# Best Enterprise Applicant Tracking Systems (ATS) - Page 5 ## How Many Applicant Tracking Systems (ATS) Products Does G2 Track? **Total Products under this Category:** 452 ### Category Stats (Aug 2026) - **Average Rating:** 4.46/5 (↑0.01 vs Jul 2026) The average rating of products in this category, based on all submitted ratings - **Top Trending Product:** Binary (+5.56%) - Among all products in this category, Binary recorded the largest rating increase compared to last month _Last updated: August 01, 2026_ ## How Does G2 Rank Applicant Tracking Systems (ATS) Products? **Why You Can Trust G2's Software Rankings:** - 30 Analysts and Data Experts - 101,000+ Authentic Reviews - 452+ Products - Unbiased Rankings G2's software rankings are built on verified user reviews, rigorous moderation, and a consistent research methodology maintained by a team of analysts and data experts. Each product is measured using the same transparent criteria, with no paid placement or vendor influence. While reviews reflect real user experiences, which can be subjective, they offer valuable insight into how software performs in the hands of professionals. Together, these inputs power the G2 Score, a standardized way to compare tools within every category. ## G2 Grid® for Applicant Tracking Systems (ATS) ![G2 Grid® for Applicant Tracking Systems (ATS) plotting products by satisfaction and market presence](https://www.g2.com/categories/applicant-tracking-systems-ats/grids.png?focus%5B%5D=3900&focus%5B%5D=1621547&focus%5B%5D=511&focus%5B%5D=570&focus%5B%5D=5684&focus%5B%5D=1580&focus%5B%5D=4132&focus%5B%5D=70923) Highlighted products: Greenhouse, Deel Hire, SAP SuccessFactors HCM, Workday HCM, JobDiva, Bullhorn, UKG Ready, and Teamtailor. Underlying data: [Grid® JSON](https://www.g2.com/categories/applicant-tracking-systems-ats/grids.json?focus%5B%5D=greenhouse&focus%5B%5D=deel-hire&focus%5B%5D=sap-sap-successfactors-hcm&focus%5B%5D=workday-hcm&focus%5B%5D=jobdiva&focus%5B%5D=bullhorn&focus%5B%5D=ukg-ready&focus%5B%5D=teamtailor&segment=enterprise) **Sponsored** ### SAP SuccessFactors HCM SAP SuccessFactors HCM is a global, AI-powered cloud HR suite designed to help organizations thrive in a fast-moving world. With 100+ localizations, it delivers real-time visibility and connected solutions across core HR, payroll, talent management, learning, analytics, planning, and employee experience. More than 10,000 organizations trust SAP SuccessFactors HCM to enhance every employee experience, workforce decision, and people process—turning each employee into a success story. With SAP SuccessFactors HCM, you can: - Empower your workforce with AI-driven tools for self-service, learning, performance, and development to help people work faster and smarter. - Identify and develop top talent with a unified source of people and skills data that supports both HR strategies and business goals. - Stay compliant and agile with built-in legal and regulatory updates tailored to local business requirements. - Accelerate time to value by leveraging proven HR best practices and the strength of a global partner ecosystem. [Visit website](https://www.g2.com/external_clickthroughs/record?secure%5Bad_program%5D=ppc&secure%5Bad_slot%5D=category_product_list_llm&secure%5Bcategory_id%5D=789&secure%5Bchosen_at%5D=2026-08-01T19%3A13%3A17Z&secure%5Bdisplayable_resource_id%5D=789&secure%5Bdisplayable_resource_type%5D=Category&secure%5Bmedium%5D=sponsored&secure%5Bplacement_reason%5D=page_category&secure%5Bplacement_resource_ids%5D%5B%5D=789&secure%5Bprioritized%5D=false&secure%5Bproduct_id%5D=511&secure%5Bresource_id%5D=789&secure%5Bresource_type%5D=Category&secure%5Bsource_type%5D=category_page&secure%5Bsource_url%5D=https%3A%2F%2Fwww.g2.com%2Fcategories%2Fapplicant-tracking-systems-ats%2Fenterprise%3Fpage%3D5%26segment%3Denterprise&secure%5Btoken%5D=0bd66081a89cd57459d670382815fecfe4e90a01261b35e510df67c60acc7883&secure%5Burl%5D=https%3A%2F%2Fwww.sap.com%2Fcmp%2Fdg%2Ftop-5-hr-trends%2Findex.html%3Fcampaigncode%3DCRM-YD25-HXM-407947%26source%3DSFSF-click-campaign-G2&secure%5Burl_type%5D=custom_url) ### [EVA.ai](https://www.g2.com/products/eva-ai/reviews) EVA is a predictive & conversational AI. It sits within a process automation platform for HR / HCM professionals to enable innovative Talent Acquisition & Talent Management experiences. EVA.ai leverages HR 4.0 technologies such as machine learning & hyper-automation tools i.e. capabilities at the root of the fourth industrial revolution we live in. **Average Rating:** 4.7/5.0 **Total Reviews:** 26 #### How Do G2 Users Rate EVA.ai? - **Has the product been a good partner in doing business?:** 9.8/10 (Category avg: 9.0/10) - **Performance:** 9.2/10 (Category avg: 8.9/10) - **Workflow Building:** 9.4/10 (Category avg: 8.4/10) - **Dashboards:** 8.9/10 (Category avg: 8.6/10) #### Who Is the Company Behind EVA.ai? - **Seller:** [eva.ai](https://www.g2.com/sellers/eva-ai) - **Year Founded:** 2018 - **HQ Location:** London, England - **Twitter:** @meetevaai 209 Twitter followers - **LinkedIn® Page:** [www.linkedin.com](https://www.g2.com/external_clickthroughs/record?secure%5Bsource_type%5D=product_profile&secure%5Btoken%5D=d0d54ee764d69891fc4fc26e5aee0767fba3c9621483fda10628405b76bc3069&secure%5Burl%5D=https%3A%2F%2Fwww.linkedin.com%2Fcompany%2Fevaai%2F&secure%5Burl_type%5D=linkedin_company_website) 16 employees on LinkedIn® #### Who Uses This Product? - **Top Industries:** International Affairs, Human Resources - **Company Size:** 48% Large, 41% Small #### What Are Recent G2 Reviews of EVA.ai? **["Intelligent Virtual Assistants"](https://www.g2.com/survey_responses/eva-ai-review-10514201)** **Rating:** 5.0/5.0 stars _— Anna A._ [Read full review](https://www.g2.com/survey_responses/eva-ai-review-10514201) **["Best-in-class TA and TM platform with conversational AI at its core"](https://www.g2.com/survey_responses/eva-ai-review-9794729)** **Rating:** 5.0/5.0 stars _— Steve C._ [Read full review](https://www.g2.com/survey_responses/eva-ai-review-9794729) #### What Are G2 Users Discussing About EVA.ai? - [What is EVA used for?](https://www.g2.com/discussions/what-is-eva-used-for) ### [Rival](https://www.g2.com/products/rival-2024-08-20/reviews) Rival, formerly SilkRoad Technology, transforms HR processes with AI-powered solutions that simplify talent acquisition, modernize HR workflows, and accelerate workforce productivity, all in one box. Rival Recruit: Rival Recruit is an all-in-one platform that helps empowers organizations to analyze, source, recruit and hire the best talent to their organization. With rich embedded analytics, over 700M passive candidate profiles, deep AI-powered functionality across every step of candidate management and hiring, Rival Recruit is your go to partner across the entire talent acquisition lifecycle. Rival Engage Rival Engage allows you to retain your current ATS experience while leveraging state of the art AI-powered sourcing and recruitment marketing capabilities to add precision to your strategy and hire the best talent. Rival Onboard: Rival Onboard is the engine powering tailored experiences from source to hire to retire with agility and scale. Onboard streamlines and integrates data, workflows and systems into a unified experience to empower people to work better. It includes journeys, engagement, integrations and compliance for the key elements of the employee lifecycle, including new hire onboarding, crossboarding and offboarding Rival Learn: Transform the employee experience by aligning learning to organizational strategy and individual development needs. The solution provides flexibility to enable you to deliver personalized curriculum on any device to drive engagement and retention. Rival Learn is a robust solution that drives compliance across your workforce at scale. Rival Perform: Rival Perform accommodates multiple strategies across the performance management spectrum. Go beyond traditional approaches to employee performance management with a more agile, flexible solution. Deliver real-time, actionable feedback that employees crave. Empower your managers, identify and prepare talent for their next role and deliver a more engaging, continuous performance experience across the employee lifecycle. **Average Rating:** 3.8/5.0 **Total Reviews:** 197 #### How Do G2 Users Rate Rival? - **Has the product been a good partner in doing business?:** 7.5/10 (Category avg: 9.0/10) - **Performance:** 7.6/10 (Category avg: 8.9/10) - **Workflow Building:** 6.5/10 (Category avg: 8.4/10) - **Dashboards:** 7.3/10 (Category avg: 8.6/10) #### Who Is the Company Behind Rival? - **Seller:** [Rival](https://www.g2.com/sellers/rival-10fd4a64-e0e3-4275-9c1e-896fc757f85d) - **Year Founded:** 2003 - **HQ Location:** Chicago, IL - **Twitter:** @\_RivalHR 7,644 Twitter followers - **LinkedIn® Page:** [www.linkedin.com](https://www.g2.com/external_clickthroughs/record?secure%5Bsource_type%5D=product_profile&secure%5Btoken%5D=f3a1b2733b601ec3e50c2407d7efacdd1fea407b2b24b49dd3d298352ae7b6f9&secure%5Burl%5D=https%3A%2F%2Fwww.linkedin.com%2Fcompany%2Frival-hr&secure%5Burl_type%5D=linkedin_company_website) 382 employees on LinkedIn® - **Phone:** 1 (866) 329 3363 #### Who Uses This Product? - **Top Industries:** Non-Profit Organization Management, Hospital & Health Care - **Company Size:** 51% Medium, 42% Large #### What Do G2 Reviewers Say About Rival? _AI-generated summary from verified user reviews_ ##### Pros - Users appreciate the **comprehensive features** of Rival, which enhance onboarding and streamline recruitment processes effectively. - Users love the **top-notch Analytics Summary** feature, providing insightful information for informed decision-making. - Users value the **enhanced features** of Rival, which greatly improve recruitment flow and performance tracking. - Users value the **top-notch Analytics Summary** feature, enjoying its comprehensive insights for informed decision-making. - Users appreciate the **top-notch Analytics Summary** feature for its ability to provide valuable insights for better decision-making. ##### Cons - Users find the **integration issues** with Rival frustrating, affecting its compatibility with existing systems. - Users find the **interface design cluttered** and wish for improved front-end and integration experiences with Rival. - Users feel the **integrations and front end** of Rival could be improved for a better experience. - Users feel the **lack of integration** and subpar front-end experience limits Rival's overall effectiveness. - Users feel that the **layout issues** in Rival hinder usability and could benefit from improvements and better integrations. #### What Are Recent G2 Reviews of Rival? **["Great workflow, however lacking functionality on Mobile"](https://www.g2.com/survey_responses/rival-review-10968293)** **Rating:** 4.0/5.0 stars _— Verified User in Retail_ [Read full review](https://www.g2.com/survey_responses/rival-review-10968293) **["Rival makes onboarding so easy"](https://www.g2.com/survey_responses/rival-review-4826179)** **Rating:** 4.0/5.0 stars _— Jessi K._ [Read full review](https://www.g2.com/survey_responses/rival-review-4826179) #### What Are G2 Users Discussing About Rival? - [What is SilkRoad Technology used for?](https://www.g2.com/discussions/what-is-silkroad-technology-used-for) - [‹ Prev‹ Prev](/categories/applicant-tracking-systems-ats/enterprise?order=g2_score&page=4&submissionGuid=fbe3f593-e960-41d6-831f-84a384c0989b#product-list) - [1](/categories/applicant-tracking-systems-ats/enterprise?order=g2_score&submissionGuid=fbe3f593-e960-41d6-831f-84a384c0989b#product-list) - [2](/categories/applicant-tracking-systems-ats/enterprise?order=g2_score&page=2&submissionGuid=fbe3f593-e960-41d6-831f-84a384c0989b#product-list) - [3](/categories/applicant-tracking-systems-ats/enterprise?order=g2_score&page=3&submissionGuid=fbe3f593-e960-41d6-831f-84a384c0989b#product-list) - [4](/categories/applicant-tracking-systems-ats/enterprise?order=g2_score&page=4&submissionGuid=fbe3f593-e960-41d6-831f-84a384c0989b#product-list) - 5 - Next ›Next › Spotlight Categories [ERP Systems](https://www.g2.com/categories/erp-systems) [Project Management Software](https://www.g2.com/categories/project-management) [Procure to Pay Software](https://www.g2.com/categories/procure-to-pay) [Security Awareness Training Software](https://www.g2.com/categories/security-awareness-training) [Inbound Call Tracking Software](https://www.g2.com/categories/inbound-call-tracking) Similar Categories - [Recruitment Marketing](/categories/recruitment-marketing) - [Onboarding](/categories/onboarding-software) - [Recruitment Platforms](/categories/recruitment-platforms) [Browse Applicant Tracking Systems (ATS) Themes](/categories/applicant-tracking-systems-ats/themes) ![Grace Savides](/assets/transparent-ad5be28fbcd25b7b08d2cebe1d957125437fb5407d75ee717965ad22c8808791.gif "Grace Savides") GS Researched and written by [Grace Savides](https://research.g2.com/insights/author/grace-savides) Updated Products classified in the overall Applicant Tracking Systems (ATS) category are similar in many regards and help companies of all sizes solve their business problems. However, enterprise business features, pricing, setup, and installation differ from businesses of other sizes, which is why we match buyers to the right Enterprise Business Applicant Tracking Systems (ATS) to fit their needs. Compare product ratings based on reviews from enterprise users or connect with one of G2's buying advisors to find the right solutions within the Enterprise Business Applicant Tracking Systems (ATS) category. In addition to qualifying for inclusion in the Applicant Tracking Systems (ATS) category, to qualify for inclusion in the Enterprise Business Applicant Tracking Systems (ATS) category, a product must have at least 10 reviews left by a reviewer from an enterprise business. Show More * * * ## How Do You Choose the Right Applicant Tracking Systems (ATS)? ### What You Should Know About Applicant Tracking Systems (ATS) ### Applicant tracking systems (ATS) overview An applicant tracking system (ATS) is a type of [talent acquisition software](https://www.g2.com/categories/talent-acquisition-suites) that provides a centralized system for creating job postings, screening applicant resumes, storing candidate information, conducting interviews, and sharing offer letters. More advanced ATS software applications may feature various capabilities like interview scheduling, applicant database management, job board integrations, automated emails, hiring analytics, and reporting. Hiring agencies, talent outsourcing companies, and human resources (HR) teams use applicant tracking system software to automate traditionally manual recruitment tasks with [artificial intelligence](https://www.g2.com/articles/what-is-artificial-intelligence) and cloud technology. ATS systems sort candidate resumes with natural language processing (NLP) to find applicants with relevant experience and skills. Recruiters can use ATS tools to share interview status updates via email and text, meet Equal Employment Opportunity Commission (EEOC) guidelines, track metrics like [time-to-hire](https://learn.g2.com/time-to-hire-metric), and enhance the overall candidate experience. Some [HRMS & HCM software](https://www.g2.com/categories/human-resource-management-systems) may feature built-in ATS functionality. However, stand-alone ATS applications are ideal for managing diverse talent pools, screening resumes, communicating with candidates, and optimizing the hiring process with rich analytics. ### Who uses applicant tracking systems? [Recruitment agencies](https://www.g2.com/categories/recruitment-agencies), enterprises, and small or medium-sized businesses (SMBs) use applicant tracking systems to weed out irrelevant resumes, find qualified candidates with desired skills, and communicate with them throughout the hiring process. ATS solutions serve the following business types:  - Startups - Enterprises - Recruitment agencies - Small and medium-sized businesses Types of recruitment and hiring professionals who use ATS include: - **HR managers:** Talent leaders of organizations of all sizes rely on applicant tracking solutions to enhance the talent pipeline with efficient [candidate sourcing](https://learn.g2.com/candidate-sourcing-techniques), meet target headcount goals, and optimize hiring costs. - **Corporate recruiters:** A corporate recruiter or talent acquisition specialist responsible for filling open positions uses an ATS platform to source and compare candidates, shorten interview cycles, and manage tasks across the recruiting funnel. - **Recruitment agency executives:** ATS systems are invaluable to recruitment executives, helping them source and hire candidates on behalf of an organization. They rely on ATS to store applicant data, view real-time pipeline progress, and share updates with hiring managers. - [**Diversity, equality, and inclusion (DEI)**](https://www.g2.com/glossary/dei-definition) **officers:** ATS also aids DEI practitioners in visualizing and improving the presence of historically underrepresented and marginalized groups within the workforce. - **Executive search service providers:** Executive recruitment agencies filling senior-level positions within companies use ATS systems to attract and convert top talent. - **Campus recruiters:** On-campus and off-campus recruiters are responsible for sourcing and hiring college and university graduates. They use ATS software to manage talent databases and hire for open jobs at different companies. - **Freelance recruitment consultants:** Freelance recruiters also may use ATS tools to manage, analyze, and interview candidates for various positions across organizations. ### Types of applicant tracking systems Below are different industry-specific ATS platforms available in the applicant tracking system software market. - **Recruitment:** ATS solutions tailored for staffing agencies feature intelligent workflows to help them manage job postings and source candidates for multiple clients. These systems also feature email and SMS capabilities to help recruiters communicate with candidates. - **Government:** Central and local government agencies use public sector ATS solutions to maintain candidate anonymity and eliminate recruiting prejudice or bias. These systems also enable shared service team members to support hiring managers during recruitment. Government organizations rely on these systems to meet internal standards, measure [DEI](https://learn.g2.com/dei) progress, and comply with EEOC guidelines. Medical organizations and practices rely on [healthcare staffing services](https://www.g2.com/categories/healthcare-staffing-services) to review credentials, verify licenses, assess skills, and run background checks.  - **Hospitality:** Leisure and tourism sector players use custom applicant tracking solutions to post on job boards, boost hiring pipelines, pre-screen candidates, and onboard them. - **Education:** ATS platforms enable colleges and universities to create job templates, publish branded careers pages, maximize candidate pool, and boost screening efficiency. - **Retail:** In-house retail recruiting teams turn to these systems to submit job requisitions, source candidates from [job search sites](https://www.g2.com/categories/job-search-sites), and share real-time updates with applicants. - **Manufacturing:** Manufacturers run background checks, [manage payroll](https://www.g2.com/glossary/payroll-management-definition), screen tax credit eligibility, and hire applicants based on behavioral assessments and knowledge-based evaluations. - **Nonprofit:** Nonprofit organizations use cloud-based [candidate relationship management (CRM) tools](https://www.g2.com/categories/candidate-relationship-management) or ATS software to craft job ads, attract the right candidates, coordinate hiring across locations, and improve administrative efficiency. ### Benefits of applicant tracking systems Best-in-class applicant tracking systems are essential for hiring managers looking to: - **Automate tasks:** The application process involves various manual tasks such as getting stakeholder approvals, creating [job descriptions](https://learn.g2.com/how-to-write-a-job-description), posting on job boards, filtering resumes, scheduling interviews, and following up with candidates. ATS software enables hiring teams to automate these time-consuming administrative tasks with customizable and collaborative hiring workflows.  - **Create a single source of truth:** Tracking and managing the [talent pool](https://learn.g2.com/talent-pool) is challenging, especially with the volume of resumes recruiters receive from career sites and job boards. ATS makes it easier for them to centralize candidate information by department, talent source, hiring stage, and categories. Hiring managers can also use ATS to share candidate feedback with decision-makers. - **Digitize onboarding paperwork:** Time-consuming administrative paperwork prevents recruiters from focusing on strategic hiring and training existing employees. ATS applications save time with document e-verification, digital paperwork storage, and approvals.  - **Meet hiring compliance:** Organizations must adhere to hiring, payroll, and labor-related laws and regulations. For example, they combine ATS systems and [HR compliance software](https://www.g2.com/categories/hr-compliance) to comply with the Affordable Care Act (ACA) and Consolidated Omnibus Budget Reconciliation Act (COBRA) while sending notices and handling payments. Organizations hiring federal contractors and sub-contractors can meet Office of Federal Contract Compliance Programs (OFCCP) regulations with the right system. - **Collaborate with decision-makers:** Recruiters often collaborate with or pass information to hiring managers and decision-makers while closing open roles. An applicant tracking system eliminates this back-and-forth with a collaborative portal that lets recruiters tag others, send reminders, get real-time notifications, and schedule automated emails. This organized hiring process helps recruiters avoid communication gaps and collaborate with other teams. - **Track recruiting KPIs:** ATS systems also deliver useful recruitment metrics like time-to-fill, cost-per-hire, offer acceptance rate, quality of hire, and retention rate in a single analytics dashboard. The ease of accessing this data enables recruiters to monitor data, identify trends, set benchmarks, and optimize hiring strategy. ### Which is the best recruiting software with built-in ATS? - [Greenhouse](https://www.g2.com/products/greenhouse/reviews): Offers structured hiring workflows, customizable scorecards, and robust analytics, making it ideal for mid-to-large businesses seeking data-driven recruitment processes.​ - [Lever](https://www.g2.com/products/lever/reviews): Combines ATS and CRM functionalities, providing collaborative hiring features and advanced analytics to enhance candidate relationship management.​ - [iCIMS](https://www.g2.com/products/icims-formerly-icims-talent-cloud/reviews): Provides scalable recruitment solutions with AI-powered candidate matching and robust integration capabilities, suitable for large enterprises.​ - [Rippling](https://www.g2.com/products/rippling/reviews): While mainly known for HR and IT management, Rippling also offers a simple, growing ATS solution integrated with its HRIS. - [BambooHR](https://www.g2.com/products/bamboohr/reviews): Best known for HR management, BambooHR also features an easy-to-use ATS module for small to mid-sized businesses. ### Applicant tracking systems features The best-in-class software offer the following ATS features to help recruiters operate efficiently, streamline the hiring process, and offer a seamless experience to job seekers. - **Candidate sourcing** is crucial for creating a talent pool from LinkedIn, job boards, and career sites and storing and finding candidate information.  - **Application sorting** uses intelligent automation to filter the best candidates based on their resumes, skills, previous work experiences, and qualifications. - **Interview scheduling** eliminates manual scheduling tasks with calendar integration. Moreover, some ATS systems also provide interview kits and feedback forms to help interviewers prepare before the interview. - **Automated messaging** delivers customized messages to candidates at the end of each phase of the interview process. - **Automation workflows** allow talent teams to simplify and streamline manual processes like personalized candidate outreach, interview setup, candidate feedback collection, and meeting scheduling. - [**Onboarding tools**](https://www.g2.com/categories/onboarding) integrate with ATS to make it easy for hiring teams to welcome new recruits and provide them with training materials and other necessary information, such as employee benefits. - **Talent analytics** is essential for tracking overall recruiting progress and diversity hiring metrics. ### Applicant tracking systems pricing Applicant tracking system software pricing varies depending on business size, feature requirements, number of users, and industry. Below are the standard ATS pricing models. -  A **flat fee** is a fixed monthly or one-time fee that an ATS software provider charges to provide the user company with a license. It’s best for small or medium-sized organizations with a limited budget. Some ATS vendors may charge additional installation fees. - The **pay-per-employee model** charges organizations based on their hiring team size and doesn’t change with hiring frequency. This plan suits small businesses or enterprises with many hiring team members. Some ATS solution vendor companies may offer bulk discounts for more users.  - The **pay-per-recruiter payment model** considers the number of users who will actively use the ATS platform. Besides login credentials, they receive user privileges depending on their seniority in the organizations. This plan is suitable for organizations with seasoned hiring teams looking to control the total hiring cost. - The **pay-per-job model** requires an organization to pay for each open job role. A vendor won’t charge the company after the position has been filled. This ATS pricing model suits organizations that open new roles occasionally. Companies with many open positions may end up paying more with this model.  - **Subscription-based pricing** is the most common model. Depending on the pricing plan, businesses opting for this model pay a recurring monthly or annual fee to the vendor. It’s suitable for organizations hiring throughout the year. ### Which applicant tracking system is best for small businesses? - [Zoho Recruit](https://www.g2.com/products/zoho-recruit/reviews): Offers a comprehensive solution for in-house recruiters and staffing agencies, with resume parsing, customizable workflows, and reporting tools to streamline hiring. - [Jotform](https://www.g2.com/products/jotform/reviews): Offers a flexible, no-code form builder with robust e-signature and workflow automation features, making it easy for small businesses to collect applications, approvals, and contracts all in one place. - [JazzHR](https://www.g2.com/products/jazz-co/reviews): Delivers powerful, user-friendly recruiting software with features like customizable workflows, candidate assessments, and collaborative hiring tools, helping small businesses attract and hire the right talent efficiently. ### How to choose the best applicant tracking system Below is a step-by-step process buyers can follow while picking an ATS solution for their organizations. #### Planning stage The planning stage involves understanding organizational requirements and recruitment complexity, assessing integration needs, and estimating timelines. - **Understand company goals:** Organizations have different recruitment goals depending on their sizes. For example, a small business may want a user-friendly ATS for candidate sourcing. In contrast, an enterprise may wish to boost employer branding and tackle high-volume hiring recruitments. A solid understanding of company goals is crucial for choosing the right applicant tracking software. - **Evaluate recruitment complexity:** Finding the right candidate for a high-demand role can be challenging. Moreover, companies typically have custom workflows for each position they hire. Assessing the recruitment complexity for each position helps buyers find the most suitable ATS. - **Estimate timeline and resources:** Buyers must work with key stakeholders and decision-makers to estimate the budget and finalize the implementation timeline and other resources before looking for ATS solutions. - **List must-have functionalities:** This step requires buyers to understand their companies’ hiring process and create a list of recruiting capabilities that an ATS or the integrated system must have. Organizations may need different must-have functionalities, including job posting, interview scheduling, candidate information management, branded communications, and onboarding. - **Determine integration needs:** Organizations buying ATS systems may want to integrate their ATS with background check service providers, [human resources information system (HRIS)](https://www.g2.com/articles/what-is-hris), [payroll software](https://www.g2.com/categories/payroll), [single sign-on (SSO) solutions](https://www.g2.com/categories/single-sign-on-sso),[video interviewing applications](https://www.g2.com/categories/video-interviewing), and [time & attendance solutions](https://www.g2.com/categories/time-attendance). Knowing these integration requirements beforehand is critical for finding the right software. - **Set measurable goals:** Buyers must set intelligent goals for measuring the success of an ATS solution. Organizations typically establish goals around the time they save while sourcing candidates, reviewing resumes, scheduling, and conducting interviews. Businesses should also consider the overall cost per hire, the time required to fill each role, and hiring manager satisfaction. #### Research stage The software research stage involves exploring solutions with the must-have features and integration capabilities an organization needs to streamline recruitment. The aim is to create a list of solutions that meet organizational requirements. Buyers must consider the following factors while attending software demos and using free trials. - **Centralized tool:** Having a centralized ATS system is helpful for recruiters looking to post jobs, screen resumes, and manage candidate data, interviews, feedback, and onboarding from a single dashboard. They can also set up custom workflows and assign tasks to relevant decision-makers.  - **Team collaboration:** Best-in-class ATS solutions offer collaborative hiring features to enable different team members to meet the candidate during the multi-stage hiring process. This feature allows organizations to evaluate candidates holistically while providing them with a well-rounded experience.  - **User-friendly interface:** An intuitive user experience improves recruiters’ productivity and reduces the scope of errors with clear instructions. Buyers must consider purchasing user-friendly ATS solutions to minimize training time, boost user adoption, and enhance overall HR efficiency.  - **Custom report and analytics:** Purchasing an ATS system with reporting capabilities is essential for businesses to measure hiring metrics and make data-driven decisions. Without it, organizations can’t evaluate or improve recruitment efficiency and the time and cost they save. #### Consideration and selection stage This stage involves identifying ATS software systems with desired features and using free trials or demos to evaluate whether they fit into an organization’s existing [HR software](https://www.g2.com/categories/hr). Buyers can filter these solutions based on their budget, implementation timeline, and availability of vendor support. Buyers should consider choosing ATS vendors providing dedicated onboarding assistance, customer support, and data import or export capabilities. At the end of this stage, buyers will be ready to choose a vendor based on their interaction with the vendor and the features they offer. ### Software and services related to applicant tracking systems Below are software and services businesses of all sizes can use alongside applicant tracking systems. - [**Recruitment marketing platforms**](https://www.g2.com/categories/recruitment-marketing) enable internal recruiters to build and nurture talent pipelines with open job role distribution and promotion on social and job boards. Organizations can integrate these solutions with ATS systems and onboarding software. - [**Onboarding solutions**](https://www.g2.com/categories/onboarding) help recruiters automate onboarding, eliminate paperwork, and manage candidate communications. Hiring managers can also use these tools to manage documents and track new hire training progress. - [**Recruitment platforms**](https://www.g2.com/categories/recruitment-platforms) aid recruiters in managing the entire recruiting process, from candidate sourcing to onboarding. These tools feature built-in ATS, job posting distribution, resume management, and social recruiting functionalities. - [**Staffing agencies**](https://www.g2.com/categories/staffing-agencies) assist organizations across industries in promoting available job positions, screening job seekers based on skills, and forwarding selected candidates to employers for further interviews. - [**On-demand staffing services providers**](https://www.g2.com/categories/on-demand-staffing-services) or mobile marketplaces ease how businesses hire temporary or short-term workers with specialized skills. Job seekers create online profiles on these platforms to apply for job openings available. - [Recruitment agencies](https://www.g2.com/categories/recruitment-agencies), also known as headhunters, help organizations find qualified candidates for specific open positions. They make the first contact with candidates regardless of their employment status before sharing candidate profiles with the hiring company. ### Applicant tracking systems trends - [Predictive analytics](https://www.g2.com/articles/predictive-analytics) **continue shaping talent acquisition strategies.** ATS solutions with predictive analytics capabilities enable organizations to spot hiring process inefficiencies, reduce talent acquisition costs, and improve the ROI of recruiting software investments. These tools feature data visualization and trend identification capabilities to help businesses measure and improve time and cost per hire.  - **AI-enabled ATS systems have become essential for talent intelligence.** Innovative ATS solutions with [natural language processing (NLP)](https://www.g2.com/articles/natural-language-processing) capabilities allow organizations to minimize bias in candidate selection, automate job postings on job boards, screen resumes faster, identify top candidates, and answer applicant queries via chatbots. Some places around the world have instituted laws requiring such AI to be regularly audited or restricting their use due to discrimination concerns. Reviewed and Edited by [Jigmee Bhutia](https://in.linkedin.com/in/jigmeebhutia1408)