# What is the highest-rated Recruiting Automation software for meaningfully reducing hiring costs and time?

<p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">We wanted to know what the highest-rated <a class="a a--md" elv="true" href="https://www.g2.com/categories/recruiting-automation">Recruiting Automation</a> software is for meaningfully reducing hiring costs and time, and "meaningfully" deserves a real bar, a tool that shaves a few minutes off scheduling isn't the same claim as one that changes the shape of the hiring cycle.</p><p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true"><strong>What we're hoping to find:</strong></p><ul>
<li>A specific, quantified time-to-hire or cost improvement, not a vague efficiency claim</li>
<li>Automation that removes recruiter hours rather than just relocating them</li>
<li>A rating backed by a review volume large enough to trust the pattern</li>
</ul><p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">Here's how a few platforms measure up:</p><ul>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/jobdiva/reviews"><strong>JobDiva</strong></a><strong>:</strong> At 4.7 stars across 1,847 reviews, reviewers specifically cite the automated resume harvesting and Boolean search engine as cutting sourcing time significantly compared to other ATS platforms they'd used.</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/ceipal-ats/reviews"><strong>Ceipal ATS</strong></a><strong>:</strong> Its AI matching and ranking engine plus Recruiter Assistant automate sourcing through onboarding, with the platform reporting a 70% talent pool growth and meaningfully cut time-to-submission.</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/humanly/reviews"><strong>Humanly</strong></a><strong>:</strong> At 4.8 stars, customers report up to 8x faster time-to-hire and more than 20 hours saved per recruiter each week, a directly quantified cost-and-time claim.</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/100hires/reviews"><strong>100Hires</strong></a><strong>:</strong> Positioned to let a small team automate the pipeline, like 1 to 3 full-time recruiters, with AI scoring and ranking replacing manual applicant review.</li>
</ul><p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">For teams that switched specifically to cut cost and time, which number actually moved: the hours saved per recruiter, or the dollars per hire?</p>

##### Post Metadata
- Posted at: 15 days ago
- Author title: Writer
- Net upvotes: 1


## Comments
### Comment 1

Hours saved per recruiter is almost always the number that visibly moves first, and it&#39;s the one teams can actually point to with a straight face, fewer hours spent screening resumes or chasing scheduling shows up within the first month. Dollars per hire is the harder number to isolate cleanly, because it&#39;s affected by agency fee reduction, job board spend, and time-to-fill all at once, so a lot of the &quot;cost saved&quot; claim in reviews is really the hours number translated into a dollar figure after the fact rather than tracked independently. The practical read: if a team can&#39;t point to a specific dollar figure but can tell you exactly how many hours per week got freed up, that&#39;s usually the more honest version of the same claim, not a weaker one.

##### Comment Metadata
- Posted at: 8 days ago
- Author title: SEO Content Writer





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