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Top 6 Enterprise Applicant Tracking Systems for 2021

Harry Lees
August 27, 2021

Top 6 Enterprise Applicant Tracking Systems for 2021

If you’re looking to scale up your applicant tracking capabilities on an enterprise-level, you’re likely prioritizing a few key features for your next applicant tracking system (ATS). Robust and customizable resume parsing will be key to helping recruiters automatically filter out as many poor-fit candidates as possible. Functional integrations with the rest of your HR suite will be key to achieving streamlined data flow. And finding a product that supports uncapped candidate pools and user seats will be key to supporting high-volume recruitment while keeping your budget intact. 

Out of hundreds of ATS products on the market today, not all will provide the features you need on an enterprise scale. Below you’ll find a shortlist of the most popular ATS software to help you sort through the options, as chosen by real enterprise end-users. By learning from their experience, you’ll be able to shorten the research process and secure your next game-changing ATS tool in record time.

The 6 Most Popular ATS Software for Enterprise Users

We curated the following list of products based on review feedback from enterprise end-users on TrustRadius. This list includes products on the ATS TrustMap with at least 5 ratings or reviews from enterprise users within the last year, listed in order of how many enterprise-level ratings and reviews they have accrued on TrustRadius. 

#1 JobDiva

JobDiva is a SaaS-based recruiting platform. It includes CRM functionality for passive and active recruitment strategies. The software has sizable user bases across business sizes, with larger businesses and enterprises making up the majority of reviewers. 

PROS: Reviewers point to JobDiva’s candidate sourcing and management as strong pros. In particular, JobDiva’s harvesting technology enables automatic resume and candidate sourcing. This function requires minimal intervention from users on the front end, to the benefit of recruiters. Its candidate database is also easily managed and supports other recruiting functions well.

Other areas of praise compared to other applicant tracking software include strong outside integrations and a wide tool set.

CONS: JobDiva’s business efficiency may come at the cost of recruiter-facing experience. Enterprise reviewers point to the not-so user-friendliness of the user interface and limitations in customizable filtering as common cons. 

BEST USE CASE: JobDiva emphasizes its support for hiring specialized or technical positions. Reviewers are more likely to identify JobDiva as a great fit for businesses looking to support high-volume recruitment. The automated resume harvesting adds value particularly to recruiters routinely facing bulk recruitment quotas. 

The wide array of tools available to job posters allow you to target the top candidates in specified fields. Potential new hires can be compared to a wide array of job seekers to find the one right for your specific job.

“I liked it because it has a centralised database for all the users and reduces the redundancy of submissions. It can also keep track of each and every step. Ease of interview scheduling and making notes of interview de-briefing. Best synchronisation over notes while working for same job position . It saves money of every click on Dice or Monster portals.”

Hemanth C. | Associate Recruiter | Staffing and Recruiting, 1001-5000 employees

#2 Bullhorn

Bullhorn is a joint ATS and CRM product focusing on recruiting agencies. Given the unique aspects of recruiting for a third-party clients, and at high volumes for those clients, Bullhorn tailors its features to best suit those users. 

PROS: This specialization pays off, according to reviewers. Bullhorn is praised for its user-friendliness, which can be especially impactful for recruiters who live on the platform daily. Bullhorn also effectively supports candidate progress tracking, which can help recruiters maintain talent pools over time and more quickly fill positions. 

CONS: While managing existing candidate pools appears to be a strength, sourcing and filtering candidates on the front end is a frequent pain point for reviewers. According to some reviews, Bullhorn provides comparatively little visibility into the candidates’ information and qualifications, which can make it more tedious and work-intensive to filter out unqualified candidates for clients. 

BEST USE CASE: Bullhorn is the ideal product if you are a recruiting or staffing agency. It is well-suited for handling a complex ecosystem of candidates across various clients, but may struggle more if you need it to handle sourcing candidates as well.

“It is great for teams doing a decently large amount of hiring. It is also really good if you want to involve non HR people into your hiring process. The reporting and analytics are very useful. I don’t think I could recommend this if your hiring volume is low or if you hire occasionally.

Verified User | Account Manager in Sales | Hospital & Health Care Company, 10,001+ employees

#3 LinkedIn Talent Hub

LinkedIn Talent Hub is a candidate sourcing-centric platform for tracking applicants. It specializes in facilitating your recruiting funnel within the LinkedIn talent pool. This Top-Rated award takes advantage of the huge LinkedIn network, and adds an element of social recruiting that comes with it.

PROS: As expected, advocates for Talent Hub praise its candidate search and sourcing capabilities. In particular, candidates routinely update their information on the platform, and there is a huge pool of talent to draw from. By recruiting through LinkedIn, recruiters can also use candidates’ and employee’s connections to recruit via networks instead of “cold-calling” candidates. 

CONS: Given Talent Hub’s place within the LinkedIn ecosystem, it may be more limited when sourcing beyond the platform. Enterprises have used Talent Hub alongside other ATS software to address this limitation. Reviewers have also criticized the recruiter-facing user interface for various efficiency issues, such as multi-click paths through the interface that can drag out simple processes. 

BEST USE CASE: If your overarching focus is on sourcing candidates, particularly for professional positions, LinkedIn Talent Hub is often recommended to best utilize LinkedIn’s talent pools. If you’re looking for entry-level or unskilled positions, Talent Hub may struggle to deliver the candidates you need. 

“I liked Linkedin talent when I am looking for higher skilled candidates. My firm staffs a lot of entry-level positions, and LinkedIn Talent does not help at all with those as typically, my light industrial candidates and older candidates are not on LinkedIn. It helps with the Millennials more when I am looking for a qualified accountant, or students in college who are looking for work while they continue their education.”

Kristyn C. | Recruiter | Staffing and Recruiting, 10,001+ employees

#4 SmartRecruiters

SmartRecruiters accommodates a mid-sized businesses and enterprises’ recruiting needs. It offers features to support the full recruitment life cycle, including CRM functionality as an add-on. Its reviews are more heavily centered around enterprises’ experiences. 

PROS: SmartRecruiters reviewers often point to the platform’s support for the recruiter’s interface as a leading benefit. The user interface can help simplify recruitment management for more complex operations. For large organizations in particular, the support for collaboration across stakeholders can be a standout feature for SmartRecruiters. 

CONS: Users will sometimes experience performance issues or glitches that impact their day-to-day productivity. Some reviewers also complain about the pricing model the vendor uses. For instance, some add-on features like the CRM, are not core features and must be purchased on top of the standard platform. This customization ability is a pro to some and a con to others.

BEST USE CASE: Reviewers point to SmartRecruiters as ideal for scaling up your organization’s recruiting. In contrast, smaller organizations may find the platform overpowered and price-prohibitive. However, enterprise-scaled reviewers indicate the price is much more competitive at their scale.

“SmartRecruiters is great for mass hiring situations and growing a sector of your business and when you need to find new candidates the streams in which the systems uses to gather new candidates is interesting. I’m not wasting time switching between multiple recruiting websites and searching. It is a one-stop-shop for new candidates and I enjoy reading the application history.”

Danielle P. | Personal Training Manager | Health, Wellness and Fitness, 10,001+ employees

#5 iCIMS Talent Acquisition

iCIMS Talent Acquisition is an enterprise-focused recruiting software with the goal of centralizing your recruiting functions into a single platform. Its enterprise-first approach and capabilities make it a mainstay in enterprise-level recruiting.

PROS: When using the product, reviewers point to the interface as particularly easy to use when centralizing recruitment processes at volume, particularly across multiple locations. Candidate management at the enterprise-scale can also become a bottleneck, and iCIMS has smoothed over that process for users as well. 

CONS: Some users have run into issues with a lack of support from the vendor. For instance, while reviewers praise iCIMS’s functionality, the learning curve burden falls more heavily on users on the front end. If this process is not self-driven within your organization, you may miss some of iCIMS’s functionality in areas like reporting. 

BEST USE CASE: For enterprises with substantial resources to devote to implementation, these obstacles can be overcome. If your organization is aware of the implementation process and hires across multiple locations, iCIMS may be very well-suited to your use case.   

“iCIMS is well suited for an organization that has multiple locations, as it easily allows each location to find their needs but also allows other locations to look into what other locations are doing and help transfer candidates if they no longer need them.”

Verified User | Director in Human Resources | Hospital & Health Care Company, 1001-5000 employees

#6 Jobvite

Jobvite is a recruiting platform that provides core ATS functionality and more strategic recruiting features, such as video interviewing and onboarding. While its reviewers are most commonly mid-sized businesses, it also draws on a substantial enterprise reviewer base. This is the second Top-Rated award winner to make it on to this list.

PROS: Those enterprise reviewers identify particular aspects of the user interface, such as the intuitive design and layout, that make it very easy to use and provides solid visibility into the recruitment process. For instance, one reviewer pointed to automatic social media posting as a big time saver when posting jobs. 

CONS: As is frequently the case for ATS products, reviewers do take issue with aspects of Jobvite’s reporting, such a lack of customization options. Jobvite’s approach to user management may also not sync with your perspective, in terms of orienting candidates’ data around specific applications vs. the candidates themselves. 

BEST USE CASE: Jobvite can provide an excellent bang for your buck if the nuances of the platform sync with your recruitment goals. For instance, Jobvite is recommended for geographically concentrated hiring, such as within a single office or region. 

“Jobvite is well suited to organizations that: Don’t need to segment access to information on the basis of office, country, or region. If you need user access control on this basis, it will probably not meet your needs {and} want a cost-effective, mid-market product that lacks in certain areas of global enterprise-type features.” 

Verified User | Manager in Human Resources | Public Relations and Communications Company, 10,001+ employees

How to Speed Up The ATS Selection Process For Your Enterprise

Switching to any of the applicant tracking systems above would be a major investment for any organization, both in budget and in human resources. Very few recruiting managers have time to engage in sales calls with six ATS providers at once, or to ask their team to “free trial” that many tools. The shortlist above needs to get even shorter in order to be truly useful—which is why we champion the power of third-party customer reviews. One hour of review research on TrustRadius could save several hours in sales demos and on-site reading. 

By taking a deep dive into trusted, unbiased, and detailed reviews for the products above, you’ll likely discover unexpected risks that you’d never glimpse in a platform walkthrough. You’ll come across key differentiating factors that only end-users would know—for instance, that one platform in particular might offer a built-in solution for the biggest pain point currently faced by your team. And, once you’ve gleaned this information, you’ll be even more equipped to ask the right questions when you finally get on a call with a software representative. 

If you’re looking for a wealth of software reviews for ATS systems, you’ll find them all right here

About the Author

Harry Lees
I am a proud University of Wisconsin-Madison graduate, with a Comprehensive Honors degree in Political Science and Journalism. Go Badgers! A dual-citizen with the U.S and U.K, in my free time I support Liverpool Football Club, obsessively follow politics and do extremely nerdy things with my friends.

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