Growing a business is thrilling- setting new targets, aiming to outdo yourself from the last success benchmark but it also comes with certain challenges. And one of such challenge is- Hiring at scale without losing efficiency, negotiating with candidate quality, or hindering any team collaboration. That’s why we’ll discuss about ATS.
When you’re a small business, you can manage recruitment through spreadsheets, email threads, or other social platforms like WhatsApp. But as your company starts growing whether it’s in terms of expanding to new cities, or adding more teams. Taking the outdated manual approach quickly collapses under the weight of increasing job postings, hundreds of applications, and complex interview schedules.
This is where Applicant Tracking Systems (ATS) step in. Applicant tracking software acts like a central control room for your hiring operations. It keeps all job applications organized, automates repetitive task of screening the applications, sending out offer letters etc.
In this blog, we’ll cover topics :
- What an ATS is and why scaling companies can’t afford to skip it.
- A detailed list of the Top Applicant Tracking Systems for Scaling Companies in 2025.
- Must-have features to look for in ATS software.
- Pricing insights so you can budget smart.
- A step-by-step process to choose the right tool.
- The benefits of using the best applicant tracking systems to scale faster.
Let’s get started.
What is an Applicant Tracking System?
It could be understood as – “An Applicant Tracking System (ATS) is an applicant management software designed to handle recruitment process at all stages from posting jobs to hiring the final candidate”.
You can think of it as a candidate tracking software that automates and organizes hiring tasks in one central place.
What an ATS can do for you:
- It can post jobs across multiple platforms (LinkedIn, Indeed, Glassdoor, and niche boards) in one click.
- Eliminates manual task by collecting and parse resumes so they’re searchable by skills, experience, and keywords.
- Track candidates as they move through various stages – application, screening, interviews, offer, and hiring.
- You can collaborate with hiring managers using shared notes, feedback, and scorecards.
- It Automates repetitive tasks such as sending interview invites or rejection emails.
- Tracking system generates
List of 15 Best Applicant Tracking Systems for Scaling Companies
1. Zimyo
2. Zoho Recruit
3. Pinpoint
4. BambooHR
5. Greenhouse
6. Manatal
7. Workable Recruiting
8. JazzHR
9. Recruitee
10. Breezy HR, Inc.
11. Recruit CRM
12. iCIMS
13. Lever
14. Ashby
15. Bullhorn
Top Applicant Tracking Systems For Scaling Companies: In Detail
Here’s our detailed roundup of popular applicant tracking systems that combine power, scalability, and ease of use.
Zimyo’s applicant tracking software is part of its powerful all-in-one HR suite, making it an excellent choice for businesses that want to manage the entire employee lifecycle from one platform. It connects hiring, onboarding, payroll, performance management, and employee engagement tools. With growing businesses as its prime focus, zimyo helps you create branded career pages, automate candidate shortlisting, manage interviews, and monitor the hiring funnel in real-time. It offers smooth integration with HR and payroll ensuring candidates transition into employees without manual data entry, reducing errors and saving time.
Key Features of Zimyo ATS :
- Branded career site with easy customization.
- AI-powered resume screening and ranking.
- Multi-job board posting with one-click distribution.
- Advanced analytics and hiring metrics dashboard.
- End-to-end HR integration for smooth onboarding.
- Customizable recruitment workflows.
- Automated interview scheduling and reminders.
Pros:
- Highly intuitive interface.
- Strong automation and analytics.
- Scales well with growing hiring demands.
Cons:
Best suited for SMBs and mid-sized companies; enterprise adoption still expanding.
2. Zoho Recruit
Zoho Recruit caters to both corporate hiring teams and staffing agencies. It’s a part of the larger Zoho ecosystem, integrates easily with tools like Zoho CRM, Zoho People, and Zoho Mail, providing a unified hiring and business management experience. Its flexibility allows recruiters to create custom workflows, parse resumes instantly, and collaborate with team members in real-time.
Key Features:
- AI-based candidate matching and ranking.
- Resume parsing and keyword-based filtering.
- Mobile recruitment app for on-the-go hiring.
- Email automation and interview scheduling.
- Customizable candidate pipelines.
- Social media sourcing integration.
- Real-time candidate status tracking.
Pros:
- Extensive customization.
- Affordable for smaller teams.
- Mobile-friendly design.
Cons:
- Learning curve for first-time ATS users.
3. Pinpoint
Pinpoint is built for companies that want to improve candidate quality, speed up hiring with an outstanding candidate experience. Its structured workflows make it easy for hiring managers and recruiters to collaborate while ensuring consistent, bias-free hiring processes.
Key Features:
- Candidate experience-focused design templates.
- Real-time analytics and performance dashboard.
- Talent pool and candidate database management.
- Branded career site with integrated application forms.
- Automated applicant communications.
- Role-specific hiring pipelines.
Pros:
- Clean, modern UI.
- Strong engagement tools.
- Custom pipelines.
Cons:
Limited integrations compared to larger ATS players.
4. BambooHR
BambooHR applicant tracking system is suitable for small and mid-sized companies – manage hiring, onboarding, employee data, and performance tracking.. It is simple and effective, offering streamlined job posting, candidate tracking, and collaborative hiring tools. BambooHR is particularly strong in delivering a great onboarding experience, making it ideal for scaling businesses that want to retain top talent after hiring.
Key Features:
- Multi-job board posting in one click.
- Mobile app for reviewing candidates on the go.
- Integrated onboarding workflows.
- E-signature support for offer letters.
- Collaborative feedback and scoring system.
- Automated applicant notifications.
- Reports and analytics for hiring metrics.
Pros:
- User-friendly and visually appealing.
- Strong onboarding tools.
- Excellent customer support.
Cons:
- Limited advanced recruitment automation features.
5. Greenhouse
Greenhouse is a widely recognized ATS favored by high-growth companies for its scalability, structured hiring workflows, and deep analytics capabilities. Known for championing diversity and inclusion, Greenhouse provides smart tools to eliminate bias and ensure fair hiring practices. It integrates with hundreds of HR tech solutions, making it a flexible choice for businesses that want to customize their recruitment ecosystem. From sourcing to onboarding, Greenhouse offers a comprehensive hiring solution with rich customization and automation.
Key Features:
- Structured interview kits and scorecards.
- DEI-focused recruitment tools.
- Advanced reporting and analytics.
- Seamless integration with job boards and CRMs.
- Automated offer letter creation.
- Talent pool management and pipeline nurturing.
- Multi-user collaboration tools.
Pros:
- Strong focus on structured, bias-free hiring.
- Excellent analytics capabilities.
- Highly customizable workflows.
Cons:
- Steeper learning curve for smaller teams.
6. Manatal
Manatal is an affordable yet powerful ATS suitable for SMBs and recruitment agencies who are looking for AI-driven hiring tools. Its standout feature is AI-powered candidate recommendations, which helps recruiters find top matches quickly. Manatal also includes CRM-like functionality, making it suitable fit to manage relationships with clients or hiring managers.
Key Features:
- AI-driven candidate recommendations.
- Social media sourcing integrations (LinkedIn, GitHub, etc.).
- Drag-and-drop recruitment pipeline.
- Resume parsing and keyword search.
- Recruitment CRM features.
- Multi-language support.
- Customizable recruitment workflows.
Pros:
- Affordable and feature-rich.
- Easy-to-use interface.
- Strong AI capabilities.
Cons:
- Limited advanced analytics compared to premium ATS.
7. Workable Recruiting
Workable is a flexible ATS known for its vast sourcing capabilities and user-friendly interface. It allows recruiters to post jobs to over 200 job boards in one click and provides AI-powered candidate sourcing to help uncover hidden talent. With strong collaboration features and integrated video interviewing, Workable speeds up the hiring process while maintaining candidate quality.
Key Features:
- AI-powered candidate sourcing.
- One-click posting to 200+ job boards.
- Integrated video interviewing.
- Customizable hiring stages.
- Mobile-friendly recruitment app.
- GDPR-compliant data handling.
- Built-in assessment integrations.
Pros:
- Large job board reach.
- Great mobile experience.
- Fast implementation.
Cons:
- Pricing can be higher for smaller teams.
8. JazzHR
JazzHR is a budget-friendly ATS designed for small to mid-sized businesses seeking to replace manual hiring processes. It offers robust job posting, applicant tracking, and interview scheduling features in an easy-to-use platform. JazzHR’s custom workflows and unlimited user access make it a cost-effective choice for growing teams that need flexibility without breaking the bank.
Key Features:
- Customizable job workflows.
- Unlimited users at no extra cost.
- Integrated interview scheduling.
- Resume parsing and keyword search.
- Candidate self-scheduling options.
- Email templates and automation.
- Reporting dashboard for hiring KPIs.
Pros:
- Very cost-effective.
- Unlimited users.
- Easy onboarding.
Cons:
- Limited high-end automation features.
9. Recruitee
Recruitee is a collaborative ATS built for companies that want to scale up hiring quickly. With a strong emphasis on team-based recruitment, it offers easy drag-and-drop pipelines, collaborative evaluation tools, and customizable workflows. Its job promotion tools help recruiters reach candidates via job boards, social media, and career pages in just a few clicks. The platform is intuitive, making it a great choice for teams with varying levels of ATS experience.
Key Features:
- Drag-and-drop hiring pipelines.
- Built-in job promotion to multiple channels.
- Collaborative evaluation and scorecards.
- Branded career pages.
- Integration with HR tools and CRMs.
- Candidate database and talent pools.
- Multi-language support.
Pros:
- Very collaborative and user-friendly.
- Strong employer branding tools.
- Flexible pricing.
Cons:
- Limited advanced analytics.
10. Breezy HR, Inc.
Breezy HR is designed to simplify hiring with automation, visual pipelines, and integrated communication tools. It’s particularly loved for its drag-and-drop candidate management and built-in video interviewing capabilities. Breezy HR helps companies create engaging candidate experiences with branded career sites and automated follow-ups, making it ideal for scaling businesses focused on maintaining a personal touch in hiring.
Key Features:
- Drag-and-drop candidate pipelines.
- Automated candidate emails and follow-ups.
- Built-in video interviewing.
- Career site builder.
- Job board integrations.
- Team collaboration and notes.
- Interview scheduling automation.
Pros:
- Highly visual and easy to use.
- Strong automation tools.
- Great for remote hiring.
Cons:
- Fewer advanced reporting options.
11. Recruit CRM
Recruit CRM is built for recruitment agencies and staffing firms but works equally well for internal HR teams. Combining ATS and CRM capabilities, it enables recruiters to track candidates and manage client relationships in one platform. The system offers AI-powered resume parsing, email automation, and powerful search filters, making it easier to find and place candidates faster.
Key Features:
- ATS + CRM in one platform.
- AI resume parsing and keyword search.
- Email sequencing and automation.
- Kanban-style recruitment pipelines.
- Client and candidate database management.
- Job board integrations.
- Custom reporting dashboards.
Pros:
- Excellent for agencies.
- Combines sales and recruiting.
- Highly customizable.
Cons:
- Interface can feel busy for small teams.
12. iCIMS
iCIMS is an enterprise-grade ATS designed for large-scale hiring needs. It offers advanced recruiting automation, AI-powered candidate matching, and deep analytics for data-driven decision-making. iCIMS is known for its strong compliance capabilities, making it ideal for companies operating across multiple regions. With robust integrations and scalability, it’s a go-to choice for enterprises managing complex hiring pipelines.
Key Features:
- AI candidate matching and ranking.
- Recruitment marketing tools.
- Multi-language and multi-location support.
- Advanced analytics and compliance reporting.
- Career site builder.
- Employee referral programs.
- Video interviewing integration.
Pros:
- Enterprise-level scalability.
- Strong compliance features.
- Excellent reporting.
Cons:
- Overkill for small businesses.
13. Lever
Lever combines ATS functionality with CRM features, making it ideal for companies that prioritize proactive talent sourcing. It offers a unified system where recruiters can nurture relationships with passive candidates while managing active applications. Lever’s intuitive interface, analytics, and collaboration tools make it a strong choice for scaling companies looking for a modern, people-focused hiring tool.
Key Features:
- ATS + CRM integration.
- Candidate relationship management tools.
- Interview scheduling and feedback loops.
- Powerful analytics and forecasting.
- Talent pool nurturing campaigns.
- Customizable recruitment workflows.
- Integration with HRIS and payroll systems.
Pros:
- Great for proactive sourcing.
- Excellent analytics.
- Easy-to-use interface.
Cons:
- Pricing may be high for smaller teams.
14. Ashby
Ashby is a modern, all-in-one recruiting platform designed for data-driven hiring teams. It offers powerful ATS features, analytics, and scheduling automation to streamline hiring from sourcing to offer acceptance. Ashby’s clean design and focus on reporting make it ideal for scaling companies that want insights into every stage of the hiring funnel.
Key Features:
- Advanced analytics dashboard.
- Interview scheduling automation.
- Customizable hiring workflows.
- Sourcing and outreach tools.
- Candidate database and talent pools.
- Team collaboration features.
- Built-in diversity reporting.
Pros:
- Strong reporting and analytics.
- Sleek and modern UI.
- Good automation capabilities.
Cons:
- Smaller integration library compared to bigger ATS.
15. Bullhorn
Bullhorn is a recruitment powerhouse designed primarily for staffing agencies and enterprise hiring teams. It offers ATS and CRM features in one platform, enabling recruiters to manage candidates, clients, and jobs seamlessly. Bullhorn’s automation tools reduce admin work, while its integrations with marketing and sales software make it a complete recruitment operations hub.
Key Features:
- ATS + CRM platform.
- Candidate search and match capabilities.
- Automated workflows and reminders.
- Email tracking and sequencing.
- Mobile recruiting app.
- Job board and social media integrations.
- Customizable recruitment pipelines.
Pros:
- Perfect for agencies.
- End-to-end recruitment workflow.
- Highly scalable.
Cons:
- Interface can feel outdated to some users.
Feature Comparison Table
ATS Name | Best For | AI Features | Integrations |
Zimyo | SMBs & mid-sized | Yes | Yes |
Zoho Recruit | Agencies & corporates | Yes | Yes |
Pinpoint | Candidate experience | No | Limited |
BambooHR | SMB HR suite | No | Yes |
Greenhouse | Scaling startups | Yes | Extensive |
Manatal | AI recruiting | Yes | Yes |
Workable | High-volume hiring | Yes | 200+ |
JazzHR | SMBs | No | Yes |
Recruitee | Collaboration | No | Yes |
Breezy HR | Automation | No | Yes |
Recruit CRM | Agencies | Yes | Yes |
iCIMS | Enterprises | Yes | Extensive |
Lever | Talent pipelines | Yes | Yes |
Ashby | Analytics | Yes | Limited |
Bullhorn | Staffing firms | Yes | Yes |
Must-Have Features in an ATS
Before we discuss the necessary features one think we need to understand is that not all applicant tracking systems are created equal. While every ATS promises efficiency but the reality is that some are better suited for scaling companies than others. So, to avoid buyer’s remorse, make sure your chosen applicant tracking software includes these must-have features:
1. Multi-Channel Job Posting
Instead of manually posting a job on LinkedIn, Indeed, and Glassdoor one by one, your ATS should let you publish it to multiple job boards simultaneously. This will save you a lot of time of manual effort and will ensure maximum visibility for your posted roles.
Carefully look for platforms that also include niche job boards relevant to your industry for better candidate targeting.
2. Advanced Resume Parsing
An ATS with resume parsing extracts key candidate details such as the persons skills, experience, education so you can quickly search and filter out applicants.
Why it matters for scaling companies? Imagine you’re getting hundreds (or thousands) of applications, and manual resume reading is simply not the option you can pick.
3. Customizable Hiring Pipelines
You’ll that every company’s recruitment process is unique. Accordingly your ATS should allow you to customize the hiring stages whether you have 4 steps or 12.
Example: A tech company might have
- Application screening
- Technical test
- Culture fit interview
- Final round
- Whereas a retail brand may just have
- Screening
- Store visit interview
- Offer
4. Team Collaboration Tools
The best ATS software supports collaboration with multiple stakeholders concerned to hiring leading from HR, to hiring managers, to department heads. Allowing everyone to review and comment on candidates in real time.
Essential Features to look for:
- Shared notes
- Candidate scorecards
- Voting systems
- Real-time updates
5. Automation Capabilities
Automation in candidate tracking software handles repetitive tasks like:
- Sending acknowledgment emails to applicants
- Scheduling interviews based on calendar availability
- Sending rejection out letters politely but promptly to all the unqualified candidates
This feature speeds up hiring but also improves candidate experience.
6. Analytics and Reporting
Your ATS should give you data-driven insights such as:
- Time-to-hire
- Cost-per-hire
- Source of best candidates
- Diversity metrics
These insights are quite valuable to growing companies in refining their recruitment strategies and budget allocation.
7. Integration with HR and Payroll Tools
Make sure you pick an applicant management software that can integrate with your existing HRIS, payroll, and onboarding tools. This way it ensures a seamless flow of candidate data once they’re hired.
How to Choose the Right ATS (Step-by-Step Guide)
Choosing the best applicant tracking systems for scaling companies is all about finding the one that fits your unique needs.
Here’s a step-by-step approach:
Step 1: Define Your Hiring Volume and Needs
Keep your questions ready-
How many hires do you make monthly or yearly?
Do you recruit for one location or multiple?
Are you hiring for specialized roles or high-volume entry-level positions?
Answer to these above questions allows you to get a clear grasp on the needs for your company. A high-volume hiring company may need bulk resume upload features, while niche hiring companies need advanced search and sourcing tools so it better to figure your requirements prior.
Step 2: List Your Must-Have Features
Go back to the must-have features list above and prioritize what’s non-negotiable for your business.
For example:
For a remote-first startup → integrations with remote interview tools like Zoom could be a main requirement.
While for a compliance-heavy industry → advanced documentation and reporting is the priority.
Step 3: Set a Realistic Budget
ATS pricing varies widely from $25/month for entry-level software to $1,000+/month for enterprise systems.
Pro tip: Don’t just look at the monthly cost but factor in variables like:
- Onboarding/training costs
- Customization fees
- Potential add-ons you might need later
Step 4: Shortlist 3–5 Vendors
Research vendors that match your needs. Use review platforms (like Glassdoor, G2) industry recommendations, and check vendor websites to filter your list.
Step 5: Request Demos and Free Trials
Never buy an ATS without seeing it in action, use demos and trials. So this way you’ll know:
- Usability for your HR team
- Integrations with your current tools
- Customer support responsiveness
Step 6: Check References and Reviews
Don’t hesistate to ask vendors for references from similar-sized companies in your industry. Also check public reviews for real user feedback on performance, reliability, and support.
Step 7: Test for Integration and Scalability
Now before committing to any tool, ensure that the system works well with your existing tech stack and can grow with your company over the next 3–5 years.
Benefits of Using the Best Applicant Tracking System for Scaling Companies
To growing businesses, investing in the right ATS software is more than getting relief from repetitive tasks, it’s also about building a sustainable, high-performing recruitment engine. Here’s how ats does it:
1. Faster Hiring Process
An ATS software reduces hiring timelines by automating sourcing, screening, and scheduling. Which means you can fill critical roles quickly, avoiding productivity gaps in your team.
2. Improved Candidate Quality
By integrating your system with multiple job sourcing channels and using AI-based matching, applicant management software makes sure that you get highly relevant applicants. Cutting the manual task of sifting through hundreds of unqualified resumes.
3. Provide Better Candidate Experience
Growing companies need to protect their employer brand. An ATS exactly does that by enabling timely communication, status updates, and smooth interview scheduling, making every candidate feel seen and valued.
4. Enhanced Team Collaboration
Multiple hiring managers can work together on the same candidate pipeline, share evaluations, and make faster, consensus-driven decisions.
5. Data-Driven Hiring Decisions
Access to analytics helps HR teams to identify metrics such as which source delivers the best candidates, how long it takes to fill roles, and where bottlenecks occur so that they can continuously improve the process.
6. Compliance and Record-Keeping
Many industries have strict hiring regulations. Tracking systems keep records of every application, interview note, and communication, ensuring legal compliance and following the company guidelines.
7. Scalability Without Chaos
A well-chosen ATS software grows with your business. Even if you are doubling your workforce or expanding into new regions, the system can handle increased hiring volume without breaking processes.
Why Stop at Hiring? Unlock Zimyo’s C omplete HR Suite
While Zimyo’s Applicant Tracking System helps you find and onboard the right talent, that is just one piece of the puzzle. Imagine managing every stage of the employee lifecycle from a single, powerful advance HR tech platform. With Zimyo, you can.
Here’s what else you get when you go beyond recruitment:
- Payroll Management – Run accurate payroll in minutes with automated compliance, tax filing, and payslip generation.
- Performance Management – Set goals, track KPIs, and manage appraisals with transparent, data-driven performance reviews.
- Employee Engagement Tools – Pulse surveys, recognition programs, and feedback channels to keep morale high.
- Time & Attendance Tracking – Seamlessly track shifts, leaves, and attendance with biometric and geolocation integrations.
- HRMS (Human Resource Management System) – Centralize employee data, manage documents, and automate HR workflows.
- Expense & Travel Management – Submit, approve, and reimburse expenses without messy paperwork.
- Learning & Development – Offer training modules and track skill growth for continuous employee development.
- Employee Self-Service (ESS) – Empower your team to access payslips, apply for leaves, and update details anytime, anywhere.
Final Thoughts
For scaling companies, the right applicant tracking software is not optional choice instead it’s an essential. It saves time, improves candidate quality for recruitment, and ensures your hiring process can grow along with your business.
From budget-friendly options like Manatal and JazzHR to feature-rich powerhouses like Zimyo there’s a solution for every stage of growth. Choose wisely, and your ATS will become one of your most valuable scaling tools.
FAQs
What is the most used applicant tracking system?
Popular applicant tracking systems widely used across industries include Greenhouse, iCIMS, and Workday, thanks to their scalability, integrations, and advanced recruitment features.
Which ATS is best for recruitment?
The best ATS for recruitment depends on company size and needs, but Zimyo, Greenhouse, and Lever are top choices for their intuitive workflows, automation, and collaboration tools.
Which ATS offers the best candidate experience?
Greenhouse, Pinpoint, and Recruitee are known for delivering an excellent candidate experience through personalized communication, mobile-friendly application processes, and transparent updates.
What is the ATS system used by recruiters?
Recruiters commonly use applicant tracking systems like Zoho Recruit, BambooHR, and Manatal to post jobs, manage candidates, and streamline hiring pipelines.
Are ATS and CRM the same?
No. ATS (Applicant Tracking System) manages the recruitment process from application to hiring, while CRM (Candidate Relationship Management) focuses on nurturing long-term relationships with potential candidates.
