Are you overwhelmed with unqualified or spam applicants? Frustrated by high costs when hiring for multiple locations? WizeHire might be leaving you feeling unsatisfied, especially with its limitations on fully customizing job listings and inconsistent candidate matching with DISC assessments. Perhaps it's time for a change. Explore WizeHire alternatives that offer more robust filtering tools, cost-effective pricing, and advanced customizability for your hiring needs.

WizeHire Alternatives

100Hires

Attract, interview & hire
the best candidates faster

Tony Urban, CEO at Deckrobot, 11-50 employees

Overall Rating

5/5

Likelihood to Recommend

10/10

I've front loaded all my recruiting needs to 100hires :) Very intuitive to use. I'm not an HR person, thus, for me it's crucial that the tool is straight-forward to use yet powerful! Additionally, I really like that publishing job at 100hires automatically promotes it and gets you additional candidate leads

Powerful Applicant Tracking System with G Suite integration

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100Hires

100Hires is a very popular ATS among small and mid-sized companies, it holds numerous G2 badges, including 'Leader' in Recruitment Marketing and Candidate Relationship Management, 'Most Implementable' for Small-Business and Mid-Market, and 'Best Usability' across multiple categories. Ready to experience 100Hires? Get a demo or start your free trial today to see how 100Hires can optimize your hiring process. For more information on plans and options, check out our pricing page.

G2 rating: 4.8/5 based on 831 reviews.

Capterra rating: 4.9/5 based on 742 reviews.

1. Increased Applicant Reach:

• Post to major job boards (Indeed, LinkedIn, Glassdoor, etc.) with a single click, expanding job visibility and attracting more top talent.
• Real-time tracking and analytics allow clients to monitor job posting performance and optimize recruitment strategies.

2. Streamlined Recruitment Process:

• Centralized candidate data with easy access to interaction history and candidate statuses.
• Reduces duplicate communication and enhances the candidate experience.

3. Time Savings with AI:

• AI-generated job descriptions, application forms, and interview questions reduce time spent on resume screening.
• AI-driven candidate ranking helps prioritize the best candidates quickly.

4. Automation for Efficiency:

• Integrated scheduling with Google or Outlook calendars, knockout questions, duplicate detection, and automated communications (notifications, follow-ups) reduce manual effort.
• Zapier integration allows seamless connectivity with third-party tools.

100Hires Pricing:

100Hires offers three pricing tiers: Start at $75/month (billed annually) for companies with minimal hiring needs, supporting up to 3 jobs and 1 user. The Advanced plan, at $199/month, includes unlimited jobs, candidates, and users, plus features like automated emails and a custom domain. The Pro plan, at $399/month, adds advanced sourcing tools, contact enrichment, and onboarding support, ideal for sourcing passive candidates.

Recooty

Recooty, founded in 2018, is an applicant tracking system based in India.

G2 rating: 4.7/5 based on 50 reviews.

Capterra rating: 4.9/5 based on 70 reviews.

Recooty's typical customers are primarily based in Nigeria (20.42%), India (18.5%), the United States (16.34%), Australia (6.47%), and Canada (5.81%). Key industries include Computer Software (25%), Information Technology and Services (18%), Telecommunications (8%), Internet (6%), and Staffing and Recruiting (5%).

According to G2, 63.3% of customers have fewer than 50 employees, and 36.7% have 51-1000 employees. Capterra reviews show 35.7% of customers with 11-50 employees, and smaller shares across other size categories.

Recooty Pricing:

Starter: $139/month, includes 10 active job posts, 10 users, and 3 locations, with AI recruiting, branded careers page, and applicant tracking.
Growth: $209/month, for growing teams with 20 job posts, 50 users, 10 locations, and additional features like resume parsing and data exports.
Business: $279/month, supports 50 job posts, 100 users, 20 locations, and includes API support, custom domain, priority support, and account onboarding.
All plans offer a 15-day free trial, with an annual option saving up to 28%.

Recooty Pros:

• Ease of Use and User-Friendly Interface (mentioned 27 times): Users appreciate Recooty’s straightforward navigation, clean design, and user-friendly interface, making it easy to post jobs, manage candidates, and complete recruitment tasks efficiently.
• Efficient Job Posting and Integration (mentioned 21 times): Recooty’s ability to quickly post jobs on multiple job boards, including integration with company websites, simplifies job distribution and ensures visibility, especially with listings appearing on Google.
• Streamlined Candidate Management (mentioned 18 times): Recooty effectively organizes candidate applications, tracks progress, and reduces the manual workload involved in recruitment, with users noting how it has improved their recruitment flow.

Recooty Cons:

• Limited Mobile App Availability (mentioned 13 times): Users expressed a need for a dedicated mobile application to facilitate recruitment processes on the go, which would enhance accessibility and usability.
• Limited Features on Basic Plan (mentioned 9 times): The Basic plan restricts functionality, particularly for teams with multiple users or those needing data export capabilities, leading to limitations in usage.
• Limited Integration Capabilities (mentioned 8 times): Recooty’s lack of integrations with communication tools like Zoom or Teams and limited social media options restricts its utility in interview scheduling and candidate engagement.
• Incomplete Job Board Posting (mentioned 7 times): Some users noted that job postings did not always appear on major job boards like Indeed and Glassdoor, which reduced their job ad visibility.
• Reporting and Analytics Could Be Improved (mentioned 6 times): The reports feature was mentioned as basic, with users hoping for more detailed insights and customization options for better recruitment tracking.
• Credits System for Candidate Viewing (mentioned 5 times): Some users found the use of credits to view candidate details frustrating, especially during free trials, as it limited their ability to fully evaluate the tool’s effectiveness.
• Pricing Concerns (mentioned 4 times): A few users felt that Recooty's price point was somewhat high, though many still found it valuable for the features offered.
• Feature Flexibility (mentioned 3 times): Some users desired greater customization options, particularly in tailoring fields or adjusting the interface to better suit their organization’s needs.
• Occasional Dashboard or System Lag (mentioned 3 times): A few users experienced minor lag or dashboard issues but did not find these to be major hindrances.
• Lack of Meeting Scheduling and Communication Tracking (mentioned 3 times): Users highlighted the need for built-in meeting scheduling and resume-forwarding options to further streamline communication and recruitment management.

VIVAHR

VIVAHR, founded in 2016, is an applicant tracking system.

G2 rating: 4.7/5 based on 66 reviews.

Capterra rating: 4.9/5 based on 69 reviews.

VIVAHR's typical customers are primarily based in the United States (58.3%), with smaller shares in the United Kingdom (5.3%), Canada (4.53%), Sweden (3.38%), and Australia (3.18%). Key industries include Marketing and Advertising (15%), Construction (12%), Human Resources (9%), Real Estate (7%), and Hospital & Health Care (4%).

According to G2, 73.3% of customers have fewer than 50 employees, and 26.7% have 51-1000 employees. Capterra reviews show 50% of customers with 11-50 employees, and smaller shares across other size categories.

VIVAHR Pricing:

Standard: $129/month, with 5 active job postings, 1 location, and 1 user, includes candidate automations, onboarding support, and integrations.
Growth: $199/month, supports unlimited job postings, locations, and users, plus a customizable pipeline and dedicated phone support.
Premier: $349/month, adds AI recruiting tools, eSignatures, custom permissions, text messaging, HRIS integrations, and referral tracking.
All plans offer a free trial, and annual billing saves up to 42%.

VIVAHR Pros:

• Ease of Use and Intuitive Interface (mentioned 12 times): VIVAHR is praised for its simplicity and user-friendly design, allowing users to quickly navigate, post jobs, and manage candidates with minimal learning curve.
• Customer Support and Responsiveness (mentioned 10 times): Users consistently highlight the excellent, quick, and proactive customer support, which assists with setup, troubleshooting, and feature guidance.
• Multi-platform Job Posting (mentioned 9 times): VIVAHR enables job postings to multiple platforms simultaneously, saving time and expanding reach, which users find very beneficial for sourcing.

VIVAHR Cons:

• Delayed Job Postings on External Job Boards (mentioned 6 times): Users reported delays in job postings to external boards, especially when trying to post close to the weekend, which can lead to missed applicant windows.
• Lack of Certain Features and Automations (mentioned 5 times): Users would like additional features like asynchronous video interviews, CRM-like contact management, and automation for email responses and moving candidates through hiring stages.
• Issues with Candidate Response Rates (mentioned 5 times): Candidates often do not respond to messages, leading to low communication rates and impacting recruitment efficiency.
• Navigational and Interface Challenges (mentioned 4 times): Some users find the interface slightly clunky, particularly when managing disqualified applicants or navigating the candidate pipeline.
• Limited Customization for Careers Pages (mentioned 4 times): Users expressed a desire for more customizable careers page options, with some preferring to use their own pages over VIVAHR’s default setup.
• Reporting Limitations (mentioned 3 times): Users noted that the reporting functionality could be more robust, with requests for greater metrics and data tracking options.
• Complicated Steps in Job Posting Process (mentioned 3 times): The process of posting a job involves several steps that some users feel could be streamlined into a step-by-step guide.
• Inconsistent or Missing Candidate Information (mentioned 3 times): Some applications come through without essential information, such as resumes, causing frustration and requiring additional follow-up.
• Pricing Concerns for Added Features (mentioned 3 times): Users noted that while VIVAHR is reasonably priced, some features require additional costs, which adds up for businesses with high hiring needs.
• Need for a Mobile App (mentioned 2 times): A few users suggested that a dedicated mobile app would be beneficial, allowing for easier access and candidate management on the go.

Occupop

Occupop, founded in 2016, is an applicant tracking system based in Ireland.

G2 rating: 4.6/5 based on 78 reviews.

Capterra rating: 4.5/5 based on 82 reviews.

Occupop's typical customers are primarily based in Ireland (55.43%), with smaller shares in the United Kingdom (14.37%), the United States (5.51%), Italy (3.85%), and Nigeria (3.49%). Key industries include Hospital & Health Care (14%), Hospitality (13%), Health, Wellness and Fitness (6%), Medical Practice (5%), and Construction (5%).

According to G2, 83.3% of customers have 51-1000 employees, 10% have fewer than 50 employees, and 6.7% have more than 1000. Capterra reviews show 28% of customers with 51-200 employees, and smaller shares across other size categories.

Occupop Pricing:

Occupop offers four plans, all on a 12-month subscription:

Build: $386/month, includes job posting, applicant tracking, AI CV scoring, and interview scheduling.
Grow: $668/month, adds interview scorecards, calendar integrations, conference links, and e-signatures.
Scale: $1,108/month, includes job requisition workflows, D&I reporting, unlimited e-signatures, and optional HRIS integration and multiple brand profiles.
Custom: Contact for pricing, with launch management, onboarding, and advanced compliance features.
Plans are tailored from basic hiring tools to comprehensive recruitment management for larger teams.

Occupop Pros:

• Ease of Use and User-Friendly Interface (mentioned 14 times): Users consistently highlight Occupop’s intuitive, straightforward interface that makes it easy to navigate and train new users.
• Streamlined Recruitment Process (mentioned 10 times): Occupop simplifies the recruitment workflow, including job posting, candidate tracking, and scheduling, saving time and reducing administrative burden.
• Effective Job Posting and Integration with Job Boards (mentioned 8 times): Occupop enables posting to multiple job boards and social media platforms simultaneously, increasing job ad reach and speeding up the hiring process.

Occupop Cons:

• Slow Load Times and Navigation (mentioned 7 times): Users find Occupop can be slow, particularly when loading roles with many candidates, navigating between profiles, or moving through applications.
• Limited Reporting and Data Export (mentioned 6 times): The reporting features are often described as insufficient, with users desiring more detailed, exportable, and job-specific data.
• Filtering and Screening Limitations (mentioned 6 times): Occupop lacks certain screening capabilities, such as filtering out international candidates without work permits or flagging duplicate applications, leading to time spent on unsuitable candidates.
• Interview Scheduling Limitations (mentioned 5 times): Users report difficulty scheduling multiple interviews at once, limited Outlook calendar integration, and a lack of flexibility in adjusting interview participants.
• Need for Enhanced Customization (mentioned 4 times): Users would like more customization options, such as personalizing the dashboard, adding company-specific fields, or cloning job ads for easier reposting.
• Candidate Profile and Workflow Issues (mentioned 4 times): Users note that comments don’t link to specific jobs, and previously rejected candidates aren’t clearly flagged, making it harder to track candidate history effectively.
• Inconsistent Formatting for Job Advertisements (mentioned 3 times): Formatting job ads within Occupop can be challenging, with issues like changing font sizes and losing bullet points when copying text.
• Limited Integration Options (mentioned 3 times): Users desire broader integrations with external HR systems, payroll, and additional job boards to streamline workflows.
• No Bulk Actions for Candidate Management (mentioned 3 times): Occupop’s lack of bulk selection for tasks like rejection emails or CV review forces users to handle high volumes of candidates individually.
• Inconsistent CV Scoring and Candidate Visibility (mentioned 3 times): The CV scoring feature could be more precise, and users wish for clearer visibility of candidate suitability in the initial screening stages without opening each profile.

CareerPlug

CareerPlug, founded in 2007, is an applicant tracking system.

G2 rating: 4.7/5 based on 78 reviews.

Capterra rating: 4.7/5 based on 97 reviews.

CareerPlug's typical customers are primarily based in the United States (93.71%), with smaller shares in Canada (3.15%), Spain (0.51%), Bangladesh (0.43%), and Italy (0.33%). Key industries include Insurance (20%), Retail (10%), Construction (9%), Medical Practice (9%), and Consumer Services (6%).

According to G2, 70% of customers have fewer than 50 employees, and 30% have 51-1000 employees. Capterra reviews show 25.8% of customers with 1-10 employees, with smaller shares across other size categories.

CareerPlug Pricing:

CareerPlug offers pricing that starts at $50 per location per month, with a Premium plan available at $100 per month, making it a cost-effective solution for various business sizes. The company provides a free 14-day trial for most clients and a 30-day money-back guarantee if you're not satisfied with the software. Pricing may vary depending on partnerships with franchise networks or associations, and interested businesses can fill out a demo form to receive a customized quote.

CareerPlug Pros:

• Ease of Use and User-Friendly Interface (mentioned 18 times): CareerPlug is praised for its intuitive, straightforward design, which makes it easy to navigate, manage candidates, and track the hiring process without extensive training.
• Effective Customer Support (mentioned 15 times): Users highlight CareerPlug's responsive and helpful customer support, which assists with setup, answers questions promptly, and provides guidance on maximizing the tool's features.
• Streamlined Hiring and Onboarding Process (mentioned 12 times): CareerPlug automates and simplifies the recruitment and onboarding process, allowing users to manage job postings, track applications, and onboard new hires efficiently.

CareerPlug Cons:

• Limited Mass Messaging and ""Maybe"" Functionality (mentioned 5 times): Users would like to see more mass messaging options and a “maybe” function to manage candidates, which would streamline handling multiple applicants.
• Initial Setup Complexity and Learning Curve (mentioned 5 times): While generally easy to use, some users found the initial setup challenging, requiring significant effort to configure the system according to their needs.
• Navigation and User Interface Improvements Needed (mentioned 4 times): Some users find certain functions and settings buried within the interface, making it time-consuming to locate and use certain features.
• Limited Customization for Multi-Unit or Franchise Use (mentioned 3 times): Users managing multiple locations would appreciate more seamless, centralized management options without per-location fees.
• Issues with Scheduling and Interview Management (mentioned 3 times): Candidates can reschedule interviews independently, which can be inconvenient for users who prefer manager approval for such changes.
• Reporting Challenges (mentioned 3 times): Users find the reporting system less intuitive, preferring real-time report generation over emailed reports for instant access.
• Lack of International and Location Filtering (mentioned 2 times): CareerPlug lacks certain filtering options to limit candidates by location or for international hiring, which affects some users’ recruitment scope.
• Limited Spanish Language Support (mentioned 2 times): Users recruiting bilingual or Spanish-speaking employees would benefit from a Spanish language option in the interface.
• Minor Technical Issues and Server Downtime (mentioned 2 times): Occasional delays or server issues can impact functionality, although users note that these are typically resolved quickly.
• No Mobile App or Improved Mobile Functionality (mentioned 2 times): Users have expressed interest in a mobile app for easier access on the go, though mobile-optimized elements are generally available.

Elevatus

Elevatus, founded in 2019, is an applicant tracking system based in Jordan that raised $10.5 million.

G2 rating: 5/5 based on 3 reviews.

Capterra rating: 4.8/5 based on 77 reviews.

Elevatus's typical customers are primarily based in Saudi Arabia (64.29%), with smaller shares in the United States (4.29%), France (2.76%), Egypt (2.5%), and the United Kingdom (2.29%). Key industries include Hospital & Health Care (13%), Information Technology and Services (10%), Food & Beverages (8%), Financial Services (6%), and Telecommunications (5%).

According to G2, 66.7% of customers have more than 1000 employees, and 33.3% have 51-1000 employees. Capterra reviews show 26% of customers with 51-200 employees, with smaller shares across other size categories.

Elevatus Pricing:

Elevatus EVA-REC offers paid subscriptions starting at $143 per month, with a free trial available for users to test the software before committing to a subscription. Pricing is based on a per-feature model.

Elevatus Pros:

• User-Friendly Interface and Ease of Use (mentioned 15 times): Users appreciate Elevatus for its intuitive, user-friendly interface, making it easy to navigate and manage the hiring process without extensive training.
• Efficient Candidate Management and Centralized Tracking (mentioned 12 times): The platform centralizes candidate information, enabling users to track candidates seamlessly through all stages of the hiring process in one place.
• AI-Driven Screening and Automation (mentioned 10 times): Elevatus leverages AI to screen and rank candidates, automating repetitive tasks, which saves time and allows hiring managers to focus on high-priority activities.

Elevatus Cons:

• Limited Reporting and Analytics Capabilities (mentioned 4 times): Users desire more dynamic and robust reporting features, especially in terms of business intelligence insights and detailed analytics.
• Lacks Full AI and Data Mining Potential (mentioned 3 times): Some users feel the tool could further develop its AI features, such as advanced data mining and digital footprint analysis, to compete with other solutions.
• Minor Technical Issues and Errors (mentioned 3 times): Occasionally, users encounter small errors, particularly in specific stages like video assessments, though these are generally resolved quickly.
• Slight Learning Curve for New Users (mentioned 3 times): Beginners may find it slightly challenging to use certain features initially; however, support is available to help with onboarding.
• Desire for More Candidate Tracking History (mentioned 2 times): Users would appreciate a feature that retains historical records of the candidate stages for improved tracking.
• Need for Additional Language Options (mentioned 2 times): While Elevatus supports several languages, some users would like additional languages, such as Hungarian.
• Small User Interface Elements (mentioned 2 times): Some users find the icons and font size too small, making it slightly challenging to read.
• Lacks Flexibility in Search Options (mentioned 2 times): Users would like enhanced search functionality, such as more flexible keyword or word search options.
• Initial Limited Branding Customization (Since Resolved) (mentioned 1 time): Some users initially wanted more branding options, which were later added by the Elevatus team.
• No Significant Cons Noted (mentioned 12 times): Many users report no significant cons, finding the system highly effective and intuitive, often exceeding their expectations.

KeldairHR

KeldairHR, founded in 2007, is an applicant tracking system.

G2 rating: /5 based on reviews.

Capterra rating: 4.6/5 based on 125 reviews.

KeldairHR's typical customers are entirely based in the United States. Key industries include Medical Practice (45%), Philanthropy (11%), Electrical/Electronic Manufacturing (9%), Construction (5%), and Hospital & Health Care (5%).

Company size distribution from Capterra reviews shows that 8.8% of customers with 51-200 employees, with smaller shares across other size categories.

KeldairHR Pricing:

KeldairHR charges based on the number of open job positions, offering unlimited users, core features, applicants, and storage. Pricing starts at $299/month for up to 5 open jobs, $499/month for 10, $799/month for 20, and $1,049/month for 30, with an annual agreement. For more than 30 open jobs, custom pricing is available.

KeldairHR Pros:

• Ease of Use and User-Friendly Interface (mentioned 6 times): Users appreciate the intuitive and user-friendly design of KeldairHR, making it easy for both HR professionals and hiring managers to navigate and use the system effectively.
• Customizable Virtual Interview and Screening Tools (mentioned 5 times): Users enjoy the customizable pre-interview questions and virtual interview options, which allow them to evaluate candidates before the in-person interview stage.
• Time-Saving Capabilities (mentioned 4 times): The tool is highly valued for its efficiency in filtering unqualified applicants, which saves considerable time in the hiring process.

KeldairHR Cons:

• Time-Consuming Job Creation Process (mentioned 2 times): Users find it takes significant time to create new jobs in the system, which can be a challenge, especially for new managers or employees unfamiliar with the process.
• Lack of Detailed Reporting (mentioned 1 time): Some users would appreciate more comprehensive and detailed reporting options within the system.
• Resume Auto-Parsing Limitations (mentioned 1 time): Users are looking forward to updates that will automatically parse resumes to fill in work history, which is currently a manual task.
• Technical Issues Due to Cache and Cookies (mentioned 1 time): Applicants can encounter technical problems if cache and cookies are not cleared on their computers, which disrupts their experience.
• Occasional Data Processing Issues (mentioned 1 time): Users report intermittent data processing problems, though support is quick and thorough in resolving these issues.
• Responsive but Awaited Updates (mentioned 1 time): While KeldairHR is responsive to feedback, users are eager for specific improvements, particularly with resume auto-parsing.
• None Noted (mentioned several times): Multiple responses did not note any significant dislikes, indicating satisfaction with the product overall.

ATSOnDemand

ATSOnDemand, founded in 2002, is an applicant tracking system.

G2 rating: 5/5 based on 2 reviews.

Capterra rating: 4.2/5 based on 65 reviews.

ATSOnDemand's typical customers are primarily based in the United States (98.26%), with smaller shares in Canada (0.84%), India (0.72%), Brazil (0.14%), and Mexico (0.04%). Key industries include Banking (12%), Hospital & Health Care (8%), Non-Profit Organization Management (8%), Philanthropy (8%), and Primary/Secondary Education (6%).

According to G2, 50% of customers have fewer than 50 employees, and 50% have more than 1000. Capterra reviews show 18.5% having 51-200 employees, with smaller shares across other size categories.

ATSOnDemand Pricing:

ATS OnDemand is a cloud-based Applicant Tracking System that operates on a ""Pay As You Grow"" model, with a starting price of $1.00 per month. While a free trial is available for users to test the software, there is no free version offered.

ATSOnDemand Pros:

• Ease of Use and Navigation (mentioned 9 times): Users appreciate ATS OnDemand's straightforward interface, making it simple to post jobs, track applicants, and navigate the system efficiently.
• Effective Customer Support (mentioned 8 times): The responsive and helpful customer service team is highly valued, with users noting quick resolutions and assistance.
• Customization Options (mentioned 7 times): The tool's customization features are well-regarded, allowing adjustments in job postings, workflows, and templates to suit specific organizational needs.

ATSOnDemand Cons:

• Difficult Reporting Configuration (mentioned 6 times): Users find the reporting feature challenging to configure for custom reports, requiring a high level of technical skill for non-standard reporting needs.
• Onboarding Process Issues (mentioned 5 times): The onboarding tool is difficult to use, with outdated fields and unnecessary steps, making it cumbersome to transfer candidates to onboarding after hiring.
• Clunky Scheduling Feature (mentioned 3 times): Users report that the scheduling tool feels awkward to use and could benefit from refinements to improve ease and reliability.
• Complexity Due to High Customization (mentioned 3 times): While customization options are appreciated, they can make the tool feel cluttered and overwhelming, especially for users who do not need all available options.
• Lack of CRM Functionality (mentioned 2 times): The absence of a CRM component makes it difficult for users who manage candidate pipelines, limiting the tool's usefulness for ongoing candidate engagement.
• Inadequate Calendar Integration (mentioned 2 times): The lack of seamless calendar integration, especially with Outlook, frustrates users who need to schedule efficiently and manage appointments.
• Difficult to Update Candidate Information in Bulk (mentioned 2 times): Users find it time-consuming to update candidate information or modify questions in bulk, increasing the effort needed to make system-wide changes.
• Steep Learning Curve (mentioned 2 times): The system requires a significant time investment and multiple training sessions to fully understand and use all functionalities effectively.
• Outdated Technology and Interface (mentioned 2 times): Some users feel the interface is outdated and not intuitive, leading to a longer time to complete simple tasks.
• Overwhelming Portal for Newcomers (mentioned 2 times): The portal can appear overwhelming and disorganized, especially for new users, making initial navigation and usage challenging.

Softgarden

Softgarden, founded in 2001, is an applicant tracking system based in Germany that raised €3 million, acquired absence.io, and was acquired by Grupa Pracuj.

G2 rating: 4.6/5 based on 4 reviews.

Capterra rating: 4.6/5 based on 121 reviews.

Softgarden's typical customers are primarily based in Germany (64.81%), with smaller shares in Switzerland (10.58%), the United States (5.54%), Austria (3.9%), and the United Kingdom (3.56%). Key industries include Information Technology and Services (13%), Wholesale (5%), Renewables & Environment (5%), Electrical/Electronic Manufacturing (4%), and Health, Wellness and Fitness (4%).

According to G2, 50% of customers have 51-1000 employees, 25% have fewer than 50 employees, and 25% have more than 1000. Capterra reviews show 28.9% of customers with 51-200 employees, with smaller shares across other size categories.

Softgarden Pricing:

Softgarden offers pricing starting from €99 per month, suitable for companies of all sizes and industries. They provide a Talent Acquisition Suite with a 14-day free trial available for new users. Based on recent analysis, Softgarden's pricing can also start at $74, with options for annual, monthly, or quote-based billing.

Softgarden Pros:

• User-Friendly Interface and Easy Navigation (mentioned 15 times): Users appreciate softgarden’s intuitive and simple interface, which is easy for both frequent and occasional users to navigate without extensive training.
• Excellent Customer Support (mentioned 12 times): The customer service team is praised for being responsive, friendly, and effective, resolving issues quickly through live chat, email, and personal support.
• Efficient Recruitment Workflow and Automation (mentioned 10 times): softgarden helps streamline recruitment processes by automating tasks like resume parsing, email notifications, and application tracking, saving users considerable time.

Softgarden Cons:

• Limited Customization of Templates and Layouts (mentioned 8 times): Users report limitations in customizing email templates, job ad layouts, and macros, often requiring additional support or costs for personalized features.
• High Costs for Certain Features (mentioned 7 times): Some users find the pricing structure expensive, especially for basic upgrades and specific functionalities that may not justify the additional cost.
• User Interface and Navigation Challenges (mentioned 6 times): The interface can be initially complex, with some functions and settings feeling hidden or unintuitive, though users adapt with time and customer support assistance.
• Inconsistent Email Functionality (mentioned 5 times): The email functionality, including sending emails directly from the system and managing email templates, is seen as less intuitive and could be improved.
• Workflow and Automation Limitations (mentioned 5 times): Users desire more flexibility in workflows, including adding or editing steps in recruitment processes, especially when deviating from standard flows.
• Limited Filtering and Search Options (mentioned 4 times): Users would like more filtering and search capabilities, particularly for navigating rejected candidates or finding specific jobs efficiently.
• Technical Issues and Frequent Updates (mentioned 4 times): Occasional technical problems and frequent updates requiring adjustments are noted, which can impact smooth usage.
• Basic Reporting and Data Transparency (mentioned 3 times): The reporting features could be more transparent and robust, with comparative values and clearer data extraction options for custom analysis.
• Incomplete Integration of All Functions in the Mobile App (mentioned 3 times): Some functionalities available on the web version, like specific data viewing and processing options, are not fully supported on the mobile app.
• Limited Candidate Management Features (mentioned 2 times): Users mention a lack of more advanced candidate management options, such as tagging and transferring candidates directly to talent pools or accounting tools.

Recruiterbox (Trakstar Hire)

Recruiterbox, founded in 2010, is an applicant tracking system based in India that was acquired by Turn/River Capital.

G2 rating: 4.3/5 based on 189 reviews.

Capterra rating: 4.6/5 based on 189 reviews.

Recruiterbox's typical customers are primarily based in the United States (41.64%), with smaller shares in India (27.54%), Bangladesh (16.89%), Canada (5.22%), and the United Kingdom (2.71%). Key industries include Information Technology and Services (15%), Computer Software (8%), Staffing and Recruiting (8%), Hospital & Health Care (8%), and Marketing and Advertising (6%).

According to G2, 62% of customers have 51-1000 employees, 32% have fewer than 50 employees, and 6% have more than 1000. Capterra reviews show 28% of customers with 51-200 employees, and smaller shares across other size categories.

Recruiterbox (Trakstar Hire) Pricing:

Trakstar Hire (formerly Recruiterbox) offers three annual subscription plans: Starter at $199 per month, Pro at $279 per month, and Pro Plus at $309 per month. All plans include unlimited job openings, customizable workflows, and basic to advanced reporting features, with the Pro and Pro Plus tiers adding tools for social media integration, background checks, and HRIS integrations. Trakstar Hire pricing scales based on company size and number of job postings, with enterprise options available for larger recruiting teams, although these come with higher costs and potentially expensive implementation.

Recruiterbox (Trakstar Hire) Pros:

• User-Friendly Interface (mentioned 13 times): Users appreciate the intuitive and easy-to-navigate interface, making it accessible for users with varying levels of technical skills.
• Efficient Candidate Management (mentioned 12 times): The platform is praised for its ability to organize and track candidates efficiently, facilitating a streamlined hiring process.
• Excellent Customer Support (mentioned 11 times): Recruiterbox's responsive and helpful customer support team is frequently highlighted as a significant advantage.

Recruiterbox (Trakstar Hire) Cons:

• Learning Curve and Usability Issues (mentioned 5 times): Some users find the platform has a steep learning curve and can be challenging to navigate, especially for larger teams with varying technology experience.
• Limited Reporting and Analytics (mentioned 4 times): Users desire more robust reporting features and advanced analytics for generating insights.
• Integration Limitations (mentioned 3 times): There are challenges with integrating Recruiterbox with other software and platforms, particularly with email syncing and job posting sites.
• Limited Customization and Flexibility (mentioned 3 times): Users note a lack of flexibility in customizing the platform to fit specific hiring processes and the need for more comprehensive customization options.
• User Interface and Experience (mentioned 3 times): The user interface and experience are considered outdated by some, with suggestions for a more modern and intuitive design.
• Communication and Feedback Submission (mentioned 2 times): The process for submitting feedback and viewing comments from other committee members is seen as cumbersome.
• Mobile Accessibility (mentioned 2 times): The absence of a mobile app or mobile-friendly design is noted as a drawback, limiting access for users on the go.
• Email Management and Notifications (mentioned 2 times): Issues with email formatting and the management of email communications within the platform are highlighted.
• Candidate Management and Duplication (mentioned 2 times): Users express concerns about managing duplicate candidate profiles and the desire for better mechanisms to handle repeated applications.
• Price and Value (mentioned 1 time): While not a widespread concern, at least one user mentioned the pricing model as a potential barrier, especially for smaller teams or businesses.

HiringThing

HiringThing, founded in 2012, is an applicant tracking system that raised $5.5 million.

G2 rating: 4.5/5 based on 28 reviews.

Capterra rating: 4.5/5 based on 91 reviews.

HiringThing's typical customers are primarily based in the United States (85.65%), with smaller shares in India (3.39%), the United Kingdom (2.82%), Canada (2.23%), and Egypt (1.67%). Key industries include Information Technology and Services (11%), Human Resources (11%), Transportation/Trucking/Railroad (7%), Staffing and Recruiting (7%), and Health, Wellness and Fitness (4%).

According to G2, 50% of customers have fewer than 50 employees, 42.9% have 51-1000 employees, and 7.1% have more than 1000.

HiringThing Pricing:

HiringThing offers flexible pricing options starting at $22 per month for its services. The basic plans include a Start Plan at $27 per month for up to 2 active jobs, a Standard Plan at $90 per month for up to 5 active jobs, an Evolve Plan at $160 per month for up to 10 active jobs, and a Pro Plan at $310 per month for up to 30 active jobs. Additionally, HiringThing provides a free trial and a month free with annual subscriptions, but no free version is available.

HiringThing Pros:

• Ease of Use and User-Friendly Interface (mentioned 29 times): Users appreciate the intuitive design and simplicity of HiringThing, making it easy for both recruiters and hiring managers to learn and navigate without extensive training.
• Effective Customer Support (mentioned 21 times): The responsive and proactive customer service team is highly valued, with users noting fast replies and helpful guidance through various support channels.
• All-in-One Recruitment Platform (mentioned 18 times): Users find value in the centralized platform that consolidates all recruiting tasks, from posting jobs to managing applicants, into one accessible system.

HiringThing Cons:

• Limited Job Board Integration and Relevance (mentioned 11 times): Users find the job posting capabilities restrictive, especially for niche boards, and desire more flexibility in targeting industry-specific platforms.
• Issues with Integrations (mentioned 10 times): Users report integration challenges with other software, such as HRIS systems and scheduling tools like Microsoft Teams, which results in extra work.
• Simplistic Design and Limited Customization (mentioned 8 times): Some users feel the interface is too basic, with limited customization options, especially in email templates, dashboards, and branding.
• Scheduling and Calendar Limitations (mentioned 7 times): The scheduling feature is seen as insufficient, particularly for multi-person interviews, leading users to rely on external calendar tools.
• Email and Notification Overload (mentioned 6 times): Users cite frequent, unnecessary email updates as overwhelming and wish for more control over notification settings.
• Challenges with Candidate Tracking and Duplication (mentioned 6 times): Users struggle with tracking candidates who apply to multiple positions, with no efficient system to manage these duplicates.
• Slow Updates and System Performance Issues (mentioned 5 times): Some users note that new applicants may take time to appear in searches, and certain functionalities could be slow or prone to issues.
• Lack of Advanced Reporting and Analytics (mentioned 5 times): The platform’s analytics and reporting capabilities are seen as limited, especially for users needing more in-depth insights or demographic tracking.
• Weak Search and Filtering Capabilities (mentioned 4 times): Users find it difficult to search and filter candidates effectively, particularly in larger applicant pools.
• High Cost for Additional Features (mentioned 3 times): Some users feel that additional costs for features or higher-tier plans are excessive for smaller companies, making the tool less economical.