22 Best Applicant Tracking Systems (ATS): Full Comparison 2025

• We like the automation it provides for our processes.
• We appreciate the full visibility into the candidate pipeline and stages.
• We also like that it integrates seamlessly with our HRIS.

We have used Greenhouse for approximately four years. At the time of purchase, we were in high-growth mode and needed a scalable solution that could integrate with our other tools, offer a clean user experience, and provide robust analytics. We also aimed to automate many of the manual processes already in place.

I have personally used the tool since implementation. It has eased some of our challenges, particularly with integrations and automation, though it has not consistently delivered actionable analytics.

• The reporting and analytics features are lacking; we would like more detailed metrics on time to hire, candidate pass-through rates, and overall hiring metrics that help assess a candidate's likelihood of success in our organization.
• Although candidates find it easy to use, some hiring managers struggle with inputting value-added interview notes. We would benefit from guidance on making feedback objective, bias-free, and actionable.
• We would also appreciate additional features that help reduce bias in the hiring process.

Greenhouse is more robust than JazzHR, our previous ATS solution. It offers better automation, stronger integrations with other tools, and is relatively easy to configure. We strongly prefer using Greenhouse.

• Search and Filter: The ATS should have strong search capabilities to find candidates based on skills, experience, and qualifications.
• Workflow Automation and Interview Scheduling: Customizable recruitment workflows and automated communications reduce manual workload. Built-in calendar integration and scheduling tools help hiring managers prioritize interviews without getting bogged down in logistics.
• Job Board Integration: Seamless posting to multiple job boards, especially LinkedIn, is essential in the current market.
• Analytics Dashboard: A visual display of key recruitment data helps drive decisions about pipeline management, metrics, and areas for improvement.
• Training Resources: Training materials for hiring managers and onboarding support are crucial during setup and implementation of workflows and automations

• Data Security: Greenhouse has placed greater focus on improving data protection and privacy measures.
• User Experience: More frequent interface updates are being released based on user feedback and usage patterns.
• Integrations: Greenhouse has expanded its partnerships with HR tech providers, which has been helpful as our HR tech stack has grown.

Greenhouse is ideal for fast-growing businesses that need to automate recruitment processes. It is also suitable for companies with geographically dispersed hiring teams that need to collaborate asynchronously.

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.

Workable has an intuitive interface that makes it easy to navigate and manage the entire hiring process efficiently.

Its customizable hiring pipelines and automation features helped streamline collaboration with hiring managers and improved overall workflow.

The reporting and analytics tools provided valuable insights into our recruitment metrics, supporting better strategic planning.

My prior organization implemented Workable to improve and centralize our recruiting process, which had previously been inconsistent and heavily reliant on manual tracking through emails and spreadsheets.

We needed a tool that could streamline job postings, manage candidate pipelines more effectively, and improve collaboration between hiring managers and HR. Workable provided a user-friendly interface, automated workflows, and seamless communication with candidates, which helped us reduce time-to-hire and improve the candidate experience.

It also offered valuable reporting features that gave us better insight into our recruiting metrics and helped us make data-driven decisions. I personally used Workable for about a year, and it’s become an essential part of the hiring process.

Workable’s pricing can be high for smaller teams or companies with fluctuating hiring needs.

Sometimes there were duplicate candidate profiles that Workable didn’t detect.

Integration options with some third-party tools were limited or required workarounds.

The higher-level plans did offer good features, including AI and ATS systems. Workable was also mobile-friendly, which isn't true for some competitors.

Customers should primarily consider how many job openings they currently have and how many they plan to post. It’s also essential to think about which features they actually need and whether they intend to use the system for the entire hiring process or just for posting jobs.

The integration of AI has been a more recent development.

Smaller to mid-sized companies that don't have ongoing hiring efforts can benefit from Workable.

1. Overall, the ability to offer both live and recorded interviews.

2. The cost of the offering was very reasonable compared to its competitors.

3. The customer service you are able to receive from them when needed on demand is wonderful. They’re very responsive usually within a matter of just a couple of minutes.

My organization was looking for a way to screen applicants for an initial interview in an effective and efficient manner. Knowing that, we started exploring options for video interviewing both pre-recorded and live.

Through our research, we identified VidCruiter as an option and ultimately was the one that we implemented. We added their software during the pandemic and have used it since. It’s been a great help, and really reduced our screening times through recorded interviews as we have been doing a large amount of hiring.

1. The company is based out of the country, which was not a preference of our organization for security and compliance reasons.

2. Overall, the functionality of the system, as a whole, was a bit more limited than some of its competitor's offerings.

3. The branding of the offering was a little outdated, and wasn’t as modern as some of the alternative options we considered.

Overall, their offering is reasonably priced software that can be used to accomplish the goal of conducting live or recorded interviews with candidates. 

Many of the other offerings were much more expensive than what we were able to pay. It’s easy to use and the responsiveness of the customer service team is exactly what we needed. Some of the alternatives had much longer wait times in comparison, which we didn’t want to deal with.

It allows us to accomplish exactly what we need without paying a high price and without making our process super complicated for candidates, which we appreciate.

Overall, really determine at the start what you need a software for to help your process. If you are only needing it for basic functions, like conducting a live or recorded interview with candidates, you may find that there are some vendors that offer functionality way beyond that, which may be more than you need.

As a result, this means the price tag of those offerings could be significantly higher, more than you can justify, or are willing to pay. Once you’ve identified what you need and can pay, it really helps narrow down the list of vendors that you can move forward with.

One of the biggest improvements our organization has experienced in working with them is that they built integrations with other systems that now make our process really smooth.

For example, we utilize Workday for our HRIS and their software integrates smoothly. This wasn’t something we had at the beginning of our experience as a customer, but now have it and it’s really helped become a seamless transition from one software to the next.

Great for an organization that doesn’t need all the bells and whistles, but that needs an offering that can do basic functionality like live and recorded interviews with candidates. So ideally, the best fit would be for a small or medium size organization.

If you are a large organization, you likely want more personalized branding, a modern look and feel, and a more robust offering than what they can offer.

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.

• AvaHR makes it incredibly easy to customize hiring pipelines for each dental office we support, offering flexibility without added complexity.
• The automated communication tools save us considerable time and ensure every candidate receives timely, professional responses.
• The interface is clean and intuitive, enabling both our team and clients to start using it with minimal training.
• Customer support is responsive and genuinely helpful whenever we have questions or need assistance.

At Desert Dental Staffing, we were looking for a solution that could streamline our internal hiring and support the many dental practices we partner with. Before using AvaHR, we managed too many manual processes and spent hours following up with candidates and clients.

We needed a tool that was user-friendly, scalable across multiple locations, and professional enough to reflect the high standards of the dental offices we serve. AvaHR met all those requirements. It allows us to centralize hiring, automate candidate communication, and deliver a seamless, branded experience for each client.

I’ve personally used AvaHR for over three years, and it has become a key part of how we help dental businesses fill roles more quickly, efficiently, and with less hassle.

• The mobile experience could be more streamlined to make managing tasks on the go quicker and more efficient.
• The platform does not currently include features for verifying dental-specific certifications or licenses, which would be a valuable addition during candidate screening.
• Some of our dental clients would prefer built-in scheduling tools that better align with typical dental office hours and appointment flows to simplify interview coordination.

Compared to JazzHR, which I’ve used before, AvaHR feels more modern and user-friendly, with a cleaner interface that simplifies the hiring process. While JazzHR has solid features, AvaHR’s automation tools—particularly those for candidate communication and pipeline customization—are more intuitive and flexible.

We also appreciate AvaHR’s ability to scale across multiple locations without becoming overly complex. Overall, we prefer AvaHR because it strikes a better balance between functionality and ease of use, enabling us to hire efficiently without requiring extensive training.

When selecting a hiring tool like AvaHR, prioritize ease of use so your team can adapt quickly. Look for automation features that reduce repetitive tasks, especially those involving candidate communication.

Ensure the platform allows for process customization to fit your organization’s specific needs. Integration with your current software and the quality of customer support are also critical factors. Testing the platform with your team before committing can help confirm whether it's a good fit.

AvaHR has evolved significantly to meet the changing needs of its users, especially small to mid-sized businesses seeking efficient hiring solutions. Notable enhancements include:

• Enhanced Automation with Pipeline Triggers: Customizable triggers automate tasks based on a candidate's stage in the pipeline.
• Advanced Candidate Engagement Tools: Culture Profiles allow businesses to showcase their work environments through videos, photos, and text, attracting culturally aligned candidates.
• Seamless Integrations: AvaHR has integrated with tools like Gmail and Google Sheets via Zapier, improving communication and data workflows.
• User-Friendly Interface and Onboarding: The platform delivers an intuitive interface and quick onboarding experience, allowing teams to start hiring efficiently with minimal setup.

AvaHR is ideal for small to mid-sized businesses looking to streamline their hiring process. It is particularly well-suited for medical and dental practices. Any business facing organizational challenges in recruiting or looking to save time and money will benefit from using this tool.

Efficient Tracking: It keeps all candidate information and statuses at our fingertips.

Customizable Workflows: We can tweak processes to fit exactly how our teams work.

Integration Friendly: It works well with our other HR and operational systems.

During my time at Maersk, we implemented a platform called RecruitCRM to address the challenges we faced in managing recruitment efficiently and effectively on a global scale due to our widespread operations and the need to oversee numerous recruitment activities each year. The application enabled us to consolidate candidate information in one place, which helped organize our communications and monitor the overall progress of recruitment processes.

I used the system for more than two years, and it significantly improved our ability to coordinate efforts across different regions, leading to a more seamless and cohesive hiring process. This development greatly enhanced our approach to handling our diverse recruitment needs.

Learning Curve: It took time for everyone to get the hang of it.

Occasional Glitches: Sometimes, there are minor bugs, especially after updates.

Limited Awareness: The shipping industry uses so many products that many people aren't familiar with this one.

RecruitCRM stands out due to its flexibility in accommodating recruitment processes and its ability to integrate seamlessly with other systems or tools. This sets it apart from tools that may lack user-centered features and customization options.

I recommend ensuring it can scale with your organization and integrate with your existing systems. Ease of use is also crucial—no one wants a tool that’s difficult to learn. Additionally, check how robust their customer support is because you’ll likely need their help at some point.

When I used it, I noticed upgrades that enhanced its user-friendly interface and incorporated new features based on feedback from users. It seems they are quite dedicated to adapting to market needs.

It's perfect for large, international companies like ours that deal with a high volume of applicants across many different sectors. It's robust enough to handle complex processes and large amounts of data.

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.

• Ashby is responsive to customer feedback—since its founding, the team has consistently solicited feedback and implemented changes when possible.
• Ashby has built a strong community through a dedicated Slack group and hosted events, particularly for recruiting operations professionals. It also keeps users informed of product changes in real time.
• The platform is operationally reliable and rarely experiences downtime, which builds trust.
• The bulk data update features make it easy to clear outdated data, flag compliance issues, and reorganize interviews.

Ashby is an excellent product for companies aiming to prioritize hiring excellence and establish strong processes from the beginning. Since it was initially built as a data analytics platform, the theme of high-quality data is consistent throughout.

The automations and AI elements built into the system are well-designed. Having used it for multiple years, it's been great to see how the team has taken feedback from the community and incorporated it into the product.

Benefits:

• Strong data foundation
• Frequent feature updates and rollouts
• Quick response to user feedback
• Thoughtful design

• The Foundation plan removes many of Ashby's core strengths, including custom reports, dashboards, e-signature docs (except for offer letters), and custom fields for candidates or jobs.
• Ashby's pricing model is based on elevated users rather than total employee count, which adds administrative complexity when managing access.
• The data schema requires a learning curve due to Ashby-specific terminology, which can make building accurate reports more difficult.
• While the reporting capabilities are powerful, the process of creating dashboards can be unintuitive, with occasional bugs like reports not appearing instantly and work being lost without frequent saves.
• The UI/UX can feel cluttered, especially for new users, as the platform presents a significant amount of information at once.

For organizations with a recruiting operations team and a preference for innovation, Ashby is a strong choice. Building automations and configuring data within the platform is easier than with most competitors.

That said, Ashby may not be suitable for every company. Businesses lacking an operations-focused person or struggling with inconsistent hiring processes may find other ATS platforms more appropriate to help build foundational habits before transitioning to Ashby.

• During implementation, assess whether you can pause operations briefly to run user training sessions so everyone becomes familiar with Ashby's terminology.
• Consider your projected growth—if every team member needs to be an elevated user, the pricing could become comparable to other platforms.
• Identify a team member who can serve as your Ashby SME, responsible for managing updates and configuration.
• Determine whether Ashby will replace any existing tools or whether additional platforms will still be required.
• Clarify how your organization will use the data—will department heads interact with Ashby directly, or will reporting be shared in external formats like PDFs?

Ashby’s user base is passionate about the product, and the internal team matches that enthusiasm by consistently implementing community-sourced feedback. This responsiveness is one of the platform’s greatest strengths.

Users:

• Recruiting operations professionals skilled in root-cause analysis, analytics, and systems thinking
• Solo talent acquisition professionals who can design and optimize workflows
• Growing recruiting teams aiming for consistency

Organizations:

• Companies with a well-defined hiring culture and identity
• Organizations that value automation, data, and collaboration with their ATS provider
• Teams willing to invest time upfront for long-term efficiency gains

The coordination of the hiring process among team members was significantly improved, reducing miscommunications and the hassle of scheduling. Manatal's candidate tracking and database features prevented delays in the recruitment stages and helped us avoid losing good candidates to human error.

The ability to create company showcase web pages was invaluable in attracting sought-after candidates for challenging positions. Additionally, the access to detailed reports and data supported our decision-making with evidence, optimizing our recruitment budget and strategies.

We adopted Manatal to address challenges in managing a high volume of recruiting, especially for hard-to-fill positions with lengthy recruitment processes. We found it difficult to efficiently find the right candidates, and the coordination of the recruitment process was hard, resulting in missed tasks and delays. Additionally, we sought a better way to showcase our company as an attractive place to work, as traditional job postings were insufficient. We experienced loss of good candidates due to protracted processes or confusion over contact points and screening stages. Manatal offered a solution to better coordinate hiring efforts, track candidate progress, and enhance our attractiveness to potential applicants. I personally have used it for about a year.

Some team members found the interface unintuitive, with key features like email templates being hard to locate. The lack of a standalone mobile app initially was a limitation (not anymore), and certain functionalities, such as self-scheduling for candidates and enhancing the focus on candidate relationship management, needed further development for a better candidate experience.

Manatal holds its ground as a competitive tool in the recruitment software market, offering a comprehensive set of features. However, it required a steeper learning curve compared to other tools I have used, although it also provided superior customer service, which added value to our experience.

Prospective buyers should weigh the cost against their specific needs. If your organization does not engage in frequent hiring or if the existing team efficiently manages recruitment, this tool might exceed your requirements. However, for businesses with high recruitment volumes and a collaborative hiring process, Manatal could streamline operations, enhance your company's appeal to candidates, and potentially lead to more successful hires.

Manatal has made significant improvements, including the development of a mobile app and enhancements to its user interface to be more intuitive. The dashboard has been upgraded for easier navigation, reflecting the company's commitment to evolving in line with user feedback.

Manatal is ideally suited for small to medium-sized companies engaged in frequent hiring. It is particularly beneficial for organizations with collaborative hiring processes and those needing to attract high-demand candidates through compelling career pages.

Reports can be customized to fit specific needs. BambooHR shows when candidates or employees have viewed emails, which is helpful when they claim otherwise. It provides tracking for performance reviews.

The company I have a contract with did not have an ATS and was using Excel, which is outdated for tracking and consolidating information. I was tasked with researching and finding a solution that would work for a small company and fit our budget and needs.

I implemented BambooHR with the representative and have been using it for over four years. The primary reason we needed it was to track all candidates and create historical data, which is also required by law. We also use it to acknowledge birthdays, track training courses (in the healthcare field), complete 90-day probation evaluations, and monitor one-year anniversaries.

Additionally, we run reports for various departments. One of the most useful features is the ability to email and respond directly to candidates without copying and pasting results into Excel. A helpful bonus is the ability to see when candidates or employees open emails.

Many extra features are expensive. Sometimes, you must schedule a call or meeting to receive clear answers. Some reports are not configured to pull exactly what you need or lack sufficient options.

The pricing works for us—BambooHR meets our needs on a small scale. We operate two different companies and were not able to nest them under the same system, even though they are similar.

Add-ons are billed separately. After implementation, someone within the company needs to become the expert on the system. The implementation period was quick and somewhat rushed.

They have added new features that are either free or included in the selected package, which is a plus. They also offer many tutorials and a self-help support page.

BambooHR is a good fit for small businesses that do not require extensive customization or frequent large-scale changes.

• Ease of Startup: We implemented the essential features quickly and can scale as we grow.
• Integrations: It integrates with LinkedIn Recruiter, Indeed, and Hubspot—three essential tools in our workflow.
• Structured Interview Process: With a geographically dispersed and largely remote workforce, this feature ensures consistent interview quality and helps capture cultural considerations, supporting fairness and preparedness.

The company was bringing all People functions in-house and needed a tool for talent acquisition. The basic requirements were to post jobs, build a candidate pool, and generate offers. Lever provided this functionality without high costs or a lengthy implementation timeline.

We were also attracted to its additional integrations and reporting features, which could scale as the company’s needs evolved. Many of our other software tools offer integration support with Lever.

• Customization: While customization is possible, the associated services significantly increase costs, which is not ideal for smaller, budget-constrained companies.
• API Fee Cost: Integration costs are high compared to other providers.
• Onboarding: The onboarding workflow features are limited, requiring us to supplement with manual processes. We hope this will be resolved in the future.

Lever includes the core features common to many applicant tracking systems—job postings, candidate applications, and interview management. It stands out for its resume parsing, email templates, and DEI capabilities. It falls short in onboarding features and affordability compared to some other tools.

The top three criteria to consider when evaluating Lever are:

• Candidate management—what data you need to collect and the expected volume.
• Integration—what other tools you want to connect with this platform.
• Scalability—how affordable and complex it will be to expand the tool’s features as your organization grows.

We began using Lever in 2020 and have not seen major new product enhancements since then. However, the quality and stability of existing features have improved.

Lever is suitable for organizations of any size.

• Simple design/easy to use.
• Multiple integrations.
• Low cost

We began to offer recruiting services at our agency and needed an Applicant Tracking system that was simple and efficient but could also be easy to use for the client once we had filled the role.

• Inability to log into multiple clients' accounts at the same time.
• No video screening integration.
• Candidate’s email replies are not easy to see/notifications

I prefer that JazzHR is easy to follow compared to other ATSs’ whose dashboard views are overwhelming and difficult to navigate.

They should consider the integrations they want to use. JazzHR has great workflows and integrations but the setup is very manual and somewhat limited compared to other competitors. They should also consider the number of users needing access as this can be limited depending on the plan chosen

JazzHR has continued to add new integrations such as Calendly.

All organizations

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.

• Avature improved our recruitment workflows and increased efficiency through automation.
• It significantly enhanced the hiring manager experience, simplifying requisition creation, tracking, approvals, and engagement with recruiters.
• The platform offers extensive customization options to fit the needs of any business.

My organization sought an end-to-end solution to streamline workflows, including sourcing, applicant tracking, career websites, employee referrals, internal mobility, and onboarding. The goal was to improve the candidate and hiring manager experience significantly while enhancing the efficiency of recruitment processes.

After evaluating the market, we chose Avature because of its robust platform and ability to customize features to meet our needs. Its suite of solutions allowed us to upgrade talent acquisition and engagement processes, such as building a talent community and driving internal mobility.

Avature’s seamless integration with other HR systems was another key factor in our decision. We have used it for over three years.

• The custom report builder is limited in capabilities, and the dashboard views are not user-friendly.
• The team experienced a steep learning curve, and it took a long time to establish workflows and processes.
• There is limited training material available, which hindered onboarding and adoption.

Avature stands out for its high level of customization, allowing organizations to tailor the platform to their unique needs. Its strengths in applicant tracking and talent management make it a preferred choice for companies seeking enhancements in these areas and scalability.

However, it has room for improvement, particularly in custom reporting, which lacks advanced features offered by competitors. The steep learning curve and limited training resources are also drawbacks compared to similar tools.

Assess your recruitment team’s comfort level with adopting new technology, as Avature requires significant time for implementation and process setup. Consider your reporting needs, as its custom reporting features are limited. Additionally, ensure your organization has the resources to invest in training and system adoption to maximize its potential.

Avature has introduced enhancements in talent management areas such as onboarding and internal mobility. They actively incorporate customer feedback into platform updates, showing a commitment to continuous improvement.

Avature is ideal for organizations with at least 10 recruiters that need robust recruitment workflows and extensive customization options.

• It is excellent for handling EOR, contractor, and employee payrolls in a single system.
• The platform is relatively easy for employees to navigate.
• Customer service is responsive and helpful when issues arise.

I originally purchased Rippling to serve as an Employer of Record (EOR) for international employees. I later migrated our HRIS to Rippling for U.S.-based employees as well. I have used Rippling for EOR functions since 2023 and for U.S. employees since early 2024.

One of the key benefits is the ability to pay both international and domestic employees through a single system. This has simplified payroll operations and improved overall administrative efficiency.

• The integration process was lengthy and difficult; our rep moved to a different country during implementation, delaying the hiring of two international employees by two months.
• There was an attempt to increase our negotiated monthly cost, though they honored the original rate once I provided documentation.
• Benefit integration is more manual than expected unless an additional service is purchased, which we do not currently find cost-effective.

Rippling offers a broad range of features and services in one platform. While its coverage is impressive, I would prefer to see more included functionality without additional fees.

If the goal is primarily payroll, Rippling is a strong option. If you need a fully comprehensive HRIS, there are other platforms that offer more robust features.

Rippling has added more countries to its EOR program and continues to expand device and IT services. The system has become more user-friendly, and its add-on services support the goal of an all-in-one solution, although these come at an additional cost.

Rippling is well-suited for small to mid-sized organizations with 10 to 150 employees.

I like Tellent Recruitee because it is very easy to use. It has a user-friendly interface that allows me to perform all workflows efficiently. I can quickly post jobs and move candidates to different stages, saving me much time. The platform is designed to make it simple and quick to use, which is a big plus. I also appreciate that it's very straightforward to use all the workflows, so I can spend little time figuring out how to do something. Overall, Recruitee has made my recruitment process much more efficient and streamlined, which is why I continue to use it.

My organization was searching for an applicant tracking system (ATS) that could connect to multiple job portals, especially in Europe. In addition, the ATS they wanted should have a user-friendly interface so that both hiring managers and other team members can easily use it and be easy to set up.

The organization needed help with its previous ATS system. Connecting to job portals, especially those targeting European markets, was a significant pain point. Hiring managers and other team members needed help connecting to their google calendar, adding to the frustrations. The user interface of the previous ATS could have been better, making the overall experience negative.

To overcome these issues, the organization decided to switch to Tellent Recruitee in August 2022. Tellent Recruitee has provided numerous benefits to the organization and effectively solved the pain points they faced with their previous ATS system. With the ability to connect to over 20+ job portals, including regional portals for specific countries, the organization can now reach a broader range of job seekers. The user-friendly interface of Tellent Recruitee has made it easier for hiring managers and team members to navigate and use the system, improving their overall experience. Additionally, connecting the google calendar to Tellent Recruitee was a breeze, making scheduling and organizing interviews much simpler.

Since August 2022, the organization has been using Tellent Recruitee and has found it to be a reliable and efficient solution to their recruitment needs. The ability to create a complete job workflow within the system has made the recruitment process smoother and more organized. The support team of Tellent Recruitee is also a plus, providing quick and helpful assistance when needed.

One thing I dislike about Tellent Recruitee is the lack of an option for directly promoting jobs on LinkedIn. Currently, Tellent Recruitee doesn't have this feature, which can be a drawback for those who rely on LinkedIn for their recruitment process. Not being able to promote jobs directly on LinkedIn adds an extra step to the process and can be time-consuming. I hope that Tellent Recruitee will add this feature to enhance the user experience and make the recruitment process more efficient.

Tellent Recruitee is different from other applicant tracking systems (ATS) because they have good after-sales service. They listen to customer feedback and make changes based on it. They also have a close relationship with their customers and understand their problems. Other ATS that I have used do not have these features.

When buying an applicant tracking system (ATS), people should consider the following criteria:

• Ability to connect to local job portals
• User-friendly interface
• Ease of creating workflows
• Capability to process offer letters
• Integration with calendars to schedule meetings.

As I have yet to study Tellent Recruitee's history in depth, I can only speak about my experience with the company over the past six months. In that time, I have found Tellent Recruitee to be highly responsive to their customers' needs. They have been able to integrate the solutions we requested and are in the process of adding new features, such as background check capabilities. They have also recently added more portals to better match the needs of their users. Overall, it is clear that Tellent Recruitee is dedicated to making their customers happy and understanding their real-time problems. They go above and beyond to ensure that their users are satisfied with their products and services.

Tellent Recruitee is a user-friendly tool suitable for organizations in various industries, including IT, healthcare, e-commerce, and startups. Its user-friendly interface makes it accessible to anyone with basic computer knowledge, while advanced features are ideal for HR professionals. This versatility makes Tellent Recruitee a good option for organizations of all sizes and types.

• SmartRecruiters is easy to navigate, which saves time when posting jobs and managing candidates.
• It supports effective collaboration, making it simple to collect feedback and keep hiring teams aligned.
• The reporting tools provide clear insights into recruiting performance and areas for improvement.

When I worked at Etsy, we started using SmartRecruiters because managing all the open roles across various teams had become hectic. We needed a tool that could centralize everything—job postings, candidate tracking, and collaboration with hiring managers—without the constant back-and-forth.

SmartRecruiters streamlined the entire process and helped keep everyone aligned. I found the communication features particularly useful for getting quick updates within the platform. I used it frequently during my time at Etsy, and it quickly became my primary tool for managing recruiting. I used it for 1.5 years while working at Etsy.

• The notification system can become overwhelming, making it easy to miss important updates.
• The reporting features could be more customizable to better suit specific needs.
• Onboarding new team members can take longer than expected due to the number of features available.

Compared to other recruiting tools I’ve used, SmartRecruiters strikes a strong balance between user-friendliness and robust functionality. Some platforms feel either too limited or too complex, but SmartRecruiters offers a middle ground that works for both recruiters and hiring managers.

It promotes collaboration across teams, which helps move candidates through the process efficiently. Its reporting tools provide useful insights without being overly complex. I prefer SmartRecruiters because it simplifies recruiting without compromising on essential features.

When choosing a recruiting tool, consider whether it fits your team’s workflow and is easy for all users. Look for strong collaboration capabilities, as hiring typically involves input from multiple stakeholders.

Assess the tool’s ability to provide clear reporting and analytics to track hiring progress. Also, evaluate the level of customer support, which can be crucial when implementing or troubleshooting the platform.

SmartRecruiters has evolved by making the platform more intuitive and user-friendly. It now offers greater customization to match different hiring workflows, allowing teams to work in the way that suits them best.

Communication tools have improved, making it easier for recruiters and hiring managers to stay connected. The reporting and analytics have become more detailed, providing valuable insights for decision-making.

Improved integrations with other HR systems have also enhanced the overall experience.

SmartRecruiters is well-suited for mid-sized to larger organizations managing multiple roles across departments. It’s ideal for teams that emphasize collaboration among recruiters, hiring managers, and stakeholders.

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.