It offers a wide range of workflows and features. It was user-friendly. Customer support was great. Integrations were strong. It allowed clients limited access to iCIMS instead of full enterprise access.

iCIMS had a pretty good overall package. It wasn't just an ATS; it provided onboarding, video interviewing, and, if I remember correctly, texting via the system as well. There was also the capability to build candidate pipelines for current or future needs.

It included interview scheduling functions to avoid a lot of back and forth via Outlook. We were looking to eliminate many manual processes and consolidate into one ATS/HRIS. I used this for about two years.

It is slightly higher in cost. I find other ATS platforms to be less complex. It can be tricky to learn initially.

I would compare this as a silver medalist to SuccessFactors or Workday. It has excellent capabilities, but reporting is better on Workday, and SuccessFactors is more user-friendly. Of those three, I would always choose SuccessFactors; however, iCIMS is not a bad option.

Price depends on company headcount and number of users. Consider whether the organization will use this for HR and onboarding as well. There is a free trial, so it is worth trying for a larger organization.

The features for HR and compliance have evolved. Since they work with larger companies, they likely understand that organizations must stay compliant to avoid litigation or hefty fines.

iCIMS is definitely suitable for a large-scale company, particularly one looking to integrate an ATS with an HRIS.

I like how smooth the background check process is. It was easy to move applications through the system to reach that stage. The applications were easy to read, and everything was formatted the same way.

My organization started using iCIMS because it was part of a background and drug screening package. We used it for about 10 months before discontinuing it. It made the background screening process easy because the applicant entered all of their information.

The main issue was the additional steps required to get applicants to enter their information when we recruited from job fairs or other platforms, as they had to complete the application twice.

We stopped using it during a hiring ramp-up because applicants were unable to reapply after the system automatically denied their applications.

It is not a job board that applicants are familiar with, so it was difficult to get people to apply through iCIMS. It would automatically reject applicants, and they were unable to reapply. There were many unnecessary steps to move an applicant through the process, and skipping them was not possible.

I used a similar applicant tracking system with ADP, and both operated similarly. iCIMS was easier for the background check portion, but ADP was more efficient in all other aspects.

Consider whether your applicants have access to computers, as the tool is not mobile phone friendly. Think about how many people you need to hire and how tight your hiring deadline is.

Unknown as we didn’t finish a full year using the platform.

iCIMS is good for low-volume staffing needs.

• I appreciated the clear separation of applicants by status—new, reviewed, screened, interview, and so on.
• The interview scheduling feature was convenient, as it coordinated with managers' calendars and automatically sent availability to candidates.
• The smooth transition from applicant to hire allowed data to transfer efficiently to payroll and enabled onboarding checklist management within the system.

The company I worked for purchased iCIMS before I joined. I understand it was implemented to replace an internal system that relied on a simplified spreadsheet and Indeed for collecting applications. I used iCIMS for approximately three years. It served as a more structured and centralized solution for managing the recruiting and hiring process, addressing the inefficiencies of the previous manual system.

• The system was not fully configured, and certain onboarding elements were missing, which could have been resolved with better setup and utilization.
• It lacked proper training for HR staff and managers, which limited its effectiveness.
• I would have preferred a more comprehensive list of onboarding documents, particularly those needed in healthcare, such as HIPAA-related forms.

In my experience, iCIMS is less competitive compared to more modern systems. It lacks many of the advanced features and user-friendly design offered by newer software platforms.

Companies should identify the essential features they need and avoid compromising on key functionalities. It's important to evaluate how the vendor and account representatives support data migration and system implementation. Ensuring proper setup and support before going live is critical to long-term success with the tool.

During my time using iCIMS, I did not observe any meaningful updates or feature enhancements that addressed user needs or kept pace with industry competitors.

iCIMS is well-suited for smaller companies looking for a simple way to start building an applicant database and manage new hires in an organized system.