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

However identical to advertising, the method shortly falls aside with out the appropriate instruments (resumes slip by means of the cracks, communication breaks down, and prime expertise strikes on).

That’s why I wished to take a better take a look at G2’s finest applicant monitoring programs (ATS). I used to be particularly targeted on discovering common 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 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 really ship?

Whether or not you’re working a tech startup, a fast-scaling firm, or a mid-sized group, these are a few of the prime 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 perfect ATS aside? Right here’s what I discovered

Hiring isn’t nearly discovering the appropriate individuals; it’s about managing your complete course of with out shedding momentum. A gradual or clunky ATS system can value you prime expertise, which is why selecting the perfect 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 perfect 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 programs get it proper. Some make it easier to observe candidates, schedule interviews, and preserve hiring managers in sync. Others? They make issues tougher than they should be.

I reviewed the perfect ATS choices to search out those that provide the whole lot, from automated resume screening to customized hiring workflows, and these instruments stood out for all the appropriate causes.

My standards for choosing the right ATS

The typical recruiter is answerable for about 30 hires per thirty days, a heavy workload that makes automation and usefulness essential. To place the funnel in perspective: the common 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 prime candidates sooner, with out shedding observe of the remaining

That’s why I targeted on platforms that cut back handbook effort and scale with demand. I thought of the next elements when evaluating the perfect applicant monitoring programs.

• Intuitive candidate monitoring: An excellent ATS system ought to make it straightforward to trace candidates at each stage, from preliminary utility to last provide. I checked out how properly every platform organizes candidate pipelines, how straightforward it’s to maneuver candidates by means of hiring levels, and whether or not the system gives clear, real-time standing updates. For corporations hiring in tech, particularly software program and growth roles, I seemed carefully at platforms that would work as the perfect 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 perfect ATS reduces handbook work. I prioritized platforms that provide automated resume screening, interview scheduling, follow-up emails, and job posting distribution. A number of platforms even mix automation and full-suite HR instruments, providing a few 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 targeted on platforms that combine properly with HRIS, payroll programs, 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 programs 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 reduce it. I seemed 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 drive 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 straightforward 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 provide detailed hiring experiences, variety metrics, and time-to-fill analytics. Good software program helps you measure what’s working, the place bottlenecks are, and the best way to enhance recruitment methods over time. Strong reporting can be essential for startups determining what is the prime ATS software program for tech startups as they construct out hiring processes for the primary time

By way of all of this, I stored circling again to 1 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 record beneath comprises real person opinions from the applicant monitoring software program class web page. To be included on this class, an answer should:

• Accumulate, 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.

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

One function that I steadily see getting a whole lot of reward is ease of use. Customers typically spotlight the clear and logically structured interface, which makes navigation straightforward for hiring managers and recruiters. Monitoring candidates by means of totally different hiring levels feels seamless, with essential info readily accessible. Many G2 reviewers respect the system’s potential to facilitate collaboration by permitting a number of crew 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 verify suppliers to scheduling software program. G2 reviewers persistently point out that the combination course of is easy, with out requiring extreme configurations or workarounds. This makes Greenhouse a great alternative for corporations that depend on a number of instruments for various elements of the recruitment course of.

A generally appreciated component is reporting and analytics. Greenhouse’s customizable experiences present deep insights into hiring traits, recruiter efficiency, and candidate pipelines. From my overview 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 experiences, customers be aware that the system makes it straightforward to tug 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 searching for a totally tailor-made ATS, this generally is a limitation, as they might have to work throughout the platform’s present constraints.

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

That stated, Greenhouse continues to be probably the most 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 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 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 enormously 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 will be higher to slender down the record of candidates being reviewed earlier than going by means of this course of.”

– Greenhouse Assessment, Invoice B.

From my overview of G2 person suggestions, BambooHR  gives a complete suite of HR instruments designed to streamline hiring and worker administration. It contains 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 steadily see getting a whole lot of reward is cellular accessibility. G2 customers respect how the cellular app permits staff to verify schedules, request break day, 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 each day operations.

One other generally appreciated component is BambooHR’s applicant monitoring system (ATS). Customers spotlight its potential 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 respect 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 straightforward to handle worker information or generate HR experiences.

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 cellphone help slows down the decision course of. 

Moreover, reporting and dashboard capabilities are sometimes identified as a limitation. I’ve seen G2 customers be aware points with BambooHR’s fundamental analytics, noting that experiences lack depth. A number of opinions point out that the restricted customization choices make it troublesome 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 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 categorical frustration with the real-time chat help function, as there are gaps that may make it tougher to get fast solutions when wanted, typically forcing reliance on slower e mail or cellphone help.
• Reporting capabilities are steadily talked about as restricted, with many customers discovering the customization choices restrictive when producing detailed analytics.

What G2 customers dislike about BambooHR:

“My greatest criticism about BambooHR is after I obtain e mail replies from Buyer Assist, they do not embrace my authentic 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 typically overlook precisely what I wanted assist with. I actually cannot consider any complaints I’ve with the BambooHR system itself.”

– BambooHR Assessment, Sandy Ok.

Primarily based on my overview of G2 person 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 a whole lot of reward is AI-powered candidate matching. The platform’s algorithm scans resumes and job descriptions to recommend prime candidates, considerably lowering handbook search time. From the suggestions I gathered from G2 customers, many respect how this automation permits recruiters to concentrate on partaking 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 steadily spotlight the system’s structured method to organizing recruitment knowledge, 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 serious power. A number of G2 opinions point out that the help crew is responsive and useful, resolving each minor and extra complicated points effectively. This degree of help is a generally appreciated component for recruiters who depend on seamless platform efficiency.

On the flip aspect, gradual 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 underneath 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 typically lead to delays or minor bugs, which require refreshing the web page. Whereas this isn’t thought of 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 robust G2 ranking of 4.7 out of 5, it’s typically considered probably the most highly effective ATS options for staffing businesses and high-volume hiring.

What I dislike about JobDiva:

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

What G2 customers dislike about JobDiva:

“When coping with numerous knowledge, typically it turns into just a little bit gradual, or the positioning will get down, particularly in the course of the peak time.”

– JobDiva Assessment, Sumit Ok.

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 straightforward to navigate between totally different recruitment capabilities. Whether or not customers are looking for candidates or managing job postings, the platform’s simplicity eliminates the necessity for intensive coaching, permitting recruiters to concentrate on hiring duties somewhat 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 robotically 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 constructive 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 concentrate on engagement.

Nevertheless, I’ve seen some customers categorical 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 grow to be disruptive when working underneath 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 be aware that the flexibility to tailor workflows, experiences, and search parameters is considerably restricted. This may very well be a difficulty for groups that require extra flexibility to adapt the platform to particular wants.

However, Ceipal ATS persistently impresses with its intuitive interface and superior resume parsing. Its G2 ranking of 4.6 out of 5reflects robust 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 may be gradual at instances, 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 terms of experiences and workflow changes, with a need 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 the best way to contact buyer help if I encounter any technical points or errors with Ceipal ATS.”

– Ceipal ATS Assessment, Dhivyashree J.

From my overview of G2 person suggestions, Lever is very regarded for its integrations, that are seen as one in all 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 handbook intervention. Moreover, the Information Explorer add-on is steadily praised for enhancing reporting capabilities, permitting customers to generate customized insights with ease.

One other standout function that I see getting a whole lot 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 lots of reviewers be aware the proactive position performed by buyer help in guaranteeing they have been up and working shortly. The low want for intensive coaching throughout setup can 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, trendy interface makes navigation straightforward, which simplifies managing job postings, monitoring candidates, and reviewing experiences. Primarily based on suggestions, the low studying curve stands out as a notable profit, permitting new customers to get snug with the system shortly.

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 gradual at instances. Though these delays aren’t frequent, they will 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 ranking of 4.3 out of 5, it stays a well-liked 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 might decelerate the method.
• Terminology changes generally is 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 can be delayed however you are still sourcing candidates.”

– Lever Assessment, Betsy Ok.

From my overview of G2 person 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 straightforward it’s to tailor recruitment processes to particular enterprise wants. This flexibility ensures that duties may be extra environment friendly and suited to every group’s distinctive workflow, with out counting on cumbersome workarounds.

I steadily see G2 reviewers point out recruitment administration as one in all 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 grow to be conversant in the format, many be aware how the system simplifies these duties.

A generally appreciated component is buyer help. Customers persistently reward Zoho Recruit’s help crew for being responsive and useful. Based on suggestions from G2 customers, having fast help out there is especially helpful in the course of the preliminary setup section, easing the transition and serving to customers navigate the platform with minimal frustration.

Nevertheless, primarily based on my overview of G2 person 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 might have further onboarding earlier than they will totally reap the benefits of the platform’s capabilities.

One other problem that steadily seems in G2 opinions is integration inconsistencies. Whereas Zoho Recruit integrates with varied third-party instruments, some customers be aware that syncing with calendars or linking to different HR programs doesn’t all the time perform easily. These occasional hiccups typically 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 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 totally grasp all its options and customization settings.
• Integrations typically require further 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 data, nevertheless new customers can begin with pre-configured templates to step by step be taught and discover the extra complicated options.”

– Zoho Recruit Assessment, Paul O.

Primarily based on my overview of G2 person suggestions, HRone is commonly 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 training curve for brand spanking new customers.

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

I’ve seen that the feature-rich platform is one other side G2 customers steadily reward. HRone gives an intensive suite of HR instruments, together with attendance monitoring and efficiency administration. Many customers respect how these varied 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 a whole lot of reward is payroll administration. Customers respect how the system automates payroll calculations, lowering the chance of handbook errors and guaranteeing well timed wage processing. That is typically 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 velocity. 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 will disrupt workflow effectivity, significantly throughout busy intervals when time is of the essence. 

I’ve additionally seen some customers categorical points with knowledge deletion choices. There doesn’t appear to be a approach to completely delete sure knowledge, which may very well 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 information.

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 robust person confidence and satisfaction.

What I dislike about HROne:

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

What G2 customers dislike about HROne:

“No customization is allowed within the profile part. It’s troublesome 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 overview 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 persistently spotlight is automation. Customers respect how the platform automates repetitive duties, resembling candidate screening and follow-up emails, which helps preserve communication constant and ensures no candidate is neglected. This protects recruiters time and permits them to focus extra on partaking with candidates.

I steadily see G2 reviewers point out collaboration as a serious plus. The power to share notes, tag crew members, and depart 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 function that G2 customers actually respect is branding capabilities. Teamtailor’s profession web site builder permits corporations to create a fascinating careers web page with no need technical expertise. Reviewers typically reward the customization choices, which make it straightforward to align the profession web site with an organization’s employer model, enhancing the general candidate expertise.

Nevertheless, primarily based on my overview of G2 person suggestions, the cellular expertise wants enchancment. Whereas the desktop model is commonly praised for its ease of use, many customers point out that navigating the platform on cellular gadgets may very well be extra seamless. Duties like reviewing functions on the go may be extra cumbersome as a result of 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 sometimes disrupt workflow and may benefit from additional enhancements to boost the platform’s total 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 cellular model is not as clean because the desktop expertise, with some duties being tougher to finish on the go, based on person 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 must 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 Assessment, Antonella S.

Discover this pricing information for applicant monitoring programs to know the important thing elements to contemplate 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 sector for meals tech and journey startups. At the moment, she makes a speciality of writing content material for the ERP persona, masking subjects like power administration, IP administration, course of ERP, and vendor administration. In her free time, she may be discovered snuggled up along with her pets, writing poetry, or in the midst of a Netflix binge.