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Last Updated: March 2025

Top 10 Applicant Tracking Systems Compared

An in-depth comparison of the leading ATS solutions to help you find the right recruiting software for your organization's hiring needs, budget, and team size.

Comparison Criteria

Pricing

$ = Budget (Under $500/mo)
$$ = Mid-range ($500-1,500/mo)
$$$ = Premium ($1,500-3,000/mo)
$$$$ = Enterprise (Custom)

User Rating

Based on verified reviews across G2, Capterra, and GetApp platforms. Rating out of 5.

Usability

Ease of use rating based on user feedback, UI design, and learning curve assessment.

Company Size

The ideal company size range where the solution performs best based on features and pricing.

1. Greenhouse

$$$
Pricing Model
Per employee/month
Company Size
Medium to Enterprise
User Rating (1200 reviews)
(4.5/5)
Usability
(4.7/5)
Mobile-Friendly
Yes
AI Features
Yes
Key Features
  • Structured interview kits
  • Advanced DEI analytics
  • 700+ job board integrations
  • Custom workflows
Limitations
  • Higher price point
  • Complex initial setup
  • Enterprise focus
Best For: Large companies with complex hiring needs
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2. Lever

$$$
Pricing Model
Per employee/month
Company Size
SMB to Enterprise
User Rating (950 reviews)
(4.4/5)
Usability
(4.6/5)
Mobile-Friendly
Yes
AI Features
Yes
Key Features
  • Visual pipeline management
  • Two-way email sync
  • Advanced reporting
  • Native CRM features
Limitations
  • Limited customization for smaller plans
  • More expensive than basic solutions
  • Some reports require professional services
Best For: Fast-growing tech companies needing a scalable solution

3. Workday Recruiting

$$$$
Pricing Model
Custom enterprise pricing
Company Size
Enterprise
User Rating (1100 reviews)
(4.1/5)
Usability
(3.9/5)
Mobile-Friendly
Yes
AI Features
Yes
Key Features
  • Full HCM integration
  • Detailed analytics
  • Powerful talent management
  • Compliance-focused
Limitations
  • Complex implementation
  • Steep learning curve
  • Enterprise pricing only
Best For: Large enterprises needing full HR suite integration

4. SmartRecruiters

$$$
Pricing Model
Per hire + subscription
Company Size
Medium to Enterprise
User Rating (850 reviews)
(4.3/5)
Usability
(4.4/5)
Mobile-Friendly
Yes
AI Features
Yes
Key Features
  • AI-powered screening
  • Global compliance
  • Extensive marketplace
  • Talent CRM
Limitations
  • Higher-end pricing
  • Some features require add-ons
  • Complex for small businesses
Best For: Companies with global hiring needs

5. iCIMS

$$$
Pricing Model
Per module/custom pricing
Company Size
Medium to Enterprise
User Rating (1050 reviews)
(4.2/5)
Usability
(4/5)
Mobile-Friendly
Yes
AI Features
Yes
Key Features
  • Modular approach
  • Extensive customization
  • Comprehensive career site builder
  • Strong compliance tools
Limitations
  • Can be expensive with all modules
  • Implementation complexity
  • UI not as modern as newer options
Best For: Companies needing extensive customization

6. JazzHR

$$
Pricing Model
Monthly subscription tiers
Company Size
Small to Medium
User Rating (750 reviews)
(4.3/5)
Usability
(4.5/5)
Mobile-Friendly
Yes
AI Features
No
Key Features
  • Affordable pricing
  • User-friendly interface
  • Good integration options
  • Customizable workflows
Limitations
  • Limited advanced features
  • Fewer enterprise capabilities
  • Basic reporting
Best For: Small to medium businesses with straightforward hiring needs

7. BambooHR ATS

$$
Pricing Model
Per employee/month
Company Size
Small to Medium
User Rating (1300 reviews)
(4.5/5)
Usability
(4.8/5)
Mobile-Friendly
Yes
AI Features
No
Key Features
  • Excellent UX/UI
  • Full HRIS integration
  • Mobile app
  • Employee self-service
Limitations
  • Limited advanced recruiting features
  • Better for smaller teams
  • Some customization limitations
Best For: SMBs wanting an easy-to-use ATS that integrates with HRIS

8. Zoho Recruit

$
Pricing Model
Per user/month
Company Size
Small to Medium
User Rating (820 reviews)
(4.2/5)
Usability
(4.3/5)
Mobile-Friendly
Yes
AI Features
Yes
Key Features
  • Affordable pricing
  • Strong Zoho ecosystem
  • Multi-channel sourcing
  • Customizable workflows
Limitations
  • Interface can be complex
  • Limited enterprise features
  • Support can be inconsistent
Best For: Budget-conscious companies already using Zoho products

9. Jobvite

$$$
Pricing Model
Per module/custom pricing
Company Size
Medium to Enterprise
User Rating (780 reviews)
(4/5)
Usability
(4.1/5)
Mobile-Friendly
Yes
AI Features
Yes
Key Features
  • Strong social recruiting
  • Comprehensive campaign tools
  • Advanced analytics
  • Extensive integrations
Limitations
  • Higher price point
  • Can feel dated compared to newer options
  • Implementation complexity
Best For: Companies focused on employer branding and social recruiting

10. Breezy HR

$
Pricing Model
Monthly subscription tiers
Company Size
Small to Medium
User Rating (650 reviews)
(4.4/5)
Usability
(4.6/5)
Mobile-Friendly
Yes
AI Features
Yes
Key Features
  • Visual candidate pipelines
  • Video interviews
  • Affordable pricing
  • Easy setup
Limitations
  • Limited advanced features
  • Basic reporting
  • Not ideal for enterprise
Best For: Small businesses and startups needing user-friendly ATS

How to Select the Right ATS for Your Organization

Assess Your Recruiting Needs

Before evaluating ATS options, identify your specific recruiting challenges and goals. Consider your hiring volume, complexity of roles, geographic distribution, and compliance requirements. An enterprise hiring thousands globally needs more sophisticated features than a small business hiring locally.

Consider Integration Requirements

Evaluate how the ATS will integrate with your existing HR tech stack. Look for systems that connect with your HRIS, background check providers, assessment tools, and other critical HR systems. Seamless integration reduces manual data entry and improves overall efficiency.

Evaluate Candidate Experience

The best ATS solutions provide an excellent candidate experience. Test the application process yourself to evaluate mobile responsiveness, application length, and overall user-friendliness. Remember that a poor application experience can cause top candidates to abandon their applications.

Consider Total Cost of Ownership

Look beyond the subscription price to understand implementation costs, add-on fees, and potential customization expenses. Also consider indirect costs like training, ongoing administration, and potential productivity impacts during implementation. The right solution balances cost with capabilities that meet your specific needs.

Request Demonstrations and Free Trials

Before making a final decision, arrange demonstrations with your top choices and involve key stakeholders in the evaluation process. If possible, request a free trial to test the system with real hiring scenarios. This hands-on experience will reveal how well the ATS aligns with your specific workflow and requirements.

Current Trends in ATS Technology

AI-Powered Candidate Matching

Advanced ATS platforms now use artificial intelligence to better match candidates to job requirements, reducing time-to-hire and improving quality of hire. These systems analyze resumes more intelligently and can identify candidates who might be overlooked by traditional keyword matching. Some platforms are now using natural language processing to understand the semantic meaning of skills and experiences, not just exact keyword matches.

Enhanced DEI Features

Leading ATS solutions now include features to support diversity, equity, and inclusion initiatives. These include bias-reducing language tools, anonymous resume screening, diversity analytics, and specialized sourcing capabilities to reach underrepresented candidate pools. Recent advances include AI tools that analyze job descriptions for potentially biased language and suggest more inclusive alternatives, along with automated diversity reporting for EEOC compliance.

Mobile-First Design

With more candidates applying via mobile devices, ATS providers have prioritized mobile-responsive application processes. This includes one-click apply options, mobile-friendly assessments, and text-message based communication flows to engage candidates where they are. The latest innovations include voice-activated application options, video cover letters recorded on mobile devices, and integration with digital wallets to streamline document submission for background checks.

Comprehensive Analytics

Modern ATS platforms offer powerful analytics capabilities to track key recruiting metrics, identify bottlenecks, and demonstrate ROI. These insights help recruiting teams continuously optimize their processes and make data-driven decisions about their talent acquisition strategies. Advanced systems now provide predictive analytics to forecast hiring needs, time-to-fill for specific roles, and even candidate success likelihood based on historical data patterns.

Automation and Workflow Optimization

Automation is transforming ATS capabilities, with systems now handling routine tasks like interview scheduling, candidate communications, and status updates without human intervention. Modern ATS platforms can trigger personalized email sequences based on candidate actions, schedule interviews by finding mutual availability in calendars, and even conduct initial screening through chatbots. This automation reduces time-to-hire by up to 40% while allowing recruiters to focus on high-value candidate interactions.

Video Interview Integration

The widespread adoption of remote work has accelerated video interview integration within ATS platforms. Beyond simple video conferencing, advanced systems now offer asynchronous video interviewing where candidates can record responses to preset questions at their convenience. Some platforms include AI-driven analysis of recorded interviews that can evaluate candidate communication skills, engagement level, and even sentiment through facial expression analysis, though these features raise important ethical considerations.

Candidate Relationship Management

ATS platforms are increasingly incorporating robust CRM features to nurture talent pools and build long-term relationships with candidates. These tools help maintain engagement with passive candidates through personalized content, targeted communications, and event invitations. Advanced systems now use AI to suggest when to re-engage previous applicants based on new skills they may have acquired, changes in market conditions, or new positions that better match their profile than those they previously applied for.

Integration Ecosystems

Modern ATS solutions have evolved beyond standalone applications into platforms with robust integration ecosystems. Through APIs and partnerships, leading systems now integrate seamlessly with background check providers, skills assessment tools, HRIS platforms, and even employee onboarding systems. This integration creates an end-to-end talent acquisition and management environment where data flows automatically between systems, eliminating manual transfers and reducing the risk of errors while providing a unified experience for both candidates and hiring teams.

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