# 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: 3 months ago
- Author title: Writer
- Net upvotes: 1


## Comments
### Comment 1

&lt;p&gt;&lt;span style=&quot;color: rgb(0, 0, 0);&quot;&gt;JobDiva is the one I&#39;d point to for a professional recruiter specifically, since it&#39;s built around staffing agency workflows rather than adapted from a general corporate ATS. That built-for-recruiters angle would matter more to me than a broad satisfaction score averaged across very different buyer types. A tool designed for the day-to-day of high-volume placement work tends to earn a different kind of trust than one that just happens to work well enough.&lt;/span&gt;&lt;/p&gt;

##### Comment Metadata
- Posted at: 4 days ago
- Author title: Marketing



### Comment 2

&lt;p&gt;Feedback delays would be the biggest bottleneck for me. Once multiple roles are moving at once, even a strong ATS can only do so much if interviewers and hiring managers don’t submit feedback quickly enough to keep candidates progressing.&lt;/p&gt;

##### Comment Metadata
- Posted at: 8 days ago
- Author title: Marketer



### Comment 3

&lt;p&gt;Greenhouse getting credit for the nudge system is the right thing to be looking at for this particular problem. At 15 or 20 concurrent reqs, nothing is technically stuck. It&#39;s that nobody&#39;s attention happens to be on the role that went quiet, and flagging the stall is the one job a person can&#39;t do reliably across that many pipelines at once. Hiring manager feedback is the bottleneck people describe most, and that&#39;s exactly the kind of thing that moves when the reminder comes from the system rather than from the recruiter chasing.&lt;/p&gt;

##### Comment Metadata
- Posted at: 9 days ago
- Author title: Tech Consultant



### Comment 4

&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: 3 months ago
- Author title: Marketing Executive





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