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

They're an ATS that is ascending, and not coasting on reputation; they've continuing to evolve, with new useful features, and integrations quickly rolling out.
Overall, I’d argue that Pinpoint puts candidates first, with easy applications and great branded communication. Adding to this, candidate-centric design is the built-in self-scheduling for interviews, and including a candidate NPS score - this is key to letting my team and I understand the candidate experience.

The new automation feature they launched where you can create rejection emails based on application questions has saved my team a lot of time by not having to screen candidates who do not meet minimal requirements, currently, this is about 29% of applications. We have been creating custom rejection emails for each automation, this allows the candidate to know specifically why they were rejected, and if they answered the application incorrectly by mistake, allow them to reapply.

I’m also a fan of their pronoun feature, which allows candidates to share their preferred pronouns. Little touches can make a huge difference when building inclusive hiring practices.

They continue to have fantastic support and as a partner, they really care about my team and our success. Adding to this are the people they hire, who are really great and it makes interacting with them so much easier.

With less talk/hype and more substance, you can tell they focus on the product and customers, not on the hype marketing machine jumping on whatever the trendy topic is.

We have used Pinpoint for 2+ years now, with a TA team that was quickly growing (we’d have over 20 users at peak). As an organization, we had just started hyperscaling, and we end up growing over 3x in under 18 months.

As we started on this journey, I quickly found that the ATS we were using, couldn’t keep it up. It was, designed for SMBs and smaller recruitment teams. One of the biggest pain points was it lacked the ability to reject candidates through an anonymous email, instead, when candidates were rejected it came from each recruiter's email - given the volume of applicants, this solution was not feasible and would lead to a poor candidate experience.

Additionally, the previous ATS ecosystem was small and wasn’t growing quickly, and it lacked the ability to build a career site out of the box.

We also needed the ATS to be easy to use, not just for the recruiters, but also, for the number of new hiring managers who would quickly need to understand how to use the ATS. This made the case to look replace the old ATS clear, we made a scorecard and started to evaluate our ATS options, ultimately landing on Pinpoint.

• Some of the UI/UX could be improved, particularly when you're screening large volumes of candidates, minor but it would be helpful.
• Because it lacks a deep integration into LinkedIn, we need to use LinkedIn’s “job wrapping” feature.
• The newer automation feature is really powerful, however, setting them up requires too many clicks, it’s not a huge deal, but it could be made smoother.

Much easier application process than most ATSs, making it very candidate friendly. Overall, they nail the mid-market really well, with enough features, integrations, and reporting, but they’re not hard to use and overly cumbersome compared to big ‘enterprisey’ ATSs.

When selecting an ATS I’m a proponent of using the following ranking:

1. Candidate experience, regardless of the market, the best talent will always have options, if the application experience and communication experience is poor, they’ll choose to work elsewhere
2. Recruiter experience since they use the tool the most. If they don’t like it, or it’s overly complex they’re going to work around it, rather than through it
3. Hiring manager experience, will they log in, and actually use it
4. Support, if I have an issue will it get resolved?
5. Ecosystem/ integrations, an ATS should not do everything, rather it’s the hub to connect point solutions with

• I'm a huge fan of how they rolled out candidate pronouns, allowing candidates to share their preferred pronouns when applying.
• Multiple new integrations have been launched.
• Much faster page loading response times from when we first rolled it out.

Mid-sized to enterprise organizations.

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.

• 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.

VidCruiter's video interview features save us time and allow us to quickly assess candidates' communication skills. The integrated reference checking simplifies our vetting process and provides reliable insights into candidates' backgrounds, which is crucial in our industry. The platform's user-friendly interface makes it easy for our team to collaborate and manage candidates throughout the hiring process.

Choosing VidCruiter was a no-brainer for us in the jewelry industry because it addressed our urgent need for a more efficient hiring process. We appreciated that VidCruiter offers both pre-recorded and live video interviews, which helped us assess candidates thoroughly right from the start. One feature we found particularly useful was their referencing service—they handle it seamlessly as part of the platform. In our line of work, where reputation matters a lot, having reliable references is crucial. It's been about a year since we started using VidCruiter, and this feature has definitely made our hiring decisions more confident.

Sometimes the platform can feel overwhelming with all its features, and it took us a while to get fully comfortable with everything. Occasionally, we've experienced minor glitches in the scheduling feature, which can disrupt our interview processes. While the customer support is generally good, response times could be quicker.

Compared to other similar tools we've tried, VidCruiter stands out in several ways. One main difference is its comprehensive approach to video interviewing, offering both pre-recorded and live options seamlessly integrated into one platform. This flexibility allows us to efficiently screen candidates while saving time on scheduling. Additionally, VidCruiter's integrated referencing service is a significant advantage in our industry, streamlining the background check process and providing deeper insights into candidates' qualifications and character. The platform's intuitive interface and customizable workflows make it easier for our team to collaborate and manage the entire hiring process effectively.

Ensure the tool offers the specific features you need and fits your company's size and industry requirements. Test the platform for user-friendliness to ensure it is intuitive for your team to navigate without extensive training. Look for demos or trials. Consider how well the tool integrates with your existing systems. Compare pricing plans and consider the value the tool brings versus its cost. Factor in scalability if your team or hiring needs are expected to grow.

VidCruiter has added more features like automated workflows, enhanced customization options, and improved integrations. They have also slightly improved the user interface, and customer support has gotten better.

• Medium to large organizations
• HR departments focused on streamlining recruitment processes
• Industries requiring thorough candidate screening
• Teams managing high volumes of applicants

• Workable provides powerful analytics and reporting tools that supported hiring decisions.
• It facilitates team collaboration and communication with real-time feedback.
• It streamlines job postings across multiple boards, simplifying the process.

Synergized implemented Workable for candidate sourcing across multiple job boards such as LinkedIn, Indeed, and Glassdoor. After a year of use, it proved beneficial for building a customized hiring pipeline and facilitating team collaboration.

Synergized is a small team, so Workable was useful for tracking candidates through different stages while allowing team members to share feedback or leave comments on prospective hires.

Workable was also efficient in helping us review recruiting analytics and reports, so we could evaluate the effectiveness of our hiring process. This included reviewing sources of hire, time to hire, and other key metrics.

• Workable is expensive for smaller teams, which is ultimately why we switched platforms.
• The user interface could be simplified, as the large number of features can be overwhelming for smaller agencies.
• Although Workable posts across several platforms, its reach is still somewhat limited considering the cost.

Workable has strong sourcing features, but it’s harder to justify the price when other platforms offer more advanced features and integrations. Its effectiveness depends on your company’s size and specific needs. If you are primarily using the platform for job posting, it could be a good fit.

Choosing a user-friendly interface is important. If platforms are overloaded with features, they can become overwhelming. Finding an ATS that integrates with multiple boards and platforms will help streamline the hiring process efficiently.

While some companies may not need in-platform collaboration, having the ability to take notes and track applicant status is key for maintaining efficiency and consistent communication.

Workable has implemented automated resume screening and interview scheduling, which helps reduce the time it takes to hire a candidate. The platform is also expanding the number of interfaces it integrates with, which allows for more diverse candidate sourcing.

Workable is better suited for larger companies due to its price and extensive features. Larger organizations may benefit more from its communication tools and automated scheduling. It can significantly reduce the time required to complete recruitment tasks.

It is extremely adaptable, allowing for multiple different processes and rules. It has unique features and the ability to change language, save anything, and add dates that make sense for your organization. The support staff is helpful and accessible, ready for unique requests and retraining.

My organization purchased Trakstar Performance Management before I arrived. I took on the training, design, launch, and implementation of the tool. I developed processes and policies and distributed them to the staff of 30+. I used all functionalities in the performance management tool. Our team built this tool for our organization over the course of 3 months, rolled it out over another 3 months, and have been using it for about 2 years.

The titles of the functions are rather confusing, as "policy" and "review" are not what I expect them to be. Its high adaptability can make it challenging to build and maintain. The reports are simple, but I believe they are being developed further; I never got much value from them.

Trakstar stands out for having some of the best service I've experienced and the most practical adaptability I've seen.

When seeking a tool like this, consider cost per user, functionality/adaptability, system integration, and support available. This tool is especially useful if you have multiple existing processes to change over. It is easy to set up users, and it would be much more streamlined if personnel data came from recruitment and fed into learning and development paths using the additional platforms.

I'm unsure of all changes, but the reporting was advancing when I was using it more. Metrics were available for performance but not in minute detail from what I recall.

Our organization is a nonprofit with about 100 employees. However, we had high turnover, so user build-out was a frequent function. It's great for organizations looking for adaptable performance reviews, with the resources to afford and build out the platform package (hire, recruit, learn). There is more value in time and money with the additional areas. Once built, it's a breeze.

• 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.

• If configured properly, the system can be customized based on an organization’s recruiting workflow, including the number of interview stages and required documents.
• Although the Prospects function may not be the most efficient sourcing method, it diversifies sourcing options and allows for candidate engagement.
• The system is intuitive. Prior to working with this client, I had never used ClearCompany, but it was easy to learn and navigate.

I am currently a contractor for a company that has been using ClearCompany for at least five years. They primarily use it as an ATS and have recently started using an additional function that allows for sourcing within the platform, aiming to reduce subscriptions to external sourcing platforms such as LinkedIn and Indeed.

It currently houses all active and previous requisitions, acts as a database for applicants, and is used to automate the entire recruiting lifecycle within the company.

Personally, I have used it for one year. My responsibilities include managing requisitions, ensuring that all candidate information is accurate and up to date, and sending status updates and automated emails within the system.

Most recently, I have used the "Prospects" function to reach out to previous candidates or those who submitted a general application through the company’s website.

The company mainly uses ClearCompany to centralize and automate its recruiting process.

• Sourcing within the ATS and Boolean string searches are not as reliable as other sourcing platforms. While there is potential, improvements are needed.
• Since ClearCompany is under ADP, switching between accounts occasionally causes glitches, though efforts have been made to improve system integration.
• Clear Insights is not very reliable for analyzing recruiting metrics. While it has potential, it requires manual programming to deliver meaningful insights, unlike more advanced systems.

Its integration with ADP helps compensate for ADP’s limited recruiting functionality. It is more intuitive than ADP’s recruiting features. However, other systems are more seamless, easier to use, and have more user-friendly interfaces.

Functionality should be the top priority. Identify the non-negotiable features and evaluate how well the tool integrates with existing systems. The client I work with already uses ADP for payroll and related services, so ClearCompany was a natural choice to ensure integration with onboarding and payroll systems.

Consider features such as insights, AI integration, and sourcing capabilities. A system is only effective if you can maximize its offerings based on what matters most in your organization's process.

I haven’t used ClearCompany long enough to comment on its full evolution, but recently it introduced a passive sourcing function. The company has started using this feature to help reduce expenses on external sourcing platform subscriptions.

It is suitable as a centralized applicant database and basic ATS. If it fits an organization’s current processes and system integrations, ClearCompany offers a better option than other legacy systems.

• I really like the Chrome extension for sourcing candidates via LinkedIn.
• The ability to create folders for candidates is helpful for prospecting and organization.
• I appreciate the customizable interface, especially the option to change list views.

We purchased Manatal for use as a recruitment Applicant Tracking System. We needed a well-functioning product that was also user-friendly for candidate sourcing. Our goal was to find an ATS that also includes CRM capabilities.

The integration with LinkedIn via a Chrome extension was especially helpful for sourcing purposes. I have been using this product for about two years.

• I wish there were more advanced customization options available.
• Additional job board integrations would improve the platform’s reach.
• A more robust reporting system would be useful for showcasing recruitment activity to clients.

Manatal stands out from competitors because it is a more effective sourcing tool than many other ATS platforms. It simplifies the process of searching for and uploading client or candidate information directly from LinkedIn via the Chrome extension.

You should consider what the primary use of your ATS will be. This tool is better suited for users who already have experience working with applicant tracking systems. While Manatal offers several job board integrations, other platforms may have broader options in that area.

For recruitment agencies or consulting companies, this is a strong option due to its CRM and sourcing features.

Manatal has been a reasonably advanced platform since I began using it. Over the past couple of years, a few new features have been introduced to enhance usability.

Manatal is well-suited for recruiters or talent acquisition professionals who have prior experience using an ATS. It’s especially useful for small recruiting agencies or consultancies.

I liked that JazzHR was intuitive to use and required no in-depth training. The simple workflows were clear and helpful. I also appreciated the scalable pricing model as our organization grew.

We used JazzHR for three years at my previous organization. I was new to the company, and we had no documented hiring processes or systems to support our team’s growth. As a small startup, we did not have an applicant tracking system in place.

JazzHR was affordable and provided basic functionality that proved helpful as we scaled. The tool allowed me to easily post jobs, review resumes, and move candidates through interview stages.

We outgrew JazzHR when our recruitment strategy shifted to focus more on diversity. Managing multiple requisitions and automating the recruitment process at scale became difficult. The analytics were basic and only somewhat useful for informing my leadership team about our recruitment efforts.

JazzHR is a strong entry-level applicant tracking system. While it doesn't compare to platforms like Greenhouse, it was extremely useful when we were a small team in need of a solution that aligned with our developing processes.

• Search and Filter: We needed basic search capabilities to find candidates based on skills, experience, and qualifications.
• Workflow Automation: We required simple yet customizable recruitment workflows and automated communications.
• Job Board Integration: We wanted seamless posting to multiple job boards.
• Reporting and Analytics: We needed the ability to generate recruitment metrics and easily export data for external analysis.

JazzHR remains an accessible tool for small, growing organizations. Its integrations and automations have improved over time. While analytics have also improved, we found that more in-depth analysis capabilities were still necessary.

JazzHR is well suited for small, thoughtfully growing organizations.

I love the easy, intuitive UI. Their customer success team is very quick to respond and helpful. I also like the custom reporting features.

Price, easy UI, 2+ years

I think duplicating jobs and updating interview flows can get a little clunky. Same with integrating with Google Calendar.

Cheaper but does all of the same things, I'm an Ashby convert from Greenhouse!

Cost, reporting needs, easy UI and integration with other tools are all key features when evaluating any ATS tool. In my opinion, Ashby is a modern, clean, easy to use ATS that won't break the budget.

Since I've started using it, they've added a lot of features, especially with LinkedIn recruiter and importing candidate profiles. Scheduling and reporting have improved as well.

Startups/smaller companies

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

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

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

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

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

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

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

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.

Of all the ATSs I have used in the past, I find iCIMS to be the best. It's very user-friendly, and my new recruiters are able to learn it quickly. The process flow is well structured, with clearly defined buckets recruiters can use to manage candidates. It's an excellent system for handling a high volume of requisitions and applicants.

My organization does not purchase iCIMS, but as an RPO, many of our clients use this system. My current client has used iCIMS since 2022. They moved to this system because of its functionality and ability to handle high volumes of requisitions, as well as its reporting capabilities.

I have personally used iCIMS for three years, and I find it to be the best ATS I have used in my career. It is very user-friendly, easy to navigate, and straightforward.

It often freezes when performing bulk tasks such as dispositioning large volumes of candidates. It's difficult to see at a glance whether a candidate has applied to multiple jobs within the company. The reporting setup feels clunky; while strong reports can be built, the process is not intuitive or easy to use.

I never experience bugs or glitches when using iCIMS. It's very user-friendly, and my recruitment team is able to learn the workflows and navigate the system quickly. The process flow is straightforward and easy to follow. While it is more expensive than some alternatives, it offers the best experience for candidates, recruiters, and hiring managers.

Volume—iCIMS is better suited for organizations with high volumes of hiring, both in terms of requisitions and candidates.

Cost—this should be weighed carefully and compared to other systems. Integration—consider whether the system works well with your existing HRIS or sourcing tools like HireEz.

Reporting—evaluate whether the platform meets your talent acquisition team's data and reporting needs.

I find that iCIMS’ biannual updates are usually positive. I do wish they collected more user feedback and made more immediate improvements, but the incremental changes they implement often have a significant impact. The interface has not changed much in the time I’ve used it, so a more modern refresh could be beneficial.

iCIMS is well suited for enterprise-level companies due to its cost and its capabilities for high-volume recruitment. It's also beneficial for organizations that need customization in process flow and reporting. It works well for companies recruiting on a global scale.

• 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.

• The UI is user-friendly, easy to navigate, and very candidate-centric.
• The system is so systematic that we can track where the applicant is in which interview stage at one glance.
• The features help to make faster & better decisions with good quality hires.

My organization wanted to switch to another ATS from the current one for a better recruiting experience, hence, we bought the Lever tool. My organization wanted to bring out a structured way of interviewing candidates and get an easy overview to understand which stage the candidate is in and the progress of the interview process. We have used it for 4 years and we’re happy with how it helped both our org and the potential candidates with an elevated experience of hiring. The UI of the tool is also very good with easy navigation.

• Many times Lever cannot detect duplicate candidates, which is annoying.
• The initial setup on Lever is hard.
• The tool is a little pricey compared to its competitors in the market.

Yes I have used Zoho ATS in the past and Zoho is also a very good all-in-one tool. Lever can be integrated with other tools as well. It has great reporting & analytics features which sets it apart.

People should keep in mind that Lever is an effective tool for candidate experience while applying and also for recruiters to track candidates, capture feedback and create structured interviews and enhance the experiences of users.

Lever now has an additional CRM tool feature which adds another feather to the advantage cap. The candidate surveys and dashboards have also been improvised.

Lever is good to use for organizations with a large employee base where too many stages of interviews are there and a large pool of candidates need to be evaluated, filtered, and shortlisted.

The automatic integration and feed into public job boards of our choosing, like Indeed or ZipRecruiter. We can manage all aspects of the job posting and candidate flow within TeamTailor, eliminating the need to manage each job board site individually. TeamTailor offers a wide range of one-click analytics, including time to fill, candidate flow time, and DEI measurements. The system keeps all applicants organized within buckets for each job, making it easy for hiring managers to know exactly who they are talking to and what stage of the interview process the candidate is in.

Before TeamTailor, my organization handled all recruitment functions through our internal CRM system, Dayforce. However, that solution did not offer a seamless candidate application experience, lacked text/SMS functionality, and did not have the robust analytics that our leadership team sought. TeamTailor easily integrates with our current systems, such as Microsoft Outlook and Teams. It also offers analytic dashboards that review applicant traffic, time to fill, and the amount of time spent in each stage of the hiring process. We have been using TeamTailor since March 2024.

There have been instances where attached or uploaded files are not sent to candidates and need to be resent separately outside of the system. We currently do not have access to interview templates, which would be helpful for hiring managers who may not be actively interviewing. A minor dislike is that we cannot change the color of their logo. Our organization relies heavily on uniform branding, so including their logo on presentations and communications is visually unappealing.

TeamTailor has built-in text/SMS capabilities that other ATSs only offer as upgraded features. This makes it easy to communicate with candidates quickly. The messages are received within the TeamTailor platform, so the hiring manager or recruiter does not have to provide their personal phone numbers. TeamTailor also integrates seamlessly with our organization's current tech stack of Microsoft products, making interview coordination with calendars easy.

If organizations want a system that acts as a one-stop shop for all things recruiting, this is it. Applicant screening, centralized job posting management, interviews, offers, and reporting are all in one place.

TeamTailor regularly releases software updates that include bug fixes or enhanced capabilities for their current features. A recent example is the ability to further customize analytic dashboard views.

We are a medium-sized luxury retail organization that prioritizes candidate experience from application to offer. Organizations like ours would benefit and see an ROI with TeamTailor.

Ease of use; usability and collaboration across teams are simple. Personalized workflows and integration with our existing systems (e.g., LinkedIn Recruiter, calendar sync for scheduling, DocuSign, HRIS).

The reporting features are solid; we were able to align SmartRecruiters metrics with the Board of Directors’ preferred reporting formats easily.

We didn't have an ATS and selected SmartRecruiters to streamline our hiring process, improve collaboration among hiring teams and HR, and enhance the candidate experience. Before implementing the platform, we faced challenges with poor communication, inefficient workflows, and a lack of centralized reporting on recruitment metrics.

SmartRecruiters provided a user-friendly interface, automation capabilities, and seamless integration with other HR tools, allowing us to scale our hiring efforts effectively and improve the candidate experience.

The platform’s ability to customize workflows (including HR/onboarding), source candidates more quickly, manage talent pools, and gather collaborative candidate feedback has significantly improved our efficiency.

I have personally used SmartRecruiters for three years and value its features for sourcing top talent, tracking applicants, and maintaining a smooth recruitment process from start to finish.

The self-scheduling tool for candidates was glitchy. The notifications section is noisy; it needs cleanup or filter options. The reporting features could be more robust and customizable.

SmartRecruiters is more focused on AI and automation, global hiring, and the SmartRecruiters Marketplace (integrated vendors). Its AI features are forward-looking but should never replace the human aspect of recruitment.

Their automation is ahead of the curve. I appreciate SmartRecruiters' ability to incorporate recruitment laws from across the world, making it a strong platform for global hiring. The Marketplace is useful, incorporating over 300 vendors into the platform.

If you are hiring on a global scale, SmartRecruiters is a great platform for international recruitment. If you're looking for an end-to-end solution, SmartRecruiters works well for HRSS environments and streamlining recruiting and onboarding. It is best suited for mid to large companies, not for small businesses or start-ups unless you plan to scale quickly.

I appreciate that the platform is consistently evolving and seems to take user feedback into account. I wish they would address smaller issues (e.g., self-scheduling, notifications) before focusing heavily on AI features.

SmartRecruiters is a good fit for mid to large-sized companies. It offers the functionality needed for organizations planning to scale or hire globally.

I love the ease of use and the way it's laid out. I appreciate that there’s one place for all information. I also like that they have many useful tools, so as the company grows, they can adapt other features within their system (like performance evaluations, tracking, and learning management trainings).

Our company needed an HRIS system that would allow us to handle payroll, administer benefits, and provide compliance advice. We used Rippling for one year. The key benefit Rippling provided was a one-stop shop where everything could be tracked and kept together in one place, rather than having to visit different sites for various tasks (e.g., payroll, compliance, etc.). We were originally using an Excel file to track employee data. We switched to Rippling to store this data on their platform in a more secure and user-friendly way.

We used it as a PEO, and the health plans offered weren’t as competitively priced as if we had brought benefits in-house. Additionally, the benefit rates increased during open enrollment. I also dislike the $65 per employee, per month fee, which I find a bit steep.

Rippling is very comparable to other PEOs. What sets it apart is that they allow you to continue using their HRIS platform for HR, employee data tracking, and payroll even if your company decides to leave the PEO and bring benefits in-house. This flexibility is helpful, as it allows you to start with them as a PEO and transition to their standalone platform without searching for a new system, making the process easier.

The fees per employee per year are important to consider. If you’re in a period of rapid growth, make sure to account for expected new hires in your budget. You’ll also want to decide which features you’ll actually use. For example, we didn’t use their recruitment feature because we had a different system for that, but Rippling does offer a recruitment tool. The more features you use, the higher the cost, so be mindful of that.

I think their customer service improved from the time we started using them until we stopped. Initially, they didn’t have a designated rep for companies, so you had to go through their experts and didn’t always get the same person helping you, which could be frustrating. By the end of the year, we noticed improvements in their customer service, which was a positive development.

Rippling is great for any company with more than 10 employees. It’s ideal for small companies using a PEO, especially if employees are spread across multiple states. For larger companies that want to stop using a PEO and bring benefits in-house, Rippling is still very effective as an HRIS system for data tracking.

I like Spark Hire because it saves us time by allowing candidates to complete one-way video interviews at their convenience. The platform's ability to share and review interviews with our team makes collaborative decision-making easy. Additionally, the user-friendly interface ensures a smooth experience for both recruiters and candidates. I have used it as a recruiter and a candidate as well.

Our organization bought Spark Hire to make our hiring process faster and easier. Before, we struggled with scheduling interviews and coordinating between different time zones, which slowed us down and made us miss out on great candidates. We've been using Spark Hire for over two years now, and it has helped a lot. The one-way video interviews let candidates record their answers when it suits them, and we can watch them anytime, which saves us a lot of time. We can also share these videos with our team to get their input without needing everyone to be available at the same time. Spark Hire has made hiring quicker and smoother for us.

For new users, it might be a little challenging when you first get introduced to it. For some small companies, the cost might be prohibitive. Lastly, more automation of the integration process could benefit users by reducing manual data entry and ensuring seamless data flow between systems.

Spark Hire is different from other similar tools because it lets you do both one-way and live video interviews. It also has good tools for working together as a team and making candidates feel comfortable. I've used similar tools, but Spark Hire's simple setup and features make it my favorite for hiring new people.

When buying a tool like Spark Hire, they should check if it's easy to use and if it works well with their current systems. Also, see what features it has, like different kinds of interviews and tools for teamwork. Checking the price and if it can grow with their company is important too. Lastly, they should see what other people say about it to make sure it's reliable and people like using it.

Based on user feedback and industry trends, Spark Hire has continuously added new features and improved existing ones. The platform has likely invested in technology advancements to improve performance and user interface.

Spark Hire is great for all kinds of companies that want to hire people quickly and work together well. It's especially good for big companies or those hiring a lot of people. If your team is spread out or if you have many people involved in hiring, Spark Hire can help you all work together easily. It's simple to use and can handle a lot of candidates, making it a good choice for companies of any size.