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.

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.

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.

What I find most helpful about 100 Hires is how much time it saves. Automating screening, follow-ups, and candidate organization makes the entire hiring process feel much smoother.

It’s easy to use, keeps everything in one place, and helps me stay on top of the pipeline without extra effort. Overall, it makes recruiting faster, cleaner, and a lot less stressful. Review collected by and hosted on G2.com.

The automation needs some time to get used to. Review collected by and hosted on G2.com.

The AI candidate ranking and job description polish features are genuinely useful, especially for leaner teams. The Chrome extension keeps everything accessible without having to leave your browser. It’s also highly customizable, which means the platform adapts to your workflow, not the other way around. The knowledge base is easy to access when you need it, and it integrates with Slack, Zoom, and Zapier. Review collected by and hosted on G2.com.

The interface could use a bit more visual polish, it feels somewhat flat and low on energy. Since ATSs are usually packed with features, the UI should help navigation feel more effortless and be easier on the eyes. There’s also a small learning curve at the beginning when you’re trying to get oriented and find your way around. Review collected by and hosted on G2.com.

The system has a lot of useful subsections that help the hiring structure, as well as an integrated AI system that can be used to shortlist and evaluate candidates, create specific experience-based interview questions and rank the candidates. This ATS has a detailed, well-structured and user-friendly interface that facilitates and eases the recruitment process. The reporting system is an essential feature that helps evaluate the effectiveness of used platforms. Review collected by and hosted on G2.com.

I would add the tab for essential skills (for job postings and candidate applications) which would allow to minimize the ineligible application rate and streamline the application process. Also, in the "candidate" section, I would add a "new candidates" section, or make the new candidates appear on the top of the list, because right now the new candidates get lost in the main candidate tab. Review collected by and hosted on G2.com.

What I like most about 100 Hires is how effortlessly it simplifies the entire hiring process. One-click job posting across LinkedIn, Indeed, Glassdoor, and Monster no extra cost. The visual candidate pipeline keeps everything organized and accessible. The Chrome extension lets you pull candidates directly from LinkedIn into your system instantly. AI-generated job descriptions save real time, and interview scorecards keep evaluations consistent. Setup is fast, the interface is clean, and the support is responsive.

For a growing team that wants structure without complexity, 100 Hires genuinely delivers. Review collected by and hosted on G2.com.

100 Hires gets most things right, but a few areas could use some polish.

The reporting is functional but basic. If you want deeper insights into hiring performance or source effectiveness, you'll find yourself working around the platform rather than through it. Workflow customization has a ceiling, for straightforward hiring it works well, but more complex or role-specific processes can feel a little rigid.

Data export isn't the smoothest either. Pulling reports for external use takes more steps than it should.

Minor things, but worth noting for a team that's scaling. Review collected by and hosted on G2.com.

The best thing I can say is how 100Hires simplifies and streamlines the entire hiring process. It brings everything , job posting , candidate management, communication, evaluation into one platform which save quite a lot time . Review collected by and hosted on G2.com.

To be honest as per our experience there aren't any major downsides but there are few things that could have been better. As sometimes the platform feels very limited especially when you need advanced customization for bigger hiring needs . Also at some moment it can feel bit slow and laggy . Review collected by and hosted on G2.com.

What stands out most about 100Hires is how much time it saves in day-to-day recruiting. The pipeline management is especially valuable—the drag-and-drop interface makes it easy to move candidates through stages quickly, and having everything visualized in one place cuts down on manual tracking.

Another big plus is the automation. Features like automated emails and interview scheduling reduce repetitive tasks, so you can focus more on evaluating candidates rather than coordinating logistics. For example, setting up email templates and triggers means candidates get timely updates without needing constant follow-ups.

The candidate profiles are also well-organized. Having resumes, notes, communication history, and evaluations all in one view makes collaboration with hiring managers much smoother and avoids back-and-forth searching across tools.

An unexpected benefit has been how it improves team alignment. Because everyone can see the same pipeline and candidate status in real time, it reduces miscommunication and speeds up decision-making.

Overall, it’s not just easy to use—it actively streamlines the entire hiring workflow and removes a lot of the small inefficiencies that usually add up over time. Review collected by and hosted on G2.com.

While 100Hires is strong overall, there are a few areas that could be improved.

One limitation is the reporting and analytics. The built-in reports cover basic needs, but they can feel restrictive when you want deeper insights (e.g., custom pipeline metrics or more flexible filtering). This can lead to extra manual work exporting data and analyzing it elsewhere. Adding more customizable dashboards or advanced filtering options would make it much more powerful for data-driven hiring.

Another pain point is search and filtering within the candidate database. While it works for simple queries, it can become less precise when managing a large talent pool. Improving boolean search or adding more granular filters would make it easier to quickly find the right candidates.

The automation features are helpful, but they can feel somewhat rigid. For example, setting up more complex workflows (multi-step conditions or branching logic) isn’t always straightforward. Expanding automation flexibility—similar to “if-this-then-that” logic—would reduce the need for manual intervention.

There’s also room for improvement in integrations. While it connects with common tools, some integrations feel limited in depth, which can interrupt workflows if your team relies heavily on other HR or communication platforms. More seamless, two-way integrations would help.

Overall, none of these are dealbreakers, but addressing them would significantly improve efficiency, especially for teams handling high-volume or complex hiring processes. Review collected by and hosted on G2.com.