# What's the best ATS for companies running multiple open roles and hiring processes simultaneously?

<p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">There's a point where managing concurrent requisitions stops being an organizational problem and starts being a visibility problem. You're not losing candidates because you're disorganized -- you're losing them because no single view tells you which roles have stalled, which candidates have been waiting too long, and which hiring manager hasn't left feedback in two weeks. That's what we've been digging into.</p><p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">Looking at the <a class="a a--md" elv="true" href="https://www.g2.com/categories/applicant-tracking-systems-ats">Applicant Tracking Systems (ATS)</a> category through the lens of teams running 15-plus open roles simultaneously, a few tools consistently surface:</p><ol>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/greenhouse/reviews"><strong>Greenhouse</strong></a><strong>:</strong> Reviewers managing large req loads describe the nudge system and automated reminders as what keeps candidates moving. When a stage stalls, the system flags it. Interview scheduling automation and AI-assisted candidate scoring both get called out for handling volume without adding manual work.</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/jobdiva/reviews"><strong>JobDiva</strong></a><strong>:</strong> Purpose-built for agencies running many jobs at once. Reviewers describe full tracking from sourcing through placement across every active role in a single dashboard, with job assignment to team members and real-time submission visibility.</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> The AI candidate ranking is specifically mentioned for high-req scenarios. When roles attract hundreds of applications, the ranked shortlist surfaces the most relevant candidates first. Bulk communication and automated scheduling reduce the manual overhead per role.</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/rippling/reviews"><strong>Rippling</strong></a><strong>:</strong> Best for internal teams where concurrent hiring feeds directly into onboarding. Reviewers describe it handling multiple simultaneous hires while automatically triggering onboarding, benefits, and provisioning workflows.</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/bamboohr/reviews"><strong>BambooHR</strong></a><strong>:</strong> Works well when an HR generalist is managing recruiting alongside everything else. Having hiring, onboarding, and people data in one place reduces the coordination overhead during busy hiring periods.</li>
</ol><p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">For those who've managed 20-plus open roles at once, what actually created the most bottlenecks? Was it approvals, feedback delays, or something else entirely?</p>

##### Post Metadata
- Posted at: 27 days ago
- Author title: Writer
- Net upvotes: 1


## Comments
### Comment 1

&lt;p&gt;&quot;You&#39;re not losing candidates because you&#39;re disorganized, you&#39;re losing them because no single view tells you which roles have stalled&quot;, that&#39;s the most accurate description of this problem I&#39;ve seen. It&#39;s a visibility issue not an organisation issue.&lt;/p&gt;

##### Comment Metadata
- Posted at: 25 days ago
- Author title: Marketing Executive





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