Applicant Tracking (ATS) software: purchase guide
Complete Guide: How to Choose and Implement a Leave Management Software in 2025
Tired of wasting time sorting resumes, scheduling interviews manually, and dealing with applications scattered across emails? You're in the right place! This guide is designed to help you understand how an ATS (Applicant Tracking System) can revolutionize your recruitment process, make your workflows more efficient, and provide a seamless experience for candidates.
An ATS is not just a tool to store resumes. It's a real strategic asset for your company. It allows you to automate and optimize every stage of recruitment, from job posting to onboarding. Fewer repetitive tasks, higher quality hires.
Without further ado, here’s a list of the most renowned ATS solutions, with detailed information about pricing, features, and our recommendations based on company size.
Best ATS Software in 2025: The Complete Comparison!
| Flatchr |
Application management, job board integrations, KPI tracking |
Yes |
From €49/month (2 months free with annual payment, Starter version) |
SMEs and large companies |
| Beetween |
Job posting, multi-posting to 180+ job boards, sourcing via partner CV databases, collaborative recruitment, detailed reports |
No |
Upon request |
SMEs and large companies |
| WeRecruit |
Customizable career site, job multi-posting, application management, Chrome extension for sourcing, recruitment analytics |
Yes |
Upon request |
SMEs and large companies |
| SmartRecruiters |
Application tracking, candidate pre-screening and evaluation, automated notifications, candidate source reporting, task management and reminders |
No |
Not disclosed |
Medium and large companies |
| Talentia |
AI resume analysis, multi-posting, skill assessments with automated tests, collaborative process management, advanced reports |
No |
Upon request |
Large companies |
| Recruitee |
Process automation, talent management, HRIS integration, API, GDPR compliance automation, mobile app, 170+ integrations |
Yes |
From €216/month (or €270/month without annual plan) |
SMEs and large companies |
| Layan |
Multi-posting to 100+ job boards, centralized application management, AI-powered resume screening, career site creation, automatic sourcing, social media integration, statistics, recruitment campaigns |
No |
From €250/month (between €3,000 and €7,000/year depending on company size) |
Companies with 200 to 1,500 employees, minimum 5 hires/month |
| Taleez |
Application tracking, process automation, reporting |
Yes |
From €49/month |
SMEs and large companies |
| Scoptalent |
Resume database, candidate profile, sourcing, multi-posting, application management, video interviews, questionnaires, HR analytics |
No |
Upon request |
SMEs and large companies |
| ATSii |
Simple, fast system to centralize applications, free limited version, paid version from €39.90/month (coming soon) |
Yes |
From €39.90/month (paid version coming soon) |
Small and medium businesses |
| Tool4staffing |
Proactive talent sourcing, job multi-posting, automated recruitment processes, AI talent detection, collaborative candidate portal |
No |
Upon request |
SMEs and large companies |
The table above shows a selection of the most effective ATS tools on the market, suited for various company sizes and needs. But how do you choose the right one? Here are some key points to consider when making your decision:
Features adapted to your needs: If you're an SME, a simple and effective tool may be enough. But if you have more complex needs (advanced sourcing, integration with other HR tools, talent management), a more robust ATS with analytics and detailed reporting might be required.
Ease of use: A good ATS should be intuitive, so your HR team can adopt it quickly without wasting time. Check user reviews and choose a tool with a clear, well-structured interface.
Scalability: If you plan to grow, choose an ATS that can scale with you. Some tools offer advanced versions or modular features, perfect for growing companies.
Customer support and assistance: Customer service is crucial. Choose software that offers responsive support and helpful resources to get the most out of the tool. Implementing an ATS can be complex, so good support is essential.
This guide aims to help you choose the tool that best fits your specific needs while offering top recruitment performance. Take the time to compare options, test free demos, and remember: the best choice is the one that makes your daily work easier!
What are the essential features of an ATS?
An ATS doesn't just simplify recruitment; it transforms how you manage applications and find the right talents. Here are the must-have features:
📝 Centralized application management
No more losing resumes in your inbox! An ATS gathers all applications in one place, with an overview to sort, evaluate, and track candidates' progress.
🔍 Automated talent sourcing
Talent hunting becomes much easier with integrated sourcing tools. You can search for and contact candidates directly from the platform, automating tasks like follow-ups and messages.
📊 Advanced reporting and analytics
A good ATS lets you track real-time recruitment campaign performance: response rates, ad performance, candidate pipeline progress. These insights help fine-tune your hiring strategy.
🔄 Flexible recruitment workflow
Set up a recruitment process tailored to your company, with customizable steps (CV screening, interviews, evaluations, final decisions). Automated workflows save time and ensure consistency.
📅 Interview scheduling
Save time with an integrated scheduling tool. Candidates can choose their preferred slot based on your availability, avoiding endless email exchanges.
🧑💼 Collaboration with managers
Modern ATS tools enable close collaboration with managers. You can share candidate profiles, gather feedback, and make decisions together.
🔒 GDPR compliance and data security
GDPR compliance is a must in candidate data management. A good ATS helps you meet legal standards and secures personal data.
📱 Accessibility and mobility
Access applications and reports from any device, anywhere. Whether at the office, home, or on the go, stay connected and responsive.
An ATS is not just a tool for managing applications; it's a true HR assistant that optimizes the entire recruitment process. It helps you recruit better, faster, and more efficiently, offering a smooth experience for both your team and candidates.
Who should be involved in choosing and implementing an ATS?
Implementing an ATS (Applicant Tracking System) should be a strategic decision involving key stakeholders to ensure success. Here are the people to include at every step:
1. HR Manager / Recruiters
They will use the system daily, so their needs must come first. For example:
- Specific needs: Do they need features like multi-posting or centralized application management?
- Current issues: Understand their pain points with current tools (e.g., manual processes, slow workflows).
- Defining recruitment criteria: The software must adapt to their screening, filtering, and evaluation methods.
2. IT Team / Technical Support
The IT team will ensure the technical integration of the software within your existing infrastructure and will be responsible for data security and access management.
- Security and compliance: Make sure the software meets security standards, especially for sensitive data (e.g., GDPR compliance).
- Integration with other HR tools: The ATS must connect to your payroll or HRIS to automate tasks.
3. Legal / Compliance Officer
Legal aspects are often overlooked but are crucial when choosing an ATS.
- GDPR compliance check: Ensure the software allows transparent management of candidate data and offers tools for data access and deletion requests.
- Archiving and history management: Some solutions offer secure archiving of recruitment processes to meet legal obligations.
4. Team Managers
Operational managers must validate the functionalities related to HR collaboration. For example:
- Application validation: Managers must easily review candidates without relying on emails or spreadsheets.
- Interview scheduling: The ATS must integrate with managers’ calendars and enable video interviews.
5. Data Officer / CIO
The CIO or Data Protection Officer must approve the software's technical architecture.
- Data integration: Ensure that candidate information flows properly across all systems (HRIS, assessments, etc.).
- Data centralization: The ATS must consolidate all information in one place, avoiding data fragmentation.
6. Finance Department
The ATS budget must be approved by the finance department.
- ROI analysis: Prove that investing in an ATS generates returns by optimizing recruitment and reducing cost-per-hire.
- Choosing the pricing model: Whether it’s an annual subscription or per-hire fee, the model must fit the company’s budget.
7. End Users – Recruiters and Candidates
It's essential to involve those who will use the system daily.
- Ease of use: Is the system intuitive for a junior recruiter? Is candidate search easy?
- Candidate experience: Test the candidate-side interface to ensure it’s smooth, intuitive, and accessible.
Why an ATS Will Be Essential in 2025
Choosing an ATS in 2025 means preparing for the future of recruitment. Here are the key trends:
Artificial intelligence for faster and more accurate hiring
Modern ATS use AI to improve CV matching, data parsing, and task automation. It reduces bias and helps identify top talent faster.
Efficient and smooth recruitment processes
Automate everything from application management to candidate communication, with smart scheduling and automated notifications.
One-click applications
Candidates want fast applications. ATS tools should allow one-click apply via LinkedIn or Indeed.
Easy and optimized career pages
Enable companies to create an attractive and up-to-date careers page aligned with employer branding.
Integration with other HR tools
ATS must integrate with other HR solutions (talent management, assessments, etc.).
Remote recruiting
ATS must enable remote assessments and interviews.
Mobile experience
Optimized mobile interfaces for candidates and recruiters.
