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 quite a bit like advertising and marketing. It’s good to appeal to the appropriate viewers (candidates), nurture them by a pipeline (interview course of), and finally convert them into loyal model advocates (workers).

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

That’s why I needed to take a better have a look at G2’s greatest applicant monitoring methods (ATS). I used to be particularly targeted on discovering in style applicant monitoring options for HR groups, as a result of that’s the place many of the real-world hiring struggles I’ve seen are likely 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 working 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 companies that stood out throughout my analysis.

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

What units the very best ATS aside? Right here’s what I discovered

Hiring isn’t nearly discovering the appropriate folks; it’s about managing the whole course of with out shedding momentum. A gradual or clunky ATS system can value you high expertise, which is why selecting the very best 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 affords the very best applicant monitoring system or simply want a easy device that gained’t gradual your crew 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 largest groups battle to handle quantity effectively.

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

I reviewed the very best ATS choices to seek out those that supply every little thing, from automated resume screening to customized hiring workflows, and these instruments stood out for all the appropriate causes.

My standards for selecting the right ATS

The typical recruiter is accountable for about 30 hires per 30 days, a heavy workload that makes automation and usefulness vital. To place the funnel in perspective: the common function attracts 73 candidates, simply 3 are interviewed, and only one receives a suggestion. One of the best ATS platforms assist recruiters zero in on these high candidates sooner, with out shedding observe of the remainder

That’s why I targeted on platforms that cut back guide effort and scale with demand. I thought-about the next elements when evaluating the very best applicant monitoring methods.

• Intuitive candidate monitoring: An excellent ATS system ought to make it simple to trace candidates at each stage, from preliminary utility to ultimate provide. I checked out how properly every platform organizes candidate pipelines, how simple it’s to maneuver candidates by hiring phases, and whether or not the system offers clear, real-time standing updates. For corporations hiring in tech, particularly software program and improvement roles, I appeared intently at platforms that would work as the very best ATS app for recruiting within the software program business, the place candidate pipelines transfer quick.
• Automation that saves time: Recruiters and HR groups juggle numerous duties, so the very best ATS reduces guide 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 greatest 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 current instruments to create a easy hiring expertise. I targeted on platforms that combine properly with HRIS, payroll methods, background verify suppliers, job boards, and communication instruments like Slack and Gmail. I additionally evaluated how properly every platform handles integrations for service industries particularly, since lots of the main applicant monitoring methods for service corporations want versatile workflows throughout completely 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 reduce it. I appeared for platforms that permit HR groups to customise pipelines, add screening steps, arrange automated approvals, and create hiring scorecards to align with their recruitment wants. Instruments that pressure inflexible workflows didn’t make the reduce.
• 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 kinds, and centralized communication so everybody stays on the identical web page.
• Compliance and information safety: Recruiting comes with strict authorized necessities, from EEO and GDPR compliance to information 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 data.
• Reporting and analytics: I prioritized platforms that supply detailed hiring reviews, variety metrics, and time-to-fill analytics. Good software program helps you measure what’s working, the place bottlenecks are, and methods to enhance recruitment methods over time. Strong 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

By all of this, I saved circling again to 1 core query I’ve heard from so many groups I’ve labored with: what’s the greatest 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 a listing that caters to a number of wants and use instances.

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

• Accumulate, kind, and display resumes and any related candidate data
• Handle expertise swimming pools inside a customized workflow
• Allow communication between HR personnel, hiring supervisor, or recruiter and candidate

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

Primarily based on my assessment of G2 person suggestions, Greenhouse simplifies recruitment workflows with instruments for candidate monitoring, crew collaboration, and seamless integrations with numerous HR software program.

One characteristic that I regularly see getting a whole lot of reward is ease of use. Customers typically spotlight the clear and logically structured interface, which makes navigation simple for hiring managers and recruiters. Monitoring candidates by completely different hiring phases feels seamless, with vital data readily accessible. Many G2 reviewers recognize the system’s potential to facilitate collaboration by permitting a number of crew members to go away 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 verify suppliers to scheduling software program. G2 reviewers constantly point out that the mixing course of is simple, with out requiring extreme configurations or workarounds. This makes Greenhouse a really perfect alternative for corporations that depend on a number of instruments for various elements of the recruitment course of.

A generally appreciated factor is reporting and analytics. Greenhouse’s customizable reviews present deep insights into hiring tendencies, recruiter efficiency, and candidate pipelines. From my assessment of G2 person 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 reviews, customers notice that the system makes it simple to tug the numbers they want.

Nonetheless, 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 observed that for groups in search of a completely tailor-made ATS, this could be a limitation, as they might have to work throughout the platform’s current constraints.

Moreover, candidate administration is a degree of frustration for some customers. Whereas the system does a superb job of maintaining candidates organized, managing extra advanced hiring pipelines isn’t at all times easy. 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 ranking 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 advanced hiring wants appears to be a problem, as looking and filtering by giant volumes of candidates isn’t as refined as many customers count on.

What G2 customers dislike about Greenhouse:

“Trying to find candidates within the resume database is Greenhouse’s biggest 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 will drastically 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 might be higher to slender down the listing of candidates being reviewed earlier than going by this course of.”

– Greenhouse Assessment, Invoice B.

From my assessment of G2 person suggestions, BambooHR  affords a complete suite of HR instruments designed to streamline hiring and worker administration. It encompasses a user-friendly interface, a devoted cell app for on-the-go entry, and an ATS that simplifies the recruitment course of.

One characteristic that I regularly see getting a whole lot of reward is cell accessibility. G2 customers recognize how the cell app permits workers to verify schedules, request time without work, and keep up to date with no need a desktop. Many reviewers point out that this comfort of accessing HR instruments anytime, wherever, considerably enhances every day operations.

One other generally appreciated factor is BambooHR’s applicant monitoring system (ATS). Customers spotlight its potential to simplify resume screening, observe candidate progress, and schedule interviews. In accordance with suggestions I gathered, reviewers worth the way it organizes applicant information effectively, decreasing the necessity for guide monitoring. That is significantly helpful for hiring groups looking for an easy, well-structured ATS answer.

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

On the draw back, chat help tends to obtain some blended suggestions. A number of G2 customers point out that when dealing with technical difficulties or pressing queries, counting on e-mail or telephone help slows down the decision course of. 

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

BambooHR stays a favourite for HR groups that worth simplicity and seamless onboarding. With a G2 ranking 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 help characteristic, as there are gaps that may make it tougher to get fast solutions when wanted, typically forcing reliance on slower e-mail or telephone help.
• 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 greatest grievance about BambooHR is once I obtain e-mail replies from Buyer Help, they do not embody my unique e-mail to them. I am a busy particular person, as most HR execs are, and if an excessive amount of time goes by earlier than I get a reply, I generally overlook precisely what I wanted assist with. I actually cannot consider any complaints I’ve with the BambooHR system itself.”

– BambooHR Assessment, Sandy Okay.

Primarily based on my assessment of G2 person suggestions, JobDiva is acknowledged for integrating AI-powered options with strong information administration capabilities, serving to recruiters streamline sourcing, hiring, and monitoring candidates whereas sustaining a centralized database.

One characteristic that I see getting a whole lot of reward is AI-powered candidate matching. The platform’s algorithm scans resumes and job descriptions to counsel high candidates, considerably decreasing guide search time. From the suggestions I gathered from G2 customers, many recognize how this automation permits recruiters to give attention to participating with appropriate candidates, saving them hours of sifting by functions.

One other standout functionality, based on customers, is centralized information administration. JobDiva centralizes all recruitment information, 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 observed that G2 reviewers regularly spotlight the system’s structured method to organizing recruitment information, which ensures that necessary particulars are simply accessible and never misplaced within the course of.

Some customers have additionally highlighted JobDiva’s buyer help as a significant power. A number of G2 critiques point out that the help crew is responsive and useful, resolving each minor and extra advanced points effectively. This degree of help is a generally appreciated factor for recruiters who depend on seamless platform efficiency.

On the flip aspect, gradual loading occasions are a recurring theme within the G2 critiques. Some customers discover sure pages take longer to load than anticipated, which may turn into a bottleneck when working below tight deadlines.

Moreover, occasional lag and glitches have been identified in a number of G2 critiques. Customers have talked about that navigating particular options can generally end in delays or minor bugs, which require refreshing the web page. Whereas this isn’t thought-about a dealbreaker, I’ve observed that these points can hinder effectivity, particularly for customers managing a number of candidates directly.

Nonetheless, JobDiva shines with its AI-driven candidate matching and centralized information administration. Holding a powerful G2 ranking of 4.7 out of 5, it’s typically considered one of the vital highly effective ATS options for staffing companies and high-volume hiring.

What I dislike about JobDiva:

• I’ve observed that gradual web page loading can generally be a problem, with delays when navigating between sections, which might be irritating throughout busy duties.
• I’ve skilled occasional lags or glitches on the platform, which might be disruptive, particularly when managing a number of candidates directly.

What G2 customers dislike about JobDiva:

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

– JobDiva Assessment, Sumit Okay.

From my evaluation of G2 person 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 completely different recruitment capabilities. Whether or not customers are looking for candidates or managing job postings, the platform’s simplicity eliminates the necessity for in depth coaching, permitting recruiters to give attention to hiring duties somewhat than mastering advanced software program.

One other characteristic that G2 customers constantly reward is resume parsing. The platform successfully extracts key particulars from resumes and mechanically organizes them into structured profiles. In accordance with suggestions, this characteristic is a major time-saver, decreasing guide information entry and guaranteeing that candidate data is constantly formatted, which improves the effectiveness of searches.

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

Nonetheless, I’ve seen some customers specific points with efficiency velocity on G2. Some reviewers point out that processes like loading candidate profiles or working searches can take longer than anticipated. Whereas these delays aren’t a dealbreaker for many, they will turn into disruptive when working below 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 notice that the power to tailor workflows, reviews, 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 constantly impresses with its intuitive interface and superior resume parsing. Its G2 ranking of 4.6 out of 5reflects sturdy person satisfaction, particularly for recruiters managing giant applicant swimming pools.

What I dislike about Ceipal ATS:

• I’ve come throughout suggestions mentioning that the platform might be gradual at occasions, particularly when looking for candidates or loading profiles, with customers sometimes having to attend longer than anticipated for outcomes.
• Many customers, together with myself, really feel that customization choices are considerably restricted, significantly in relation to reviews and workflow changes, with a need for extra flexibility to tailor the system to particular wants.

What G2 customers dislike about Ceipal ATS:

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

– Ceipal ATS Assessment, Dhivyashree J.

From my assessment of G2 person suggestions, Lever is very regarded for its integrations, that are seen as certainly one of its greatest 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 guide 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 characteristic that I see getting a whole lot of reward is ease of implementation. G2 customers constantly point out how easy the onboarding course of is. The setup is described as easy, and plenty of reviewers notice the proactive function performed by buyer help in guaranteeing they have been up and working rapidly. The low want for in depth coaching throughout setup can also be appreciated by a number of customers.

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

Nonetheless, I’ve come throughout issues round lag points. Some G2 customers level out that sure actions, like loading profiles or switching between views, can really feel gradual at occasions. Though these delays aren’t frequent, they will disrupt workflow at occasions.

One other level of suggestions that I’ve observed 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 fashionable design, integrations, and built-in CRM options. With a G2 ranking of 4.3 out of 5, it stays a preferred alternative 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 may 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 may be not a great way to pause a candidate’s progress, particularly when a job goes on maintain or will likely be delayed however you are still sourcing candidates.”

– Lever Assessment, Betsy Okay.

From my assessment of G2 person suggestions, Zoho Recruit stands out for its customization capabilities. A constant theme in critiques 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 might 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 certainly one of Zoho Recruit’s strengths. The platform centralizes candidate monitoring, interview scheduling, and collaboration, masking 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 turn into accustomed to the structure, many notice how the system simplifies these duties.

A generally appreciated factor is buyer help. Customers constantly reward Zoho Recruit’s help crew for being responsive and useful. In accordance with suggestions from G2 customers, having fast help obtainable is especially helpful through the preliminary setup section, easing the transition and serving to customers navigate the platform with minimal frustration.

Nonetheless, primarily based on my assessment of G2 person suggestions, I’ve observed some customers point out a studying curve. Whereas Zoho Recruit affords strong options, many G2 reviewers level out that getting comfy with all of the customization choices and settings takes time. New customers may have extra onboarding earlier than they will totally reap the benefits of the platform’s capabilities.

One other problem that regularly seems in G2 critiques is integration inconsistencies. Whereas Zoho Recruit integrates with numerous third-party instruments, some customers notice that syncing with calendars or linking to different HR methods doesn’t at all times operate easily. These occasional hiccups typically require guide changes or workarounds, which may 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 ranking of 4.4 out of 5, it’s a flexible possibility 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 completely grasp all its options and customization settings.
• Integrations generally require extra setup and changes, however as soon as configured correctly, I discovered that they labored properly throughout the platform.

What G2 customers dislike about Zoho Recruit:

“Some extra superior options might require technical information, nonetheless new customers can begin with pre-configured templates to step by step study and discover the extra advanced options.”

– Zoho Recruit Assessment, Paul O.

Primarily based on my assessment of G2 person suggestions, HRone is commonly seen as a flexible answer for companies, providing a broad vary of HR instruments, from recruitment administration to payroll processing. A constant theme in critiques is its intuitive interface, which is appreciated for minimizing the educational curve for brand spanking 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 structure making key capabilities simple to find and decreasing time spent on administrative duties.

I’ve observed that the feature-rich platform is one other side G2 customers regularly reward. HRone affords an intensive suite of HR instruments, together with attendance monitoring and efficiency administration. Many customers recognize 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 characteristic that I see getting a whole lot of reward is payroll administration. Customers recognize how the system automates payroll calculations, decreasing the chance of guide errors and guaranteeing well timed wage processing. That is typically seen as a significant time-saver and a key profit for companies managing payroll on a big scale.

Nonetheless, I’ve come throughout some blended suggestions round efficiency velocity. Some G2 customers point out that sure duties, corresponding to loading reviews or switching between modules, can take longer than anticipated. Whereas these slowdowns usually are not constant, they will disrupt workflow effectivity, significantly throughout busy intervals when time is of the essence. 

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

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

What I dislike about HROne:

•  I’ve seen customers point out system velocity, with some experiencing slowness when loading reviews or switching between completely different capabilities.
• Information administration flexibility could possibly be improved, as I’ve observed customers, together with myself, would recognize extra management over managing and archiving sure data.

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 measurement.”

– HROne Assessment, Gangaraju M.

From my assessment of G2 person suggestions, Teamtailor is well known for serving to recruiters handle functions effectively whereas providing a constructive candidate expertise. One of many standout options that G2 reviewers constantly spotlight is automation. Customers recognize how the platform automates repetitive duties, corresponding to 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 significant plus. The flexibility to share notes, tag crew members, and go away structured suggestions makes it simpler for hiring groups to work collectively throughout 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 characteristic that G2 customers actually recognize is branding capabilities. Teamtailor’s profession web site builder permits corporations to create an interesting careers web page with no need technical abilities. Reviewers typically 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.

Nonetheless, primarily based on my assessment of G2 person suggestions, the cell expertise wants enchancment. Whereas the desktop model is commonly praised for its ease of use, many customers point out that navigating the platform on cell gadgets could possibly be extra seamless. Duties like reviewing functions on the go might be extra cumbersome as a result of lack of cell optimization, which some customers discover inconvenient.

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

However Teamtailor wins recruiters over with branding capabilities and automation options that elevate the candidate expertise. With a G2 ranking 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 cell model is not as easy because the desktop expertise, with some duties being tougher to finish on the go, based on person suggestions.
• I’ve observed occasional glitches, corresponding to slow-loading candidate profiles, which some customers point out as a minor frustration.

What G2 customers dislike about Teamtailor:

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

– Teamtailor Assessment, Antonella S.

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

Inquisitive about 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 and marketing sector for meals tech and journey startups. At present, she focuses on writing content material for the ERP persona, masking subjects like vitality administration, IP administration, course of ERP, and vendor administration. In her free time, she might be discovered snuggled up together with her pets, writing poetry, or in the midst of a Netflix binge.