SG The HR Stack Guide
7 Tools · 21 Comparisons

Compare Applicant Tracking Systems (ATS)

Independent, data-driven comparisons of the platforms modern talent teams use to source, screen, and hire candidates, from structured enterprise scorecards to SMB-friendly drag-and-drop pipelines. Every rating, price, and feature claim below is sourced from our October 2026 evaluation.

Dave Storey - Head of Research

Dave Storey Founder & Head of Research

Updated October 23, 2026 How We Evaluate

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The October 2026 Platform Roster

Human-Audited Pricing & Features
📄 Instant Scorecard Included: All vendor demo and trial links include a free copy of our CFO Vendor Evaluation Scorecard (.docx).
Best for Outbound CRM & Candidate Nurture
Lever logo

Lever

⭐️ 4.4/5 (1,800+)

Best for Built-in AI Candidate Sourcing
Workable logo

Workable

⭐️ 4.4/5 (800+)

Best for Budget SMB Unlimited Posting
JazzHR logo

JazzHR

⭐️ 4.4/5 (500+)

Applicant Tracking System Feature Matrix

A quick comparison of candidate sourcing and hiring workflows across top applicant tracking systems.

A quick comparison of candidate sourcing and hiring workflows across top applicant tracking systems.
Platform Core Specialty Best For Pricing Tier
Ashby Funnel analytics ATS, no recruiter seatsScaleups of 50 to 250From $400/mo by company size
Lever Outbound sourcing and nurture (LeverTRM)Mid-market talent teamsCustom annual quote
Greenhouse Structured hiring and interview kitsEnterprise TA with audit needsCustom annual quote
Workable SMB ATS with 200+ job-board postsSMB and early mid-marketStandard from $299/mo
Recruitee EU hiring with GDPR by defaultEU and multi-national SMBsLaunch from $199/mo
JazzHR SMB ATS with unlimited interviewer seatsUS small teamsFrom about $75/mo
Breezy HR Kanban pipeline with video screeningStartups that want a free tierFree, then about $157/mo

How to Evaluate Applicant Tracking System (ATS) Platforms in October 2026

Every ATS says it will make hiring faster. Here is what actually breaks after the demo: scorecards nobody fills in, seats that multiply, and reporting legal cannot use.

1

Structured Scorecards vs. Freeform Notes

Platforms like Ashby and Lever enforce structured, weighted scorecards across every interviewer, reducing bias and creating an auditable hiring record you can defend later. Freeform-notes-only tools are faster to set up but make it much harder to compare candidates objectively once you’re hiring at volume.

2

Candidate Sourcing CRM Integration

If outbound sourcing is a core part of your hiring motion, prioritize a platform with a built-in candidate CRM (Lever, Ashby) that lets you nurture silver-medalist candidates and re-engage past applicants, rather than tracking sourcing efforts in a separate spreadsheet or tool.

3

Headcount vs. Seat-Based Pricing

Some ATS platforms price by total employee headcount (a BambooHR-style model), while others price by active job openings or hiring-manager seats. Seat-based pricing can penalize you for looping in more interviewers; headcount-based pricing can get expensive fast as you scale, so model both against your actual hiring plan before committing.

All Applicant Tracking System Head-to-Head Comparisons

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