• I liked the ability to see our recruiting data quickly for each open position.
• I liked having a seamless way to track information—recruiters, hiring managers, and candidates were all on the same page when using Lever.
• I liked how user-friendly it was. Whenever we needed to train a new team member, it was easy for them to get started.

The organization I worked for managed Lever on behalf of a client. The client was looking for a user-friendly ATS that displayed data efficiently, which Lever provided. The client had previously managed the recruiting process manually, so Lever offered a significant improvement. They appreciated the customization Lever made available. It streamlined their process and made managing recruitment much easier.

• I would have liked more flexibility in Lever's reporting and analytics. A dashboard for quick viewing would be helpful.
• Lever's sourcing tools were very basic. I wished it included tools for quickly contacting candidates.
• I would have liked a way to engage candidates passively. If a candidate wasn't a fit for a role, the only way to organize them was to reject them; there wasn’t a way to store them in folders for future positions.

Compared to Greenhouse, Lever does offer less customization.

Companies should consider their business needs and whether the tool meets them. Too often, a company implements an ATS that doesn't allow for customization of their processes.

Lever has improved its user interface to make it more user-friendly.

Lever is great for organizations with high-volume recruitment.

• Lever’s modern and intuitive interface makes it easy to learn and use.
• The email templates and automation tools help save time and streamline communication.
• The collaborative hiring features make it simple to share feedback and coordinate across the entire team.

We chose Lever because we needed a way to track candidates across multiple positions. We also needed a solution for managing interviews, screening candidates, and organizing the hiring process. This tool allows us to efficiently hire candidates and transition them into employees.

Lever stood out due to its user-friendly interface, automation tools, and pricing. I have personally used Lever for about a year.

• Lever’s pricing can be expensive for smaller teams.
• The reporting features are not as customizable as I would prefer.
• Some of the more complex integrations are not as seamless or practical.

Lever stands out for its ease of use and strong collaboration features. Greenhouse, for example, offers more advanced customization and reporting capabilities but has a steeper learning curve. Workday Recruiting is better suited for large enterprises with complex HR needs. Lever is a great choice for mid-sized companies.

Consider your company’s employee count. Evaluate how many hires you make per month and per week. Determine which automation tools you need. Review the integrations required to ensure compatibility with your existing systems.

Over time, the automation features have expanded, along with the number of available integrations.

Lever is a great fit for mid-sized to large companies that need a collaborative hiring process.

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

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

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

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

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

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

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

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

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