# What's the best ATS for reducing hiring manager workload while still giving candidates a smooth, professional experience?

<p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">In reviewing ATS tools across the <a class="a a--md" elv="true" href="https://www.g2.com/categories/applicant-tracking-systems-ats">Applicant Tracking Systems (ATS)</a> category, one tension keeps coming up: the tools built for recruiters often create friction for hiring managers, and the tools optimized for manager simplicity sometimes leave candidates with a clunky experience. We're curious how teams have navigated this tradeoff.</p><p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">Here are five tools that come up most in this context:</p><ol>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/greenhouse/reviews"><strong>Greenhouse</strong></a><strong>:</strong> Known for AI-assisted scorecards and structured interview kits that guide hiring managers through feedback without requiring them to start from scratch. Does the manager experience hold up when they're juggling multiple active roles?</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/teamtailor/reviews"><strong>Teamtailor</strong></a><strong>:</strong> Known for a candidate-facing experience that feels polished without extra effort from the hiring team -- branded career pages, automated updates, clean pipeline views. How much of the setup burden falls on the recruiter vs. the manager?</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/bamboohr/reviews"><strong>BambooHR</strong></a><strong>:</strong> Known for keeping hiring alongside performance reviews, time-off, and onboarding in one place, so managers aren't context-switching between systems. Does the ATS functionality scale well as hiring volume increases?</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/deel-hire/reviews"><strong>Deel Hire</strong></a><strong>:</strong> Known for handling cross-border contracts, compliance, and onboarding in a way candidates experience as transparent and organized. Is it better suited as a standalone hiring tool or as a complement to an existing ATS?</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/rippling/reviews"><strong>Rippling</strong></a><strong>:</strong> Known for automating the post-hire handoff into onboarding and IT provisioning, which takes tasks off the hiring manager's plate once an offer is accepted. How steep is the learning curve for managers who only touch the system a few times a quarter?</li>
</ol><p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">What's worked in your experience? What actually gets hiring managers to stay engaged in the ATS instead of going straight to Slack or email?</p>

##### Post Metadata
- Posted at: 30 days ago
- Author title: Writer
- Net upvotes: 1


## Comments
### Comment 1

&lt;p&gt;The Rippling post-hire automation angle keeps coming up and I find it genuinely compelling, the amount of manual handoff work that happens after someone accepts an offer is something most ATS comparisons just don&#39;t address.&lt;/p&gt;

##### Comment Metadata
- Posted at: 29 days ago
- Author title: Marketing Executive





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