The Top 16 Best Applicant Tracking Systems In 2024

This post will explain applicant tracking systems. Are you in the demand for a new applicant tracking system to aid your recruiting and talent acquisition efforts? We’ve looked at hundreds of different suppliers to figure out which are the best applicant tracking systems, as well as anything else you need to know about buying the best applicant tracking software (including our organiser spreadsheet complete with sample questions for demos and lots of great resources).

A new applicant tracking system (ATS) is a wonderful method to optimise your hiring process by improving sourcing, streamlining workflows, and customising features like career sites, job board distribution, candidate messaging, and more. According to Gartner, 78 percent of recruiters believe that utilising an ATS helps them find better applicants faster.

The Top 16 Best Applicant Tracking Systems In 2024

In this article, you can know about applicant tracking systems here are the details below;

Check out this service that will recommend ATSs based on your company’s needs for organisations that need a little additional support.

There’s little doubt that the advantages of a modern ATS can speed up your team’s recruiting process. We are mindful, nevertheless, that there is a vast universe of merchants. So, we’ve done our homework. We spoke with HR and recruiting professionals, vendors, and industry experts to compile the list of finest vendors, as well as other helpful information, to make selecting the correct platform as simple as possible. Enjoy!

So you don’t have to, we spent hundreds of hours researching the best HR and recruiting software. During our research phase, we never accept money from vendors and rely primarily on practitioners and experts to assist us propose the best software. However, if you click on vendor links on this page, we may receive a commission.

A Quick Overview: Applicant Tracking Systems at Their Finest

Pinpoint

Pinpoint is a modern applicant tracking system with capabilities for recruitment automation, candidate experience management, and diversity hiring, to name a few.

JazzHR

JazzHR is laser-focused on small and medium-sized businesses’ particular recruitment needs. SMBs may use their solution to not only find, track, and manage candidates, but also to improve their employer brand.

Greenhouse

Greenhouse is not only a feature-rich recruiting solution, but it can also be expanded with over 300 pre-built integrations.

VidCruiter

VidCruiter’s applicant tracking system (ATS) is both strong and user-friendly, with over 75,000 recruiters using it. It can be bought separately orcombination with other VidCruiter platform recruitment tools as needed.

Freshteam

Freshteam is a comprehensive HR suite that is adored by businesses of all sizes. It is owned by Freshworks, a provider of all kinds of business solutions that are economical yet on pace with the market’s best offers.

Recruitee

Recruitee’s applicant tracking system is not only powerful, but also cost-effective and scalable. Before making any commitments, you may try it out for free for up to 18 days.

ClearCompany

ClearCompany is a one-stop shop for enterprise-level HR software. You can use their ATS in conjunction with onboarding, performance management, employee engagement, and workforce planning.

Teamtailor

We like Teamtailor because it not only has all of the capabilities you’d expect from an ATS, but it also has built-in employer branding tools.

Manatal

Manatal not only has most of the features you’d expect from a low-cost ATS, but it also adds AI-powered features like candidate filtering and recommendations.

Avature

Avature is a robust platform that combines ATS and CRM functionalities. One of its most useful advantages is the ability to personalise procedures for both recruiters and candidates, ensuring that everyone has a positive experience.

iCIMS

In this field, iCIMS is a behemoth. iCIMS’ Talent Cloud includes comprehensive tools that will help you manage candidates throughout their lifespan. It is designed for major enterprises with a global presence.

SmartRecruiters

SmartRecruiters’ enterprise-grade talent acquisition portfolio includes solutions for candidate sourcing, assessment, and engagement, as well as native collaboration and AI technologies, in addition to applicant tracking.

Trakstar

Trakstar Hire is fully customizable, allowing you to personalise every stage of the hiring process, including the application, questionnaires, procedures, interview dates, notifications, and more.

Workable

Workable is a comprehensive and scalable recruiting solution. Their AI-powered sourcing solution may provide you access to over 400 million candidate records and interacts smoothly with their ATS and other products.

Lever

Lever is a robust, enterprise-grade recruiting solution that combines the capabilities of an ATS and a CRM, and is used by several big-name companies like Netflix, KPMG, and McGraw Hill.

BreezyHR

If you’re a small business just getting started with ATSs, Breezy is a good place to start. Breezy’s user-friendly and intuitive design makes it easier to find, manage, and recruit applicants.

What criteria did we utilise to select the best vendors?

We take our research enormously and want to ensure that we are providing our readers with the greatest software solutions available. The following is how we choose vendors for our buyer guides:

Goods: Before recommending a vendor’s product, we want to know everything there is to know about it. This usually entails having a demo from a top executive (their CEO, head of product, etc.) and/or using the product ourselves to ensure that it has a good user interface, intuitive workflows, and the features that make it a best-in-class offering.
User feedback: We make every effort to comprehend what people have to say about this product. User feedback allows us to conduct more comprehensive product due diligence, identify new vendors, and ensure that we are offering the proper products to our readers.
Financial metrics: As financial nerds, we look at retention rates, growth, profitability, and size to determine whether a product is genuinely best in class.
Best for a certain use case: The best solution isn’t always the most expensive, or the best tool for international companies, or the best for startups. We aim to supply a variety of options so that our readers can select the appropriate tool for their needs.

If you desire to learn more about how we find merchants, go here.

It was featured in

Best Applicant Tracking Software

We follow thousands of HRTech solutions, and these are the finest ATSs as of 2022, according to our research and expert council.

1. Pinpoint

Why do we like it?

This is another applicant tracking systems. Pinpoint is a modern applicant tracking system with capabilities for recruitment automation, candidate experience management, and diversity hiring, to name a few.

Pros • A robust career site builder that enables teams to attract and convert the right people • A versatile applicant tracking system that enables teams to tailor the solution to their specific recruitment needs. Also check artificial intelligence software

An ever-expanding number of integrations with best-in-class HR technology

Cons

Their employee onboarding module isn’t free, but that’s to be expected given that most ATSs do the same.
If you wish to employ specialists to implement highly precise adaptations into your system, Pinpoint is not the best answer for you.

Pinpoint Review: It is no exaggeration to claim that Pinpoint offers one of the greatest ATS systems available. The solution is straightforward, with a clean user interface, and strong features like automations and a career site builder that provide your recruitment staff the tools they need to attract and hire the best candidates.

Unless you’re a Fortune 500 firm, a very tiny company that doesn’t hire much and only requires a simple database, or you’re looking for the cheapest solution (excel, or even something like Notion, if you don’t have budget for an ATS), we usually suggest it’s not worth your time.

Pinpoint Pricing: There are two pricing options for Pinpoint:

Growth: Pinpoint’s starter plan, with up to 20 active jobs at a time, starts at $600 per month when paid annually.
Enterprise: The Enterprise plan, which starts at $1,200 per month when paid annually, provides extra capabilities as well as limitless active jobs.

Pinpoint is suitable for businesses of all sizes.

2. JazzHR

JazzHR

Why do we like it?

Pros

JazzHR is reasonably priced, and there are no restrictions on the amount of users that may be added. It also gives free 21-day trials to anyone who wants to try it out.
JazzHR provides built-in functionality for managing offers. You can use pre-made offer letter templates or design your own, which you can then share with successful prospects.
You can set up automated triggers so that prospects are notified through email when their application progresses in the recruiting process. Other email responses can be automated as well.

Cons

Some users said the JazzHR UI had a learning curve and that it took them some time to get used to it.
There is no free plan for a product aimed at small businesses. We mention this as a disadvantage because competing SMB-focused recruiting software offers free-forever editions, putting JazzHR significantly behind the market.
Several users have complained that the reporting mechanism is difficult to use, with few customization options.
JazzHR doesn’t have a mobile app yet, and the browser version isn’t mobile-friendly.

JazzHR Review: JazzHR is a recruiting software for small businesses that makes it easier to find, engage, and employ qualified applicants. You may use it to create custom-branded career pages, publish positions to a variety of free and paid job boards, and share those jobs on social media sites for maximum exposure. JazzHR allows you to track how far candidates have moved through your hiring process with customisable recruiting stages and processes once they apply for your open positions. You can also use the site to develop offer letter templates, share them with successful prospects, and collect e-signatures.

The Seattle Seahawks, L’Occitane En Provence, TED Conferences LLC, and Chick-fil-A are among the 6,500 firms that use JazzHR.

1 million+ jobs posted • 75 million+ people found • 1 million+ hires made

In addition, according to their case studies, they’ve been able to score significant wins for their customers, including: • A 90 percent reduction in yearly employment expenses

A 500% increase in the number of candidates
At the very least, saving 10-15 hours of work every hire

JazzHR offers three pricing options. They cost the following when billed annually:

Hero: $39 per month for 3 open jobs and unlimited users.
Plus: Unlimited users, open positions, ATS, interviews, and evaluations for $239 per month.
Pro: $359 a month includes everything in Plus plus offers, e-signature, reporting, and all-access support.

JazzHR is best suited for teams at companies with 5 to 500 people, regardless of industry or level of recruiting maturity.

3. Greenhouse

Why we like it: Greenhouse is not just a feature-rich recruiting solution, but it also has over 300 pre-built integrations, allowing you to expand its possibilities even further. This is another applicant tracking systems.

Greenhouse Review: Greenhouse is likely the greatest ATS for the midmarket, and it’s pursuing the enterprise aggressively. Their partner network, which is braced by best-in-class APIs, authorises their clients to use third-party applications for free. Greenhouse is the starting point for about every HRTech vendor that integrates with the ATS.

This service is used by clients such as Air BnB, Pinterest, Hubspot, and others to make data-driven hiring decisions and execute on their hiring plans.

Squarespace, Wayfair, J.D. Power, InVision, and HubSpot are among the Greenhouse customers.

Over 4000 businesses use greenhouse statistics
There are over 360 pre-built integrations in Greenhouse.

Greenhouse offers three pricing options:

Core features and one event are required.
Advanced: 10 events, custom reporting, and scalable processes.
Advanced: Improved CRM, better security, developer sandbox, DEI feature set, and infinite events.

The aforesaid plans’ prices aren’t known up front. To acquire a bespoke price quote based on your company’s size and demands, contact a Greenhouse sales representative.

Greenhouse is best suited for medium- to large-sized businesses.

4. VidCruiter

Why do we like it?

VidCruiter’s applicant tracking system (ATS) is both strong and user-friendly, with over 75,000 recruiters using it. It can be bought separately or combination with other VidCruiter platform recruitment tools as needed.

Pros

Customers of VidCruiter have the option of purchasing specific modules or the whole recruiting suite, which includes all modules such as video interviewing, applicant tracking, talent evaluations, scheduling, and more.

Why The pre-recorded interview option on VidCruiter saves recruiting managers time and avoids schedule problems. It also gives candidates the option of recording their responses whenever they want.

For on-the-go access, VidCruiter enables mobile recruiting. Candidates and recruiters can use their iOS and Android mobile devices to watch pre-recorded video interviews or join live video interviews/conferences.
The account managers at VidCruiter are really hands-on. They’ll not only help you get started with the platform, but they’ll also assist you with additional tasks, such as tracking and conversion metrics for your targeted ad campaigns so you can track their progress.
VidCruiter is a bilingual hiring platform. It’s available in French, Spanish, Portuguese, Italian, Chinese, and Korean for both recruiters and candidates, in addition to English.

Cons

A high learning curve has been reported by a few customers, and the UI takes some time to get used to. • A few users have reported intermittent video lag difficulties that aren’t related to internet connectivity.
VidCruiter’s skills evaluation module is a nice add-on, but it’s not as comprehensive as other point solutions in the space. It does not, for example, support high technical skill assessment.

There aren’t many pre-built integration possibilities with HRIS/Payroll systems in VidCruiter. However, VidCruiter’s team is seeking to extend its partner network, and integrations may be created in response to customer requests.

VidCruiter Review: VidCruiter’s applicant tracking system (ATS) enables you to post jobs to multiple job boards, filter your talent pool with advanced boolean search, rate & rank candidates based on quantifiable data, view real-time reports that highlight time-to-hire & other metrics, create and share branded video content, communicate with candidates via their preferred method of communication, and more.

Each aspect of the recruiting funnel is totally configurable, which is one of its key differentiators. To hire police and fire dispatchers, one of their clients had a 98-step recruitment process!

VidCruiter is a solution worth looking into if you’re looking for a system that can handle video interviews, skills tests, scheduling, text recruiting, and more in addition to applicant tracking.

Customers of VidCruiter include Lowe’s, Lionsgate, Samsung, the Bears, US Foods, and the United Nations.

Over 75,000 recruiters have used VidCruiter.
VidCruiter can cut the time it takes for customers to employ by up to 80%.

VidCruiter Pricing: The expense of VidCruiter’s services is confined by the frequency of hiring. For a patronage price quote, contact VidCruiter’s Sales team.

VidCruiter is best suited for medium to large-scale businesses.

5. Freshteam

Why do we like it?

Pros

Freshteam has a very user-friendly interface that is simple to browse. It has a Kanban-style view of the entire hiring process, from initial contact through offer delivery. Why Freshteam is economical for SMBs to utilise while still offering a feature set equal to more expensive alternatives. Customers can pick from four different options, starting with the free plan and upgrading as their business expands.

Cons

While Freshteam offers a free-for-ever plan for small businesses, the plan is limited in features and only allows for three job listings to be published. Freshteam’s paid plans, on the other hand, are relatively reasonable, and small organisations may use them without breaking the bank if they need to. Freshteam might not be the best fit for businesses and agencies who need advanced applicant tracking, talent sourcing, and relationship management capabilities.

Freshteam is a user-friendly HR suite that includes features like as applicant tracking, candidate screening, hiring, onboarding, time-off management, employee-information management, and more all on one platform.

Freshteam helps you attract top talent for your available roles by providing a personalised career site, connectivity with several job boards, and social media platforms. After receiving applicant applications, your recruiting staff can begin screening resumes, scheduling interviews, and exchanging feedback with all parties involved. Freshteam’s recruiting funnel, which you can design to reflect all stages of your hiring process, makes it simple to keep track of all of this activity.

University of Pennsylvania, Daimler, SAP, Nissan, and JCDecaux are among Freshteam’s clients.

Freshteam

Statistics: • 5000+ firms use it • 4000+ employees worldwide

Freshteam\sPricing:

Growth: $1 per employee per month + $59 platform fee per month billed annually • Pro: $2 per employee per month + $99 platform fee per month billed annually • Enterprise: $4 per employee per month + $169 platform fee per month paid yearly

Freshteam is best suited for enterprises of all sizes.

6. Recruitee

Why we like it: Recruitee’s applicant tracking system is not just feature-rich, but also cost-effective and scalable. Before making any commitments, you may try it out for free for up to 18 days.

Pros

Pro: Customers love Recruitee because it’s so simple to use. The bulk of them are able to quickly implement and begin using the software.
Pro: Recruitee has a kanban-style recruiting pipeline that can be customised. Companies can add as many phases to the pipeline as they require, and candidates can easily go through them.
Pro: Recruitee has certain systems in place to reduce hiring prejudice. You can, for example, set the permission level for your interviewers to prohibit them from seeing one other’s scores for the same candidate. They won’t be influenced by one other’s opinions in this way.

Cons

Con: Several features advertised on Recruitee’s feature list, such as skill assessments, onboarding, video interviewing, and e-signatures, are not built into Recruitee and are only available through integration with third-party tools, which can be hoodwinking to potential users, especially if this is their first ATS.
Con: Several users complained that the Recruitee’s reporting feature is limited and, at times, inaccurately retrieves data.
Con: Recruitee’s support personnel has been criticised for being sluggish to reply and, at times, unable to resolve issues.
Con: For a solution aimed for small enterprises, it lacks a free plan that firms that are just starting started with ATSs can use for as long as they need, with no time limits. This is a con because other competitors in this market offer free-forever plans with similar feature sets to Recruitee, putting it slightly behind the competition in terms of user satisfaction.

Recruitee Review: Recruitee is a collaborative and user-friendly applicant tracking system (ATS) that is ideal for small and medium-sized organisations looking to grow their staff while also promoting their employer brands. It helps you locate the ideal individuals by providing paid adverts, customisable career sites, a kanban-style recruiting funnel, and employee referral programmes. Video interviews, talent tests, offer management, and onboarding are not built into Recruitee directly, but third-party integrations are available.

One of the specialities that stood out to us was the fact that Recruitee’s team devotes a disproportionate amount of labour to design, demonstrating how much they value user experience. As a result, a uncomplicated application was created to allow recruiters and hiring managers to collaborate.

Customers who have been recruited include Taco Bell, Staples, Toyota, TNT, and Rakuten.

Recruitee Pricing: Recruitee offers three pricing categories, each of which begins with a free 18-day trial. Those tiers cost the following when invoiced annually:

The launch package starts at $185 per month and includes all of the necessary recruitment tools.
Lead is shown on a custom pricing basis & adds additional services such as compliance to Scale’s feature set. • Scale starts at $334 per month and adds automation and optimization capabilities to Launch’s feature set.

Recruitee’s plans are suitable for businesses of all sizes.

7. ClearCompany

This is another applicant tracking systems. Why we like it: ClearCompany is a one-stop shop for all types of enterprise-grade human resources software. You can use their ATS in conjunction with onboarding, performance management, employee engagement, and workforce planning. Also check Field Management Service

ClearCompany Review: Among their 2,000+ customers, ClearCompany’s ATS boasts a 99 percent customer retention rate. This is due in part to excellent customer service (as reported by consumers we spoke with), as well as a comprehensive feature set that includes video interviews, scheduling, a career portal, recommendations, and more.

Their recruiting software is coupled with a sophisticated HCM package (onboarding, HRIS, performance management, etc.) that allows employers to see insights across the whole employee lifecycle. Imagine being able to use information about where top achievers originated from to help you with your recruiting efforts!

Chick-fil-A, AEP Energy, AxiomBank, Bios, FlixBrewHouse, Goodwill, and Halco are among ClearCompany’s clients.

2K+ clients • 1M+ total users • 96 percent employee approval rating ClearCompany stats

ClearCompany Pricing: ClearCompany’s plans are not priced on their website. To acquire a price quote tailored to your company’s size and demands, contact their sales team.

ClearCompany is ideally suited for medium and large-sized companies.

8. Teamtailor

Why we like it: We like Teamtailor because it not only has all of the capabilities you’d expect from an ATS, but it also has built-in employer branding tools.

Pros

Pro: Teamtailor’s ATS has a powerful and user-friendly career site builder. It works with drag and drop, so no coding skills are required.
Pro: Teamtailor supports a number of tools that promote diversity, equality, and inclusion (DEI), such as anonymous hiring, EEO surveys, and so on.
Pro: Teamtailor is praised for its user-friendliness. Posting and promoting jobs on their platform is a breeze.
Pro: This solution comes with extensive and easy-to-understand help material.

Cons

Con: Teamtailor’s analytics are useful, but business clients must use BI Connectors to create the reports they require. You can’t use data from the system right now. This is especially crucial for businesses with 500 or more employees, as well as those with many sites or franchisees.
Con: Recruiters can’t view their cost per hiring in analytics, which is a critical measure.
Con: While they offer HRIS connectors, onboarding, and other features, they have shifted their focus to just being a great ATS.
Con: There are established user access levels, but you cannot define your own, which is significant, especially for large organisations.

Teamtailor Review: Teamtailor is a cloud based applicant tracking system with a variety of features to help businesses find & hire the best people. What drew our attention was their innovative approach to talent acquisition, which places a strong emphasis on how your company delivers itself to potential employees. Recruitment teams can use the platform to create appealing career sites, market to specific talent demographics via landing pages and talent pools, and use tools like text recruiting, referrals, nurturing campaigns, and more.

Customers of Teamtailor: Kry, Goodbye Kansas, Vitamin Well, and Ponsse

Statistics on Teamtailor: There are 170,000 people and 4000 organisations who utilise Teamtailor.

Teamtailor provides a single pricing plan that contains all features and allows for an infinite number of members. To receive a personalised estimate, contact a Teamtailor sales representative.

Teamtailor is best suited for mid and big businesses.

9. Manatal

Manatal

Why do we like it?

Manatal not only has most of the features you’d expect from a low-cost ATS, but it also adds AI-powered features like candidate filtering and recommendations. This is another applicant tracking systems.

Pros

Manatal is reasonably priced, and it offers a 15-day free trial for people to try it out before committing.
Manatal is a simple programme to use. It has pipelines that can be dragged and dropped.
The AI-based suggestions tool on Manatal can save hiring managers a lot of time. It can scan job descriptions, then search a user’s talent pool to find the best candidates for the job.

Cons

According on user feedback, the AI recommendations tool works best with resumes written in English and is less accurate with resumes written in other languages. Several users have also expressed dissatisfaction with Manatal’s UI, which is only available in English, and the fact that career pages can only be produced in English and Spanish.
Manatal does not provide a no-cost plan. We note this as a disadvantage because several SMB-focused ATSs offer a free-forever version, putting Manatal at a disadvantage.
There are no pre-built integration modules available from Manatal. They do have an open API that authorises customers to integrate third-party products and bespoke tools, although this took a little more time and technical know-how to implement. It’s also worth noting that Manatal’s API and Zapier connection are only available to Custom plan clients. Customers with the Professional and Enterprise plans are unable to do so.
Users can use Boolean Search or Advanced Search to find candidates, but they can’t do both at the same time. Within Manatal’s Advanced Search tab, for example, users are unable to use the Boolean search operators (AND, OR, and NOT).

Manatal Review: Manatal is an AI powered applicant tracking solution that assists HR departments and recruitment agencies in finding and hiring the best candidates. You may use it to establish a custom-branded career page, publish jobs to several job boards, and accept applications from candidates. You can also upload candidate profiles and have data from their social media accounts automatically added to them. This is another applicant tracking systems.

Manatal’s configurable recruiting pipeline, resume processing capabilities, and AI-based applicant recommendations are appealing to us. It also includes customisable analytics dashboards for tracking key metrics, a mobile app for access on the move, and a chrome extension with reasonable functionality for connecting with and saving individuals who match your job needs.

Manatal\sCustomers:

Manatal is used in more than a hundred countries. Unilever, Coca-Cola, Panasonic, Ogilvy, and Toyota are among their clients.

Manatal Pricing: Manatal offers two fixed-price programmes. They cost the following when billed annually:

Professional: For up to 15 jobs per account and 10,000 candidates, this plan costs $15 per user each month. Customers on this package can invite as many guests as they want.
Enterprise: This package costs $35 per user each month and includes unlimited jobs, candidates, and guests per account.
“Users” refers to people who have complete, unfettered access to Manatal’s platform and functionality, such as recruiters and HR professionals who use the programme on a regular basis.
“Guests” refers to people like hiring managers and decision-makers who have been invited to collaborate on the platform through a special portal. These visitors have free access to the site and are not counted among the billable users.

Manatal is utilised by businesses of various sizes and in a variety of industries, however it’s worth mentioning that the majority of their clients are SMEs.

10. Avature

Avature

Why do we like it?

Avature Review: Avature’s applicant tracking system (ATS) is completely configurable to your talent acquisition team’s specific processes and goals. To put it another way, you may create your own hiring workflows for large volume, executive, and anything in between. You may create custom dashboards, automate workflows, and take use of the capabilities of an all-in-one ATS and CRM. Furthermore, you can perform all of this using a no-code interface that allows non-technical individuals to make changes to the system (with lots of permissioning in place). This may be overkill for small businesses, but Avature is a powerful applicant tracking system used by corporations like Siemens, Cisco, Tesla, L’Oreal, and Nike.

Shell, Cisco, L’Oréal, Mondelez, Siemens, and KPMG are among Avature’s clients.

Avature statistics: • Avature is used by approximately 650 firms, with 110 Fortune 500 companies among its customers.

Avature Pricing: Avature’s plan pricing isn’t stated up front. To acquire a custom price quote based on your company’s size and demands, contact an Avature sales representative.

Best For: Avature is best for businesses.

11. SmartRecruiters

Why do we like it?

Pros

SmartRecruiters offers a built-in candidate assessment and skill testing module that helps you to anticipate cultural fit, future performance, and retention without having to integrate third-party solutions. With SmartRecruiters’ DocuSign connection, you can design offer letter templates, distribute them with successful applicants, and collect their e-signature from any device.
When it comes to integrations, SmartRecruiters has over 500 pre-built connectors with HR solutions and job boards. If SmartRecruiters doesn’t integrate with products in your tech stack, you may also ask the team to build additional integrations for you.

Cons

The price structure of SmartRecruiters is opaque. To acquire a quote, interested users must go through the sales team. Users are also untrained to create their own trial accounts.
Users have observed a steep learning curve and that getting used to the UI takes some time. Some users have also complained about the system’s slowness and flaws.
The data retrieval feature in the reporting feature isn’t always accurate. Some customers have also unleashed dissatisfaction with the report customization and KPI tracking capabilities.
The ability to filter candidates is severely limited. At the moment, only the most basic options are available, such as degree, location, gender, and so on.

SmartRecruiters Review: SmartRecruiters’ applicant tracking system (ATS) is ideal for larger organisations trying to recruit, engage, and hire top talent. With customisable career pages, targeted ad campaigns, and job post distribution to numerous job boards, their technology allows you to cast a wide net. They also provide features for evaluating candidates and managing offers.

We’ve listened from a number of practitioners that SmartRecruiters is fantastic at absorbing consumer input and quickly incorporating it into the platform. Simply put, SmartRecruiters is worth looking into if you’re seeking for an enterprise-grade solution that covers all of your applicant tracking needs and then some (CRM, AI screening, and recruitment marketing).

Ikea, Visa, LinkedIn, Equinox, and Skechers are among SmartRecruiters’ clients.

166 percent more applications • 63 percent faster response time • 59 percent more time spent on relationship building according to SmartRecruiters

SmartRecruiters

SmartRecruiters’ cost isn’t stated up front. To receive a personalised estimate, contact a sales representative.

Best For

SmartRecruiters is a tool that can be utilised by companies of all sizes

12. iCIMS

iCIMS

This is another applicant tracking systems. Why we like it: In this field, iCIMS is a behemoth. iCIMS’ Talent Cloud includes comprehensive tools that will help you manage candidates throughout their lifespan. It is designed for major enterprises with a global presence.

iCIMS Review: iCIMS is a pioneer in the SaaS industry. They’ve grown into an enterprise provider, helping a community of 4,300 customers, including 40 percent of the Fortune 100, speed transformation. With the acquisition of TextRecruit in 2018 & a constantly evolving product roadmap, they are a market leader in the ATS field.

Ulta, Target, Microsoft, PwC, Uber, and UPS are among the iCIMS clients.

iCIMS\sPricing:

The costs of iCIMS’ proposals aren’t revealed up front. To receive a personalised estimate, contact a sales representative.

Best For

Enterprises are the ideal fit for iCIMS.

13. BreezyHR

Why we like it: If you’re a small business looking to get started with ATSs, Breezy is a good place to start. Breezy’s user-friendly and intuitive design makes it easier to find, manage, and recruit applicants.

Pros

Breezy includes video interviewing and offer management features. • Breezy is fairly simple to use. Hiring managers can organise interviews, video chat with candidates, issue offer letters, and collect e-signatures without having to integrate it with third-party applications. • Breezy’s solution is fairly reasonable, with a free plan with limited capability. • Their recruitment pipelines are drag & drop enabled, and you don’t need coding experience to construct and manage your job site.

Cons

A number of users have reported issues and system crashes. • Several users have stated that Breezy’s customer service is sluggish to reply, and that the reporting feature lacks customizability and at times displays erroneous data. • Breezy doesn’t go beyond offering administration by delivering onboarding tools, although it does integrate with several HRISs that do.

This is another applicant tracking systems. BreezyHR Review: Breezy’s ATS is user-friendly and cheap. It enables you to create a no-code career site to promote your employer brand, publish openings to more than 50 job boards to reach a large pool of prospects, and receive recommendations from employees and other connections. Once you’ve received your applications, you can start tracking them through your personalised recruitment pipeline and dragging and dropping them between phases. Breezy also has scheduling, video interviewing, and offer management tools, which is outstanding for an SMB service.

Customers of BreezyHR include T-Mobile, Loreal, Docebo, Shipt, and Cameo.

BreezyHR offers four pricing options:

Bootstrap: This plan is completely free and includes all of the essentials for a single position or pool.
Startup: This $143-per-month Startup package promises to improve your hiring experience.
Growth: The Growth plan costs $249 per month and is designed for growing teams.
Business: Designed for larger companies that need more sophisticated hiring tools and setups. The monthly cost of this plan is $399.

Best For

Breezy is suitable for all businesses, regardless of their size or sector.

14. Lever

Lever

Why do we like it?

Lever is a robust, enterprise-grade recruiting solution that combines the capabilities of an ATS and a CRM, and is used by several big-name companies like Netflix, KPMG, and McGraw Hill.

Lever Review: From the beginning, Lever was founded with a product mindset that prioritised design. It’s a modern applicant tracking system with a unique set of capabilities, such as Lever Nurture, that can help recruiters be more productive when interacting with candidates (similar to how sales automation tech has assembled Sales Development Reps 10x more efficient in recent years).

Netflix, KPMG, Atlassian, McGraw Hill, and FullStack Labs are among the Lever customers.

4,000 customers worldwide • 1 million+ job opportunities in Lever

Lever

Pricing:

The costs of Lever’s initiatives aren’t revealed up front. To receive a personalised estimate, contact a sales representative.

Large businesses will benefit the most from Best For Lever.

15. Workable

Workable is a scalable & comprehensive recruiting solution that we adore. Their AI-powered sourcing solution may provide you access to over 400 million candidate records and interacts smoothly with their ATS and other products. This is another applicant tracking systems.

Pros

You can publish jobs to over 200 sites with only one click. • Workable includes built-in cognitive and personality candidate screening, and you have access to Workable’s talent pool with over 400 million profiles. You may write offer letters and gather e-signature without having to use third-party applications because the platform provides offer management functionality.
Workable’s anonymised screening feature can help you avoid unconscious hiring prejudice. It allows you to keep identifying candidate information out of the sourcing and recruiting stages.

Cons

Workable’s automated reference checking and onboarding tools are not available.
Workable’s plans do not include useful services like applicant texting, video interviews, or exams, which must be purchased individually.
Workable might perform a better job at merging duplicate candidates. Candidates that apply for multiple jobs at the same time are not currently combined. • Several users claimed that the reporting tool was not detailed or customised enough, and that the candidate search function could use additional filters, and that the system instead issues them a new ID each time, resulting in multiple candidate entries for the same person.

Workable Review: Workable is an applicant tracking solution for medium and large enterprises that has a lot to offer. Workable uses artificial intelligence to automatically identify relevant candidates for your posted jobs, in addition to the capabilities you’d expect from an ATS like candidate sourcing and applicant organisation. It also comes with built-in applicant assessments and offer management tools, helping you to locate and hire the best people.

Customers who can be worked with include Sephora, Forbes, Bevi, Moodle, and Navarro.

Facts to Consider: • There are over 20,000 businesses in the United States.

85 million candidates • 1.3 million hires

Workable

Workable offers four pricing options:

Paygo: This plan is organised to be a self-serve solution for businesses who need to hire people on a regular basis. It costs $99 per month for each task.
Core: Workable’s Core plan is for small businesses aiming to expand. For pricing, please contact a sales representative.
Growth: The Growth plan serves as a comprehensive platform for businesses wishing to hire large numbers of people. For pricing, please contact a sales representative.
Premier: Workable’s Premier plan is a comprehensive option for companies seeking top-notch service. For pricing, please contact a sales representative.

Best Workable is suitable for businesses of all sizes.

16. Trakstar

Why we like it: Trakstar Hire is extremely configurable, allowing you to personalise each stage of the recruitment process to your specific requirements, including the application, questionnaires, procedures, interview dates, notifications, and more.

Pros

The recruitment workflows in Trakstar Hire are very customizable. You can change them to reflect your company’s hiring process as needed.
With Trakstar Hire, you have no limit on how many positions you can post.
Trakstar Hire offers built-in management capabilities. Users do not need to integrate Trakstar Hire with third-party solutions to develop offer letters and collect e-signature.

Cons

Integration options with third-party HRIS & payroll solutions are restricted in Trakstar Hire.
Several users have expressed dissatisfaction with their inability to arrange candidates and search results in any order other than that which is provided.
Trakstar Hire isn’t a scalable platform; they only provide a single plan with all capabilities, which means consumers may find up paying for items they don’t require.
For a software solution geared at mid-market organisations, Trakstar does not publish prices or allow users to create trial accounts straight from the website, which is unusual.

Trakstar Hire is an awesome online applicant tracking system (ATS) for medium businesses that was previously known as RecruiterBox. You may post jobs on different job boards and social media sites, sponsor those posts for increased visibility, and receive resumes through customised application forms using the platform. Trakstar Hire’s resume parser gathers candidate details and produces profiles automatically once resumes are received. This is another applicant tracking systems. Also check Online PR Software

In our restricted HR Tech Buyers Community Applicant Tracking System, you can ask questions, share knowledge, find new job opportunities, network, and more.

First and foremost, if you’re serious about purchasing a new applicant tracking system, check out our organiser worksheet, which includes sample demo questions as well as a wealth of other useful information for anyone looking to purchase a new ATS. It’s easy to download or use in Google Sheets.

We’re not going to lie: purchasing new applicant tracking software is a lot of work. This is specifically true if you’re migrating from an older software system to a new one. As a result, it’s critical to consider the advantages of new recruiting tools in order to justify the time and expense.

Employer Branding: A good ATS will assist your company in creating a career site by providing templates or customised pages that showcase your company’s culture to potential employees. Your applicant tracking system (ATS) will almost certainly link with social media sites like LinkedIn to deliver content and job postings.
Talent Pools: Creating talent pipelines of quality candidates allows your recruitment team to reduce time to fill and cost per hire by keeping a pool of prospects ready for future hires. This way, you don’t have to start from scratch every time you post a new job opening, nor do you have to spend hours sourcing just to get started.
Hiring Managers and Employees: Recruiting software incorporates HR/TA teams, but the best systems will also allow your hiring managers and employees to participate through employee recommendations, comments on job candidates, and sharing new job vacancies on social media.
Hiring and Onboarding: A new ATS may help ensure personnel are onboarded in a timely and effective manner, in addition to streamlining your recruiting process. Many studies have shown that HR must establish a positive impact on new employees during the first 90 days, or the odds of retention issues increase significantly.
Analytics: Employers must understand their hiring process through the use of smart dashboards that can extract data such as recruiter productivity, cost per hire & cost per applicant for various job boards and other paid media, time to hire for various roles, and other key metrics required to hire top talent.
Cloud-based Service: Even though it may sound strange to write this today, many human resources departments are still using on-premise solutions that do not take advantage of cloud architecture. It’s one thing if you work for the government or have a pressing need to host your own software. Every other human resources department should take advantage of a cloud-based platform’s cost and product advantages.
Customized Workflows: With a modern applicant tracking system, your talent acquisition team may create a recruiting process that is tailored to your company specific requirements. Processing applications, assessing prospects, nurturing them with employer branding content, collecting feedback, and other unique workflows can all lead to more efficient hiring. This is incredibly true if your company employs from a variety of talent pools (for example, software engineers and truck drivers), necessitating separate candidate pipelines.

Buying Tips for the Best ATS

More than just applicant tracking: Look for software that can help you schedule interviews, boost employee referrals, parse resumes, and generally help your human resources team hire and onboard people more quickly.
Hiring Process: Consult with your hiring managers, employees, and recruiters to learn about the flaws in your hiring process. Purchasing a new ATS should not be solely the responsibility of human resources; it should involve all stakeholders within a company.
Plan for the Long Run: This is a solution you’ll be using for at least the next few years. Your company will evolve, and you’ll need a solution that will meet your needs both today and in the future.
Know the Plan: It’s critical to know a company’s product roadmap, the impact those features will have, and the company’s track record of sticking to it.
ATS Features: ATSs have an incredible number of features. It’s easy to become caught down comparing the 50 various things that each has to provide that your team might find valuable. Pick 3-5 must-haves and use them to decide whether or not you want to work with a particular provider. There’s a good chance there isn’t a perfect ATS for you.
Consider the return on investment: Many HR departments regard an ATS, which is essentially a workflow tool with some compliance capabilities built in, as a must-have piece of software. Modern applicant tracking systems, on the other hand, drive ROI through sourcing and recruitment marketing capabilities, improved HRTech connectors, and the potential to extract more value from the whole employee lifecycle.

A contemporary ATS is a smart investment for firms where talent is a competitive advantage for their business and for companies operating in tight labour markets, despite the higher cost than you may be paying currently.

ATS Calculator for Return on Investment

It’s critical to create a business case for a new ATS if you’re considering purchasing one. Our ROI worksheet can help you create a strong business case to secure the funding you require.

It takes into account: • Subscription fees and one-time costs

Changes in the hiring funnel • Increased recruiter productivity
Filling time is shorter.

We vehemently advise you to watch the video to the right in order to fully grasp how to utilise this spreadsheet!

Internal stakeholders, such as the CFO’s office, respond well to these types of evaluations. They may also assist you in better understanding why this is a vital buy for your team and, as a result, which features to prioritise. Finally, you can revisit your analysis in 6, 18, or 24 months to discover where you were correct and where you were incorrect. This perspective will assist you in fine-tuning your approach to budget allocation for future decisions. Your model becomes a sort of diary entry that you can refer to in the future.

ATS ROI Calculator ATS Pricing Models Download

The various pricing structures you might anticipate to see from various Applicant Tracking Systems are listed below. Given that most businesses charge for the value they provide to clients, it’s worth noting how each vendor believes their product offers value.

Hires/Job Postings/Applicants: We enjoy charging based on how many people you’re recruiting because the value you get from an ATS clearly increases as you hire more people (hiring two individuals next year? An ATS isn’t required. When it comes to recruiting 1,000 people, the opposite is true.
Employees: Some ATSs may charge you dependent on the amount of people you have on staff. We like this since it implies that your staff will be more involved in the hiring process (via referrals, social shares, etc).
Seats: Some ATSs charge based on the number of logins you require, which can make determining who requires admin access and how that will evolve over time a challenge.
Features: A number of ATSs have released modules that they claim go above and beyond the usual ATS, and for which they charge a premium. A CRM, a more powerful analytics package, onboarding, and so on are common examples.

Pro Tip: Be aware that some ATSs charge for integrations with third-party solutions (recruitment marketing systems, HRIS systems, and so on), which can significantly raise your annual budget.

Here’s another piece of advice: All of the costs that a vendor initially quotes you are adjustable, especially if you want to sign a multi-year contract.

Applicant Tracking System (ATS) systems: How Much Do They Cost?

If you’re seeking to purchase a new applicant tracking system, here are some general cost guidelines to assist you figure out what you should anticipate to pay based on your company’s size. It’s important to mention that these are just estimations. There are both free and paid applicant tracking systems available. This is a basic guideline for businesses that aren’t looking for the cheapest ATS but also aren’t looking for the most expensive.

We’re also using a poll to collect data on ATS price to enable HR departments better understand their alternatives. It’s completely anonymous, takes only two minutes to complete, and anyone who fills it out to aid the community will gain access to the entire data set.

Applicant Tracking’s Most Important Features

There are hundreds of applicant tracking systems on the market, many of which only provide the essential functionality for your HR team’s recruiting process. The greatest applicant tracking systems, on the other hand, will include all of the bells and whistles that will make transitioning to a new system worthwhile. The following are some of the important features offered by the leading ATS providers:

Video Interviewing: Recruiters are increasingly using video interviews to save time and gather more information from a larger pool of candidates. Look for software that has a video interview module or has a strong link to one of the most popular video interview platforms.
Open APIs: The best applicant tracking systems now all have powerful APIs that other products can use to build deep integrations. This means that your onboarding, background screening, and other processes are all linked to your ATS. This is a problematic one to assess because most HR workers are not technical. However, you can inquire with your other preferred providers to see if they have any integrations with a specific system. You may also see how big the partner ecosystem is for an ATS you’re thinking about.
Sourcing: Many top ATSs understand that their solution must be more than just a database of job candidates. It must assist you in obtaining those applicants! Look for recruiting software with chrome extensions that allow you to source, applicant databases that you can query, & outreach tools that authorise you to design sequences to engage the ideal candidates via email and messaging.
CRM: Candidate-relationship-management, or CRM, is a word that many recruiting teams use, albeit it appears to be misused the majority of the time. It’s also vital to understand how to maintain track of silver medalists, talent pools of more passive prospects, and your complete job seeker ecosystem when looking at applicant tracking systems. A CRM will enable you to make reminders to contact prospects in the future, nurture talent pools via email, and allow your recruiters and sourcers to re-discover past individuals who may not be a appropriate fit for an open position.
Blind Screening: Without the ability to blind screen applicants, most D&I efforts will struggle to get off the ground. Look for an applicant quest system (ATS) that will remove names, photographs, and addresses from the screening process, allowing your recruiters to screen without these biases. You might even locate one that allows you to assess the bias in individual job descriptions in order to make more impartial hiring decisions.
Employer branding and a career site: Modern applicant tracking systems are designed with the candidate experience in mind, not simply the hiring process. They’ll help you create and maintain an attractive career site that promotes your company’s image. They’ll also make it possible for you to incorporate employer branding messaging and media into all candidate communications.
Data and Analytics: While most ATSs come with some standard dashboards, it’s crucial to agree on the reporting you’ll ought for internal and external stakeholders, as well as the analytics provided by any potential vendor. In the best case scenario, you can export data to your custom dashboard via.csv or API. However, not all corporations have the resources to do such research. As a result, search for solutions that provide data on time to fill, cost per hire, optimal channels, and conversion rates along your funnel (applicant to screen to interview to hire).
Interview Scheduling: ATS software designed for recruitment automation will allow you to schedule everything from phone screens to definitive round interviews.
Offer Letters: Many ATS solutions will automate the distribution of offer letters to potential new hires, allowing your hiring team to focus on the more important tasks.
Onboarding: While some ATSs come with a full HR suite (HRIS, performance, engagement, payroll, etc. ), many at the very least provide employee onboarding features to guarantee a smooth transition once someone is employed.

There is far too much information to keep track of when purchasing a new ATS. During your procedure, you can utilise this organiser to keep track of your notes on the various vendors, etc.

ATS questions to ask Demos of Vendors

While looking for a new ATS, use the spreadsheet below to ask suppliers over 300 questions. We also wanted to offer a few things that we believe every recruiting team should ask vendors during demos:

Is there a bi-directional API that allows this system and my HRIS to interchange information?
How can this applicant tracking system assist me in my recruiting efforts beyond obtaining prospect data? Will it, for example, allow me to pipeline candidates, source candidates, increase referrals, and so on?
How does this system help candidates have a better experience?
What is your partnership plan, and will I have to pay to get my other recruiting tools integrated?
What metrics do you utilise to demonstrate the solution’s efficacy, and where can I find them on my analytics dashboard?
Can I speak with my future customer support representative about the implementation process and how your company will be involved?
Take me through the process of becoming a candidate.
Is it possible to save applicant profiles on this system in a searchable format for future candidate sourcing?
Show me how recruiters list jobs, screen candidates, and provide comments.
How do non-HR staff interact with this ATS?
Do you have the ability to recruit via social media?
How do you integrate with XYZ key recruiting tool that we use?
What is the onboarding process for this solution when we purchase it (ask for specific processes and who in your organisation has to be involved)?

Check out our Free ATS Buying Course, which is completed entirely over email.

You’ll receive easy-to-digest emails for the next two weeks about:

Keeping track of applicants when using applicant tracking systems.
Budgeting and Return on Investment (ROI) • Key features of the best ATSs • Demo questions • Security concerns • Price negotiation

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