• It provided applicants with an online platform to apply and enter information, initiating the workflow without staff needing to input basic data (except in cases where applicants skipped steps).
• I liked that I could progress candidates from screening to the hiring managers’ calendars for interviews.
• I appreciated the managers’ ability to input their weekly availability for in-person interviews.
• I found it helpful that hiring information could be transferred to the payroll system, allowing payroll to handle onboarding for tax documents like W-4s.

XYZ Regional Hospital System purchased ClearCompany and has used it for about eight years. When choosing this tool, they sought an inexpensive option rather than a comprehensive, long-term solution.

At the time, all HR documents were kept in paper files, stored in filing cabinets—outdated compared to other companies that had already transitioned to digital systems. The only useful benefit I experienced was that the system helped organize new applicants.

I could view new applicants and move them forward in the process after interviewing, declining, or hiring them. I was able to assess their credentials in healthcare, work history, and education. I used it for about two years.

ClearCompany was challenging to use primarily due to how the system was set up. The vendor did not provide enough assistance with setup before launch.

There were many vague sections, such as job descriptions requiring signatures and incomplete areas for healthcare credentialing and document uploads. Because sections weren’t properly configured, information often failed to carry over to the next step, requiring manual follow-up.

The poor setup forced HR staff to chase down missing documents and upload them manually, rather than having new hires complete and sign them electronically.  Many staff, including hiring managers, were confused and inadequately trained. They often didn’t know what actions to take, other than when to show up for interviews.

We had to repeatedly guide them through the process, which consumed a significant amount of training time. A single training session for hiring managers could have resolved much of this.

Unfortunately, I cannot identify any advantages ClearCompany has over its competitors. The program is older and lacks the comprehensive, intuitive workflows found in newer systems.

I prefer tools like Paycom or Paylocity, which offer more robust features. ClearCompany does not meet the demands of modern organizations, requiring excessive manual input from HR and reducing productivity.

ClearCompany can organize job postings, applicant tracking, and staff usage, but proper setup is crucial for it to work effectively. I recommend that prospective users invest time in the initial configuration. ClearCompany also needs to modernize its platform to compete with more comprehensive HR software solutions.

There were no changes in the software or the company’s design during the two years I used it. My recent interactions with the tool have been limited, but I have not observed any updates in the software or strategy.

ClearCompany may be suitable for small companies with fewer than 25 employees. It can assist with basic digital employee file management and initial compliance in healthcare settings.

• 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

• 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.

• Easy integrations.
• Robust management tools.
• Intuitive and user-friendly interface.

We used ClearCompany for its talent management solutions, specifically its applicant tracking system. Its platform integrated seamlessly with our HRIS system. It allowed us to attract, retain, and develop top talent while aligning employee goals with company objectives. Its analytics and automation features improved efficiency, driving better decision-making.

The main issues we aimed to solve were inefficient recruitment processes, cumbersome manual transfers to our HRIS system, and the lack of automated management tools. Personally, I have used it for a year and a half.

• Limited functionality compared to advanced tools.
• Better recruiting tools are available in the market.
• Lack of integration with some popular job posting platforms.

This is a great starter tool with basic functionalities. It meets the needs of small businesses but lacks the scalability and advanced features needed for long-term use in growing organizations.

Price is an important consideration, as ClearCompany is relatively affordable. Evaluate how robust a system you require—while it offers good basic functionalities, other tools may provide more advanced options.

Last year, they released about 11 new integrations, focusing on streamlining recruitment and enhancing candidate experiences. Like many companies, they incorporated AI-assisted tools for crafting job descriptions, candidate emails, and offer letters, enabling recruiters to communicate more efficiently.

Additionally, ClearCompany expanded its performance management capabilities by introducing features like enhanced 1:1 workspaces, facilitating better collaboration and feedback between managers and employees.

• Small Organizations: Companies with 1–10 employees benefit from ClearCompany's scalability and ability to integrate with existing HR systems, helping manage workflows efficiently.
• Industries with High-Volume Hiring Needs: Retail, healthcare, hospitality, and similar sectors use ClearCompany’s applicant tracking and onboarding features to streamline hiring and reduce time-to-hire.
• Organizations Focused on Goal Alignment: ClearCompany’s tools for performance management, goal tracking, and employee engagement are ideal for businesses looking to align individual and team objectives with company goals.

It is a one-stop shop that makes it easy for the recruiting team and HR team to communicate and see where every candidate is in the hiring process. ClearCompany also has LinkedIn integration, which is very valuable for the talent acquisition department. The base price is inexpensive, but addons will increase the price depending on company needs.

ClearCompany was an easy choice for one of the small clients I supported in the US. They were looking for an inexpensive applicant tracking system to manage candidate steps and statuses. I have used ClearCompany for one year. In addition to an ATS, ClearCompany also provided employment verification and background checks post-offer.

The interview scorecards were not user-friendly for recruiters. The pricing was a bit unclear as to what is included and what is an upgrade. The reporting of recruiting metrics was limited.

In terms of ease of use, it is very easy to navigate. I prefer more detailed systems such as Taleo, SuccessFactors, and Workday as their capabilities have no end. ClearCompany is an average ATS with a slight edge for the onboarding and performance management tools also included.

Think about how many people in your organization will be using the system. While it is only a base price of $5.00 per license, once you figure out how many people will need access, it will add up, particularly if you need upgraded features. Their customer service is easily accessible and helpful. Ease of use is crucial, and the dashboard is set up well, making it easy for users to navigate.

While I have only had one year of experience, I know they are constantly making improvements to make it a better and more user-friendly system.

This depends on the needs of the company. I think a smaller-sized organization is best suited for a tool like ClearCompany, especially if you aren't looking for all the bells and whistles.

The applicant tracking system works well for our small (less than 500 employees) business. It integrates well with our background check processes. It improves our communication with potential hires.

My company started using Clear Company because we wanted to make the onboarding process smoother for new hires. Prior to using Clear Company, we had a disjointed process. We had to individually craft emails to applicants in the recruitment process, and check in constantly on where we were in the process of recruiting them and completing background checks. Clear Company allowed us to streamline the process. We were able to set up customizable templates for ongoing communication with new hires. We were also able to streamline the background check process.

It takes some time to learn how to use it. We have not tried integrating with our payroll/HRIS software because it doesn't seem like it will function that well. It doesn't integrate with our social media.

I have not used other tools just like Clear Company, but we added Clear Company to our tool chest because it offers functionality that our HRIS software does not when it comes to applicant tracking and onboarding.

If you're considering using Clear Company, think about what functionality it will add that you don't already have with your other HR software. In our case, it adds additional applicant tracking and background check integration functionality that we wouldn't otherwise have. I would also consider the price. It is well-priced for our smaller business where we only pay for the essentials for a few users each month. The price could add up quickly in larger businesses, so you need to consider if the value-add of the product is worth the price tag.

I know they integrate with more payroll/HRIS systems than they used to (but still not with ours). They have improved the user interface over time as well.

I think Clear Company is good for small to medium-sized businesses. It is right-priced for this size of business and adds functionality that most businesses this size might be lacking in their other HR software.

ClearCompany is my preferred HR software because of its user-friendly interface. The system's functionality is not only impressive but also has practical applications. Unlike other HR software, ClearCompany focuses on providing useful tools and features rather than unnecessary bells and whistles. Additionally, ClearCompany makes it easy to post job vacancies on multiple job boards, including unemployment job boards, ensuring compliance.

Our decision to buy ClearCompany was informed by the platform's impressive array of integrations. As a company, we recognize the importance of streamlining our onboarding processes, and we found that ClearCompany offered a centralized system that helped reduce the manual aspects of candidate onboarding.

We have been able to rely on ClearCompany's reporting metrics to track our progress in meeting our onboarding goals, and we've found the self-service portal to be an excellent tool for candidates to review their onboarding checklist. Additionally, the platform's seamless offer letter approval process has made it easy for us to process and approve offer letters in a timely manner.

Overall, our experience with ClearCompany has been extremely positive. We have been using the platform for two years, and it has become an essential tool in our HR toolkit. We are confident that ClearCompany will continue to support our onboarding efforts and help us achieve our HR goals.

I am dissatisfied with ClearCompany for the following reasons: the response time has exceeded 48 business hours, the offer letter approval workflow lacks an automated function for candidate receipt, and there have been issues with candidate duplication. Keep in mind these issues fail to compare to the benefits we have received in using this system.

ClearCompany stands out because of its comprehensiveness. Customizing workflow, reporting, and tracking processes lets you know they get "it."

When looking to purchase ClearCompany, it is essential to evaluate several key factors to ensure the tool meets your organization's needs. These factors include the size of your company, the frequency of job postings, the number of employees that require access, and current workflows. By carefully considering these aspects, you can confidently determine if ClearCompany will be the right fit for your organization.

I have used ClearCompany for two years and cannot think of any significant evolutions/changes during that period. It has been pretty steady for use.

ClearCompany is suitable for medium to large organizations with a Recruiting/HR department to support its use.

Easy to use and navigate for anyone including those technologically challenged. Easy to set up a performance review from the backend perspective. Lastly, I like how an entry level employee can see how their goals are vertically integrated into the top goals/company's strategic plan. I believe this visibility helps all employees understand the end goal better and that they are an important part of a bigger goal.

I have used ClearCompany for less than a year and am happy with the ease of the product. Our company was looking for a performance review system that was more integrated and connected to our strategic plan. Our company bought ClearCompany because of the many features, advantages, and benefits the product offered over our past performance review provider. One key benefit was the platform provides transparency on the progress of an individual's goal(s) and the team's goals. The organization as a whole can see goals the top executives set for the term and how each contributor's goals vertically connect to supporting those top goals.

I did not care for the performance review builder where they use job descriptions from a prebuilt template. I thought the template was incomplete and lacking in descriptions of job functions/responsibilities. Also, if an organization's goal is to build individual performance reviews for each position, using this software may be very time consuming. This software is better for a standard template review process for groups of employees. Building the review template is not quick because it takes time to learn how to build it first.

The visibility into a company's goals and others goals is different (and nice). Employees can congratulate others and make comments when their peer's goals are achieved, which is different and a positive employee engagement tool. There is the capability to create more customized performance reviews, if willing to put in the time. There is also the capability to "set it and forget" when creating a performance review. The system will notify an employee/manager when it is time for their review.

A company should identify their needs first. They might not need this comprehensive performance management tool. They should think about what is currently working and what is not working. I suggest making a list with 1. must haves, 2. would likes, and 3. I wish. This list will guide the buying decision.

They planned to build out the job description feature more.

An organization where it is critical to the business that everyone in the organization (from the bottom up) knows and understands the company's goals and who is responsible for each subgoal.

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

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

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

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

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

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

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

Midsize to large companies. Industry doesn't matter.