• I like the convenience of having all candidates in one place.
• Communication with candidates is easy and efficient.
• I enjoy the ability to organize candidate placement in the system the way I prefer.

I used iCIMS as a recruiting platform for about five years. It allowed me to view all the roles we were hiring for and communicate with candidates via email from a single screen. It was also helpful for organizing each candidate into their own pool so that a coworker could easily pick up where I left off without any issues.

Right before I left the company that used iCIMS, they were working on updating the platform. The planned changes included improved communication tools and more seamless ways to move candidates through the hiring process.

• The system becomes slow and sometimes unresponsive when handling a large volume of candidates.
• It can be chaotic when multiple people use it simultaneously, as it doesn't update in real time.
• The system doesn’t notify me when a new email arrives from a candidate. It would be beneficial if the platform could better manage heavy traffic and provide real-time notifications.

I prefer using iCIMS over other recruiting platforms because it gives me the freedom to organize candidates the way I want and offers the option to call or email them directly. Other tools tend to rely more on AI, which can be frustrating since candidates often have unique and specific questions that require personal responses.

Buyers should consider whether they want to incorporate AI into their recruiting process. iCIMS involves a lot of manual work, which may not align with the preferences of companies looking for high automation, especially in today's market.

iCIMS has significantly improved its communication features. When I first started using it, I couldn’t email candidates directly through the platform, but that functionality was added about a year later. It also introduced additional candidate pools, making it easier to keep everything organized.

Large companies can benefit from iCIMS.

• 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.

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.

I liked how straightforward iCIMS was for posting job openings across multiple job boards, including niche sites that would otherwise be time-consuming to manage individually.

The candidate review interface was another standout, making it easy to scan resumes and application data side by side for faster comparisons.

The ability to group rejected candidates and send personalized bulk updates significantly streamlined communication, reducing manual tasks.

Overall, it provided practical features that made recruitment less tedious.

We selected iCIMS as our Applicant Tracking System (ATS) to streamline the hiring process, from job posting to candidate management. Our adoption of iCIMS was initially driven by a requirement set by a larger partnering company, which mandated using this platform to ensure consistency and compliance.

iCIMS provided key benefits, such as the ability to post job openings across multiple platforms and locations, improving our recruiting visibility and efficiency. It also helped centralize candidate information, simplifying applicant tracking, communication, and reporting.

We used iCIMS for approximately one year, during which it proved valuable in consolidating recruitment workflows and ensuring that our hiring processes aligned with broader organizational standards. While our initial adoption was externally driven, the platform’s functionalities genuinely supported our recruitment needs.

One frustration with iCIMS was how clunky and outdated the interface felt—it wasn’t intuitive at all. Navigating between candidate profiles required multiple clicks and page reloads, slowing down the process.

The search function was unreliable; even when entering a candidate’s exact name, the system sometimes failed to pull them up. It wasn’t built for speed or ease of use, which made juggling multiple positions at once more difficult.

Compared to competitors like Lever or Greenhouse, iCIMS felt more geared toward larger, compliance-focused companies rather than smaller, agile teams. It offered built-in workflows designed for enterprise-level HR processes, which was helpful for organizations needing standardized hiring steps aligned with corporate guidelines.

However, it lacked the flexible customization and user-friendly, drag-and-drop simplicity found in newer, startup-oriented platforms. It prioritized structured hiring practices over ease of use, making it better suited for organizations with more rigid hiring requirements.

Make sure your recruiters test-drive the system first, especially for daily tasks like bulk emailing candidates, posting to specialty job boards, and managing complex candidate pipelines. If the workflow feels clunky or slows them down, a simpler solution might be a better fit.

Also, consider how frequently your hiring needs change—if you often restructure processes, you'll want a tool that offers flexibility without requiring constant IT support or service tickets.

When I used iCIMS, updates focused mainly on improving third-party integrations, such as background check providers and calendar apps. Early on, scheduling interviews required manual workarounds, but a later update enabled direct syncing with Outlook and Google Calendar.

Over time, the platform became slightly less cumbersome, but the core interface itself remained largely unchanged. Most improvements were behind the scenes or integration-related rather than visual or usability upgrades.

iCIMS is best for mid-to-large companies with structured, compliance-heavy hiring requirements. Organizations managing multiple locations, complex regulatory issues, or requiring detailed audit trails—such as healthcare systems, universities, or large retail chains—would benefit the most.

It’s ideal for companies that prioritize consistency in recruitment processes over modern interfaces.

The system was user-friendly in terms of building pipelines, viewing talent skills, and sending campaigns to specific audiences. Its functionality was effective in engaging talent, particularly through the Join Talent Network feature. Job listings being automatically launched on different job boards was also beneficial.

Our organization purchased iCIMS as the vendor for the careers site. The capabilities we had with iCIMS included building pipelines by joining a talent network, managing campaigns, and more. However, this was not integrated into our applicant tracking system (which was Workday). Overall, it performed well in engaging talent from a campaigns and talent pipeline perspective. We used it for roughly two years.

The lack of full integration with Workday was challenging. For example, once a pipeline was built and a candidate seemed like a good fit for a role, that information would not transfer to Workday. Instead, we had to contact the candidate and ask them to apply for the position on the career site again, which was inconvenient, especially since our application was long and not user-friendly.

Creating campaigns was also difficult due to challenges with imaging and maintaining proper branding. Applicants often experienced issues completing the application process.

I would rank iCIMS around the midpoint compared to similar tools. Now that I have used other job listing and candidate engagement tools, I find that iCIMS could be stronger in candidate outreach and engagement throughout the application process.

Is your company’s application process easy to use? Are you looking for a tool that helps build pipelines of talent to engage potential applicants? Are you seeking different ways to conduct outreach? For these use cases, iCIMS can be a good starting point.

I have heard that iCIMS has improved in terms of stronger integration with ATS systems and better candidate engagement to enhance the application process.

Medium or large businesses with less difficult-to-fill, professional-level positions.

• One of the best things is that it shows the full history of recruitment activity, like how many times candidates applied to which roles, when, and what were the results.
• I really like that it’s possible to create many email templates in different folders which are easy to access.
• And I appreciate the possibility to integrate iCIMS with many different tools, though I don’t really need that at the moment.

We bought iCIMS in order to collect the activity history of all the candidates from other ATS systems which were used before. It is needed to manage high volume hiring. iCIMS also helps track the motion of the candidates to the onboarding stages. Additionally, iCIMS was implemented because there are many customizable dashboards to be created internally depending on demand. I’ve been using iCIMS for around 1 year.

• I’m finding the interface quite hard to digest.
• I need too much time to figure out all of the edits or filters, and which ones are available or possible when generating a report.
• On the iCIMS marketplace, the prices of the additional upgrades are left unknown (you always have to ask about each vendor), which I find quite inconvenient.

I haven’t been using something very similar to iCIMS before, however, from the Sourcing Recruiter point of view, it is mostly not necessary to use it.

This complex ATS might be of use if the organization plans to use it for a long time to build a huge database of candidates.

It would make sense to consider buying it in case there is a person who could specialize in using it and helping others because it is not so easy to grasp when self-taught.

I’m afraid I’m not the right person to evaluate the changes as I’ve been using it a few times monthly, and I didn’t notice any changes that influenced what I was looking for (honestly, it never became easier).

It might be useful with the organizations which have a long history of high volume recruiting.

• The opt-out message after the 1st text helps weed out the people who are not interested.
• We like having visibility into the requisition and candidates who applied.
• iCIMS is easy to navigate.
• The onboarding process is quite thorough.

We have utilized iCIMS for the recruitment processes across the company for over a year, however I personally have used it for more than four years. Our recruiters and managers are using it to find new people who will join the company. iCIMS helps keep track of candidates, post new jobs, connect with potential candidates, perform assessments, send interview invites and track data relevant to DEI. We have integrated third-party vendors into iCIMS Talent Cloud to make our processes more efficient. iCIMS is a decent ATS for the price, however its support is lackluster and its implementation process is lengthy and time consuming.

• Exporting data to Excel is overly complicated.
• User notifications  could be more noticeable.
• Not able to override or complete items if another admin neglects to do so causes a delay in the process.
• Configurability is challenging.
• Integrations are complicated.
• Support staff are not available/responsive as needed.

iCIMS offers great functionality but is not as customizable as other platforms. The offer management feature is a plus. There are some issues with social media and how data appears on these sites. Candidates report a good application experience.

Always consider any integrations and customizations unique to your organization. Realize that iCIMS is solely for talent acquisition and does not support other functions that might be needed. The candidate experience is tremendously important; ease of use and communication features are extremely important.

iCIMS has not changed much over time--they certainly update as needed, however it has been a fairly consistent ATS system that is a breeze to use.

Due to the advanced capabilities of its platform, iCIMS is able to accommodate organizations across industries and size.

User-Friendly Interface - iCIMS provides an intuitive and user-friendly interface, making it easy for recruiters to navigate through the system, post job openings, and manage candidate data efficiently.

Centralized Applicant Tracking System (ATS) - iCIMS offers a centralized ATS, where recruiters can store and manage all candidate-related information, including resumes, applications, interview notes, and communication history.

Scalability - iCIMS can cater to the needs of both medium businesses and large enterprises, offering scalability to accommodate changing recruitment requirements as the organization grows.

Our organization believes that iCIMS is a popular cloud-based talent acquisition software that helps organizations streamline their recruiting and hiring processes. The platform offers several benefits to both recruiters and candidates. They strongly are of the opinion that iCIMS streamlines the recruitment process, enhances candidate experience, and provides valuable insights for making data-driven hiring decisions. I have been using iCIMS for 2 months.

One of the cons is it's costly. There are many cheaper ATS available in the market than iCIMS. iCIMS can be relatively expensive, especially for small businesses or startups with limited budgets.

Customization Limitations- While iCIMS is customizable to some extent, certain advanced customization options may not be available or may require additional costs. Organizations with highly unique or complex recruitment processes might find it challenging to adapt the software fully to their specific needs.

While I haven't faced this personally but I have heard that iCIMS has limited offboarding features. While iCIMS primarily focuses on talent acquisition, it may have limited offboarding functionalities for managing the employee separation process.

I have used different ATSs, but the one thing which stands out for iCIMS is its user experience. Its user-friendly interface is designed to streamline the recruiting workflow and make it easier for recruiters and hiring managers to navigate the platform. Also, its customer support service is commendable. iCIMS provides customer support to assist users with any issues or questions they may encounter while using the platform.

When evaluating different ATS options, organizations should consider their specific needs, budget, and long-term recruitment goals to make an informed decision. It is essential to conduct thorough research, compare alternatives, and consider how well iCIMS aligns with the organization's recruitment and hiring processes before making a decision.

I haven’t used it long enough to comment on this.

iCIMS is best suited for large organizations.

• I enjoy the number of job boards available and integrations.
• I also like their reporting tools.
• I liked the company portal customization options.

We decided to switch to iCIMS for a more robust applicant tracking system. However, we only used it for a few months because the customer support was horrible and the system itself was very complex and not easy to use.

• I dislike the clunky, overwhelming design.
• I also do not recommend their customer support.
• The setup of workflows is also complicated and it is not common sense to find options on the platform.

I prefer other options as iCIMS is not user-friendly in my opinion.

The need for reporting tools. The customization options. The integrations.

It has not changed.

A large corporation.

• Moving from a 100% paper process, iCIMS allowed my team to collect applicant information and respond to them (advancing/declining) efficiently and fully electronically.
• The user experience for our HR team and other staff has been great. It’s very easy to navigate.
• The continuous improvements done to their offering.

Our organization bought iCIMS to move from a paper-based process to one that is electronic and all online. We did not have an ATS until iCIMS. When looking at vendors, we were seeking a robust offering that could help us elevate our recruiting efforts. We loved the ability to customize the business processes to our company’s needs and that we can do outreach campaigns right from the software.

• It can be difficult to create custom reports and find them easily when trying to quickly pull information. You have to know very specific prompts and is not very intuitive.
• The cost of the iCIMS offering.
• When creating targeted recruitment campaigns, we wish we could incorporate more of our own branding and formatting.

Overall, it’s an offering that will easily support most organizations recruiting efforts from start to finish. iCIMS focuses on recruiting and onboarding as its primary focus rather than trying to support all areas of HR like many of its competitors. They specialize instead and do it very well!

First, evaluate when your organization needs are for a vendor. If you need a vendor to support your recruitment efforts, iCIMS is a wonderful offering! If your company needs a more complex system that provides a full HRIS offering, you may then want to consider alternatives.

One of the biggest benefits of iCIMS is that they are always looking for ways to innovate and be better. For example, after we partnered with iCIMS they launched a feature to be able to text candidates, which really elevated our experience working with candidates.

Medium and large organizations needing a solution to support recruitment and onboarding efforts.