Qualitative Evidence
How interview responses were coded into standardized themes, with verbatim quotes as supporting evidence. Each theme represents a distinct perception held by HR leaders about a brand.
Codebook
Every interview response was coded against these themes. Click any theme to see sample quotes from across all brands.
Prompted Brands
Respondents were asked directly about these three brands. Themes reflect both non-user perceptions and current user experiences.
"Yeah, I've heard of BambooHR. I'd say it's more of a small business HR tool, like for companies under maybe 500 people. It's got a good reputation for being easy to use. I don't think it would work for us because of our size, but I've heard good things from people at smaller companies. So positive f"
"Yeah, I know BambooHR. I'd describe it as more of an HRIS than a recruiting tool, but they do have an applicant tracking piece. We actually looked at them when we were choosing our HRIS. It's a solid product for smaller companies. I think positively of them overall, just not sure their recruiting mo"
"I have heard of BambooHR. I'd describe it as an HR platform aimed at small to mid-size companies. It does HRIS, onboarding, and has some recruiting features. For a firm like ours though, I don't think their recruiting piece is robust enough. It feels more like an add-on than a core capability. I'd s"
"BambooHR, I'd describe it as a friendly, easy-to-use HR platform that's designed for small to mid-size companies. They have everything from HRIS to onboarding to applicant tracking. My feeling is generally positive because the team has been great to work with during implementation, and the interface"
"BambooHR, we use it and I have mixed feelings. As an HRIS it's pretty good, like for employee records, PTO tracking, onboarding documents, it's solid and easy to use. But their recruiting module is really basic. It's like an afterthought. You can post jobs and track applicants but there's no real pi"
"Yeah, I've heard of BambooHR. I'd say it's more of a small business HR tool, like for companies under maybe 500 people. It's got a good reputation for being easy to use. I don't think it would work for us because of our size, but I've heard good things from people at smaller companies. So positive f"
"Yeah, I know BambooHR. I'd describe it as more of an HRIS than a recruiting tool, but they do have an applicant tracking piece. We actually looked at them when we were choosing our HRIS. It's a solid product for smaller companies. I think positively of them overall, just not sure their recruiting mo"
"I've heard of them, yeah. BambooHR is, I'd say, more of a small-business HR platform. They're an HRIS with some recruiting built in. For a company our size, with 4,500 employees and the complexity of multi-state retail, they wouldn't be a fit. But for a smaller company, they seem perfectly fine. I'd"
"Ha, well yes, I use it every day. BambooHR is our HR platform. I'd describe it to a colleague as a really user-friendly, affordable HR system that's perfect for companies under, I'd say, 300 to 500 employees. It handles employee records, benefits tracking, time off management, basic reporting, and i"
"Yeah, we use it. It's a simple, clean HR system for small companies. Does employee records, onboarding, time off, and has a basic ATS built in. I'd recommend it for companies our size. Positive feelings, it does what we need without being overly complicated."
"Yeah, I know BambooHR. I'd describe it as more of an HRIS than a recruiting tool, but they do have an applicant tracking piece. We actually looked at them when we were choosing our HRIS. It's a solid product for smaller companies. I think positively of them overall, just not sure their recruiting mo"
"I have heard of BambooHR. I'd describe it as an HR platform aimed at small to mid-size companies. It does HRIS, onboarding, and has some recruiting features. For a firm like ours though, I don't think their recruiting piece is robust enough. It feels more like an add-on than a core capability. I'd s"
"Yeah, I've heard of BambooHR. I'd describe it as an HRIS that's designed for small to mid-size companies. It's, you know, it's got a good reputation for being user-friendly and affordable. I think they have some recruiting features but it's not primarily a recruiting platform in my mind. My feeling "
"Yeah, we use it. It's a great HR platform for smaller organizations. User-friendly, covers the basics, and the price is right. I'm happy with it. The recruiting features aren't super deep but for a nonprofit our size, it works."
"Yeah, we use it for HRIS. Great small company HR platform, super user-friendly. The recruiting features are basic though, it's really more of an HR management tool. I feel good about them overall."
"Yeah, I know BambooHR. It's an HRIS for small businesses, maybe up to a few hundred employees. They have a basic ATS built in. For a company our size it wouldn't even be on the radar. But for small companies I think it's a decent all-in-one solution. Positive for its market, just not relevant to me."
"Yeah I know BambooHR. It's more of an HRIS than a recruiting tool. Like it has an ATS built in but it's pretty basic. Good for small companies that want one system for everything. I'd say neutral feelings, it's fine for what it is but not what I'd choose for a company our size that cares about recru"
"Yeah, I've heard of BambooHR. I'd describe it as, it's an HRIS platform that's really geared toward small to mid-size businesses. You know, it does the core HR stuff, onboarding, time off, employee database, and it has a basic ATS built in. My sense is it's really good at what it does for companies "
"BambooHR, I'd describe it as a friendly, easy-to-use HR platform that's designed for small to mid-size companies. They have everything from HRIS to onboarding to applicant tracking. My feeling is generally positive because the team has been great to work with during implementation, and the interface"
"BambooHR, we use it and I have mixed feelings. As an HRIS it's pretty good, like for employee records, PTO tracking, onboarding documents, it's solid and easy to use. But their recruiting module is really basic. It's like an afterthought. You can post jobs and track applicants but there's no real pi"
"Yeah, I've heard of BambooHR. I'd say it's more of a small business HR tool, like for companies under maybe 500 people. It's got a good reputation for being easy to use. I don't think it would work for us because of our size, but I've heard good things from people at smaller companies. So positive f"
"Yeah, I've heard of BambooHR. I'd describe it as an HRIS that's designed for small to mid-size companies. It's, you know, it's got a good reputation for being user-friendly and affordable. I think they have some recruiting features but it's not primarily a recruiting platform in my mind. My feeling "
"I've heard of BambooHR, yeah. I think of it as an HRIS for small to mid-size businesses. Clean interface, easy to use from what I've seen in demos. My feeling is it's probably great for a company with a few hundred people but not really built for a complex organization like ours with all the differe"
"BambooHR, I'd describe it as a friendly, easy-to-use HR platform that's designed for small to mid-size companies. They have everything from HRIS to onboarding to applicant tracking. My feeling is generally positive because the team has been great to work with during implementation, and the interface"
"BambooHR, we use it and I have mixed feelings. As an HRIS it's pretty good, like for employee records, PTO tracking, onboarding documents, it's solid and easy to use. But their recruiting module is really basic. It's like an afterthought. You can post jobs and track applicants but there's no real pi"
"I have heard of BambooHR. I'd describe it as an HR platform aimed at small to mid-size companies. It does HRIS, onboarding, and has some recruiting features. For a firm like ours though, I don't think their recruiting piece is robust enough. It feels more like an add-on than a core capability. I'd s"
"Yeah, I know BambooHR. It's an HRIS for small businesses, maybe up to a few hundred employees. They have a basic ATS built in. For a company our size it wouldn't even be on the radar. But for small companies I think it's a decent all-in-one solution. Positive for its market, just not relevant to me."
"Yeah, I've heard of BambooHR. I'd describe it as, it's an HRIS platform that's really geared toward small to mid-size businesses. You know, it does the core HR stuff, onboarding, time off, employee database, and it has a basic ATS built in. My sense is it's really good at what it does for companies "
"Ha, well yes, I use it every day. BambooHR is our HR platform. I'd describe it to a colleague as a really user-friendly, affordable HR system that's perfect for companies under, I'd say, 300 to 500 employees. It handles employee records, benefits tracking, time off management, basic reporting, and i"
"We use it. It's a solid small to mid-sized company HR platform. Does the basics well. I feel good about it. The recruiting module isn't the most powerful thing out there but it gets the job done for our size."
"I've heard of them, yeah. BambooHR is, I'd say, more of a small-business HR platform. They're an HRIS with some recruiting built in. For a company our size, with 4,500 employees and the complexity of multi-state retail, they wouldn't be a fit. But for a smaller company, they seem perfectly fine. I'd"
"I've heard of BambooHR, yeah. I think of it as an HRIS for small to mid-size businesses. Clean interface, easy to use from what I've seen in demos. My feeling is it's probably great for a company with a few hundred people but not really built for a complex organization like ours with all the differe"
"Yeah, I've heard of BambooHR. I'd describe it as, it's an HRIS platform that's really geared toward small to mid-size businesses. You know, it does the core HR stuff, onboarding, time off, employee database, and it has a basic ATS built in. My sense is it's really good at what it does for companies "
"Yeah, we use it. It's a simple, clean HR system for small companies. Does employee records, onboarding, time off, and has a basic ATS built in. I'd recommend it for companies our size. Positive feelings, it does what we need without being overly complicated."
"Yeah, I've heard of BambooHR. I'd describe it as, it's an HRIS platform that's really geared toward small to mid-size businesses. You know, it does the core HR stuff, onboarding, time off, employee database, and it has a basic ATS built in. My sense is it's really good at what it does for companies "
"Yeah, I know BambooHR. I'd describe them as a user-friendly, affordable HRIS that's really well-suited for small businesses, like companies under 500 employees who need to get their HR basics in order. They do onboarding, time off tracking, employee records, basic reporting, and they have some recru"
"Yeah, for sure. BambooHR is an HRIS aimed at small and mid-sized companies. I actually used it at a startup I was at years ago, maybe 150 people. It's really user-friendly for core HR, onboarding, time off tracking, employee records. The recruiting module was pretty basic though, like it works for s"
"Ha, well yes, I use it every day. BambooHR is our HR platform. I'd describe it to a colleague as a really user-friendly, affordable HR system that's perfect for companies under, I'd say, 300 to 500 employees. It handles employee records, benefits tracking, time off management, basic reporting, and i"
"Yeah, I've heard of BambooHR. I'd describe it as an HRIS that's designed for small to mid-size companies. It's, you know, it's got a good reputation for being user-friendly and affordable. I think they have some recruiting features but it's not primarily a recruiting platform in my mind. My feeling "
"Yeah, I know BambooHR. I'd describe them as a user-friendly, affordable HRIS that's really well-suited for small businesses, like companies under 500 employees who need to get their HR basics in order. They do onboarding, time off tracking, employee records, basic reporting, and they have some recru"
"Yeah, I know BambooHR. I'd describe them as a small to mid-size business HR platform. They're kind of the go-to recommendation for companies with maybe 50 to 500 employees who want an all-in-one system for HR, recruiting, onboarding, time tracking. I think they have a good reputation for being user-"
"Ha, well yes, I use it every day. BambooHR is our HR platform. I'd describe it to a colleague as a really user-friendly, affordable HR system that's perfect for companies under, I'd say, 300 to 500 employees. It handles employee records, benefits tracking, time off management, basic reporting, and i"
"Yeah, we use it every day. It's a solid small-to-mid-size HR platform. Great for PTO tracking, employee records, basic onboarding. The ATS is functional but basic. I like the product overall, it's affordable and easy to use. My frustration is specifically that it wasn't built with healthcare complia"
"Oh yeah, definitely. BambooHR is like the go-to HR platform for small to mid-sized companies. I'd describe it to a colleague as a user-friendly HRIS that handles the basics really well, employee records, time off, onboarding, basic reporting, and they have a recruiting module as well. I have positiv"
"Yeah, I know BambooHR. I'd describe them as a small to mid-size business HR platform. They're kind of the go-to recommendation for companies with maybe 50 to 500 employees who want an all-in-one system for HR, recruiting, onboarding, time tracking. I think they have a good reputation for being user-"
"BambooHR is our HR platform, I like it. Simple, affordable, does the basics well. Idealist is the go-to job board for nonprofit jobs, it's essential for us."
"Yeah, for sure. BambooHR is an HRIS aimed at small and mid-sized companies. I actually used it at a startup I was at years ago, maybe 150 people. It's really user-friendly for core HR, onboarding, time off tracking, employee records. The recruiting module was pretty basic though, like it works for s"
"BambooHR is our HR system, it does the basics well and I like the interface. Psychology Today is where therapists look for jobs in this field, so it's useful."
"BambooHR is our HRIS and it's great for that, the recruiting piece is basic though. Psychology Today is surprisingly effective for therapist roles."
"Yeah, I've heard of Workday. It's the big enterprise HR suite, right? I'd describe it as like the Salesforce of HR. Very powerful, very complex, very expensive. For a company our size it's overkill. I've used it at a larger company before and it was, um, functional but not exactly user-friendly. I h"
"I've heard of Workday, yeah. I mean, everyone in HR has heard of Workday. I'd describe it to a colleague as the big enterprise HR and finance platform. It's like the SAP of HR, you know? It does everything, payroll, benefits, recruiting, performance management, the whole nine yards. My feeling is, h"
"Yeah, I know Workday. It's the big enterprise HR and finance platform. Way too big and expensive for a company our size, but I've used it at a previous company that had about 3,000 people. It's powerful for HCM and payroll but the recruiting module felt like an afterthought compared to their core pr"
"Yeah, definitely. Workday is the big enterprise HCM platform. We actually use Workday for our core HR and payroll, just not for recruiting. I'd describe it as comprehensive and powerful but with a steep learning curve. My feelings are mixed on the recruiting module specifically. For core HR, it's gr"
"Ha, well, we live and breathe Workday. I'd describe it as the leading enterprise HR and finance platform. It's incredibly comprehensive, does HCM, recruiting, learning, compensation, payroll, the whole suite. My feelings are complicated. I appreciate the breadth and the fact that everything is in on"
"Yeah, I've heard of Workday. It's the big enterprise HR suite, right? I'd describe it as like the Salesforce of HR. Very powerful, very complex, very expensive. For a company our size it's overkill. I've used it at a larger company before and it was, um, functional but not exactly user-friendly. I h"
"I've heard of Workday, yeah. I mean, everyone in HR has heard of Workday. I'd describe it to a colleague as the big enterprise HR and finance platform. It's like the SAP of HR, you know? It does everything, payroll, benefits, recruiting, performance management, the whole nine yards. My feeling is, h"
"Yeah, I know Workday. It's the big enterprise HR and finance platform. Way too big and expensive for a company our size, but I've used it at a previous company that had about 3,000 people. It's powerful for HCM and payroll but the recruiting module felt like an afterthought compared to their core pr"
"Oh yeah, we use Workday so I know it very well. I'd describe it as the, like, the Cadillac of HCM platforms. It does everything from payroll and benefits to talent management, time tracking, compensation planning. It's incredibly powerful and the data model is really sophisticated, which is great wh"
"Yeah, definitely. Workday is the big enterprise HCM platform. We actually use Workday for our core HR and payroll, just not for recruiting. I'd describe it as comprehensive and powerful but with a steep learning curve. My feelings are mixed on the recruiting module specifically. For core HR, it's gr"
"Yeah, I've heard of Workday. It's the big enterprise HR suite, right? I'd describe it as like the Salesforce of HR. Very powerful, very complex, very expensive. For a company our size it's overkill. I've used it at a larger company before and it was, um, functional but not exactly user-friendly. I h"
"I've heard of Workday, yeah. I mean, everyone in HR has heard of Workday. I'd describe it to a colleague as the big enterprise HR and finance platform. It's like the SAP of HR, you know? It does everything, payroll, benefits, recruiting, performance management, the whole nine yards. My feeling is, h"
"Yeah, I know Workday. It's the big enterprise HR and finance platform. Way too big and expensive for a company our size, but I've used it at a previous company that had about 3,000 people. It's powerful for HCM and payroll but the recruiting module felt like an afterthought compared to their core pr"
"Oh yeah, we use Workday so I know it very well. I'd describe it as the, like, the Cadillac of HCM platforms. It does everything from payroll and benefits to talent management, time tracking, compensation planning. It's incredibly powerful and the data model is really sophisticated, which is great wh"
"Yeah, definitely. Workday is the big enterprise HCM platform. We actually use Workday for our core HR and payroll, just not for recruiting. I'd describe it as comprehensive and powerful but with a steep learning curve. My feelings are mixed on the recruiting module specifically. For core HR, it's gr"
"Yeah, I've heard of Workday. It's the big enterprise HR suite, right? I'd describe it as like the Salesforce of HR. Very powerful, very complex, very expensive. For a company our size it's overkill. I've used it at a larger company before and it was, um, functional but not exactly user-friendly. I h"
"Yeah, I know Workday. It's the big enterprise HR and finance platform. Way too big and expensive for a company our size, but I've used it at a previous company that had about 3,000 people. It's powerful for HCM and payroll but the recruiting module felt like an afterthought compared to their core pr"
"Definitely. Workday is like the, um, 800-pound gorilla in enterprise HR tech. They do everything: HRIS, payroll, recruiting, learning, analytics. I'd describe them as powerful but complex. My feeling is respect but also a little bit of dread, honestly? Like, I know we'll probably end up on Workday e"
"Oh yeah, we use Workday so I know it very well. I'd describe it as the, like, the Cadillac of HCM platforms. It does everything from payroll and benefits to talent management, time tracking, compensation planning. It's incredibly powerful and the data model is really sophisticated, which is great wh"
"Yeah, definitely. Workday is the big enterprise HCM platform. We actually use Workday for our core HR and payroll, just not for recruiting. I'd describe it as comprehensive and powerful but with a steep learning curve. My feelings are mixed on the recruiting module specifically. For core HR, it's gr"
"Yeah, I've heard of Workday. It's the big enterprise HR suite, right? I'd describe it as like the Salesforce of HR. Very powerful, very complex, very expensive. For a company our size it's overkill. I've used it at a larger company before and it was, um, functional but not exactly user-friendly. I h"
"I've heard of Workday, yeah. I mean, everyone in HR has heard of Workday. I'd describe it to a colleague as the big enterprise HR and finance platform. It's like the SAP of HR, you know? It does everything, payroll, benefits, recruiting, performance management, the whole nine yards. My feeling is, h"
"Yeah, I know Workday. It's the big enterprise HR and finance platform. Way too big and expensive for a company our size, but I've used it at a previous company that had about 3,000 people. It's powerful for HCM and payroll but the recruiting module felt like an afterthought compared to their core pr"
"Ha, well, we live and breathe Workday. I'd describe it as the leading enterprise HR and finance platform. It's incredibly comprehensive, does HCM, recruiting, learning, compensation, payroll, the whole suite. My feelings are complicated. I appreciate the breadth and the fact that everything is in on"
"Yeah, we use it. It's the enterprise HR platform. Covers everything from payroll to recruiting to talent management. I'd say I feel positively overall, though implementation was painful and it's expensive. But it works."
"Yeah, I've heard of Workday. It's the big enterprise HR suite, right? I'd describe it as like the Salesforce of HR. Very powerful, very complex, very expensive. For a company our size it's overkill. I've used it at a larger company before and it was, um, functional but not exactly user-friendly. I h"
"Yeah, Workday is the, you know, big enterprise HCM platform. It does everything, payroll, recruiting, talent management, the whole nine yards. My feeling is it's probably great if you're a big company with the budget and the IT resources to implement it. For us it would be overkill and way too expen"
"Definitely. Workday is the big enterprise HR platform. Does everything from HCM to finance to recruiting. I'd describe it as powerful but complex, like it takes a dedicated admin to run it properly. I feel like it's a good product for very large companies but probably overkill for us. The recruiting"
"Yeah, Workday is the, you know, big enterprise HCM platform. It does everything, payroll, recruiting, talent management, the whole nine yards. My feeling is it's probably great if you're a big company with the budget and the IT resources to implement it. For us it would be overkill and way too expen"
"Yeah, I've heard of Workday. I'd describe it to a colleague as the gold standard for enterprise HR and finance software. It's what the big companies use, like the Fortune 500 type companies. They cover everything from core HR to payroll to recruiting to talent management to financial planning. My fe"
"Yeah, I mean everyone's heard of Workday. It's a massive enterprise platform for HR, payroll, finance. I'd describe it as the system of record for big companies. How do I feel about it? I mean, it's impressive but it's not for us. Not even close to our budget or our needs. I respect what they do but"
"Yeah, I've heard of Workday. It's the big enterprise HR suite, right? I'd describe it as like the Salesforce of HR. Very powerful, very complex, very expensive. For a company our size it's overkill. I've used it at a larger company before and it was, um, functional but not exactly user-friendly. I h"
"Oh, very much so. We're literally in the process of evaluating Workday right now as I mentioned. I'd describe Workday as the leading enterprise HCM platform, it does HRIS, payroll, benefits, recruiting, learning, analytics, basically the full suite. For large companies that want a single system of r"
"Of course. Workday is the big enterprise HR suite. We're not on it, but I've worked with it before. It does everything but it's complex and expensive. I have mixed feelings. It's powerful but not exactly user-friendly."
"Oh yeah, we use Workday so I know it very well. I'd describe it as the, like, the Cadillac of HCM platforms. It does everything from payroll and benefits to talent management, time tracking, compensation planning. It's incredibly powerful and the data model is really sophisticated, which is great wh"
"Ha, well, we live and breathe Workday. I'd describe it as the leading enterprise HR and finance platform. It's incredibly comprehensive, does HCM, recruiting, learning, compensation, payroll, the whole suite. My feelings are complicated. I appreciate the breadth and the fact that everything is in on"
"Definitely. Workday is like the, um, 800-pound gorilla in enterprise HR tech. They do everything: HRIS, payroll, recruiting, learning, analytics. I'd describe them as powerful but complex. My feeling is respect but also a little bit of dread, honestly? Like, I know we'll probably end up on Workday e"
"Oh, very much so. We're literally in the process of evaluating Workday right now as I mentioned. I'd describe Workday as the leading enterprise HCM platform, it does HRIS, payroll, benefits, recruiting, learning, analytics, basically the full suite. For large companies that want a single system of r"
"Oh absolutely, Workday comes up in every conversation about enterprise HR technology. I'd describe it to a colleague as the most comprehensive cloud-based HCM platform on the market. It does everything, recruiting, HR, payroll, benefits, learning, workforce planning, and it does it at enterprise sca"
"Oh yeah, we use Workday so I know it very well. I'd describe it as the, like, the Cadillac of HCM platforms. It does everything from payroll and benefits to talent management, time tracking, compensation planning. It's incredibly powerful and the data model is really sophisticated, which is great wh"
"Definitely. Workday is the enterprise standard for HCM and financials. I'd describe it as incredibly powerful and comprehensive but also complex and expensive to implement. My feelings are respectful but it's not right for us right now. If we hit 3,000 or 4,000 employees, we'd probably need to look "
"Yeah, of course. Workday is the big enterprise HR and finance platform. I used it at a previous company, a large media company with about 3,000 employees. It's incredibly powerful but, you know, it's built for large organizations with dedicated HR systems teams. For a 200-person startup like ours, i"
"Yeah, I've heard of Workday. I'd describe it to a colleague as the gold standard for enterprise HR and finance software. It's what the big companies use, like the Fortune 500 type companies. They cover everything from core HR to payroll to recruiting to talent management to financial planning. My fe"
"I've heard of Workday, sure. It's the big enterprise HR and finance system. I'd describe it as the gold standard for large organizations. How do I feel? I mean, it's impressive but it's like looking at a sports car when you drive a minivan. We're a 1,400-person independent hospital, we don't have th"
"Oh yeah. We actually use Workday for core HR and finance. It's, you know, very comprehensive. The recruiting module exists but we chose Greenhouse over it because Greenhouse is just so much better for recruiting specifically. Workday Recruiting felt like an add-on. I respect Workday for what it does"
"Oh yeah, we use Workday so I know it very well. I'd describe it as the, like, the Cadillac of HCM platforms. It does everything from payroll and benefits to talent management, time tracking, compensation planning. It's incredibly powerful and the data model is really sophisticated, which is great wh"
"Oh, very much so. We're literally in the process of evaluating Workday right now as I mentioned. I'd describe Workday as the leading enterprise HCM platform, it does HRIS, payroll, benefits, recruiting, learning, analytics, basically the full suite. For large companies that want a single system of r"
"Absolutely. Workday is the enterprise HR and finance juggernaut. I'd describe it as the most comprehensive HCM platform on the market, covers everything from recruiting to payroll to learning to workforce planning, and it's deeply integrated with financial systems. My feelings are respectful but war"
"Ha, well, we live and breathe Workday. I'd describe it as the leading enterprise HR and finance platform. It's incredibly comprehensive, does HCM, recruiting, learning, compensation, payroll, the whole suite. My feelings are complicated. I appreciate the breadth and the fact that everything is in on"
"Workday Recruiting is the recruiting module within the Workday ecosystem. Negative on it specifically, it's not purpose-built for recruiting and it shows."
"Yeah, I've heard of Workday. It's the big enterprise HR suite, right? I'd describe it as like the Salesforce of HR. Very powerful, very complex, very expensive. For a company our size it's overkill. I've used it at a larger company before and it was, um, functional but not exactly user-friendly. I h"
"Of course. Workday is the dominant enterprise HCM platform. They do HR, finance, payroll, recruiting, learning, everything in one cloud system. We actually use Workday for our HRIS and payroll, just not for recruiting, that's where Greenhouse comes in. How do I feel? Mixed. Workday is great at what"
"I've heard of it, yeah. I think it's a well-known ATS, particularly popular with tech and startup companies. I'd describe it as a structured interview and hiring platform. I actually looked at it briefly when we were considering an ATS before we decided to just use BambooHR's built-in features. It s"
"Yes, I have. I'd describe Greenhouse as a purpose-built ATS that's really popular in the tech industry. They're known for structured interviewing and helping companies build consistent, fair hiring processes. I feel positively about the product itself, like the design and the philosophy behind it se"
"Yes, I have. I'd describe Greenhouse as a dedicated applicant tracking system that's very popular in the tech startup and mid-market tech world. They're known for structured hiring practices, really trying to make the interview process more fair and data-driven. My feelings are positive but, like I "
"Ha, well yes, we use it so I'd hope I've heard of it. I'd describe Greenhouse to a colleague as the best ATS for companies that care about structured, equitable hiring. Their scorecards, their interview kits, the way they think about reducing bias in the hiring process, it's really well done. I feel"
"Ha, well I've been talking about them this whole time so yes. To a colleague I'd say Greenhouse is the best ATS on the market for companies that care about building a rigorous, structured, equitable hiring process. Their whole philosophy is built around reducing bias and improving decision-making in"
"Very much so, we're actively evaluating them right now. I'd describe Greenhouse as the gold standard ATS for mid-market to large tech companies. They're known for championing structured hiring, which I think is the right approach. They have strong analytics, a great integrations marketplace, and fro"
"I've heard of it. It's an ATS, right? I think tech companies use it a lot. I've read some positive reviews but I honestly don't know much about it in a healthcare context. I'd be curious if it handles compliance tracking but my guess is it doesn't, at least not in the way a hospital needs. Neutral f"
"I've heard of Greenhouse. I'd describe it as a recruiting-focused ATS, popular in tech companies. Structured hiring is their thing from what I understand. I feel like it's probably a good product but not really designed for higher education. Our needs are pretty different from a tech startup."
"Ha, well, we use it every day so I have a lot of opinions. I'd describe Greenhouse to a colleague as the gold standard ATS for structured, data-driven recruiting, especially in tech. They're really focused on helping you build a fair, consistent interview process with scorecards, interview kits, and"
"Greenhouse I'd describe as the gold standard for mid-market ATS. I feel very positively about them, they really understand recruiting workflows."
"I've heard of it, yeah. I think it's a well-known ATS, particularly popular with tech and startup companies. I'd describe it as a structured interview and hiring platform. I actually looked at it briefly when we were considering an ATS before we decided to just use BambooHR's built-in features. It s"
"Greenhouse I'd describe as a tech-forward ATS that's popular with mid-market companies, especially in software. I feel positive but uncertain about whether it would work for a traditional energy company. Rigzone is a niche job board for oil and gas, it works for what it is. Taleo, I'd say it was the"
"Yes, I have. I'd describe Greenhouse as a dedicated applicant tracking system that's very popular in the tech startup and mid-market tech world. They're known for structured hiring practices, really trying to make the interview process more fair and data-driven. My feelings are positive but, like I "
"Ha, yeah, I'm a Greenhouse customer so I'm a bit biased. I'd describe it as probably the best ATS for mid-market tech companies. It's built around structured hiring, really emphasizes reducing bias and creating consistent processes. I feel very positively about them. The product is intuitive, their "
"Greenhouse, which we use, I'd describe it as a solid mid-market ATS with strong workflow customization and decent reporting. I feel positively about it overall but it's not cheap and the scheduling really needs work. Support has been hit or miss lately too."
"Yes, I have. I'd describe Greenhouse as a dedicated applicant tracking system that's very popular in the tech startup and mid-market tech world. They're known for structured hiring practices, really trying to make the interview process more fair and data-driven. My feelings are positive but, like I "
"Yeah, definitely. I'd describe it as probably the most well-known dedicated ATS in the market. Known for structured interviews and really good analytics. I have positive feelings about Greenhouse. If we were evaluating ATS solutions today, it would be on my shortlist alongside Lever. I've heard the "
"Very much so, we're actively evaluating them right now. I'd describe Greenhouse as the gold standard ATS for mid-market to large tech companies. They're known for championing structured hiring, which I think is the right approach. They have strong analytics, a great integrations marketplace, and fro"
"Ha, well yes, we use it so I'd hope I've heard of it. I'd describe Greenhouse to a colleague as the best ATS for companies that care about structured, equitable hiring. Their scorecards, their interview kits, the way they think about reducing bias in the hiring process, it's really well done. I feel"
"Ha, well I've been talking about them this whole time so yes. To a colleague I'd say Greenhouse is the best ATS on the market for companies that care about building a rigorous, structured, equitable hiring process. Their whole philosophy is built around reducing bias and improving decision-making in"
"Yep. Strong ATS, especially for structured hiring. A lot of my peers in tech use it. Positive feelings overall. If Lever ever let me down, Greenhouse would be where I'd look."
"I've heard of it. I think it's popular in tech companies. Probably not the best fit for healthcare recruiting but I've heard it's a good ATS overall. Neutral."
"I've heard the name. It's a recruiting platform, right? I think tech companies use it a lot. I don't have strong feelings either way. Never used it myself."
"I have, yeah. I'd describe Greenhouse as a recruiting-focused ATS that's popular with tech companies and startups. I think they're known for structured interviewing and, like, reducing bias in the hiring process. I feel like they're a good product but probably overkill for a retail company our size."
"Greenhouse, I think it's a well-regarded ATS but probably too much for a company our size."
"Greenhouse seems great but maybe more than we need."
"Greenhouse is very popular with tech companies, I've heard good things about it being more modern and user-friendly. Eightfold is doing interesting stuff with AI for talent matching and I'm cautiously optimistic. SAP SuccessFactors is like"
"Greenhouse, I'd say it's the one that everyone in tech seems to love. I've heard it's very user-friendly, good for structured interviewing. I have a positive impression but I haven't used it myself."
"Ha, yeah, I'm a Greenhouse customer so I'm a bit biased. I'd describe it as probably the best ATS for mid-market tech companies. It's built around structured hiring, really emphasizes reducing bias and creating consistent processes. I feel very positively about them. The product is intuitive, their "
"Very well, since we're customers. I'd describe Greenhouse as the leading ATS for companies that care about hiring well. They pioneered structured interviewing in the ATS space and they keep innovating with features around analytics, candidate experience, and integrations. My feelings are very positi"
"Greenhouse, my impression is it's the best-in-class ATS but it's priced for tech companies with bigger budgets. I respect it but I don't think it's for us. Hireology, I literally just know the name and that they do multi-location, so no strong feelings yet. Pinpoint, same thing, just seen ads. And P"
"Greenhouse I think of as a step up, more robust, better for companies that are really serious about structured hiring. I have a positive impression."
"Greenhouse I'd describe as a tech-forward ATS that's popular with mid-market companies, especially in software. I feel positive but uncertain about whether it would work for a traditional energy company. Rigzone is a niche job board for oil and gas, it works for what it is. Taleo, I'd say it was the"
"Greenhouse is like the gold standard ATS for tech companies, I've used it at a previous job and it was really good but pricey."
"Greenhouse, which we use, I'd describe it as a solid mid-market ATS with strong workflow customization and decent reporting. I feel positively about it overall but it's not cheap and the scheduling really needs work. Support has been hit or miss lately too."
"Greenhouse, my impression is it's the best-in-class ATS but it's priced for tech companies with bigger budgets. I respect it but I don't think it's for us. Hireology, I literally just know the name and that they do multi-location, so no strong feelings yet. Pinpoint, same thing, just seen ads. And P"
"Greenhouse, which we use, I'd describe it as a solid mid-market ATS with strong workflow customization and decent reporting. I feel positively about it overall but it's not cheap and the scheduling really needs work. Support has been hit or miss lately too."
"Yes, I have. I'd describe Greenhouse as a dedicated applicant tracking system that's very popular in the tech startup and mid-market tech world. They're known for structured hiring practices, really trying to make the interview process more fair and data-driven. My feelings are positive but, like I "
"Greenhouse is very popular with tech companies, I've heard good things about it being more modern and user-friendly. Eightfold is doing interesting stuff with AI for talent matching and I'm cautiously optimistic. SAP SuccessFactors is like"
"Greenhouse is our ATS and I'm a fan. It's really strong on structured hiring, the scorecard system is excellent, the reporting is good, and it integrates with basically everything. My criticism would be that the UI could use a refresh and some of the more advanced features require add-ons. But overa"
"Greenhouse is our ATS and I'm a fan. It's really strong on structured hiring, the scorecard system is excellent, the reporting is good, and it integrates with basically everything. My criticism would be that the UI could use a refresh and some of the more advanced features require add-ons. But overa"
"Ha, well I've been talking about them this whole time so yes. To a colleague I'd say Greenhouse is the best ATS on the market for companies that care about building a rigorous, structured, equitable hiring process. Their whole philosophy is built around reducing bias and improving decision-making in"
"Very well, since we're customers. I'd describe Greenhouse as the leading ATS for companies that care about hiring well. They pioneered structured interviewing in the ATS space and they keep innovating with features around analytics, candidate experience, and integrations. My feelings are very positi"
Unprompted Brands
These brands were mentioned spontaneously by respondents. All respondents shown here are non-users describing their perceptions from the outside.
"LinkedIn Recruiter is, you know, it's LinkedIn. It's the place where professional talent lives. I'd describe it as essential but expensive. My feelings are mixed because I think the ROI is there for certain types of searches but it's a lot of money for what it is. And the InMail response rates have "
"LinkedIn Recruiter is essential but I wish it cost less. Even the Lite version feels expensive for a small company. The data is unmatched though. Wellfound is great for startup recruiting specifically, the candidate pool there tends to be people who actively want to work at startups, which is exactl"
"LinkedIn Recruiter, I'd describe it as the dominant sourcing platform that everyone uses because that's where the candidates are. I feel positive about the reach but negative about the cost, it's gotten really expensive and I think they know they have a near-monopoly."
"LinkedIn Recruiter, I mean, it's the 800-pound gorilla. Everyone uses it, the candidate pool is massive. But it's really expensive and the InMail response rates have been declining for years. I have a love-hate relationship with it."
"LinkedIn Recruiter, I mean, it's the 800-pound gorilla. Everyone uses it. It's powerful for sourcing but expensive, and the InMail response rates have gone down over the years. I have kind of a love-hate relationship with it."
"LinkedIn Recruiter, I'd describe it as the dominant sourcing platform that everyone uses because that's where the candidates are. I feel positive about the reach but negative about the cost, it's gotten really expensive and I think they know they have a near-monopoly."
"LinkedIn Recruiter, I mean, it's the 800-pound gorilla. Everyone uses it, the candidate pool is massive. But it's really expensive and the InMail response rates have been declining for years. I have a love-hate relationship with it."
"LinkedIn Recruiter, I mean, it's the 800-pound gorilla. Everyone uses it. It's powerful for sourcing but expensive, and the InMail response rates have gone down over the years. I have kind of a love-hate relationship with it."
"LinkedIn Recruiter is the industry standard for sourcing, it's expensive but kind of unavoidable, so I'd say I feel neutral to positive."
"LinkedIn is the go-to for professional roles, I like it."
"LinkedIn Recruiter is essential but I wish it cost less. Even the Lite version feels expensive for a small company. The data is unmatched though. Wellfound is great for startup recruiting specifically, the candidate pool there tends to be people who actively want to work at startups, which is exactl"
"LinkedIn Recruiter is a necessary evil, essential for sourcing but the price is rough for a startup."
"LinkedIn Recruiter is essential but man, it's expensive for a startup."
"LinkedIn is good for corporate roles, pricey for a small company."
"LinkedIn is good for professional roles, we've had some luck with it for non-cleared positions. Paylocity is our HRIS, the recruiting piece is very basic but it's there. Neutral on it."
"LinkedIn works for corporate, too pricey for hourly roles. Paycom's recruiting module is basic but it's integrated with our HRIS, which is convenient. I feel okay about it."
"LinkedIn Recruiter is basically essential if you're hiring in tech, but it's expensive and the InMail response rates have gotten worse over the years."
"LinkedIn Recruiter is expensive but it's basically mandatory if you're hiring in tech, so, mixed feelings I guess."
"LinkedIn Recruiter, I mean, it's the 800-pound gorilla. Everyone uses it. It's powerful for sourcing but expensive, and the InMail response rates have gone down over the years. I have kind of a love-hate relationship with it."
"LinkedIn Recruiter is the dominant sourcing platform, you kind of have to use it. Mixed feelings, it's powerful but expensive, and I feel like the candidate pool quality has diluted over the years."
"LinkedIn Recruiter is powerful but expensive for a nonprofit budget."
"LinkedIn is more professional, better for corporate and admin roles, but therapists don't really use it to job search so it's less useful for us. Psychology Today is really niche but that's where therapists actually look, so I feel good about it, it's probably our best channel per dollar spent."
"LinkedIn works for corporate, too pricey for hourly roles. Paycom's recruiting module is basic but it's integrated with our HRIS, which is convenient. I feel okay about it."
"LinkedIn is good for corporate roles but I don't find many therapists on there."
"LinkedIn Recruiter is indispensable for banking recruiting. Expensive but essential. Mixed feelings, I wish it were cheaper."
"LinkedIn Recruiter is powerful but expensive for a nonprofit budget."
"LinkedIn is good for professional roles, we've had some luck with it for non-cleared positions. Paylocity is our HRIS, the recruiting piece is very basic but it's there. Neutral on it."
"LinkedIn works for corporate, too pricey for hourly roles. Paycom's recruiting module is basic but it's integrated with our HRIS, which is convenient. I feel okay about it."
"LinkedIn Recruiter is a must-have but overpriced. The data is amazing but the tool itself feels outdated and the InMail response rates keep declining."
"LinkedIn, I'd describe as the professional social network that also has recruiting tools. I feel positively about it for corporate hiring, but for hourly retail roles, it's not where our candidates are. Homebase, I'd call it more of a workforce mana"
"LinkedIn Recruiter is a necessary tool for any recruiting team. Great for sourcing, the InMail system works, the talent insights are useful. My gripe is the cost keeps going up and the response rates keep going down, but you can't really operate without it. HireEZ is our newer tool and I'd describe "
"LinkedIn Recruiter is a necessary tool for any recruiting team. Great for sourcing, the InMail system works, the talent insights are useful. My gripe is the cost keeps going up and the response rates keep going down, but you can't really operate without it. HireEZ is our newer tool and I'd describe "
"Lever I'd describe as a mid-market ATS that's user-friendly and has some CRM-like features. I feel okay about it, not amazing. Like I said, we're probably not getting the most out of it but the core functionality is decent. The UI is clean and my team likes using it day to day. My frustration is mor"
"Lever, I've been using it for over two years now and I have, I'd say, generally positive feelings. It's clean, it's intuitive, the candidate pipeline view is really nice. Where it falls short is the reporting and the scheduling. But overall I'd recommend it for a company our size."
"Lever, which is what we use, I'd describe it as a solid mid-market ATS. It's got a clean interface and the collaboration features are decent. I feel pretty good about it overall, though I wish their reporting was stronger."
"Lever, I'm a fan. It's clean, the combined ATS-CRM is exactly what a company our size needs, and the UI is intuitive. My complaints are that the reporting could be deeper and the scheduling features are basic."
"Lever is our ATS. It's clean, easy to use, and the CRM features are decent for nurturing candidates who aren't ready to move yet. I feel pretty good about it for a firm our size."
"Lever I'd describe as a mid-market ATS that's user-friendly and has some CRM-like features. I feel okay about it, not amazing. Like I said, we're probably not getting the most out of it but the core functionality is decent. The UI is clean and my team likes using it day to day. My frustration is mor"
"Lever, from what I've heard, it's a modern ATS for growing companies, but feels like it's aimed at tech. Neutral. Workable, I've seen their marketing and it seems like a solid all-in-one recruiting platform. Slightly positive but I don't know enough to have a strong opinion."
"Lever seems like a mid-market ATS, probably more for tech companies. And Hireology, I think they focus on, like, distributed workforces, multiple locations, which is us. I've been meaning to look into them but haven't gotten around to it."
"Lever is solid, I'd describe it as a modern ATS that's good for mid-market companies. It does the basics well, the interface is clean, but I feel like it's plateaued a bit in terms of innovation. I'm neutral to slightly positive."
"Lever, which is what we use, I'd describe it as a solid mid-market ATS. It's got a clean interface and the collaboration features are decent. I feel pretty good about it overall, though I wish their reporting was stronger."
"Lever I'd describe as a mid-market ATS that's user-friendly and has some CRM-like features. I feel okay about it, not amazing. Like I said, we're probably not getting the most out of it but the core functionality is decent. The UI is clean and my team likes using it day to day. My frustration is mor"
"Lever, I've been using it for over two years now and I have, I'd say, generally positive feelings. It's clean, it's intuitive, the candidate pipeline view is really nice. Where it falls short is the reporting and the scheduling. But overall I'd recommend it for a company our size."
"Lever, which is what we use, I'd describe it as a solid mid-market ATS. It's got a clean interface and the collaboration features are decent. I feel pretty good about it overall, though I wish their reporting was stronger."
"Lever, I'm a fan. It's clean, the combined ATS-CRM is exactly what a company our size needs, and the UI is intuitive. My complaints are that the reporting could be deeper and the scheduling features are basic."
"Lever is our workhorse. It's good, not great. It does what we need but the reporting could be stronger and the UI feels a bit dated at this point."
"Lever, from what I've heard, it's a modern ATS for growing companies, but feels like it's aimed at tech. Neutral. Workable, I've seen their marketing and it seems like a solid all-in-one recruiting platform. Slightly positive but I don't know enough to have a strong opinion."
"Lever is solid, I'd describe it as a modern ATS that's good for mid-market companies. It does the basics well, the interface is clean, but I feel like it's plateaued a bit in terms of innovation. I'm neutral to slightly positive."
"Lever, from what my friend has told me, is a more modern ATS with good collaboration features. Positive impression but I don't have firsthand experience."
"Lever is our ATS, it's clean, modern, good for collaboration. I feel positive about it."
"Lever seems polished and modern, positive feelings."
"Lever is solid, I'd describe it as a modern ATS that's good for mid-market companies. It does the basics well, the interface is clean, but I feel like it's plateaued a bit in terms of innovation. I'm neutral to slightly positive."
"Lever, I'm a fan. It's clean, the combined ATS-CRM is exactly what a company our size needs, and the UI is intuitive. My complaints are that the reporting could be deeper and the scheduling features are basic."
"Lever I'd describe as a solid mid-market ATS. I feel good about it for our corporate hiring. Staff Me Up is a crew staffing platform specific to entertainment, it's useful but basic."
"Lever is our current ATS, it's clean and simple but it's starting to feel limited as we scale. I have generally positive feelings but I'm outgrowing it."
"Lever is our ATS, it's decent, clean interface, easy to use. I feel okay about it, it does the basics but nothing more."
"Lever, from what I've heard, it's a modern ATS for growing companies, but feels like it's aimed at tech. Neutral. Workable, I've seen their marketing and it seems like a solid all-in-one recruiting platform. Slightly positive but I don't know enough to have a strong opinion."
"Lever is solid, I like it. Good ATS with decent CRM features built in."
"Lever I've heard are good ATS options but I haven't used them."
"Lever I used at my last company, it's a good ATS, similar to"
"Lever is a good ATS, more user-friendly than"
"Lever, from what I've heard, it's a modern ATS for growing companies, but feels like it's aimed at tech. Neutral. Workable, I've seen their marketing and it seems like a solid all-in-one recruiting platform. Slightly positive but I don't know enough to have a strong opinion."
"Lever is solid, I used it at my last company. Good for smaller teams, maybe not as robust at scale."
"Lever. Paylocity, since we're already on their payroll platform, the recruiting add-on is tempting because of the integration. But I've heard mixed reviews about the recruiting module specifically."
"Lever seems solid for mid-market tech companies, that's my impression. ADP, honestly I think of them more for payroll. I'm neutral on their recruiting stuff."
"Lever seems solid from what I've heard but probably more than we need."
"Indeed is the go-to for volume hiring, everyone's on it. Health eCareers reaches healthcare professionals specifically, which is valuable."
"Indeed is our go-to job board, it works but you get a lot of unqualified applicants sometimes. It's fine, not great not terrible."
"Indeed is the go-to for hourly job postings, it's effective for volume but the quality of applicants can be hit or miss."
"Indeed is the go-to job board for hourly roles, it drives a lot of applications but the quality is hit or miss."
"Indeed is the go-to job board for hourly hiring, it's fine, the cost per click model can get expensive though."
"Indeed, well, everyone knows Indeed. Biggest job board out there. I have mixed feelings because the application quality can be really hit or miss, and they've made it more expensive over the years with sponsored posts. But you kind of need to be there."
"Indeed is the go-to job board for hourly hiring, it's fine, the cost per click model can get expensive though."
"Indeed is a large job board, it's fine, nothing special. Wrapbook is interesting, they're tackling the production payroll problem, I'm curious about them."
"Indeed is our main job board, it does the job. Paycom is our payroll and HR system, the recruiting module is basic but it works."
"Indeed is fine for high-volume roles but the quality of applicants for tech roles is not great. Wellfound is good specifically for startup and tech hiring, more niche."
"Indeed is volume, it gets applications but quality is inconsistent. PracticeLink and PracticeMatch are fine for physician recruiting, kind of the standard in that niche. Oracle Taleo, honestly, I have negative feelings about from when I used it years ago. It was clunky and the user experience was p"
"Indeed is our main job board, it does the job. Paycom is our payroll and HR system, the recruiting module is basic but it works."
"iCIMS is a bigger, more enterprise-y ATS, I'd say neutral to slightly negative because the user experience feels dated from what I've seen. Eightfold is doing interesting AI stuff with talent intelligence, curious about them. Beamery is talent CRM, seems good but expensive. Findem is AI sourcing, in"
"iCIMS seems solid, I've seen it at other health systems. Vivian Health is interesting for the gig nursing market. Incredible Health sounds promising, they flip the model so nurses get matched to jobs instead of applying. I'm curious about them. PracticeMatch is niche but useful for physician recruit"
"iCIMS I'd describe as a larger-scale enterprise ATS. I think it's used by a lot of big companies, healthcare systems, universities, that kind of thing. My feeling is it's probably powerful but might be too heavy for us. I don't have strong feelings one way or the other."
"iCIMS, our current ATS, it's a solid enterprise platform. It does the core ATS functions well enough. I'd describe it as reliable but not innovative. I feel, I don't know, neutral to slightly frustrated with it? Like it works but it hasn't kept pace with what I need."
"iCIMS seems like a legacy enterprise tool, not super modern. Neutral to slightly negative impression. HackerRank is fine for coding assessments, does the job. Neutral. HireEZ, I saw a demo and it was interesting but I'm not sure about the data quality. On the fence."
"iCIMS I've heard is very configurable, seems well-suited for larger companies. SAP SuccessFactors, I know it's powerful but I've heard mixed things about usability. Phenom People and Beamery both seem interesting for the talent CRM and marketing angle, which is a gap for us."
"iCIMS I'd describe as a larger-scale enterprise ATS. I think it's used by a lot of big companies, healthcare systems, universities, that kind of thing. My feeling is it's probably powerful but might be too heavy for us. I don't have strong feelings one way or the other."
"iCIMS, I'd describe it as a robust, enterprise-grade ATS. It's not the prettiest interface but it's reliable and it handles compliance well. I feel positively about it overall, it does what we need."
"iCIMS I'd say is more of an enterprise recruiting platform, seems powerful but also kind of complex. I've heard good things from people at bigger companies."
"iCIMS I'd describe as a solid enterprise ATS built for high-volume and large organizations. I feel positive about them from what I've seen, they seem to understand the complexities of big-company recruiting."
"iCIMS is our ATS, it's a big enterprise platform. It does the job but honestly I find it kind of clunky and not very intuitive. My recruiters complain about it pretty regularly."
"iCIMS is our ATS, it's built for bigger companies and it handles volume well but it's not the most intuitive system. I have mixed feelings, it works but it's clunky."
"iCIMS I'd say is more of an enterprise recruiting platform, seems powerful but also kind of complex. I've heard good things from people at bigger companies."
"iCIMS, our current ATS, it's a solid enterprise platform. It does the core ATS functions well enough. I'd describe it as reliable but not innovative. I feel, I don't know, neutral to slightly frustrated with it? Like it works but it hasn't kept pace with what I need."
"iCIMS seems like a legacy enterprise tool, not super modern. Neutral to slightly negative impression. HackerRank is fine for coding assessments, does the job. Neutral. HireEZ, I saw a demo and it was interesting but I'm not sure about the data quality. On the fence."
"iCIMS is enterprise-grade ATS, solid but not as modern-feeling as"
"iCIMS is established enterprise ATS, so-so, not the most modern."
"iCIMS is our ATS, it's a big enterprise platform. It does the job but honestly I find it kind of clunky and not very intuitive. My recruiters complain about it pretty regularly."
"iCIMS is our ATS, it's built for bigger companies and it handles volume well but it's not the most intuitive system. I have mixed feelings, it works but it's clunky."
"iCIMS is our ATS, it's okay, not great. It gets the job done but it's not intuitive."
"iCIMS is the big enterprise recruiting system, probably more than we need."
"iCIMS is more enterprise-level, solid ATS but might be more than we need."
"iCIMS are enterprise-grade, more than we need."
"iCIMS is a bigger, more enterprise-y ATS, I'd say neutral to slightly negative because the user experience feels dated from what I've seen. Eightfold is doing interesting AI stuff with talent intelligence, curious about them. Beamery is talent CRM, seems good but expensive. Findem is AI sourcing, in"
"iCIMS seems solid for high-volume recruiting, I have a positive impression. SAP I'd describe as heavy and expensive."
"iCIMS is a solid mid-market to enterprise ATS. It handles volume well and has decent integrations. I'd give it a B minus."
"iCIMS I'd say is more of an enterprise recruiting platform, seems powerful but also kind of complex. I've heard good things from people at bigger companies."
"iCIMS is our ATS, it's okay, does the basics but feels a bit dated in the user interface. I feel neutral, like it works but doesn't excite me."
"Ashby is the newer one trying to be ATS plus analytics, looks promising. Cautiously positive. Dover, I think it's trying to automate the whole recruiting process with AI. Interesting concept, not sure how well it works. Neutral. Hired is a marketplace for tech talent. I've used it before and it was "
"Ashby is the one I'm most curious about. I'd describe it as a modern all-in-one recruiting platform that combines ATS, CRM, scheduling, and analytics. The analytics piece especially looks impressive from what I've seen in demos. I have positive feelings and I'm keeping an eye on them."
"Ashby, I haven't used it, but multiple recruiter friends have switched and they rave about the analytics. It's on my radar for when our contract renews. Wellfound is niche for startups, fine for what it is."
"Ashby is the newer kid on the block, people seem really excited about it, like an all-in-one ATS plus scheduling plus analytics. Haven't used it but I'm curious."
"Ashby is the one I'm most curious about, everyone says the analytics are incredible and it's more modern. Very positive impression even though I haven't used it."
"Ashby is the one I'm most curious about. I'd describe it as a modern all-in-one recruiting platform that combines ATS, CRM, scheduling, and analytics. The analytics piece especially looks impressive from what I've seen in demos. I have positive feelings and I'm keeping an eye on them."
"Ashby is the one I'm most curious about, everyone says the analytics are incredible and it's more modern. Very positive impression even though I haven't used it."
"Ashby I haven't used but everything I've heard is really positive, very data-forward, modern interface. I'm curious and kind of excited about it honestly."
"Ashby I'd describe as the modern, data-first ATS that's trying to be the next generation. Very positive, I'm impressed by their analytics capabilities."
"Ashby is the new kid that everyone's talking about, it looks really slick and they're growing fast. I have a positive impression but haven't used it."
"Ashby is the one I'm most curious about. I'd describe it as a modern all-in-one recruiting platform that combines ATS, CRM, scheduling, and analytics. The analytics piece especially looks impressive from what I've seen in demos. I have positive feelings and I'm keeping an eye on them."
"Ashby is the newer kid on the block, people seem really excited about it, like an all-in-one ATS plus scheduling plus analytics. Haven't used it but I'm curious."
"Ashby seems like the up-and-comer that's trying to be an all-in-one ATS plus analytics platform. Cautiously positive, I'd want to see it mature more."
"Ashby, I haven't used it, but multiple recruiter friends have switched and they rave about the analytics. It's on my radar for when our contract renews. Wellfound is niche for startups, fine for what it is."
"Ashby is the one I'm most curious about. I'd describe it as a modern all-in-one recruiting platform that combines ATS, CRM, scheduling, and analytics. The analytics piece especially looks impressive from what I've seen in demos. I have positive feelings and I'm keeping an eye on them."
"Gem looks really smart for sourcing CRM, tracking engagement with passive candidates. I wish we had the budget for it."
"Gem sounds excellent for outbound sourcing and I've thought about adding it, but budget."
"Gem is excellent for outbound recruiting. The sequencing and analytics are really well done. I'd recommend it to anyone doing high-volume sourcing."
"Gem I've seen demoed, looks good for tracking passive candidates."
"JazzHR, I'd describe as a dedicated ATS that's affordable and aimed at smaller companies. When I did the demo, I liked the interface and the features for the price point. They had some good automation features. My feeling is positive, it was actually a close second to just using"
"JazzHR, I looked at it and it seemed like a decent step up from what we have. It was affordable and had better tracking. I have mildly positive feelings but I didn't pull the trigger because at the time I couldn't justify the cost."
"JazzHR is a budget option, probably okay for companies under 50 people. Workable, I've only heard secondhand, seems decent. Teamtailor I know nothing about, just the name."
"JazzHR is what we use, it's affordable and pretty simple, but it's limited. I'd describe it as a starter ATS. It does the basics but not much more. I have mixed feelings."
"JazzHR is our current ATS, it's affordable and gets the job done for basic tracking but it's not going to blow your mind. I'd describe it as a solid budget option."
"JazzHR, I'd describe as a dedicated ATS that's affordable and aimed at smaller companies. When I did the demo, I liked the interface and the features for the price point. They had some good automation features. My feeling is positive, it was actually a close second to just using"
"JazzHR I'd describe as a lightweight ATS designed for smaller companies, it seemed decent when I looked at it but I wasn't blown away. Neutral feelings."
"JazzHR is, I'd say, a solid mid-market ATS. It's affordable and gets the job done but it's not flashy. I feel okay about it, not amazing."
"JazzHR I looked at a demo, it seemed like a decent affordable ATS for smaller companies. Positive impression."
"JazzHR is a simpler ATS I looked at before, seemed decent for small companies but we already had"
"JazzHR is what we use, it's affordable and pretty simple, but it's limited. I'd describe it as a starter ATS. It does the basics but not much more. I have mixed feelings."
"JazzHR is our current ATS, it's affordable and gets the job done for basic tracking but it's not going to blow your mind. I'd describe it as a solid budget option."
"JazzHR is our current ATS, it's affordable and simple but it's showing its limitations as we grow. I feel like we're outgrowing it."
"JazzHR is a basic ATS that's affordable, which is why we use it, but I wouldn't say I love it. It's fine."
"JazzHR is a budget ATS, seems basic."
"JazzHR is what we use, it's affordable and pretty simple, but it's limited. I'd describe it as a starter ATS. It does the basics but not much more. I have mixed feelings."
"JazzHR is our current ATS, it's affordable and simple but it's showing its limitations as we grow. I feel like we're outgrowing it."
"JazzHR, from what my friend told me, it's a simple, affordable ATS, seemed like it could be a good fit for companies our size."
"JazzHR is a simpler ATS I looked at before, seemed decent for small companies but we already had"
"JazzHR is a simple ATS, no strong feelings."
"Rippling is an interesting one because we already use them for HRIS and payroll, so if their recruiting module is good, the integration benefits would be huge. But I haven't evaluated it yet."
"Rippling is trying to be everything, HR, payroll, IT, and now recruiting. It's ambitious, I'm interested but also a little skeptical about whether any platform can do everything well."
"Rippling, I know them more for HRIS and payroll, not sure about recruiting. And Findem, I saw a demo at a conference, it looked interesting but I'd need to dig deeper."
"Rippling is trying to do everything, HR, payroll, IT, and now recruiting. Jury's still out on whether they can actually be best-in-class at recruiting."
"Rippling, they're trying to be the everything platform, HR, payroll, IT, recruiting. Ambitious but I don't know how good any one piece is."
"Rippling is ambitious but I'm not sure I'd trust an all-in-one to do ATS well. Dover is interesting conceptually but I'm skeptical of AI recruiting at this point."
"Rippling is interesting because they're trying to be the all-in-one platform, but I'm skeptical about whether a company can be great at everything."
"Rippling is interesting because they're trying to be the all-in-one HR platform. We'll see. HireEZ and Teamtailor I just know by name."
"Rippling is trying to do everything, payroll, HR, recruiting, all in one. I think that's ambitious but potentially interesting."
"Rippling is fascinating as an all-in-one but I'm not sure they've nailed the recruiting piece yet."
"Rippling is trying to be everything for HR, impressive but I wonder if they can be best-in-class at any one thing. SAP SuccessFactors is old guard enterprise HR, not exciting."
"Breezy seem like affordable ATS options but I haven't used them."
"Breezy HR looked affordable and easy, I liked the demo."
"Breezy, I just know they're affordable ATS options."
"Breezy HR, I've only heard about it secondhand but my colleague said it was easy to set up and good for small businesses. Positive impression but I haven't experienced it myself. Homebase, it's really designed for hourly teams, scheduling, time tracking, and they've added hiring features. I think it"
"Breezy are fine for small companies, not really on my radar."
"Breezy seemed modern and user-friendly when I demoed it but I can't remember why I didn't go with it, maybe timing."
"Breezy looks similar, maybe a little more modern."
"Breezy seemed modern and user-friendly when I demoed it but I can't remember why I didn't go with it, maybe timing."
"Jobvite, same, looked good in the demo. Haven't dug deep enough to have a strong opinion. Instawork and Wonolo are useful in a pinch for temp labor but they're not a real recruiting solution."
"Jobvite I'd describe as a mid-market recruiting platform. I looked at it a few years ago and it seemed solid but not differentiated enough at the time for us to choose it. Neutral feelings."
"Jobvite I'd describe as a mid-market recruiting platform. I looked at it a few years ago and it seemed solid but not differentiated enough at the time for us to choose it. Neutral feelings."
"ZipRecruiter, I've seen the ads but never used it. No opinion. ADP we use for payroll, not recruiting."
"Paradox, from what the person in my Facebook group described, it sounds really innovative, like AI-powered hiring. I'm intrigued but skeptical, you know? Like is AI really going to be able to screen candidates for a customer-facing retail role? I don't know. And"
"Paradox is doing really cool stuff with AI-powered chatbots for recruiting. I saw a demo and honestly was impressed with how they can screen and schedule candidates through text conversations. Very positive feelings there."
"PeopleAdmin is the standard higher ed recruiting platform. It's built for our space, understands search committees and compliance needs. I feel mixed about it, it works but it's clunky and the interface is dated."
"PeopleAdmin is, you know, built for higher ed. It works but it feels dated. The interface is clunky."
"PeopleAdmin is the standard higher ed recruiting platform. It's built for our space, understands search committees and compliance needs. I feel mixed about it, it works but it's clunky and the interface is dated."
"HigherEdJobs is the go-to job board for academic and higher ed positions. I feel good about it, it reaches the right audience."
"Heidrick and Struggles is an executive search firm, very buttoned up, expensive but they deliver for partner-level hires."