I Reviewed 8 Finest Applicant Monitoring Methods for 2025

The extra time I’ve spent working alongside HR groups, the extra I notice hiring is so much like advertising. You’ll want to entice the suitable viewers (candidates), nurture them by means of a pipeline (interview course of), and in the end convert them into loyal model advocates (workers).

However similar to advertising, the method rapidly falls aside with out the suitable instruments (resumes slip by means of the cracks, communication breaks down, and high expertise strikes on).

That’s why I needed to take a more in-depth take a look at G2’s finest applicant monitoring techniques (ATS). I used to be particularly centered on discovering widespread applicant monitoring options for HR groups, as a result of that’s the place a lot of the real-world hiring struggles I’ve seen are inclined to occur. 

These platforms promise to assist recruiters and expertise groups keep organized, automate repetitive duties, and make hiring seamless. However which of them truly ship?

Whether or not you’re operating a tech startup, a fast-scaling firm, or a mid-sized group, these are a number of the high rated ATS for fast-growing tech corporations that stood out throughout my analysis.

After evaluating over 25 instruments, listed here are the eight finest ATS platforms that may remodel your hiring. Let’s get into it!

What units the most effective ATS aside? Right here’s what I discovered

Hiring isn’t nearly discovering the suitable individuals; it’s about managing your entire course of with out dropping momentum. A sluggish or clunky ATS system can price you high expertise, which is why selecting the most effective ATS software program is a giant deal for recruiters and HR groups. That’s true whether or not you’re making an attempt to determine which firm gives the most effective applicant monitoring system or simply want a easy instrument that received’t sluggish your workforce down.

It’s no shock then that 97.8% of Fortune 500 corporations use an ATS in 2025 to maintain their hiring pipelines organized. With out one, even the most important groups wrestle to handle quantity effectively.

However not all applicant monitoring techniques get it proper. Some enable you observe candidates, schedule interviews, and maintain hiring managers in sync. Others? They make issues tougher than they must be.

I reviewed the most effective ATS choices to search out those that supply every thing, from automated resume screening to customized hiring workflows, and these instruments stood out for all the suitable causes.

My standards for choosing the right ATS

The typical recruiter is liable for about 30 hires per 30 days, a heavy workload that makes automation and value important. To place the funnel in perspective: the typical position attracts 73 candidates, simply 3 are interviewed, and only one receives a proposal. The most effective ATS platforms assist recruiters zero in on these high candidates sooner, with out dropping observe of the remainder

That’s why I centered on platforms that cut back handbook effort and scale with demand. I thought-about the next elements when evaluating the most effective applicant monitoring techniques.

• Intuitive candidate monitoring: ATS system ought to make it simple to trace candidates at each stage, from preliminary software to ultimate provide. I checked out how nicely every platform organizes candidate pipelines, how simple it’s to maneuver candidates by means of hiring phases, and whether or not the system gives clear, real-time standing updates. For corporations hiring in tech, particularly software program and improvement roles, I regarded carefully at platforms that might work as the most effective ATS app for recruiting within the software program trade, the place candidate pipelines transfer quick.
• Automation that saves time: Recruiters and HR groups juggle numerous duties, so the most effective ATS reduces handbook work. I prioritized platforms that supply automated resume screening, interview scheduling, follow-up emails, and job posting distribution. Just a few platforms even mix automation and full-suite HR instruments, providing a number of the finest recruiting software program with built-in ATS for groups making an attempt to simplify hiring with out sacrificing management.
• Integrations with HR and recruiting instruments: An ATS shouldn’t work in isolation. It ought to join with present instruments to create a clean hiring expertise. I centered on platforms that combine nicely with HRIS, payroll techniques, background test suppliers, job boards, and communication instruments like Slack and Gmail. I additionally evaluated how nicely every platform handles integrations for service industries particularly, since most of the main applicant monitoring techniques for service corporations want versatile workflows throughout totally different departments.
• Customizable hiring workflows: Each firm has a special hiring course of, so a one-size-fits-all applicant monitoring software program doesn’t minimize it. I regarded for platforms that enable HR groups to customise pipelines, add screening steps, arrange automated approvals, and create hiring scorecards to align with their recruitment wants. Instruments that drive inflexible workflows didn’t make the minimize.
• Collaboration options: Hiring includes recruiters, hiring managers, and interview panels working collectively. Your ATS software program ought to make collaboration simple with shared candidate notes, interview suggestions varieties, and centralized communication so everybody stays on the identical web page.
• Compliance and knowledge safety: Recruiting comes with strict authorized necessities, from EEO and GDPR compliance to knowledge safety legal guidelines. I checked whether or not every ATS system contains built-in compliance monitoring, role-based entry controls, and safe storage for delicate candidate info.
• Reporting and analytics: I prioritized platforms that supply detailed hiring experiences, variety metrics, and time-to-fill analytics. Good software program helps you measure what’s working, the place bottlenecks are, and easy methods to enhance recruitment methods over time. Stable reporting can also be essential for startups determining what is the high ATS software program for tech startups as they construct out hiring processes for the primary time

Via all of this, I saved circling again to at least one core query I’ve heard from so many groups I’ve labored with: what’s the finest applicant monitoring system for small companies that retains issues easy, helps hiring managers keep organized, and doesn’t require an enormous studying curve?

After breaking down every platform’s strengths, weaknesses, and key options, I’ve pulled collectively an inventory that caters to a number of wants and use instances.

The checklist beneath comprises real consumer opinions from the applicant monitoring software program class web page. To be included on this class, an answer should:

• Gather, type, and display screen resumes and any related candidate info
• Handle expertise swimming pools inside a customized workflow
• Allow communication between HR personnel, hiring supervisor, or recruiter and candidate

*This knowledge was pulled from G2 in 2025. Some opinions might have been edited for readability.

Based mostly on my evaluation of G2 consumer suggestions, Greenhouse simplifies recruitment workflows with instruments for candidate monitoring, workforce collaboration, and seamless integrations with numerous HR software program.

One function that I regularly see getting loads of reward is ease of use. Customers usually spotlight the clear and logically structured interface, which makes navigation simple for hiring managers and recruiters. Monitoring candidates by means of totally different hiring phases feels seamless, with important info readily accessible. Many G2 reviewers admire the system’s capability to facilitate collaboration by permitting a number of workforce members to depart structured suggestions with out cluttering the method.

One other standout functionality, based on customers, is strong integrations. Greenhouse integrates with all kinds of HR instruments, starting from background test suppliers to scheduling software program. G2 reviewers persistently point out that the mixing course of is easy, with out requiring extreme configurations or workarounds. This makes Greenhouse an excellent selection for corporations that depend on a number of instruments for various points of the recruitment course of.

A generally appreciated aspect is reporting and analytics. Greenhouse’s customizable experiences present deep insights into hiring tendencies, recruiter efficiency, and candidate pipelines. From my evaluation of G2 consumer suggestions, many customers worth the clear, data-driven metrics that assist enhance recruitment methods over time. Whether or not it is for a fast overview or extra detailed experiences, customers word that the system makes it simple to drag the numbers they want.

Nevertheless, customization tends to obtain blended suggestions. Some G2 customers really feel that whereas Greenhouse covers all of the important options, it lacks flexibility in areas like workflows and automatic actions. I’ve seen that for groups in search of a completely tailor-made ATS, this could be a limitation, as they might have to work inside the platform’s present constraints.

Moreover, candidate administration is some extent of frustration for some customers. Whereas the system does job of retaining candidates organized, managing extra complicated hiring pipelines isn’t at all times clean. A number of reviewers point out that the search and filtering capabilities could possibly be improved, particularly when coping with giant applicant swimming pools.

That mentioned, Greenhouse continues to be one of the vital extensively trusted ATS platforms, particularly for bigger groups that want construction and scalability. With a G2 score of 4.4 out of 5, it earns constant reward for its usability, integrations, and talent to maintain hiring workflows on observe.

What I dislike about Greenhouse:

• I’ve come throughout suggestions mentioning that customization choices for workflows and automations really feel a bit restrictive, with customers wishing for extra flexibility to tailor hiring processes to particular wants.
• Managing candidates throughout a number of roles or complicated hiring wants appears to be a problem, as looking and filtering by means of giant volumes of candidates isn’t as refined as many customers anticipate.

What G2 customers dislike about Greenhouse:

“Looking for candidates within the resume database is Greenhouse’s best weak point. Whereas you are able to do a Boolean search and use filters, the displayed outcomes aren’t significantly useful. In the event that they added AI with pure language search, it might vastly enhance the expertise. Moreover, the workflow for reviewing candidates is to have a look at one resume at a time and both reject or advance them. It could be higher to slim down the checklist of candidates being reviewed earlier than going by means of this course of.”

– Greenhouse Overview, Invoice B.

From my evaluation of G2 consumer suggestions, BambooHR  gives a complete suite of HR instruments designed to streamline hiring and worker administration. It includes a user-friendly interface, a devoted cellular app for on-the-go entry, and an ATS that simplifies the recruitment course of.

One function that I regularly see getting loads of reward is cellular accessibility. G2 customers admire how the cellular app permits workers to test schedules, request break day, and keep up to date without having a desktop. Many reviewers point out that this comfort of accessing HR instruments anytime, wherever, considerably enhances each day operations.

One other generally appreciated aspect is BambooHR’s applicant monitoring system (ATS). Customers spotlight its capability to simplify resume screening, observe candidate progress, and schedule interviews. Based on suggestions I gathered, reviewers worth the way it organizes applicant knowledge effectively, lowering the necessity for handbook monitoring. That is significantly helpful for hiring groups searching for an easy, well-structured ATS resolution.

By way of ease of use, BambooHR’s user-friendly interface stands out in opinions. Many G2 customers admire how the platform makes navigation easy, even for non-tech-savvy people. The logical menu design and clear format are persistently praised for making it simple to handle worker data or generate HR experiences.

On the draw back, chat assist tends to obtain some blended suggestions. A number of G2 customers point out that when going through technical difficulties or pressing queries, counting on electronic mail or cellphone assist slows down the decision course of. 

Moreover, reporting and dashboard capabilities are sometimes identified as a limitation. I’ve seen G2 customers word points with BambooHR’s fundamental analytics, noting that experiences lack depth. A number of opinions point out that the restricted customization choices make it tough to generate extremely particular insights, which might hinder data-driven decision-making.

BambooHR stays a favourite for HR groups that worth simplicity and seamless onboarding. With a G2 score of 4.4 out of 5, it’s praised for its user-friendly design and all-in-one HR performance.

What I dislike about BambooHR:

• I’ve seen some customers specific frustration with the real-time chat assist function, as there are gaps that may make it tougher to get fast solutions when wanted, usually forcing reliance on slower electronic mail or cellphone assist.
• Reporting capabilities are regularly talked about as restricted, with many customers discovering the customization choices restrictive when producing detailed analytics.

What G2 customers dislike about BambooHR:

“My largest grievance about BambooHR is once I obtain electronic mail replies from Buyer Help, they do not embody my authentic electronic mail to them. I am a busy individual, as most HR execs are, and if an excessive amount of time goes by earlier than I get a reply, I generally neglect precisely what I wanted assist with. I actually cannot consider any complaints I’ve with the BambooHR system itself.”

– BambooHR Overview, Sandy Okay.

Based mostly on my evaluation of G2 consumer suggestions, JobDiva is acknowledged for integrating AI-powered options with strong knowledge administration capabilities, serving to recruiters streamline sourcing, hiring, and monitoring candidates whereas sustaining a centralized database.

One function that I see getting loads of reward is AI-powered candidate matching. The platform’s algorithm scans resumes and job descriptions to recommend high candidates, considerably lowering handbook search time. From the suggestions I gathered from G2 customers, many admire how this automation permits recruiters to give attention to participating with appropriate candidates, saving them hours of sifting by means of functions.

One other standout functionality, based on customers, is centralized knowledge administration. JobDiva centralizes all recruitment knowledge, together with candidate historical past, job particulars, and communication logs, making it simpler for customers to trace hiring progress and revisit previous interactions. I’ve seen that G2 reviewers regularly spotlight the system’s structured method to organizing recruitment knowledge, which ensures that vital particulars are simply accessible and never misplaced within the course of.

Some customers have additionally highlighted JobDiva’s buyer assist as a serious power. A number of G2 opinions point out that the assist workforce is responsive and useful, resolving each minor and extra complicated points effectively. This degree of assist is a generally appreciated aspect for recruiters who depend on seamless platform efficiency.

On the flip facet, sluggish loading instances are a recurring theme within the G2 opinions. Some customers discover sure pages take longer to load than anticipated, which might grow to be a bottleneck when working beneath tight deadlines.

Moreover, occasional lag and glitches have been identified in a number of G2 opinions. Customers have talked about that navigating particular options can generally lead to delays or minor bugs, which require refreshing the web page. Whereas this isn’t thought-about a dealbreaker, I’ve seen that these points can hinder effectivity, particularly for customers managing a number of candidates without delay.

Nonetheless, JobDiva shines with its AI-driven candidate matching and centralized knowledge administration. Holding a powerful G2 score of 4.7 out of 5, it’s usually thought to be one of the vital highly effective ATS options for staffing companies and high-volume hiring.

What I dislike about JobDiva:

• I’ve seen that sluggish web page loading can generally be a problem, with delays when navigating between sections, which could be irritating throughout busy duties.
• I’ve skilled occasional lags or glitches on the platform, which could be disruptive, particularly when managing a number of candidates without delay.

What G2 customers dislike about JobDiva:

“When coping with a lot of knowledge, generally it turns into a bit of bit sluggish, or the location will get down, particularly throughout the peak time.”

– JobDiva Overview, Sumit Okay.

From my evaluation of G2 consumer suggestions, Ceipal ATS is extensively appreciated for its ease of use. Many G2 customers spotlight how intuitive the interface is, making it simple to navigate between totally different recruitment capabilities. Whether or not customers are trying to find candidates or managing job postings, the platform’s simplicity eliminates the necessity for intensive coaching, permitting recruiters to give attention to hiring duties reasonably than mastering complicated software program.

One other function that G2 customers persistently reward is resume parsing. The platform successfully extracts key particulars from resumes and mechanically organizes them into structured profiles. Based on suggestions, this function is a big time-saver, lowering handbook knowledge entry and guaranteeing that candidate info is persistently formatted, which improves the effectiveness of searches.

Candidate database group additionally receives optimistic suggestions. The power to retailer, search, and retrieve candidate profiles effectively is a generally appreciated side. Reviewers point out how having all candidate info in a single place streamlines their workflow and reduces administrative duties, permitting recruiters to give attention to engagement.

Nevertheless, I’ve seen some customers specific points with efficiency pace on G2. Some reviewers point out that processes like loading candidate profiles or operating searches can take longer than anticipated. Whereas these delays aren’t a dealbreaker for many, they’ll grow to be disruptive when working beneath tight deadlines.

One other level of suggestions I’ve come throughout on G2 is the restricted customization choices. Whereas Ceipal ATS covers the core recruitment wants, some G2 customers word that the power to tailor workflows, experiences, and search parameters is considerably restricted. This could possibly be a problem for groups that require extra flexibility to adapt the platform to particular wants.

Nonetheless, Ceipal ATS persistently impresses with its intuitive interface and superior resume parsing. Its G2 score of 4.6 out of 5reflects robust consumer satisfaction, particularly for recruiters managing giant applicant swimming pools.

What I dislike about Ceipal ATS:

• I’ve come throughout suggestions mentioning that the platform could be sluggish at instances, particularly when trying to find candidates or loading profiles, with customers often having to attend longer than anticipated for outcomes.
• Many customers, together with myself, really feel that customization choices are considerably restricted, significantly on the subject of experiences and workflow changes, with a want for extra flexibility to tailor the system to particular wants.

What G2 customers dislike about Ceipal ATS:

“Generally the system runs slowly, inflicting delays in importing profiles. Moreover, I’m unsure about easy methods to contact buyer assist if I encounter any technical points or errors with Ceipal ATS.”

– Ceipal ATS Overview, Dhivyashree J.

From my evaluation of G2 consumer suggestions, Lever is very regarded for its integrations, that are seen as one in every of its largest benefits. Many G2 customers spotlight how seamlessly the platform connects with key recruitment instruments like LinkedIn RSC, enabling them to trace outreach and sync notes with out handbook intervention. Moreover, the Information Explorer add-on is regularly praised for enhancing reporting capabilities, permitting customers to generate customized insights with ease.

One other standout function that I see getting loads of reward is ease of implementation. G2 customers persistently point out how clean the onboarding course of is. The setup is described as simple, and plenty of reviewers word the proactive position performed by buyer assist in guaranteeing they have been up and operating rapidly. The low want for intensive coaching throughout setup can also be appreciated by a number of customers.

Usability is one other space the place Lever receives optimistic suggestions. Many reviewers point out how the clear, trendy interface makes navigation simple, which simplifies managing job postings, monitoring candidates, and reviewing experiences. Based mostly on suggestions, the low studying curve stands out as a notable profit, permitting new customers to get snug with the system rapidly.

Nevertheless, I’ve come throughout considerations round lag points. Some G2 customers level out that sure actions, like loading profiles or switching between views, can really feel sluggish at instances. Though these delays aren’t frequent, they’ll disrupt workflow at instances.

One other level of suggestions that I’ve seen on G2 is the use of various terminology. Whereas this doesn’t have an effect on performance, some G2 customers discover it barely complicated in comparison with the usual ATS terminology they’re used to. This adjustment interval could make the platform really feel much less intuitive for some customers at first.

Even with occasional lag and a slight studying curve round terminology, Lever stands out for its trendy design, integrations, and built-in CRM options. With a G2 score of 4.3 out of 5, it stays a preferred selection for collaborative hiring groups.

What I dislike about Lever:

• Occasional lag within the system is one thing I’ve seen some customers point out, particularly when switching between sections or loading candidate profiles, which might decelerate the method.
• Terminology changes could be a hurdle, as I’ve personally discovered that it took a while to get used to sure phrases, particularly coming from a special area.

What G2 customers dislike about Lever:

“There’s not a great way to pause a candidate’s progress, particularly when a job goes on maintain or will probably be delayed however you are still sourcing candidates.”

– Lever Overview, Betsy Okay.

From my evaluation of G2 consumer suggestions, Zoho Recruit stands out for its customization capabilities. A constant theme in opinions is the platform’s customization choices, which permit customers to switch modules and automate workflows. Many G2 reviewers spotlight how simple it’s to tailor recruitment processes to particular enterprise wants. This flexibility ensures that duties could be extra environment friendly and suited to every group’s distinctive workflow, with out counting on cumbersome workarounds.

I regularly see G2 reviewers point out recruitment administration as one in every of Zoho Recruit’s strengths. The platform centralizes candidate monitoring, interview scheduling, and collaboration, protecting each stage of the hiring course of. This reduces the necessity for exterior instruments, making it simpler to handle job postings and applicant progress. As soon as customers grow to be conversant in the format, many word how the system simplifies these duties.

A generally appreciated aspect is buyer assist. Customers persistently reward Zoho Recruit’s assist workforce for being responsive and useful. Based on suggestions from G2 customers, having fast help obtainable is especially helpful throughout the preliminary setup part, easing the transition and serving to customers navigate the platform with minimal frustration.

Nevertheless, primarily based on my evaluation of G2 consumer suggestions, I’ve seen some customers point out a studying curve. Whereas Zoho Recruit gives strong options, many G2 reviewers level out that getting snug with all of the customization choices and settings takes time. New customers may have further onboarding earlier than they’ll totally make the most of the platform’s capabilities.

One other problem that regularly seems in G2 opinions is integration inconsistencies. Whereas Zoho Recruit integrates with numerous third-party instruments, some customers word that syncing with calendars or linking to different HR techniques doesn’t at all times perform easily. These occasional hiccups usually require handbook changes or workarounds, which might disrupt workflow effectivity.

Although the platform comes with a studying curve and occasional integration hiccups, Zoho Recruit is well-loved for its customization and automation capabilities. With a G2 score of 4.4 out of 5, it’s a flexible choice for companies of all sizes, particularly small companies. 

What I dislike about Zoho Recruit:

• The system’s studying curve is one thing I’ve seen talked about by customers, because it took me a while to totally grasp all its options and customization settings.
• Integrations generally require further setup and changes, however as soon as configured correctly, I discovered that they labored nicely inside the platform.

What G2 customers dislike about Zoho Recruit:

“Some extra superior options might require technical data, nonetheless new customers can begin with pre-configured templates to progressively study and discover the extra complicated options.”

– Zoho Recruit Overview, Paul O.

Based mostly on my evaluation of G2 consumer suggestions, HRone is usually seen as a flexible resolution for companies, providing a broad vary of HR instruments, from recruitment administration to payroll processing. A constant theme in opinions is its intuitive interface, which is appreciated for minimizing the educational curve for brand new customers.

Many G2 reviewers spotlight how simple it’s to handle job postings, observe candidates, or deal with payroll, with the platform’s accessible format making key capabilities simple to find and lowering time spent on administrative duties.

I’ve seen that the feature-rich platform is one other side G2 customers regularly reward. HRone gives an intensive suite of HR instruments, together with attendance monitoring and efficiency administration. Many customers admire how these numerous capabilities are built-in right into a single system, eliminating the necessity for a number of exterior instruments and making it simpler to handle end-to-end HR operations multi function place.

One standout function that I see getting loads of reward is payroll administration. Customers admire how the system automates payroll calculations, lowering the danger of handbook errors and guaranteeing well timed wage processing. That is usually seen as a serious time-saver and a key profit for companies managing payroll on a big scale.

Nevertheless, I’ve come throughout some blended suggestions round efficiency pace. Some G2 customers point out that sure duties, resembling loading experiences or switching between modules, can take longer than anticipated. Whereas these slowdowns should not constant, they’ll disrupt workflow effectivity, significantly throughout busy intervals when time is of the essence. 

I’ve additionally seen some customers specific points with knowledge deletion choices. There doesn’t appear to be a approach to completely delete sure knowledge, which could possibly be a priority for corporations with strict knowledge retention insurance policies. Many customers recommend {that a} extra versatile method to knowledge deletion and archival can be helpful, permitting companies to raised handle their historic data.

Irrespective of those minor hiccups, , HROne delivers a strong all-in-one HR suite that simplifies recruitment and payroll. Its spectacular G2 score of 4.8 out of 5 highlights robust consumer confidence and satisfaction.

What I dislike about HROne:

•  I’ve seen customers point out system pace, with some experiencing slowness when loading experiences or switching between totally different capabilities.
• Information administration flexibility could possibly be improved, as I’ve seen customers, together with myself, would admire extra management over managing and archiving sure info.

What G2 customers dislike about HROne:

“No customization is allowed within the profile part. It’s tough to create method for the pay elements and you can also’t share paperwork greater than 50 mb file dimension.”

– HROne Overview, Gangaraju M.

From my evaluation of G2 consumer suggestions, Teamtailor is well known for serving to recruiters handle functions effectively whereas providing a optimistic candidate expertise. One of many standout options that G2 reviewers persistently spotlight is automation. Customers admire how the platform automates repetitive duties, resembling candidate screening and follow-up emails, which helps maintain communication constant and ensures no candidate is missed. This protects recruiters time and permits them to focus extra on participating with candidates.

I regularly see G2 reviewers point out collaboration as a serious plus. The power to share notes, tag workforce members, and go away structured suggestions makes it simpler for hiring groups to work collectively inside the platform. Many customers spotlight how this eliminates the necessity for scattered emails or exterior messaging apps, streamlining communication and fostering smoother collaboration between hiring managers and recruiters.

One function that G2 customers actually admire is branding capabilities. Teamtailor’s profession web site builder permits corporations to create an enticing careers web page without having technical abilities. Reviewers usually reward the customization choices, which make it simple to align the profession web site with an organization’s employer model, enhancing the general candidate expertise.

Nevertheless, primarily based on my evaluation of G2 consumer suggestions, the cellular expertise wants enchancment. Whereas the desktop model is usually praised for its ease of use, many customers point out that navigating the platform on cellular gadgets could possibly be extra seamless. Duties like reviewing functions on the go could be extra cumbersome because of the lack of cellular optimization, which some customers discover inconvenient.

Moreover, I’ve come throughout opinions mentioning occasional glitches. Whereas not main dealbreakers, customers have identified points resembling delays in loading candidate profiles or inconsistencies in CV parsing. These minor technical hiccups often disrupt workflow and may benefit from additional enhancements to boost the platform’s general effectivity.

However Teamtailor wins recruiters over with branding capabilities and automation options that elevate the candidate expertise. With a G2 score of 4.6 out of 5, it’s acknowledged as a candidate-friendly ATS that scales with rising groups.

What I dislike about Teamtailor:

• The cellular model is not as clean because the desktop expertise, with some duties being tougher to finish on the go, based on consumer suggestions.
• I’ve seen occasional glitches, resembling slow-loading candidate profiles, which some customers point out as a minor frustration.

What G2 customers dislike about Teamtailor:

“My solely critique can be that to entry the transcription function, the interview needs to be recorded, which I discover a bit expensive. In consequence, I had to make use of Tactiq for transcription and note-taking as an alternative.”

– Teamtailor Overview, Antonella S.

Discover this pricing information for applicant monitoring techniques to grasp the important thing elements to think about when selecting ATS instruments.

Interested by how your HR operations are performing? Discover HR analytics software program.

Harshita Tewari

Harshita is a Content material Advertising Specialist at G2. She holds a Grasp’s diploma in Biotechnology and has labored within the gross sales and advertising sector for meals tech and journey startups. At the moment, she makes a speciality of writing content material for the ERP persona, protecting matters like power administration, IP administration, course of ERP, and vendor administration. In her free time, she could be discovered snuggled up together with her pets, writing poetry, or in the course of a Netflix binge.