Pinpoint
Custom quote · Cloud
Pinpoint is the strongest ATS pick for in-house recruiting teams that believe employer brand and candidate experience directly shape hiring outcomes.
Demo-ledContact vendor for exact pricing and packaging details.
Category guide
ATS Software — Compare Applicant Tracking Systems for Recruiting Teams
Applicant tracking systems help talent teams organize reqs, job postings, candidate stages, interview workflows, and hiring coordination across recruiting operations. Search demand in this category is split between applicant tracking systems, ATS software, and free ATS queries. Use this guide to compare applicant tracking systems tools, understand pricing and deployment tradeoffs, and build a shortlist you can defend internally.
What is Applicant tracking system
An applicant tracking system is the operating system for your hiring process. It manages every stage of recruiting — from posting jobs and collecting applications to scheduling interviews, scoring candidates, and extending offers. If your team hires more than a handful of people per year and you are still running the process through email, spreadsheets, or a basic HRIS module, you are losing candidates to disorganization.
Why trust this page
Every category page combines visible editorial analysis, named author and fact-checker attribution when available, stored pricing-plan summaries, published review content, and a visible updated date so buyers can see both category context and tool-level evidence in one place.
Written by Maya PatelMaya PatelEditorMaya covers HR software, payroll platforms, and people ops tools for buyers at the research stage. She focuses on surfacing pricing tradeoffs and implementation realities before the sales cycle shapes the decision.Fact-checked by ChandrasmitaChandrasmitaFact-checkerChandrasmita verifies pricing claims, compliance data, and feature accuracy across HR software categories. She brings direct experience in people operations and HR technology procurement at global organisations.Updated Jun 13, 2026Our methodology →
Applicant Tracking Systems: quick overview
ClearCompany
Custom quote · Cloud
ClearCompany is the strongest option for mid-market companies that want ATS and talent management unified in a single platform without building a multi-vendor tech stack.
Demo-ledContact vendor for exact pricing and packaging details.
Manatal
Per-user pricing · Cloud
Manatal is the strongest AI-powered recruiting tool for budget-conscious teams that want candidate recommendations and profile enrichment without enterprise pricing commitments.
Free trialContact vendor for exact pricing and packaging details.
Applicant Tracking Systems tools worth a closer look
Pinpoint
Demo-ledCustom quoteCloud
Pinpoint is one of the stronger ATS options for in-house recruiting teams that care about employer brand, candidate experience, and a polished career site rather than just pipeline administration.
Starting price
Contact vendor for exact pricing and packaging details.
Pricing model
Custom quote
Deployment
Cloud
Platforms
Web
Pricing context
Pinpoint quotes deals privately rather than listing rates. Company size and hiring volume drive the number, and G2 and Capterra buyer reports put the range around $600 to $1,200 per month ($7,200 to $14,400 per year) depending on team size and features.
Best for
Best for mid-market in-house talent teams that want an ATS with stronger employer-brand presentation, cleaner candidate communication, and a more candidate-friendly application flow.
Why it stands out
Teams shortlist Pinpoint when the ATS has to improve candidate experience and hiring-team coordination at the same time, without stepping up into heavier enterprise recruiting platforms.
Main tradeoff
The tradeoff is that Pinpoint is not the analytics-first or structured-hiring-first ATS in the field, so buyers should validate reporting depth and process rigor early.
Pricing context
Pinpoint quotes deals privately rather than listing rates. Company size and hiring volume drive the number, and G2 and Capterra buyer reports put the range around $600 to $1,200 per month ($7,200 to $14,400 per year) depending on team size and features.
Buying motion
Usually enters the ATS shortlist after teams decide that candidate experience and career-site quality deserve equal weight with pipeline controls.
ClearCompany
Demo-ledCustom quoteCloud
ClearCompany belongs on an ATS shortlist when the team wants recruiting to connect cleanly into onboarding and broader talent workflows instead of living in a standalone hiring system.
Starting price
Contact vendor for exact pricing and packaging details.
Pricing model
Custom quote
Deployment
Cloud
Platforms
Web
Pricing context
ClearCompany does not publish specific pricing on its website. The platform uses custom pricing based on company size, module selection, and contract terms. Third-party estimates from G2 and Capterra place the cost at approximately $6 to $12 per employee per month (PEPM), depending on which modules (ATS, onboarding, performance management, goals, engagement) are included. Annual contracts are standard.
Best for
Best for mid-market teams that want an ATS plus onboarding continuity, and that expect recruiting data to flow into downstream talent management rather than stop at the offer stage.
Why it stands out
Teams shortlist ClearCompany when they are not buying an ATS in isolation and want hiring, onboarding, and employee lifecycle data to stay in one operating system.
Main tradeoff
The tradeoff is that the ATS is more integrated than best-in-class on pure recruiting depth, so process-heavy hiring teams should compare it carefully against deeper specialist platforms.
Pricing context
ClearCompany does not publish specific pricing on its website. The platform uses custom pricing based on company size, module selection, and contract terms. Third-party estimates from G2 and Capterra place the cost at approximately $6 to $12 per employee per month (PEPM), depending on which modules (ATS, onboarding, performance management, goals, engagement) are included. Annual contracts are standard.
Buying motion
Usually shows up when buyers are deciding between a dedicated ATS and a more unified talent stack for recruiting plus onboarding.
Manatal
✓ Free TrialPer-user pricingCloud
Manatal is a credible ATS shortlist option for smaller teams that want affordable applicant tracking, AI-assisted matching, and job distribution without stepping into enterprise pricing.
Starting price
Contact vendor for exact pricing and packaging details.
Pricing model
Per-user pricing
Deployment
Cloud
Platforms
Web
Pricing context
Manatal publishes transparent pricing on its website with three tiers. The Professional plan is $15 per user per month, Enterprise is $35 per user per month, and Enterprise Plus is custom pricing for larger organizations. All plans include a 14-day free trial with no credit card required. Annual billing discounts are available.
Best for
Best for SMB hiring teams and lean talent functions that want a lower-cost ATS with candidate recommendations, straightforward pipeline management, and a fast trial-led evaluation path.
Why it stands out
Teams shortlist Manatal when budget matters, speed matters, and they still want more than a basic job-posting tracker or inbox-driven hiring workflow.
Main tradeoff
The tradeoff is that Manatal is better at accessible ATS functionality and lightweight AI assistance than deep analytics, structured hiring governance, or enterprise extensibility.
Pricing context
Manatal publishes transparent pricing on its website with three tiers. The Professional plan is $15 per user per month, Enterprise is $35 per user per month, and Enterprise Plus is custom pricing for larger organizations. All plans include a 14-day free trial with no credit card required. Annual billing discounts are available.
Buying motion
Usually enters the ATS evaluation when teams are moving up from spreadsheets or lightweight recruiting tools and want a real applicant tracking system without a heavy commercial process.
Homebase
✓ Free TrialTiered pricingCloud
Homebase is not a traditional ATS leader, but it can earn a place on an ATS shortlist for hourly and location-based employers that mainly need lightweight applicant tracking tied directly to scheduling, onboarding, and day-one operations.
Starting price
$0
Pricing model
Tiered pricing
Deployment
Cloud
Platforms
Web, iOS, Android
Pricing context
Homebase lists its prices openly, starting with a free Basic plan that covers scheduling and time tracking for one location and up to 10 employees. Paid plans are priced per location per month with unlimited employees: Essentials at $30 ($24 billed annually), Plus at $70 ($56 annually), and All-in-One at $120 ($96 annually). Homebase Payroll is a separate add-on at $49/month plus $6 per employee paid.
Best for
Best for restaurants, retail, and other hourly teams that want basic applicant tracking, job posting, and candidate handoff into onboarding and shift scheduling inside one system.
Why it stands out
Teams shortlist Homebase when the hiring workflow is operationally simple and the real value is moving a candidate from job post to first shift without stitching together separate ATS, onboarding, and scheduling tools.
Main tradeoff
The tradeoff is that Homebase should be treated as a lighter ATS for hourly hiring rather than a full-featured applicant tracking system for structured, multi-stakeholder recruiting teams.
Pricing context
Homebase lists its prices openly, starting with a free Basic plan that covers scheduling and time tracking for one location and up to 10 employees. Paid plans are priced per location per month with unlimited employees: Essentials at $30 ($24 billed annually), Plus at $70 ($56 annually), and All-in-One at $120 ($96 annually). Homebase Payroll is a separate add-on at $49/month plus $6 per employee paid.
Buying motion
Usually enters the ATS conversation when hourly employers decide they need more hiring structure than email and job boards, but do not want a standalone recruiting stack.
Greenhouse
Demo-ledCustom quoteCloud
Greenhouse remains the strongest ATS choice for recruiting teams that treat hiring process as seriously as hiring speed.
Starting price
~$5,100 to $15,000/yr (estimated)
Pricing model
Custom quote
Deployment
Cloud
Platforms
Web
Pricing context
Greenhouse does not publish prices. It sells three tiers, Core, Plus and Pro (formerly Essential, Advanced and Expert), quoted by employee count, hiring volume and plan. Vendr buyer data puts the median contract near $26,600 per year, with most contracts between about $10,000 and $75,000; companies under 50 staff report around $5,100 per year (all estimated). Implementation fees add to year one.
Best for
Greenhouse is best for dedicated recruiting teams and talent acquisition leaders at companies with 100 to 5,000 employees who hire 50 or more people per year and care about hiring quality and process consistency.
Why it stands out
Few competing ATS platforms build structured hiring into the core product the way Greenhouse does; most treat it as an afterthought.
Main tradeoff
Greenhouse pricing is a premium that smaller teams struggle to justify
Pricing context
Greenhouse does not publish prices. It sells three tiers, Core, Plus and Pro (formerly Essential, Advanced and Expert), quoted by employee count, hiring volume and plan. Vendr buyer data puts the median contract near $26,600 per year, with most contracts between about $10,000 and $75,000; companies under 50 staff report around $5,100 per year (all estimated). Implementation fees add to year one.
Buying motion
Before signing with Greenhouse, test whether your organization will actually adopt the structured hiring methodology, because without it you are paying a premium for a standard ATS. Focus the evaluation on these four items.
Lever
Demo-ledCustom quoteCloud
Lever is the strongest ATS-plus-CRM combination available for mid-market recruiting teams, but the pricing opacity and Employ Inc. acquisition introduce vendor risk that buyers need to weigh carefully.
Starting price
Median ~$15,400/yr; range ~$6,700 to $51,900 (estimated)
Pricing model
Custom quote
Deployment
Cloud
Platforms
Web
Pricing context
Lever keeps its rates off its site. Pricing is quote-based and driven by total company headcount, not recruiter seats. Vendr buyer data puts LeverTRM at about $6,700 to $52,000 per year, with a median contract of $15,400. A 200-employee company pays about $12,240 per year after negotiation, and 1,000+ employee companies about $63,200 (all estimated). Implementation typically adds $5,000 to $8,000 in year one. Annual commitment with auto-renewal. No free trial.
Best for
Lever is best for recruiting teams at companies with 100 to 1,000 employees that source passive candidates as a core hiring strategy and need CRM functionality integrated into their ATS.
Why it stands out
No other mid-market recruiting platform treats candidate relationship management as a core product capability rather than an add-on or integration; that is what sets Lever apart.
Main tradeoff
Lever pricing is not transparent, giving the vendor negotiation advantage over buyers
Pricing context
Lever keeps its rates off its site. Pricing is quote-based and driven by total company headcount, not recruiter seats. Vendr buyer data puts LeverTRM at about $6,700 to $52,000 per year, with a median contract of $15,400. A 200-employee company pays about $12,240 per year after negotiation, and 1,000+ employee companies about $63,200 (all estimated). Implementation typically adds $5,000 to $8,000 in year one. Annual commitment with auto-renewal. No free trial.
Buying motion
Evaluating Lever takes more prep than most ATS demos, since pricing is fully custom, contracts auto-renew, and the Employ Inc. ownership raises its own questions. These are the points to settle before signing.
Ashby
Demo-ledTiered pricingCloud
Ashby is the strongest ATS on the market for recruiting teams that treat hiring as a measurable, improvable process rather than an administrative task.
Starting price
$400/mo; 10% off with an annual commitment
Pricing model
Tiered pricing
Deployment
Cloud
Platforms
Web
Pricing context
Ashby publishes one price: the Foundations plan costs $400 per month for companies with up to 100 employees, with 10% off for an annual commitment. Plus (101 to 1,000 employees) and Enterprise (1,000+) are custom quotes based on company size, usage, and commitment. Vendr buyer data puts the median Ashby contract at about $22,900 per year (estimated). SSO is a $100/month add-on.
Best for
Ashby is best for tech companies and startups with 50 to 1,000 employees that hire actively and want a single platform for applicant tracking, candidate relationship management, interview scheduling, and recruiting analytics.
Why it stands out
Ashby treats recruiting analytics as a first-class feature rather than a reporting add-on, which no other ATS does to the same depth.
Main tradeoff
Ashby's size-based pricing penalizes large companies with low hiring volume
Pricing context
Ashby publishes one price: the Foundations plan costs $400 per month for companies with up to 100 employees, with 10% off for an annual commitment. Plus (101 to 1,000 employees) and Enterprise (1,000+) are custom quotes based on company size, usage, and commitment. Vendr buyer data puts the median Ashby contract at about $22,900 per year (estimated). SSO is a $100/month add-on.
Buying motion
When evaluating Ashby, treat the demo as the moment to pin down two things: how the quote changes above 100 employees, and which analytics reports live behind which tier.
Tracker
Demo-ledCustom quoteCloud
Tracker is a stronger ATS fit for staffing and recruiting agencies that need applicant tracking, client workflow, and recruiter operations inside the same system rather than split across separate tools.
Starting price
Contact vendor for exact pricing and packaging details.
Pricing model
Custom quote
Deployment
Cloud
Platforms
Web
Pricing context
Tracker (TrackerRMS) keeps rates off its pricing page. Tiered plans exist, but exact figures come from a custom quote scoped to placement volume and which modules, ATS, CRM, TrackerAI, Back Office, you need. There is no free trial; a demo comes first.
Best for
Best for staffing firms and search teams that want an ATS with built-in CRM depth, recruiter workflow coverage, and commercial structure that matches agency recruiting.
Why it stands out
Teams shortlist Tracker when the hiring operation is agency-led and the real requirement is managing candidates, jobs, clients, and placements from one operating layer.
Main tradeoff
The tradeoff is that Tracker is more staffing-oriented than employer-brand-first, so internal TA teams should validate whether the workflow feels agency-heavy for their use case.
Pricing context
Tracker (TrackerRMS) keeps rates off its pricing page. Tiered plans exist, but exact figures come from a custom quote scoped to placement volume and which modules, ATS, CRM, TrackerAI, Back Office, you need. There is no free trial; a demo comes first.
Buying motion
Usually enters the ATS shortlist when agencies decide a standalone candidate tracker is too narrow and need recruiting plus CRM in one stack.
Editorial take
An applicant tracking system is the single most impactful tool you can add to your recruiting operation — but only if you actually use it as a workflow tool, not just a resume database. I have seen too many companies buy Greenhouse or Lever and use 20% of the platform's capabilities because they skipped hiring manager training and never set up structured scorecards. The tool does not fix your hiring process. It gives you the infrastructure to run a rigorous one.
Interested in Applicant Tracking Systems?
Leave your details and we'll connect you with vendors that match your shortlist — including current pricing and packaging options.
AvaHR
✓ Free TrialTiered pricingCloud
AvaHR is an ATS shortlist option for smaller hiring teams that want fast job distribution, collaborative candidate review, and transparent pricing without mid-market ATS complexity.
Starting price
Contact vendor for exact pricing and packaging details.
Pricing model
Tiered pricing
Deployment
Cloud
Platforms
Web
Pricing context
AvaHR publishes four USD plans: Lite, Plus, Premium and Max. Monthly billing runs $119, $199, $399 and $549+; annual billing lowers that to $99, $165, $332 and $457+ per month. Every plan has a 7-day free trial, setup and migration are included, and there is no long-term contract.
Best for
Best for SMB teams that want an easier ATS to stand up quickly, post roles broadly, and keep hiring managers involved without a heavy recruiting operations layer.
Why it stands out
Teams shortlist AvaHR when they want a practical applicant tracking system that is easier to buy, easier to trial, and easier to run than enterprise-oriented recruiting platforms.
Main tradeoff
The tradeoff is that AvaHR is better at accessible ATS workflow and hiring speed than deep analytics, staffing-agency workflow, or highly customized enterprise process design.
Pricing context
AvaHR publishes four USD plans: Lite, Plus, Premium and Max. Monthly billing runs $119, $199, $399 and $549+; annual billing lowers that to $99, $165, $332 and $457+ per month. Every plan has a 7-day free trial, setup and migration are included, and there is no long-term contract.
Buying motion
Usually enters the ATS evaluation when a growing team outgrows inbox-and-spreadsheet hiring and wants a cleaner applicant tracking workflow fast.
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Zoho Recruit
✓ Free TrialTiered pricingCloud
Zoho Recruit is a flexible ATS option for teams that want more configuration, automation, and ecosystem leverage than lightweight SMB applicant tracking tools usually provide.
Starting price
Contact vendor for exact pricing and packaging details.
Pricing model
Tiered pricing
Deployment
Cloud
Platforms
Web, iOS, Android
Pricing context
Zoho Recruit has three tiers: a Free plan (one active job per recruiter license), Standard (10 active jobs per license) and Enterprise (20 active jobs per license, AI candidate matching, recruitment automation). Zoho prices Standard and Enterprise through an online calculator keyed to recruiter and hiring-manager counts rather than a flat rate, so confirm the number for your headcount. A 15-day free trial gives full Enterprise access, and paid plans carry a 45-day money-back guarantee.
Best for
Best for recruiting teams and staffing operations that want an ATS with stronger customization, automation, portals, and a natural fit with the wider Zoho stack.
Why it stands out
Teams shortlist Zoho Recruit when they want applicant tracking with room to grow into process automation, recruiter portals, and more configurable workflows than entry-level ATS products deliver.
Main tradeoff
The tradeoff is that Zoho Recruit can ask more of the team in setup and administration, so buyers should make sure they actually need the flexibility they are paying for.
Pricing context
Zoho Recruit has three tiers: a Free plan (one active job per recruiter license), Standard (10 active jobs per license) and Enterprise (20 active jobs per license, AI candidate matching, recruitment automation). Zoho prices Standard and Enterprise through an online calculator keyed to recruiter and hiring-manager counts rather than a flat rate, so confirm the number for your headcount. A 15-day free trial gives full Enterprise access, and paid plans carry a 45-day money-back guarantee.
Buying motion
Usually enters the ATS shortlist when buyers want more system control than simpler SMB tools offer, but do not want to jump straight to expensive enterprise ATS platforms.
Recruit CRM
✓ Free TrialPer-user pricingCloud
Recruit CRM is an ATS fit for agency recruiters that want candidate tracking, recruiter workflow, and CRM functionality in one product with a more modern operating feel.
Starting price
Contact vendor for exact pricing and packaging details.
Pricing model
Per-user pricing
Deployment
Cloud
Platforms
Web, iOS, Android
Pricing context
Recruit CRM sells three per-user plans: Pro at $95, Business at $135 and Enterprise at $215 per user per month on annual billing, per Capterra and third-party checks in August 2026. Monthly billing costs up to 20% more. The vendor's own pricing page loads rates dynamically, so confirm the figure for your seat count on the call. A free trial needs no credit card.
Best for
Best for recruitment agencies and executive search teams that want ATS plus CRM coverage, recruiter automation, and mobile-friendly workflow without stitching multiple systems together.
Why it stands out
Teams shortlist Recruit CRM when they need agency-grade applicant tracking and relationship management together, especially if recruiter speed and day-to-day usability matter a lot.
Main tradeoff
The tradeoff is that Recruit CRM is more agency-centric than internal TA-centric, so in-house recruiting teams should validate fit before assuming the workflow maps cleanly to them.
Pricing context
Recruit CRM sells three per-user plans: Pro at $95, Business at $135 and Enterprise at $215 per user per month on annual billing, per Capterra and third-party checks in August 2026. Monthly billing costs up to 20% more. The vendor's own pricing page loads rates dynamically, so confirm the figure for your seat count on the call. A free trial needs no credit card.
Buying motion
Usually enters the ATS conversation when agency teams want a real ATS+CRM operating system rather than separate candidate, client, and communication tools.
Boon
Demo-ledCustom quoteCloud
Boon is ATS-adjacent rather than a pure applicant tracking leader, but it can still deserve attention from teams whose best candidates come through employee and community referrals instead of broad inbound pipelines.
Starting price
Contact vendor for exact pricing and packaging details.
Pricing model
Custom quote
Deployment
Cloud
Platforms
Web
Pricing context
Boon has no public price list or pricing page. Quotes come through a demo request, and the site promotes flexible terms instead of a locked annual contract. No self-serve free trial is advertised, and an ROI calculator is the only public cost tool.
Best for
Best for talent teams that want referrals to do more of the hiring work and need a system that activates, tracks, and automates referral-driven candidate flow alongside the ATS.
Why it stands out
Teams shortlist Boon when the real hiring advantage comes from trusted networks and referrals, not from turning the ATS itself into the center of the recruiting strategy.
Main tradeoff
The tradeoff is that Boon should be treated as a referral hiring layer that complements applicant tracking, not as a full ATS replacement for complex recruiting operations.
Pricing context
Boon has no public price list or pricing page. Quotes come through a demo request, and the site promotes flexible terms instead of a locked annual contract. No self-serve free trial is advertised, and an ROI calculator is the only public cost tool.
Buying motion
Usually enters the ATS evaluation as an adjacent tool when leaders realize referral hiring needs its own system instead of being buried as a feature inside the ATS.
JazzHR
✓ Free TrialTiered pricingCloud
JazzHR is the strongest ATS pick for small businesses that hire occasionally rather than constantly.
Starting price
$1,000/yr billed annually (about $83/mo); $99/mo billed monthly
Pricing model
Tiered pricing
Deployment
Cloud
Platforms
Web
Pricing context
JazzHR lists its prices publicly. Hero costs $1,000 per year billed annually (about $83 per month) or $99 per month billed monthly, starting at 3 open jobs. Plus costs $3,480 per year (about $290 per month) or $325 monthly, for up to 200 active jobs. Pro costs $5,508 per year (about $459 per month) or $499 monthly. Every plan is a flat fee with unlimited users.
Best for
JazzHR is best for small business owners, HR managers, and office administrators at companies with 10 to 100 employees who handle hiring alongside other responsibilities.
Why it stands out
At this price point, few ATS options include unlimited users, a functional compliance module, and flat-rate pricing that does not scale with headcount the way JazzHR does.
Main tradeoff
JazzHR sourcing capabilities are nearly nonexistent for proactive recruiting
Pricing context
JazzHR lists its prices publicly. Hero costs $1,000 per year billed annually (about $83 per month) or $99 per month billed monthly, starting at 3 open jobs. Plus costs $3,480 per year (about $290 per month) or $325 monthly, for up to 200 active jobs. Pro costs $5,508 per year (about $459 per month) or $499 monthly. Every plan is a flat fee with unlimited users.
Buying motion
Evaluating JazzHR is straightforward because pricing is public and the free trial lets you test the complete platform first. Confirm these four things before you commit.
Workable
✓ Free TrialTiered pricingCloud
Workable remains one of the strongest ATS options for SMBs that hire frequently and want AI assistance baked into the recruiting workflow.
Starting price
$299/mo billed annually ($3,588/yr) for 1-20 employees; ~$374/mo billed monthly
Pricing model
Tiered pricing
Deployment
Cloud
Platforms
Web, iOS, Android
Pricing context
Workable publishes pricing for companies with 1 to 20 employees: Standard costs $299 per month billed annually ($3,588 per year), Premier $599 per month ($7,188 per year), and Enterprise $719 per month ($8,628 per year). Monthly billing costs about 20% more (about $374 per month for Standard). Price rises with company headcount band, and companies over 100 employees usually get a custom quote. Texting, video interviews and assessments can be added to Standard for $89, $109 and $59 per month.
Best for
Workable is best for talent acquisition teams and HR managers at fast-growing SMBs with 50 to 500 employees that have active, ongoing hiring needs. It fits companies that post multiple roles simultaneously, want AI assistance with candidate screening and sourcing, and need a single platform that covers recruiting through onboarding.
Why it stands out
Workable is an ATS that actively helps you find candidates rather than passively waiting for applications.
Main tradeoff
Workable pricing penalizes small teams with low hiring volume relative to headcount
Pricing context
Workable publishes pricing for companies with 1 to 20 employees: Standard costs $299 per month billed annually ($3,588 per year), Premier $599 per month ($7,188 per year), and Enterprise $719 per month ($8,628 per year). Monthly billing costs about 20% more (about $374 per month for Standard). Price rises with company headcount band, and companies over 100 employees usually get a custom quote. Texting, video interviews and assessments can be added to Standard for $89, $109 and $59 per month.
Buying motion
Evaluating Workable means validating the AI sourcing quality for your specific roles and confirming the total cost based on your employee count. A few things worth confirming first:
Buyer's guide
Still deciding what you need?
The full applicant tracking systems buyer's guide covers what the category includes, which teams need it, feature priorities, pricing models, rollout effort, compliance considerations and the questions to ask before you commit.
Read the applicant tracking systems buyer's guideApplicant Tracking Systems: editorial verdict
An applicant tracking system is the single most impactful tool you can add to your recruiting operation — but only if you actually use it as a workflow tool, not just a resume database. I have seen too many companies buy Greenhouse or Lever and use 20% of the platform's capabilities because they skipped hiring manager training and never set up structured scorecards. The tool does not fix your hiring process. It gives you the infrastructure to run a rigorous one.
For small companies hiring fewer than 30 people per year, I would start with JazzHR or the built-in ATS in your HRIS. For mid-market companies with dedicated recruiters, Greenhouse, Lever, and Ashby are the serious contenders — Greenhouse if you prioritize structured hiring rigor, Lever if you need strong CRM capabilities, and Ashby if you want a modern all-in-one platform without bolt-on pricing surprises.
The biggest waste of money in this category is buying an enterprise ATS before you have the hiring volume and team to justify it. A 50-person startup does not need a $50,000/year ATS contract. And the second biggest waste is buying a budget ATS when you have five recruiters hiring 200 people per year — the reporting limitations and workflow constraints will cost you more in recruiter productivity than you save on software.
If you are reading this page, you are probably outgrowing whatever you currently use for hiring. Use the buyer checklist above, model your total cost of ownership, and test the hiring manager experience during every trial. The ATS market is competitive enough that you should never pay full list price — negotiate hard on implementation fees, annual contract rates, and add-on module pricing.
Methodology
How this applicant tracking systems guide is structured
This page is built to help buyers move from category understanding into vendor evaluation. The editorial sections explain what the category covers, where teams make buying mistakes, and how to narrow a shortlist before demos start shaping the process. The product rows then surface tool-level details that matter during commercial evaluation, including deployment fit, pricing model, platform coverage, and trial availability.
Supporting articles and comparison pages appear below the shortlist so teams can continue research without leaving the category context too early. Author attribution, fact-checking, and review dates are shown near the top of the page because freshness and editorial accountability matter for software research content that may influence active buying decisions.
Tool snapshots on this page are derived from stored vendor data, published review content, pricing-plan summaries, and internal editorial analysis. That mix is intentional: it gives buyers a page they can use as a research source rather than a thin affiliate-style roundup.
Applicant Tracking Systems buyer guides
Use these supporting guides to tighten requirements, understand where teams usually overbuy, and move from category research into a more defensible shortlist.
By Chandrasmita
ATS Resume Format: How to Pass Applicant Tracking Systems
How applicant tracking systems parse resumes, which layouts and section headers they read correctly, and where to put keywords without stuffing them.
By Maya Patel
Applicant Tracking System Buyer's Guide
How to choose an applicant tracking system: match it to your hiring process, check integrations, compare Greenhouse, Lever, Ashby and others, and negotiate price.
By PeopleOpsClub Research Desk
Diversity Hiring: Strategies That Build a Stronger Shortlist
Practical diversity hiring steps: where to source, how structured interviews and scoring rubrics reduce bias, what to track, and the legal limits.
By PeopleOpsClub Research Desk
What Is Talent Acquisition? How It Differs from Recruiting
What talent acquisition is, how it differs from recruiting, what the function owns (employer brand, hiring design, workforce planning), and when to hire for it.
Ready to compare?
Open these once your shortlist is down to two or three names.
Explore this category
More ways to research applicant tracking systems
Shortlists and guides
- Best applicant tracking systems, ranked and reviewed
- Applicant Tracking Systems buyer's guide
- Alternatives to the leading applicant tracking systems
- Best applicant tracking systems for remote teams
- Best applicant tracking systems for distributed workforces
- Best applicant tracking systems for hourly teams
Key terms explained
Frequently asked questions about applicant tracking systems
What are the most used applicant tracking systems?
The most used applicant tracking systems vary by segment, but buyers often shortlist products like Greenhouse, Lever, Ashby, Workable, and JazzHR. Usage concentration is usually driven by company size, recruiter workflow complexity, and hiring-manager adoption.
What is an ATS vs CRM?
An ATS is built to manage active hiring pipelines, structured interviews, and hiring decisions. A recruiting CRM is better for relationship-building, talent pooling, nurture campaigns, and outbound recruiting before someone becomes an active applicant.
What is an example of an applicant tracking system?
Examples of applicant tracking systems include Greenhouse, Lever, Ashby, Workable, and Breezy HR. Each differs in workflow depth, reporting, sourcing support, and how well it handles multi-stakeholder hiring processes.
What is the best ATS for small companies?
For small companies hiring fewer than 30 people per year, JazzHR and Workable are the most common picks. JazzHR starts at $1,000 per year on the Hero plan (about $83/month), or $99/month billed monthly, and covers basic pipeline management, job board posting, and offer letters. Workable's Standard plan is $299/month billed annually for companies with 1–20 employees. If you are already using BambooHR or Rippling as your HRIS, their built-in ATS modules may be sufficient for light hiring needs without adding another vendor.
How much does an applicant tracking system cost?
ATS pricing varies widely by model. Budget tools like JazzHR cost about $83–$499/month depending on tier and billing. Workable prices by company size, starting at $299/month billed annually for 1–20 employees. Ashby's Foundations plan is $400/month, and Greenhouse is quote-based, with third-party estimates of about $5,100–$15,000 per year for its Core plan. Mid-market companies typically spend $15,000–$50,000 annually, while enterprise deployments with multiple recruiter seats and add-on modules can exceed $100,000 per year.
What is the difference between an ATS and a recruiting CRM?
An ATS manages the post-application pipeline — tracking candidates from application through interview stages to offer. A recruiting CRM manages pre-application relationships — nurturing passive candidates, building talent pools, and running sourcing campaigns. Many modern platforms combine both: Ashby and Lever include CRM functionality natively, while Greenhouse has added CRM features. If most of your hires come from inbound applications, an ATS alone is sufficient. If you actively source passive candidates, you need CRM capabilities.
Do I need an ATS if I only hire 10 people per year?
Probably not a dedicated one. If you hire 10 or fewer people per year, the built-in recruiting features in HRIS platforms like BambooHR or Rippling will likely cover your needs — basic job posting, candidate tracking, and offer letter management. A dedicated ATS starts making sense when you are hiring 20+ people per year, have at least one full-time recruiter, or need structured interview processes for compliance or quality reasons.
Can an ATS help with EEOC and OFCCP compliance?
Yes, and this is one of the strongest reasons to use one. A good ATS includes voluntary self-identification questionnaires built into the application process, EEO-1 reporting, candidate flow analysis for adverse impact detection, and audit logging that documents every hiring decision. For federal contractors subject to OFCCP, platforms like Greenhouse and Lever provide the documentation trail required for compliance audits. Without an ATS, producing this documentation manually is time-consuming and error-prone.
How long does it take to implement an ATS?
Budget ATS tools like JazzHR can be set up in a few days. Mid-market platforms like Greenhouse, Lever, and Ashby typically take 4–8 weeks for full implementation including pipeline configuration, integration setup, and team training. Enterprise deployments with complex approval workflows, compliance requirements, and multiple office locations can take 8–16 weeks. The biggest variable is how much historical candidate data you choose to migrate.
What is structured hiring and does an ATS enforce it?
Structured hiring means evaluating every candidate against predefined criteria using standardized scorecards, consistent interview questions, and defined evaluation rubrics. An ATS does not enforce structured hiring automatically — it provides the tools to implement it. Platforms like Greenhouse are built around structured hiring methodology with scorecard templates, required feedback fields, and calibration tools. But the discipline comes from your team's commitment to using those tools consistently.
Is Greenhouse or Lever better for mid-market recruiting?
Greenhouse is stronger on structured hiring methodology, compliance features, and integration depth — it is the better choice for companies that prioritize hiring rigor and have complex compliance needs. Lever is stronger as a combined ATS and CRM platform — it is better for companies that do significant passive candidate sourcing alongside inbound recruiting. Both are solid mid-market options. Ashby is increasingly competitive with both, offering ATS, CRM, and analytics in a single modern platform.
Can an ATS post to LinkedIn and Indeed automatically?
Most ATS platforms integrate with LinkedIn and Indeed for job distribution. You can typically post jobs to multiple boards from within the ATS with one click. However, 'automatic posting' varies — some integrations push jobs to free listings only, while sponsored or promoted postings on LinkedIn and Indeed still require separate spending and management. Check whether your ATS supports both organic and sponsored posting for your preferred job boards before committing.
How do I migrate candidates from spreadsheets into an ATS?
Start by cleaning your spreadsheet data — standardize column headers, remove duplicates, and ensure every candidate has at least a name, email, and the role they applied for. Most ATS platforms provide a CSV import template that maps spreadsheet columns to candidate record fields. Upload the file, verify the field mapping, and import. For active candidates, assign them to the correct pipeline stage after import. The cleanup takes more time than the import itself — budget 2–3x more hours for data preparation.
What is the difference between an ATS and recruiting software?
An ATS manages the application-to-offer pipeline: job postings, candidate tracking, interview scheduling, offer letters, and compliance documentation. Recruiting software is a broader category that also includes sourcing tools and recruiting CRMs for outbound talent acquisition. If your primary need is managing inbound applications, buy an ATS. If your team does active outbound sourcing or agency-style talent management, look at recruiting CRMs like Gem, Beamery, or Ashby — which combine ATS and CRM functions.
How does an ATS integrate with HRIS systems?
Most modern ATS platforms integrate with HRIS systems via native connectors or APIs to push new-hire data automatically after an offer is accepted. Key integration points: candidate record becomes employee record, offer letter syncs to HR file, onboarding workflows trigger in the HRIS, and headcount data stays current. Check whether your shortlisted ATS has a pre-built integration with your HRIS before buying — custom integrations are expensive and fragile. Common integrations: Greenhouse ↔ Workday, Lever ↔ BambooHR, Ashby ↔ Rippling.
What is the difference between an ATS for in-house teams versus agencies?
In-house ATS platforms are built for companies hiring for their own roles — they prioritize hiring manager collaboration, interview kits, offer workflows, and HRIS integration. Agency ATS platforms (also called recruitment software or staffing software) are built for agencies placing candidates at multiple clients — they need client portals, multi-client candidate ownership, split billing, and contractor management. Greenhouse, Lever, and Ashby are in-house tools. Bullhorn, Vincere, and JobAdder are agency-focused. Do not buy an agency platform for in-house recruiting.
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