The Top 16 Best Applicant Tracking Systems (ATS) for 2023

Our team of HR & talent acquisition experts have reviewed hundreds of applicant tracking systems and generated a comprehensive list of the best ATS options on the market in 2023.

Phil Strazzulla
HR Tech Expert, Harvard MBA, Software Enthusiast

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Building & Defining Recruiting Operations at Clear Street

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People + Strategy at Soundwide

We spend all day researching the best HR software so you don’t have to.  We never take money from vendors during our research phase and rely heavily on experts to refine our recommendations.  We may earn a fee if you click on vendor links on this page. Learn more about SelectSoftware Reviews

Looking for new ATS software? Our picks for the best Applicant Tracking Systems (ATS) are Greenhouse, PinPoint, and JazzHR. Each has the modern features that talent acquisition teams need to automate recruiting, build a strong employer brand, and increase efficiency – all while staying compliant.

We've researched ATSs for more than five years, and we have oodles of information to share. This guide covers how we came up with our list, and who else makes the cut. But are you wondering how to evaluate pricing and buying criteria? Read on for answers to these questions, and much more!

The Best Applicant Tracking Systems

Hand picked by our HR Technology experts after product testing, user research, and much debate - enjoy!

Greenhouse is a feature-rich applicant tracking and recruiting system for midsize and large companies that require advanced scheduling, customization, and a straightforward workflow.
We love Pinpoint’s emphasis on marketing and recruiting: top-of-funnel products with this level of sophistication are rare.
JazzHR is great because it’s not trying to be what it’s not: a one-size-fits-all product. This platform is tailor-made for the needs of SMB customers.
We love Recruitee's focus on internal referrals. Employee-recommended candidates tend to be easier to close and perform well on the job, so Recruitee got it right!
VidCruiter is known chiefly for video interviews, but they also offer a solid ATS solution and Quick Apply, a hit feature with both TA teams and candidates.
ClearCompany has been around since 2004, but its product has evolved to remain relevant. It is a solid platform that works well in today’s workplace.
Lever is a significant player with a distinction earned precisely how one would hope: it works well—a solid choice and a safe bet likely to inspire buy-in across departments.
We love BambooHR's ATS because it's truly built to scale. The platform will support your team's HR needs, no matter the pace or direction of your growth.
TrackStar Hire sits besideTrakstar Learn and Trackstar Perform in an internally integrated platform. We love this innovative yet super-practical feature arrangement.
We love Teamtailer's focus on the candidate's first impression. Great platform if you want to make a big splash to attract talent.
Manatal made our list because it's budget-friendly, AI-equipped, and its pricing is transparent—no need to call a sales rep just for a ballpark figure.
Ashby offers the entire recruiting tech stack: ATS, CRM/Sourcing, Scheduling, and Analytics—great first ATS for SMBs or those needing to consolidate their HR and TA stacks.
Unsurprisingly, iCIMS, a massive, global presence serving large companies with high-volume talent management needs, is available in 70+ languages. We're still super-impressed.
With customized workflows for their customer and the candidate, Avature blends the best of ATS and CRM. We love this level of attention to user experience.
SmartRecruiters' enterprise-grade talent acquisition suite goes beyond applicant tracking. It's got solutions for candidate sourcing, assessment, and engagement, as well as native collaboration and AI tools.
Freshteam (by Freshworks) is a full-size HR suite that works for teams of many sizes, and they offer a free trial, so you can check the fit before you buy.

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Introduction to Applicant Tracking Systems

If your team needs to level-up, automate, and streamline the hiring process, you need a best in class Applicant Tracking System (ATS). Operational efficiency is not the only reason a modern ATS system is a must-have for recruitment. Today's top talent expects a flawless, white-glove recruiting experience and you can bet that if you don't provide that, another company will. Luckily, we're here to help you sort through the abundant options.

Our ATS software guide was painstakingly researched and represents the results of dozens of platform evaluations, feature testing, and user research. In addition to our recommendations, this guide is designed to be educational. We want to help you come to your own informed conclusion about which applicant tracking system is right for your team. Keep an eye out for pricing data, ROI calculations, suggested questions to ask during a demo, and a super-useful organizer spreadsheet. To be sure we cover this topic from every possible angle, we talked to some world-class expert contributors. We invited  Zach Larson (MBA, SHRM-SCP), Tracie Marie (founder, Hire Incentive), Alicia Castro (journalist and HR Tech researcher), and our editor Alison Hunter (10 years running HR and Recruiting teams) to leverage their combined decades of experience, perspective, and wisdom toward helping you find the right ATS.

What is an Applicant Tracking System?

An applicant tracking system (or applicant tracking system software or application tracking system) is a software application designed to help HR and recruiting teams organize recruitment data during the hiring process. Organizations use their ATS manage their careers site, post jobs, distribute jobs to job boards, collect applications, communicate with candidates, collect interview feedback, and send offer letters.

Beyond these core use cases, the best applicant tracking systems have unique characteristics:

  • Employer branding: Capabilities to build a branded career site with landing pages for your key roles
  • Passive Candidates: Ability to nurture passive candidates through talent pools
  • Integrations: API based connections with a wide variety of other recruiting tools such as video interview software, assessment tools, scheduling, and HRISs
  • Automations: Recruiting teams can systematize workflows, such as an email that is sent to candidates if they are moved from one recruiting stage to the next
  • Sourcing: Most ATS's integrate with job boards, the best ATSs will also have integrations with best in class sourcing tools

Companies that are hiring more than 10 employees per year should look at buying a new candidate tracking software.

How did we make our list of the best ATSs?

Since 2018, we've maintained a list of the best applicant tracking systems that we update at least four times a year. The vendors chosen have something that make them the "best." For some, it's their modern feature sets such as automation, best in class APIs, and customization. For others, it's their price point, or ease of implementation. There are over 300 vendors in this category by our count, and these are the best of the best according to our Editors and the experts who've helped us make this guide and keep it updated.

Our Criteria: Here's how we chose who made the cut

We take research seriously. To make sure we’re offering our readers the very best solutions in a given software category, we are methodical, rigorous, and expansive in our research. We consult with HR professionals, vendors, and industry experts. We cut through the noise to bring you a carefully curated list of vendors, along with other essential information, to help you find the right software platform for your business. 

Here’s how we chose who makes the cut: 

Product: We believe in gaining a comprehensive understanding of a product before we recommend it, so we start by getting to know the software. Whenever possible, we meet with a senior executive (CEO or Head of Product) for a demo and Q&A. We also test the product ourselves to make sure it has a solid UI, intuitive workflows, and the features to make it a best-in-class offering. 

User feedback: We go straight to the source and compile feedback on user experience. Real-world input supports our commitment to diligence in our software evaluation methods and the products we recommend. Keeping up with the everyday experience of HR pros also puts new vendors on our radar, and it keeps us close to our community so we can better connect the right products to the right people.

Financial metrics: We are certified finance nerds, so we use all the data we can get our hands on to make selections for our guides. We comb through data for concrete statistics like retention rates, growth, profitability, and scalability. We evaluate the bottom line of each product because we know making a software purchase can put your reputation on the line. 

Best for a use case: Software is never a one-size-fits-all product. Sometimes the best solution is free or cheap. Other times it’s the one that is best for global companies or the one that’s sized right for early-stage startups. Keeping this in mind, we include solutions across the spectrum so our readers can find the best fit for their unique needs.

Here's more detail if you want to read more about how we research vendors. Our dedicated staff writers rely on hard data, impartial experts, and user feedback to ensure our reviews are helpful, truthful, and hopefully a pleasure to read!

Top Applicant Tracking Systems

We track thousands of HRTech solutions, these are the best ATS’s per our research and expert council as of 2023

Screenshot of Greenhouse Applicant Tracking System Showing Jobs and Their Status



Greenhouse is easy to set up, navigate, and integrate with other tools. It has a good partner ecosystem, so you can connect with other systems like email, Calendly, and Docusign easily and without being charged. The integration process is simple and smooth, making it more convenient as your team scales and you want to connect the ATS with other HR tools.

Updates have improved reporting features, which some users found hard to navigate in the past. Advanced and accurate data is now available with less user effort required.

Greenhouse is not the most affordable ATS in the market. The software's advanced customization, ease of use, integrations, and DEI capabilities make fast-growing teams like Airbnb, Pinterest, and HubSpot choose it over others.



Greenhouse offers three plans, and the pricing is based on the company’s total headcount.

Their standard contract is a one-year prepaid subscription, and discounts are available for two and three-year prepaid agreements.

  • Essential: Core features and one event.
  • Advanced: Everything from Essential, plus custom reporting, scalable workflows, and ten events.
  • Expert: Everything from Advanced, plus upgraded CRM, enhanced security, developer sandbox, DEI feature set, and unlimited events.

Contact Greenhouse for additional information.

Greenhouse offers three plans, and the pricing is based on the company’s total headcount.

Their standard contract is a one-year prepaid subscription, and discounts are available for two and three-year prepaid agreements.

  • Essential: Core features and one event.
  • Advanced: Everything from Essential, plus custom reporting, scalable workflows, and ten events.
  • Expert: Everything from Advanced, plus upgraded CRM, enhanced security, developer sandbox, DEI feature set, and unlimited events.

Contact Greenhouse for additional information.

Best For

Medium to large-sized companies get the most out of Greenhouse.

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Screenshot of Pinpoint Applicant Tracking System Showing Latest Jobs and Candidates by Stage



It’s not an exaggeration to say that Pinpoint has one of the best ATSs. Users praise that the applicant tracking system has a clean UI, and the automation and career site builder tools are helpful and straightforward.

Pinpoint offers open API, so with the help of IT, you can connect the ATS with just about anything. As for use cases, while ATS, like Manatal, has lower pricing and is more favored by recruiting agencies, Pinpoint has better optimization features and UI and is an excellent fit for in-house recruitment teams.



  • Their pricing starts at $600 monthly when billed annually.
  • Teams wanting enterprise features, such as multi-page career sites, multi-lingual support, custom integrations, and help on data migrations, will start at $1,200 per month.

In general, Pinpoint’s pricing is based on how large your company is.  Their pricing starts at $600/mo (when billed annually).

For companies that want enterprise features (multi page career sites, multi lingual support, custom integrations, help on data migrations, etc) will start at $1,200/mo (also billed annually).

We think this pricing is fairly comparable with other truly best in class ATS’s.  This product becomes valuable to companies when they start hiring more than a dozen people per year, otherwise you may be better off using simpler solutions.

We also appreciate they have a lot more transparency on pricing versus many other players in the space.

Best For

Teams that make the most out of the software are those who have between 15 and 5,000 recruits per year.

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Screenshot of JazzHR ATS Showing Candidates on Their ATS dashboard



JazzHR is an SMB-friendly ATS that offers unlimited users across plans, making things easier for businesses to deploy and streamline communicative hiring.

We like how simple it is to sync job posts across portals, and we love the upfront pricing on the website.

Many customers start with JazzHR’s lowest-cost plan, and as their needs expand beyond basic features, they often upgrade incrementally. Being able to select features as needed keeps spending under control.

The least expensive plan (Hero) lets users post three jobs— making it suitable for small teams with a few dozen openings yearly. The other two plans (Plus and Pro) have more advanced features to automate, customize, and analyze the hiring process.



JazzHR has three plans. When paid annually:

  • Hero is $49 per month
  • Plus is $239 per month
  • Pro is $359 per month.

JazzHR has three plans. When billed annually, they cost as follows:

  • Hero: $49 per month for unlimited users and 3 open jobs.
  • Plus: $239 per month for unlimited users, unlimited open jobs, ATS, interviews, and assessments.
  • Pro: $359 per month for everything from Plus, along with offers and e-signatures, reporting, and all-access support.

Best For

JazzHR is built explicitly for startups and SMBs with fewer than 500 hires per year.

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Screenshot of Recruitee ATS Software Showing Active Talent Pool



Recruitee is best for small and medium-sized businesses looking for a collaborative and user-friendly ATS. Reports of excellent user experience stand out among our researchers, and this ease of use facilitates collaboration among recruiters and hiring managers.

Recruitee has an open API, making connecting with other tools and services easy. For example, in addition to LinkedIn, the platform can connect and post open positions across 1,500 job boards.

However, it’s essential to know that video interviews, skill assessments, offer management, and onboarding are not built into Recruitee. Users must connect to third-party vendors to use such features.



Recruitee offers custom plans based on the number of active jobs and other particular needs. The ATS has three pricing plans:

  • Launch starts at $91 per month
  • Scale starts at $333 per month
  • Lead has custom pricing.

Recruitee has three pricing plans, all of which accommodate an unlimited number of users and can be trialed for free for up to 18 days. When billed annually, Recruitee’s plans cost as follows:

  • Launch starts at $91per month for 5 job slots and access to basic recruitment features such job post distribution, candidate video chatting, calendar sync, and career site editor.
  • Scale starts at $333 per month for 10 job slots and adds workflow automation and permission settings to Launch's feature set.
  • Lead has custom pricing. It includes everything in Scale, along with exclusive API access and premium services such as dedicated customer success and guided onboarding.

Best For

Though companies of many sizes (except enterprises) can find value in Recruitee’s offering, its current feature set can best support medium-sized businesses.

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Screenshots of VidCruiter (one of the best ATS software) Showing Different Features of their ATS



VidCruiter has been a significant player in the video interviewing software market for years, but they are less well-known for their ATS. Other than standard features like job posting, pre-screening, interview scheduling, and real-time reports, VidCruiter’s ATS specialty lies in their functional elements that balance the needs of TA teams with candidate-centered features.

Through the ATS, a business can build a custom career site that delivers a branded, digital experience for a glimpse of company culture, vision, and values. Based on their geographic location, the platform makes recommendations to candidates for jobs available near them.

Another product that benefits both job seekers and recruiting teams is Quick Apply. TA teams can rev up the hiring process without implementing a new ATS, so it’s perfect for teams on a budget (and those counting down the hours left on a contract they don’t plan to renew). The tool also makes it easy for job seekers to apply directly from portals like LinkedIn and Indeed.

Pricing is in keeping with the array of features and the excellent support VidCruiter offers.



The price varies based on company specifications, so contacting the vendor directly for a quote is best.

Contact Vidcruiter for a quote.

Best For

Large companies (U.S. based and otherwise) hiring 100+ people annually. Also an excellent pick for a company that has (or is looking to build) a strong brand and culture.

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Screenshot of Clear Company Applicant Tracking System Showing Team Goals and ATS Features



ClearCompany is a one-stop shop when it comes to hiring. Users can purchase the ATS independently or with other features like onboarding, recruiting, and talent management.

The ATS’s UI is aesthetically pleasing, and its dashboard layout is easy to navigate. We’ve also seen positive user feedback on ClearCompany’s onboarding solution. It can send offer letters, collect electronic signatures, and bulk-onboarding candidates.

While they offer almost every core feature a user could ask for, some are less refined than one might hope. For example, users report issues with candidate search, automation, and reporting functions.



The software has custom pricing. Quotes are based on company size and customizations.

ClearCompany customers can choose between Modular Access, i.e. purchase certain modules individually, or they can purchase Platform Access to be able to use all modules and solutions within ClearCompany’s suite. 

The pricing of ClearCompany's modules isn't detailed on their site. Their sales team will work out a deal for you based on your company size and the modules you’re interested in.

Best For

Non-profits, government agencies, and businesses across different industries can benefit from ClearCompany. Yet, medium and large-size organizations will likely make the most out of the ATS.

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Screenshot of Lever Applicant Tracking System Showing Job Applications Received in Customer Success Department



Lever does an excellent job of tracking candidates and keeping the hiring process moving. Through the ATS, users can source candidates from multiple channels, including career sites, job posts, automated multi-touch email campaigns, and internally within the company. Lever's Zoom integration allows users to screen candidates through structured or live video interviews.

Lever creates a candidate database by keeping track of applicants throughout the pipeline. The database works like a CRM, enabling users to search for and nurture qualified candidates. However, we could have been more impressed with features like sourcing from the ATS database, parsing resumes and generating reports.

Lever offers a good product for the money. Other ATSs may have more and better features, but no other ATS can beat Lever's price.



Lever offers custom pricing, so users must contact Lever for quotes.

Lever offers two plans with four additional add-ons"

  • LeverTRM
  • LeverTRM for Enterprise - Everything in TRM, plus additional integrations, advanced add-ons, and custom reporting

  • Advanced Automation *Included in LeverTRM for Enterprise
  • Advanced HR *Included in LeverTRM for Enterprise
  • Advanced Analytics
  • Advanced Nurture

The pricing of Lever's plans isn't disclosed upfront. Contact a sales rep to get a custom quote based on the size and needs of your business

Best For

Lever suits large companies, enterprises, and recruiting agencies with frequent or volume hiring needs.

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Screenshot of BambooHR Applicant Tracking System Showing Onboarding Task, Monthly Headcount, Vacation



BambooHR’s ATS lets you customize application forms and share job postings across popular job boards and social media sites. Candidate applications are organized for easy reference through every stage of your hiring process. From formal offers to final e-signatures, BambooHR covers it all.

Users can create new hire packets for a smooth onboarding process. With a custom packet, a person’s first day can include a heads-up on what to expect, who to meet, and which tasks to tackle.

One of the outstanding features of BambooHR is its designated mobile app for hiring. This app allows you to post jobs, check resumes, communicate with candidates, coordinate with other hiring team members, and more.



BambooHR pricing is custom, but they offer a free trial. Before coming up with a quote, they are also likely to extend your free trial upon request or give you a free demo of the advanced features.

Pricing is not disclosed upfront, but they do offer a free trial of their all-in-one software and then go out of their way to find a version that will suit you. Before they come up with a personalized quote that will align with your budget, however, they are also likely to extend your free trial upon request or even give you a free demo of the advanced features.

Best For

BambooHR is a good fit for companies looking for a highly customizable HR product with pricing that reflects their needs. It’s also popular among hybrid and remote teams.

BambooHR in Action
Noreen Kanwal
Noreen Kanwal
Senior Director HR
out of 10

Starting with talent acquisition, we use it to maintain our talent pool. Then recruiting the talent by incorporating an offer letter and contract. Once the employee is in our system, we use it for database management. We also use it for their performance evaluation and record the training. In the end, we also use its features of onboarding, offboarding, and employee survey as well.

How likely are you to recommend this tool?
What do you like about this tool?

I like it for its smooth performance evaluation process. It's one of my favorite features. Second is its onboarding feature and hires packet that let the new employee feel welcomed. Last but not least, is its ATS system which helps us keep a track of our talent pool.

What do you dislike about this tool?

It does not provide integration with LinkedIn which adds to the cost of LinkedIn job wrapping. Its customization option is very limited and its API keys are also limited to very few options.

Why did your organization buy this tool, and how long have you used it for?

My organization has been using it for 2 years. This is an amazing tool for employee database management. Along with that, it offers an employee satisfaction survey which can help improve things along the way. Its performance module has made life way easier with a simple few steps process for performance evaluation. Lastly, its hiring module is easy to use and generates results.

How is this tool different than their competitors?

For a startup, It provides all the necessary options that will help the organization alleviate its HRIS system. It is not that costly compared to others and it is also very simple to use.

What Instructions should people think about when buying this type of tool?

Apart from the very obvious, cost; another criterion could be the size of the organization. The needs of the organization are also very important in terms of what they want to achieve from an HRIS.

How has this tool changed or evolved over time to meet users needs?

They have introduced new modules like performance, moreover, they are always doing webinars to make the best use of their tool. Their customer support is always very helpful.

What specific type of user or organization is this tool very good for?

Small and Medium Enterprises.

What specific type of user or organization would this tool not be a good fit for?


Screenshot of Trackstar Hire (one of the best Applicant Tracking System) Showing Tasks on ATS Dashboard

Trakstar Hire


Formally RecruiterBox, Trakstar Hire is an online ATS for midsize companies. The platform lets users post jobs on multiple job boards and social media sites, sponsor those listings for maximum visibility, and receive resumes through customizable application forms.

Once resumes are in, Trakstar Hire’s resume parser automatically extracts candidates’ details and creates profiles.

Trakstar Hire’s recruiting workflows are highly customizable and feature-rich without being overdone.

Trakstar Hire


Trakstar Hire has one plan that includes all of its features without any limits. The pricing is custom depending on headcount.

Trakstar Hire has one plan that includes all of its features, without any limits. The pricing of this plan depends on the number of employees you have, which likely corresponds to the number of openings you’ll post annually. You can get in touch with Trakstar’s Sales team for a tailored quote.

Best For

Companies of all sizes can derive value from Trakstar Hire, but with its current feature set and pricing structure, we recommend it for medium-sized businesses.

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Screenshot of Teamtailor Applicant Tracking System Showing My Jobs, To Do List and Other Updates.



Teamtailor is a cloud-based applicant tracking system with features catered to help organizations hire and nurture talent. 

What caught our eye is their unique approach to talent acquisition, putting a heavy focus on how your team markets itself to candidates. 

The ATS allows businesses to build attractive career sites, market to specific talent demographics through landing pages and talent pools, run referrals, and nurture campaigns for current and future recruitment needs.

Hyper-focused on ATS helps Teamtailor to be especially good at what they are doing and, at the same time, makes them less attractive to teams looking for an all-in-one HR solution.



  • Teamtailor’s pricing is custom based on customer business size and requirements.
  • For teams under 25 employees, the price for unlimited job postings, candidates, and users in the system typically starts at $3,300.

Teamtailor’s pricing starts at £2750 for companies with 1-25 employees. This includes unlimited job postings, candidates and user access to the system. You can get in touch with Teamtailor’s sales team to get an estimate according to your business size and needs.

Best For

Teamtailor used to be a tool for smaller companies, but now their solution caters mainly to 50-400 employee companies that need a powerful but straightforward ATS.

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Screenshot of Manatal Applicant Tracking System Showing Candidate Applications Received on Their ATS portal



Manatal is an AI-powered applicant tracking system that helps HR teams and recruitment agencies find and hire top talent. The platform allows users to create a custom-branded career page, post jobs to multiple boards, and receive, sort, and store candidate applications. Users can also upload candidate info from public social media accounts for deeper insight.

Manatal features a customizable recruiting pipeline, resume parsing abilities, and AI-based candidate recommendations.

It also features customizable analytics dashboards, a mobile app for on-the-go access, and a Chrome extension that allows users to connect with and save candidates who fit job requirements.



  • Manatal has two fixed pricing plans: Profession and Enterprise, costing $15 and $35 per user per month, respectively, when billed annually.
  • On-demand plans are available with custom quotes.

Manatal has two plans with fixed pricing. When Billed annually, they cost as follows:

  • Professional: This plan costs $15 per user per month for up to 15 jobs per account and 10,000 candidates. Customers on this plan can add unlimited guests.
  • Enterprise: This plan costs $35 per user per month for unlimited jobs per account, as well as unlimited  candidates and guests.


  • “Users” refers to the individuals with full unrestricted access to Manatal’s platform and its features such as recruiters and HR professionals who actively use the software.
  • “Guests” refers to individuals who are invited to collaborate on the platform through a dedicated portal such as hiring managers and decision-makers. Thes

Best For

Manatal can benefit organizations of all sizes across different industries, but it’s worth noting that most of their customers are small and mid-sized enterprises.

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Ashby makes it easy to re-engage with former applicants: a unique class of primed, familiar, and pre-vetted talent pool members. Some candidates may be silver medalists or applicants who made it to the offer stage, and others may possess a unique skill or trait. Ashby can create custom attributes to filter the talent pool, so you’ll never lose touch with “good fit, bad timing” candidates. Ashby is an outrider in their focus on this function.



If you’re considering buying different ATS, CRM, scheduling, and analytics solutions, your total ownership cost is likely much lower with Ashby than buying these individually.

  • $3,600/year for up to 10 employees
  • $8,600/year for up to 100 employees
  • 100+ employees, as quoted

If you’re thinking about buying different solutions for ATS, CRM, scheduling, and analytics, your total cost of ownership is most likely much lower with Ashby than buying these individually.

Pricing starts at $3,600/year for companies with up to 10 employees and goes up to $8,600/yr for 100-employee companies. Talk to them for quotes on 100+ employee organizations, and expect to find pricing in line with other premium ATS offerings such as Greenhouse and Lever.

Best For

While not a fit for super-sized companies (3,000+ employees), this tool is excellent for small and mid-sized teams needing their first ATS or looking to consolidate their HR and TA tech stacks.

Ashby in Action
out of 10

I use Ashby daily. I use it for candidate sourcing, using their Chrome extension. I also use it for outreach. Candidates can apply through our Ashby career site which we have embedded on our website. I use their pipelines for tracking applicants throughout the entire selection process. I use their interview guides to conduct interviews and submit feedback. Candidates can book their interviews using Ashby's direct booking links.

How likely are you to recommend this tool?
What do you like about this tool?
  • Customizable email sequences. 
  • One-click sourcing using the Chrome extension. 
  • Unlimited users and job postings.
What do you dislike about this tool?
  • The whole interface is not very user-friendly. It feels like it was created for IT users, not HR users. 
  • The customizations are hard to figure out and their navigation menus are counterintuitive. 
  • The kanban view for the pipelines feels like an afterthought and feels heavy and sluggish.
Why did your organization buy this tool, and how long have you used it for?

We were unhappy with our ATS. It was too slow and it was riddled with bugs. We were also using a few different services for our recruitment efforts and Ashby had the potential to centralize those services.

How is this tool different than their competitors?

Ashby has a lot of potential and, when used to its max, it is a powerful tool that centralizes all the tools you will need in large-scale recruitment campaigns. It has the same issues that larger CRM-like platforms have. Just like Zoho and Odoo's recruitment modules, Ashby is not easy to set up and takes a long time to get used to. 

Customization is sluggish and requires a lot of guidance from the support team.  Platforms like Recruitee or Breezy have a much more user-oriented interface. That being said, if you are gearing up for a long and large recruitment effort, then it makes sense to invest a few days with the support team and set up every minor detail in Ashby, taking advantage of its highly customizable automation. It will allow you to manage large-scale efforts with a small team.

What Instructions should people think about when buying this type of tool?

Primarily, the scope of your work. If you are the in-house team of a startup or small agency, Ashby might prove to be a challenge in itself to set up. It is better suited for large organizations or mid-level startups that need to conduct large recruitment efforts. I strongly recommend against it for a staffing agency or freelancing recruiters.

How has this tool changed or evolved over time to meet users needs?

They have improved their platform's performance and its workflows.

What specific type of user or organization is this tool very good for?

Large companies.

What specific type of user or organization would this tool not be a good fit for?

Small agencies and early-stage startups.

Screenshot of iCIMS Applicant Tracking System Showing Candidate Scores, Hiring Manager Feedback and Job Report



iCIMS ATS is feature-rich and well-suited for large, multilingual organizations and high-volume agencies. Users can create custom-branded career sites, employee-generated testimonial videos, and personalized email or text campaigns through the platform.

iCIMS also enables users to promote existing employees through internal mobility programs.



Pricing is undisclosed – custom quotes only.

The pricing of iCIMS' plans isn't disclosed upfront. Contact a sales rep to get a custom quote.

Best For

iCIMS is especially helpful for global enterprises and recruiting agencies with frequent hiring needs.

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Screenshot of Avanture Applicant Tracking System Dashboard Showing Active Jobs and New Candidates



The Avature platform allows users to customize dashboards, set up automated workflows, and leverage the power of an all-in-one ATS + CRM.

It is fully customizable to your company’s processes and goals. It allows users to build unique recruiting workflows to suit hiring needs for individual roles or entire departments.

The platform operates through a no-code interface that allows non-technical users to modify the system (with lots of permissions in place). While this level of detail may be overkill for smaller organizations with simple needs, Avature is a solid applicant tracking system for mid-market and enterprises.



Avature pricing is custom, so contact their team for a quote.

The pricing of Avature’s plans isn’t disclosed upfront. Contact an Avature sales representative to get a custom price quote based on the size and needs of your business.

Best For

Avature serves enterprise-scale companies best.

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Screenshot of SmartRecruiters Applicant Tracking System Showing Candidate Applications and Their Status



SmartRecruiters ATS is built to serve mid-size and large businesses. The platform allows you to cast a wide net with customizable career pages, targeted ad campaigns, and job post distribution to multiple job boards. It also provides features for candidate assessment and offer management.

We've heard from several practitioners that SmartRecruiters are great at taking feedback from their customers and rapidly integrating that into the product.

If you're looking for an enterprise-grade solution that covers applicant tracking needs and then some (CRM, AI screening, recruitment marketing), SmartRecruiters is worth checking out.



SmartRecruiters ATS has custom pricing, and so do the other products of the system.

The pricing of SmartRecruiters' plans isn't disclosed upfront. Contact a sales rep to get a custom quote.

Best For

SmartRecruiters works best for medium and large-sized businesses.

SmartRecruiters in Action
Muskaan Nagrath
Muskaan Nagrath
Talent Acquisition Specialist/Recruiter
out of 10

SmartRecruiters is an essential tool in my recruitment process. It covers all aspects of the hiring process, from posting job openings to screening resumes, conducting phone interviews, and presenting job offers to candidates. SmartRecruiters also helps me keep track of all candidate data, including rejected applicants and past applications. This allows me to have a comprehensive view of all my recruitment efforts and ensures that no important information is lost.

How likely are you to recommend this tool?
What do you like about this tool?

I have a positive opinion of SmartRecruiters as I find it easy to use and its interface straightforward. I like its ability to store and manage candidate data, as well as its integration with tools for organizing interviews and generating reports for my manager. These features make SmartRecruiters an effective and convenient tool in the recruitment process.

What do you dislike about this tool?

Firstly, I find it challenging to integrate other applications like Checkr, etc. with SmartRecruiters. Secondly, there are a very limited number of job portals that can be linked with SmartRecruiters. There are many small to big job portals that are still not available on their platform.

Why did your organization buy this tool, and how long have you used it for?

My organization bought SmartRecruiters 2 years ago to help solve the issue of managing applicant data and to streamline the recruitment process. With SmartRecruiters, they can keep track of all past applications, allow hiring managers to screen, reject, and make job offers in one place, and easily schedule interviews through integration with Google Calendar.

How is this tool different than their competitors?

SmartRecruiters distinguishes itself from other competitors by offering a user-friendly interface, constantly adding new features, and integrating well with daily tools like Zoom and Calendly. This makes it easier for users to manage candidate data and extend job offers, all within a single platform.

What Instructions should people think about when buying this type of tool?

People should consider the following factors when buying a recruitment tool like SmartRecruiters: ease of use, the size of their organization, the desired job portals, and pricing. These are key elements that can impact the effectiveness and efficiency of the recruitment process, and it's important to consider these factors before making a decision.

How has this tool changed or evolved over time to meet users needs?

SmartRecruiters has made significant improvements over time. They have expanded the number of job portals available every month, improved their support team's response time, and have shown a commitment to addressing user feedback. These advancements have helped make SmartRecruiters a more effective and efficient tool for managing recruitment efforts.

What specific type of user or organization is this tool very good for?

SmartRecruiters is well-suited for organizations that utilize technology in their hiring process, experience high volumes of monthly hiring, and are seeking a comprehensive HR information system rather than just an applicant tracking system. With its user-friendly interface, ability to integrate with other tools, and robust features for managing candidate data, SmartRecruiters can provide a seamless and streamlined recruitment experience for these types of organizations.

What specific type of user or organization would this tool not be a good fit for?

SmartRecruiters may not be the best option for industries like construction or labor-oriented fields where paper-based applications are still widely used. These industries may not have the infrastructure or technology in place to fully utilize the features and benefits of SmartRecruiters, making it a less suitable solution for their recruitment needs.

Screenshot of Freshteam Applicant Tracking System Showing Candidate Hiring Stages



Freshteam is a user-friendly HR suite with features for applicant tracking, candidate screening, hiring, onboarding, time-off management, employee information management, and more on a single platform.

With a customizable career site, integration with multiple job boards, and social media channels, Freshteam enables users to attract top talent.

Once candidate applications are received, a recruiting team can screen resumes, schedule interviews, and share internal feedback with hiring panel members. Through Freshteam’s recruiting funnel, activity can be tracked and refined to create a custom workflow that reflects all the stages in a team’s hiring process.



Freshteam has four pricing plans:

  • Free
  • Growth: $1 per employee per month plus a $59 platform fee per month
  • Pro: $2 per employee per month plus a $99 platform fee per month
  • Enterprise: $4 per employee per month plus a $169 platform fee.

Freshteam has 4 pricing plans. When billed annually, they cost as follows:

  • Free: This plan is free of charge for up to 50 active employees and is limited to 3 published job postings.
  • Growth: Costing $1 per employee per month + $59 platform fee per month, the Growth plan is ideal for small companies looking to handle their basic HR needs more effectively.
  • Pro: For $2 per employee per month + $99 platform fee per month, the Pro plan comes with several added features to automate workflows and manage HR data. 
  • Enterprise: For $4 per employee per month + $169 platform fee per month, the Enterprise plan is Freshteam’s most premium offering, providing users with access to all features in previous plans with the addition of advanced customizations, reporting, and more.

Best For

While companies of all sizes can benefit from Freshteam's offering, it's best suited for small and mid-sized companies.

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What are the Benefits of an Applicant Tracking system?

Buying new applicant tracking software is a lot of work. This is especially true if you’re going to transition your old software to a new solution. So, it’s important to think about the benefits of new recruiting software in order to justify the time and cost. Here are the most important benefits of a modern ATS:

Employer Branding: A top ATS will help your organization create and manage a career site. Whether using templates or custom pages, working with your ATS provider to create a career site will help your company stand out. You highlight company culture, job perks, mission and value statements – pretty much anything under the sun to attract top talent. Your ATS should also easily integrate with social networks like LinkedIn to distribute content as well as open jobs.

Talent Pools: Keep your potential future hires warm by building a talent pipeline. Maintaining occasional contact with a pool of qualified candidates will allow your recruiting team to decrease the time and cost it takes to hire. Your recruiting process shouldn’t start from zero each time you open a new role. A good ATS can save you time and money by maintaining already-sourced candidates.

Hiring Managers and Employees: Rather than relying exclusively on your HR/TA teams for recruiting, the best ATSs will also include your hiring managers and employees to be part of the process. Referrals, feedback on job candidates, and social media can all be leveraged to fill open positions. 

Hiring and Onboarding: A new ATS isn’t just about recruiting, it can also work wonders for onboarding. Timely and effective onboarding makes a good first impression, and this impression sets the stage for employee engagement and, ultimately, retention.   

Analytics: An effective hiring process is data-driven. Your ATS dashboard should be able to pull out the data that makes the team more effective, and the process more efficient. With a good ATS, recruiter productivity, cost per hire, cost for job boards, cost for paid media, time to hire, and numerous other points of interest will be available at your fingertips.

Cloud-Based Solution: It seems strange to even write this today, but many human resources teams are not taking advantage of cloud-based architecture. With some exceptions (government work, for example), it is uncommon to host your own software. Generally speaking, the cost and product benefits of a cloud-based platform outweigh the edge case uses for on-site hosting. 

Customized Workflows: A modern applicant tracking system will allow your talent acquisition team to build a recruiting process that is custom fit to your firm's needs. Unique workflows can lead to more efficient and effective hiring, so look for an ATS that can customize and automate tasks like application processing, screening, and collecting feedback. Customized workflows are especially helpful to firms who hire from very different candidate pools. If, for example, your team is hiring both truck drivers and software engineers, you can bet these workflows won’t be interchangeable.  

If you’ve come this far, it’s clear you're serious about buying a new ATS. Take a look at our organizer spreadsheet which includes sample demo questions and lots of key resources for anyone buying a new applicant tracking system. You can simply download it or use it in Google Sheets. We hope it’s helpful!

If you're a small business looking to streamline your hiring process, our guide on the best ATS for small businesses is an essential read.

Pro Tips on Best Applicant Tracking Systems

One of the biggest mistakes that HR teams make is waiting until there is a need to hire before searching for applicants, to avoid this issue they should pick an applicant tracking system tool that constantly monitors and updates potential candidates. If an HR department’s applicant tracking tool lacks the ability to maintain a continuous database of talent, then it could cost the business dearly as the extended time between when a position needs to be filled until it is filled, which can cause a loss of productivity. Having a tracking tool that can find relevant experience, transferable skills, and above all, monitor job activity and availability of talent, which can allow HR to maintain a constant stable of available candidates. By making certain that your tracking tool has the most advanced features to constantly collect and monitor potential candidates, HR will be ready to act when needed rather than having to wait on them and in the interim losing money in the process.

Advice for Buying the Best ATS

More than applicant tracking: Look for applicant tracking software that has as many features as you can use. Many ATSs can schedule interviews, manage employee referrals, and parse resumes. If you chose a system that does more than applicant tracking, you’ll help your human resources team increase efficiency and grow your business across the board. According to Larson, “The ATS should make it simple for the HR team to identify trends and be a strategic partner for the business.”

Partner ecosystem: Take a look at the ATSs ecosystem of partners to get a feel for how easy integrations will be. You want a system that has an open API that gets along well with other HR Tech solutions. For example: if down the road, you want to add a video interview product made by another vendor, your open API will come in handy for ease of integration. 

Inside Scoop on Your Hiring Process: Talk to your hiring managers, employees, and recruiters to understand what weaknesses they see in your hiring process. Buying a new ATS should involve all of the stakeholders across a given employer.

Think Long Term: This is a solution you’re going to have for the next several years, minimum.  Your organization will change, and you need a solution that will be adequate now and in the future. In addition to ability to scale, Marie suggests we should look for a company’s “Continued efforts for improved resume parsing, integration capabilities, and enhanced video interviewing capabilities”. Most ATSs offer some version, but commitment to further development of these elements is essential. 

Understand the Roadmap: It’s important to understand a company’s product roadmap, how impactful those features will be, and the company’s track record of delivering on that roadmap. Ask the sales rep specific questions relevant to your business needs. 

Feature Focus: Many ATSs have an astonishing number of features. Understanding the features of one ATS can be daunting, but when you try to compare and contrast 30 features that are all offered by your top five ATS picks, you may find yourself overwhelmed. Our advice is to take a step back and focus on what you truly need. Then, pick three to five must-haves to guide your choice of which system is right for you. Chances are there is no perfect ATS for you, but that doesn’t mean you can’t get close.

Look at ROI: Historically, ATS software was thought of as a tool that performed two functions: workflow management and legal compliance. But modern applicant tracking systems do much more. They can drive ROI through sourcing and recruitment marketing capabilities, they often integrate seamlessly with other HR Tech, and they lighten the load for your HR/TA teams. Simply put, a good ATS comes with good ROI and the ability to drive value from the entire employee lifecycle. This is an especially critical point (and investment opportunity!) for companies that want a competitive edge in tight labor markets.

What is the ROI of a Top ATS?

Build a case for your new purchase. Our ROI guide will help you you to build a robust business case to get the budget you need.

It covers:

  • Subscription fees and one-off costs
  • Increases in recruiter productivity
  • Changes in the hiring funnel
  • Decreases in time to fill

We highly recommend you watch the video to best understand how to use this spreadsheet! It's a bit complex and the video will help you understand it.

Download ATS ROI Calculator

Click Here to Download

ATS Pricing Models - How Much Does a Top ATS Cost?

Here are the pricing models you can expect to see for Applicant Tracking Systems.

Hires/Job Postings/Applicants: We like this “use more, pay more” model because it’s straightforward with a 1:1 ratio between use and cost. The value you get from an ATS is clearly greater when you hire more, so a company that hires 200 people each year should pay less than one that hires 2,000. 

Employees: Some ATSs will charge based on the number of employees you have. We like this pricing model as much as we like this hiring model. Employee engagement in the recruiting and hiring process is easier than ever and as effective as it’s always been. Candidates hired from referrals (often via social shares) tend to close quickly and have low rates of attrition. 

Seats: Some ATSs charge based on the number of people who use the software, which can make the choice a bit tricky because admin access needs tend to change over time. This model is often chosen by small teams who are hiring slowly. 

Features: When an ATS offers features that exceed the typical functionality of an ATS, they often base the cost on those features. Products like these straddle the line between ATS and Customer Relationship Management (CRM). CRM software (not to be confused with a CEM) is built to handle much more than hiring. Far more robust than a typical ATS, a CRM includes features like a large-scale analytics package.

Pro Tip: Be aware that some ATSs charge for integrations with software you already use. Unexpected spending on things like your HRIS can drastically increase your annual spending.

Here’s another pro tip: 

All of the prices you are originally quoted from a vendor are negotiable, especially if you are looking to sign a multi-year contract. Learn more about how to navigate this space from a legal perspective from a guide by upcouncel.

ATS Pricing: How Much Do Applicant Tracking Systems Cost?

Here are some guidelines on pricing based on company headcount. This information is indented to help you get a general sense of ATS pricing. Keep in mind that ATSs come in all shapes and budget sizes. Here we provide mid-range samples for reference.

Are you wondering where we got this data? It was (partially) from people like you! To help HR teams better understand their options, we crowdsource data on ATS pricing.

Our short, anonymous survey only takes about two minutes to complete, and anyone who participates will be given access to the entire data set. Click here to help out the community!

Applicant Tracking Systems Pricing




What Are the Key Features of a Best in Class ATS?

Here are some of the key features, from the basics to bells and whistles:

Open APIs: This may be the most important key feature of any modern ATS. Almost without exception, the top ATSs all come with robust APIs that allow other tools to build sturdy integrations for flawless functionality. What does this look like for your HR team? With an open API, hiring processes managed by third-party vendors can become part of your ATS platform.

If you’re feeling like you still don’t know your API from your ATS, you can refer back to the section on Partner Ecosystems in Advice for Buying the Best ATS above. Or you can keep reading for some HR hacking.  

If like most HR pros, you’re not a die-hard techie, you can still vet a vendor for this information. If they have an open API, you can bet it’ll say so on their site. You can also check out their partner ecosystem (note: in this context “partners” are two companies who are connected via open APIs). Finally, from one HR pro to another: if the vendor doesn’t have time to help you understand their tech, they are probably the wrong vendor.

  • Video interviews have become a powerful way for recruiters to save time and connect with a large pool of job seekers. Look for solutions that either have a video interview module built-in or are affiliated with one of the top video interview platforms.
  • Sourcing: Many top ATSs realize that their solution needs to be much more than a database full of job applicants – it needs to help you actually get those applicants on your payroll! Some things to look out for when it comes to ATS sourcing features are Google Chrome extensions that allow you to source candidates, databases of talent that you can query, and outreach tools that will enable you to build sequences to engage the right candidates through email and texting.
  • CRM: In addition to being a type of stand-alone system, Candidate Relationship Management (CRM) is also an ATS feature and an essential element of talent management. Nurturing the relationship with your entire job-seeker ecosystem is critical. This includes the silver medalists, the talent pools of passive candidates, and all the “backburner” folks who you want to keep warm. A CRM will let you set reminders to ping candidates in the future, keep in contact via email with candidate pools, and provide a means for your recruiters and sourcers to re-discover old candidates.
  • Blind Screening: It’s hard to get most D&I initiatives off the ground without the ability to blind screen applicants. Look for an ATS that will obscure the names, photos, and addresses of candidates to allow recruiters to screen with as little bias as possible. Some ATSs include features that evaluate the word choices of your job descriptions and website copy.
  • Employer Branding and Career Site: Modern applicant tracking systems are built with the candidate's experience in mind. To this end, they can help you build and maintain a bespoke career site that showcases your employer brand while weaving branded messaging and media into all candidate communication. Leveraging your ATS and your marketing team together, you can create a distinctive career site that will stand as the foundation for your employer brand.
  • Data and Analytics: It is critical to align the reporting you need for internal and external stakeholders with the analytics offered by your ATS. Any ATS worth its salt will have a basic analytics dashboard. In an ideal world, any ATS would contain a massive analytics engine that would make light work of your heaviest statistical loads and render multi-vector complexities with sublime simplicity. But this is the real world, and not all ATSs can meet complex analytics needs. Before you buy, be sure to measure what they offer against what you need. 
  • Interview Scheduling: ATS software that is focused on recruitment automation will include scheduling for everything from phone screens to final-round interviews. This can save your HR coordinators a ton of time (and endless scheduling errors!), and may even mean you can redeploy this talent towards more strategic roles such as full-desk recruiting.
  • Offer Letters: Most ATS solutions automate the distribution of offer letters to potential new hires so that your hiring team can focus on more important tasks. 
  • Onboarding: While a few ATSs contain a full-on suite of HR software (HRIS, performance management, engagement, payroll, benefits, bells, and whistles), most have employee onboarding capabilities. This basic pairing makes sense: when someone is hired, the handoff from TA to HR should be as smooth as possible.

Information overload? Use this organizer to  keep track of your notes during your process.

The features listed above are highly specific and intended to help buyers and decision makers make swift, categorical decisions. However, some critical aspects of ATS performance and functionality are not given to categorization like this. Larson suggesgts buyers keep in mind the following: how well the product will respond to market challenges, and the quality of external candidate and internal employee experience.

Pro tip: this free tool from MIT’s Career Advising & Professional Development Department can also evaluate language to help your team move toward an equitable future.

Questions to ask ATS Vendors on Demos

We have compiled more than 300 questions to ask vendors while shopping for an ATS. This array covers questions recruiters should ask, questions for hiring managers, questions for accounting, and more.

Click here for 300+ questions for ATS vendors

If you are saving this gigantic list for later or you already have your own criteria in mind, we still recommend you bring along this bakers's dozen to your first few demos.

Essential questions for vendors:

  • Is there a bi-directional API to share information between this system and my HRIS?
  • How does this ATS help my recruiting efforts beyond capturing candidate information?  For example, will it allow me to pipeline candidates, source, boost referrals, etc?
  • How does this system improve the candidate experience?
  • What is your partner strategy, and do I have to pay to integrate my other recruiting tools?
  • What metrics do you focus on to prove the effectiveness of this solution, and where can I see these in my analytics dashboard?
  • Can I speak to my future customer service rep about implementation, and how exactly your organization will be involved?
  • Walk me through the candidate experience.
  • Can I store candidate profiles in this system in a way that is searchable for future candidate sourcing?
  • Walk me through how recruiters post jobs, vet applicants, and leave feedback.
  • How do employees outside of HR interact with this ATS?
  • Do you have social recruiting capabilities?
  • We use {{XYZ indispensable recruiting tool}}, how do you integrate with it?
  • What is the onboarding process after we buy this solution (ask for specific steps and who in your org needs to be involved)?

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Frequently Asked Questions About ATSs

How do I buy the best applicant tracking system?

  • Understand your business: Each organization needs to contemplate which ATS is the best for them. If you work at a Global Fortune 500 company, you'll need an enterprise solution that supports multiple languages, juris dictions, and has many features that an SMB focused tool won't have. However, if you are at a startup, you may be looking for the cheapest option for your company. It all depends!
  • Create a shortlist: You can use our reviews, or other sites like G2 or Capterra to figure out which ATS vendors you want to take a look at.  You may also want to ask peers at similar companies what solutions they're using.
  • Conduct demos: Once you have 3-5 vendors that are the most likely best fit, you'll want to see each live. Our advice is to ask lots of questions, and take good notes. Specifically, you'll want to understand the integrations this solution has with your other HR Tech tools, how it's setup, how it's priced, and the key workflows that your team will need it for (posting jobs, candidate feedback, etc)
  • Get internal stakeholder buy in: One key aspect of buying an ATS that many teams fail at is getting internal stakeholder buy in from colleagues.  You'll want this from people who will eventually give you budget, as well as those who will use the tool. We recommended a short presentation that has 1) why this is an important purchase 2) how it will impact their lives 3) how it will impact your organization.
  • Finalize your vendor: Once you've done your demo's, you'll want to narrow down your list to one vendor that you want to move forward with. A pro tip here is to consider the product, but also how you were treated throughout the process. If you feel you can trust the person on the other side of this transaction, it has much higher odds of success!
  • Negotiate the best price: We recommend you buy software the end of the month or quarter as you can get good deals at this time. Just remember that any price can be negotiated, and that you should always get compensated for giving something up (longer contracts, upfront payments, etc).
  • Implement like a pro: Now comes the fun part, implementation. Our advice here is to make sure you follow your account managers advice. They are economically incentivized to make sure you succeed (their bonus depends on it!).
  • Reflect: After a big project like this, you need to take a look at your process and outcomes. What surprised you?  What went well? What were the pitfalls you fell into? Take it all in and try to get better next time.

Which ATS is the most popular?

  • Greenhouse
  • Pinpoint
  • JazzHR
  • Lever
  • WorkDay
  • Recruitee
  • BambooHR
  • TeamTailor

What is the difference between an ATS and an HRIS?

An ATS (applicant tracking system) is the core operating software for your recruiting team that deals with hiring records, whereas your HRIS (Human Resource Information System) is the core operating system of your human resources team and deals with employee records.

Why do you need an applicant tracking system?

You need an applicant tracking system to streamline the recruitment process. An ATS can easily manage large volumes of applicants and candidates. Castro details these needs further in her article, Applicant Tracking Systems: Why Your Business Needs One.

Why is an ATS used in recruitment?

An ATS is used in recruitment to make the end-to-end process of hiring easier. ATSs were originally designed for large corporations managing thousands of job applications every week. The use of software dedicated to specific purposes has become part of our everyday lives, and so has the ubiquity of the ATS in small and medium businesses. Teams of all sizes, with any variety of hiring needs, can benefit from a tool that increases efficiency by streamlining tasks.  

How do applicant tracking systems work?

Applicant tracking systems work by acting as a liaison between an employer and an applicant. Once an application is submitted, the ATS extracts and stores the candidate’s work experience, education, and contact information in a database. HR teams use the database to review applications, communicate with applicants, schedule interviews, and sometimes administer skills tests.

Final Advice for Buying a New ATS

Implementing a top-rate ATS allows employers to supercharge their recruiting efforts. Year after year, ATSs gain new capabilities like sourcing, CRM, talent re-discovery, and sophisticated analytics capabilities. It’s a very complicated landscape with literally hundreds of vendors and thousands of feature options. 

Dedicate time to evaluating the specific goals you are trying to accomplish with a new ATS. Start prepared, and proceed with focus as you start to talk to vendors and watch demos. It’s critical not to settle for anything less (or more) than exactly what you need and want. Given the high switching costs inherent in long-term contracts, data migration problems, and training, this is a recruiting tool that will stick with you for a long time.

Hidden assets in your ROI analysis
Anyone who’s ever fallen flat in the CFO’s office knows this type of analysis is crucial for getting buy-in from internal stakeholders. But the process of being CFO-ready with an ROI report offers some additional assets you may not have considered. First, the process will refine your thoughts on why and how an ATS is an important purchase for your team, which will lead to more clarity on which features to prioritize. Second, your model can become something of a a journal. If you revisit your analysis periodically, it can serve as a record of where you were right and wrong, and this reflection will help refine how you think about allocating a budget for future decisions.

Check out our blogs on this topic!

What is an ATS? / Benefits of an ATS / How to Calculate ATS ROI / Guide on ATS Pricing / ATS Buyer Guide / Questions to Ask ATS Vendors on Demos

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