100Hires covers most of the day to day recruiting workflow in one platform. The AI features are useful for tasks such as candidate management and creating job-related content, and having email and SMS templates built in is convenient for managing communication.

The interface is relatively straightforward, and the pipeline makes it easy to see where candidates are in the process. The platform also has integrations that can be useful depending on the tools already being used. Overall, I found it fairly easy to get started with without needing a lot of prior ATS experience. Review collected by and hosted on G2.com.

There are quite a few features, so it takes some time to understand what is available and how everything fits together. Some areas, particularly reporting and customization, could offer more flexibility for more complex recruiting processes. Review collected by and hosted on G2.com.

I like how the tasks are arranged categorically and the fact that an AI prompts/system is also integrated in the system which makes it more convenient and efficient for the users of the site. Also there are lots of features too that is helpful like how you can connect your email directly and the applications can be integrated in the system. Also the way candidates are listed and how you can put a note and label as well as when you click one of their details, it directs to more information about them. And lastly, the help of AI again in creating a job post too. Review collected by and hosted on G2.com.

Maybe the system is too plain but I dont think its a downside at all. Review collected by and hosted on G2.com.

Best thing is the Parsing of profiles which saves a lot of time from a recruiters prespective. Review collected by and hosted on G2.com.

Nothing to dislike there is one major thing that can be improved that is auto rating of the profiles once they are in the database. This will help both Recruiter and Hiring Managers to review easily, for example candidates with 2 stars review out of 5 can be ignored and 5 stars can be first priority. Review collected by and hosted on G2.com.

I like the feature of having self-link scheduling which makes interview scheduling easier both with the candidates and recruiter. Review collected by and hosted on G2.com.

Candidate's phone number is not included on the candidate's landing page. I think having a candidate's number added on that page could be easier to connect with the candidates in case they are unable to read the email communication/reachout. It can be better as well if there would be added tab for action items for instance the days indicated if how long the job not being worked on. Review collected by and hosted on G2.com.

It centralizes the entire recruitment funnel into one intuitive interface. The AI candidate ranking and automated resume parsing have completely eliminated the manual work of my initial screenings.

Unlike enterprise ATS platforms that require weeks of training, we were fully operational in under an hour. The interface is clean, modern, and very easy for our hiring managers to adopt without needing extensive formal training.

We use the Chrome extension to pull candidates directly from LinkedIn into our 'Engineering' pipeline, which has reduced our manual entry time by half. Review collected by and hosted on G2.com.

The platform is incredibly efficient, but I find the reporting and analytics a bit too basic for my needs; more visual dashboards for tracking long-term trends would be a huge plus. Also a mobile app is indeed, as using the browser version on a phone bit difficult while travel. Review collected by and hosted on G2.com.

What I like best about 100Hires is its intuitive ATS functionality and efficient recruitment workflow management. The platform makes it easy to centralize candidate data, track applicants through different hiring stages, and collaborate seamlessly with hiring teams. I also appreciate the clean UI/UX, automation features, and the way it streamlines communication and talent acquisition processes, which significantly improves overall recruitment efficiency. Review collected by and hosted on G2.com.

What I dislike about 100Hires is that some functionalities feel slightly limited compared to more advanced ATS platforms. Certain customization options, analytics, and reporting features could be more robust for deeper recruitment tracking and KPI analysis. Additionally, when handling multiple vacancies simultaneously, some workflows can take time to optimize and navigate efficiently. Review collected by and hosted on G2.com.

The candidates features are very complete, we can filter and sort the candidates based on everything we'd like to check/review. The jobs and pools features are also very useful to track the applicants based on job portals and we can edit the job description accordingly. The interface is user-friendly. Review collected by and hosted on G2.com.

There is no assessment section in the pipeline so we need to create it by ourselves and add the job source information to the forms will be good too. Review collected by and hosted on G2.com.

Very simple UX, useful integrations, use of AI Review collected by and hosted on G2.com.

The Jobs & Pools section doesn’t have a clean UX. When I enter it, I see several tabs: “Pipeline, Table, Details, Find Candidates, Application, Team, Workflow, Optional”. I don’t understand what “Table” is supposed to mean. In this area, I would normally expect to manage job offers and requisitions. Requisitions are the positions that a specific department requests to fill. For example, if the marketing department needs a Marketing Campaign Advisor, the requisition would be that specific role, and then it would be linked to a job offer. As it is now, this section feels a bit confusing.

In the Pipeline menu, the UX also isn’t great. As a recruiter, I should be able to get a clear overview of all interview stages when I click on a candidate’s name. Instead, what I see is “Discussion”, “Messages”, and “Interviews”. Within Interviews, there’s no clear separation between the different hiring stages. The stages should be clearly defined, such as “phone screen or pre-screening”, “first interview”, “second interview”, “additional interview”, and “job offer”. The evaluation forms are okay overall, but they should be editable. Review collected by and hosted on G2.com.

The candidate tracker is set up like a task-bar dashboard, which makes it easy to move candidates from one stage to another. Review collected by and hosted on G2.com.

The workflow to be streamlined more:

- Job posting: Adding in job title & description, location, and mandatory questions should be put in the same page if possible to minimize confusions. Adding options as a checklist for job boards that would be used to post would be a good addition.

- Candidate profile preview would be better if shown in a smaller window, so we can still see the candidate list on the side Review collected by and hosted on G2.com.

I liked the pipeline feature in the app, so it's really easy and comfortable to see the whole process in one picture and move all the tasks in a click. Also you are able to chat with the candidates immediately and have all the needed information in one place. It's really useful when you've got a high number of candidates. Review collected by and hosted on G2.com.

There are many helpful features in the app, so it may take a little more time to learn them all. But once you've learned how to use them, they really help you much. Review collected by and hosted on G2.com.