing online interviews at 3 a.m., leading to bad practice, recruiter turnover, and a lengthy turnaround from advertising to start date. Personally, I have had experience with SparkHire for over two years now. The key benefits of SparkHire include its ability to streamline the interview process, reduce the time and cost of hiring, and improve the overall candidate experience.

SparkHire is a great system, but it's not a one-size-fits-all solution. The business also needs to retain traditional interviewing and sourcing methods for some roles. Assuming it works for all applicants can be risky. I would not use video screening for very senior roles at the risk of losing applicants. The lack of human contact in screening can cost you some fantastic candidates.

SparkHire stands out with its quick turnaround, streamlined approval process, and the ability for multiple staff to view interview results simultaneously. It provides a more efficient and collaborative approach compared to similar tools.

The first key buying criterion, depending on organizational hierarchy, is the ability to manage campaigns for bulk recruitment and reduce time in doing so. If you have a project that requires sourcing a large number of staff at once, SparkHire can reduce your time and costs dramatically. It also positively impacts the success rate of interviews and candidate placements.

They listen to user ideas and respond accordingly, making improvements based on feedback.

SparkHire is suited to any size business.