Best Applicant Tracking Software of 2026

Here's what we'll cover:

What you need to know about applicant tracking systems

What is an applicant tracking system?

Key features of applicant tracking systems

Benefits and competitive advantages of using an ATS

How to choose the best ATS for your business

Software related to ATS

More resources for your ATS journey

What you need to know about applicant tracking systems

An applicant tracking system (ATS) streamlines recruitment by organizing and managing job applications, allowing recruiters to efficiently track candidates and make informed hiring decisions. With features like candidate tracking, resume parsing, and job posting, an ATS enhances communication and collaboration, automates repetitive tasks, and provides insights to improve the candidate experience and hiring quality. In the past year, we've spoken to over 7,667 HR software buyers to help them find the right tool to support their hiring processes. [1]

Jenn Tardy, Founder, CEO, and diversity recruitment consultant [2], emphasizes how ATS software can significantly reduce the administrative burden on recruiters by automating repetitive tasks, especially when it comes with AI features: “The way in which AI is evolving is helping to eliminate the need for a lot of administrative tasks. This includes coordinating interview schedules, bringing candidates to the interview table, generating offer letters, and creating job descriptions.” 

To give you a sense of the market landscape, our site features over 550 ATS vendors, and we've published more than 6,600 reviews for ATS products just in the past year alone. [3] For businesses managing projects, the question isn't whether you need an ATS tool, but rather which system will best meet your needs.

In fact, our analysis of HR software buyers' interactions with our advisors highlights that applicant tracking functionality is among the top five features HR managers look for when selecting HR software.

Most ATS products on the market are priced on a per-month basis, and entry-level pricing plans average $117 per month for up to nine users, while mid-tier plans can cost $1,999 per month and can include from 10 to 99 users. [4]

First-time buyers should start their evaluation by considering their budget, the number of users, the volume of job applications, and necessary integrations. Engage with key stakeholders to compile a list of crucial questions to assess systems based on your requirements, such as:

• How does the software's workflow automation enhance and streamline your recruitment processes?

• To what extent can you customize candidate profiles and application forms to fit your unique hiring needs?

• How well does the system align with and support your overall recruiting strategy?

• Can the system seamlessly integrate with the existing tools and platforms your business currently uses in its recruitment efforts?

With so many vendors available, selecting the right ATS can be a challenging task. In this guide, you’ll learn about the features and benefits of ATS software and receive step-by-step guidance on choosing the right solution for your business. You can also reach out to schedule a consultation with any of our experienced ATS advisors.

What is an applicant tracking system?

Applicant tracking software (ATS) streamlines the recruitment process by centralizing the management of job applicants. It provides HR professionals and recruiters with a platform to organize, sort, and evaluate candidates efficiently, featuring capabilities such as resume parsing, candidate tracking, and job posting.

The main objective of an ATS is to improve hiring efficiency by automating repetitive tasks and offering insights for better hiring. It allows users to customize workflows, integrate with other HR tools, and enhance collaboration among hiring teams, ensuring a seamless recruitment process.

Key features of applicant tracking systems

When comparing ATS products to select the best system for your business, it's important to know what features you can expect to see. Some features, like candidate tracking, candidate profiles, job posting, and candidate sourcing, are core features that will be available in every ATS. Other features, such as application management, resume storage, interview scheduling, and workflow management, are commonly offered but may not come as standard with every vendor. Here’s a handy comparison to keep in mind:

Core ATS features

Common ATS features

Benefits and competitive advantages of using an ATS

Our analysis of over 6,600 user reviews highlights that recruitment management, candidate tracking, and hiring management are the top-rated benefits of applicant tracking software. These features directly address the core needs of recruitment by boosting the efficiency of the hiring process, fostering better collaboration among hiring teams, optimizing the use of time and resources, and providing a clear, organized view of candidate progress. 

• Streamlined recruitment management: It automates candidate tracking, communication, and workflow management. This, in turn, improves efficiency and engagement with candidates. Additionally, ATS platforms provide analytics and reporting tools, offering insights into recruitment metrics to support data-driven decision-making and optimize hiring strategies.

• Efficient candidate tracking: ATS tools optimize the hiring process by providing a platform for managing and tracking applicants throughout the recruitment cycle. This feature centralizes candidate information, facilitating easy navigation and updates, and supports seamless communication.

  • In fact, Jenn Tardy indicates the importance of candidate tracking in ensuring that qualified applicants are not lost in the recruitment process: “One of the biggest challenges that I used to experience as a recruiter is when you do have a really strong employment brand and you get tons of resumes coming in, how do you really give job seekers a fair chance without making them seem like they're going into this black hole where they never hear anything back.” [2] That is why a candidate tracking feature is key in an ATS.

• Improved hiring management: It supports the hiring process by providing customizable workflows and automation tools. This feature facilitates collaboration among hiring teams, and offers analytics for informed decision-making. By simplifying candidate management and reducing manual tasks, it helps companies deliver a smooth and effective hiring experience, which leads to higher quality hires.

How to choose the best ATS for your business

Step 1: Define your requirements

Start by identifying your specific requirements, such as the number of applications you receive and the intricacy of your recruitment processes. These needs will guide you in finding a system that matches your current hiring practices and supports your future recruitment objectives.

In addition, take into account the software's features, your budget, the extent of training needed, and any data migrations and integrations required. A frequently overlooked implementation cost is transferring data from existing systems like your HRIS or talent management suite to your preferred ATS tool.

What is the cost of an applicant tracking system?

The cost of ATS software can be challenging to generalize because it depends on factors that vary by buyer, such as the number of users, the specific features needed, and the volume of candidates processed.

On average, an entry-level subscription costs $177 and supports up to nine users. The mid-tier subscription price is around $1,999 and can include from 10 to 99 users. Pricing for high-end plans can average $2,822 for 100 or more users.

Be aware of potential drawbacks

While implementing an ATS can significantly improve your recruitment process, there are some potential challenges that can be mitigated with proper planning. Here are some key considerations:

• Initial setup and cost: Implementing an ATS can involve a considerable upfront investment of time and money, which may be daunting for smaller businesses. Without careful planning, the setup process can often lead to delays and increased costs.

• Complexity and user adoption: Some ATS solutions can be complex and overwhelming for new users, especially in smaller businesses without dedicated HR or IT support. Ensuring that all team members are comfortable using the system is crucial. Otherwise, the lack of an intuitive design or adequate training can lead to underutilization and inefficiencies, the exact opposite of what you hope to achieve by adopting an ATS in the first place.

• Customization and integration challenges: Some ATS platforms might lack the required customization to align with specific business processes, resulting in operational shortcomings. Furthermore, integrating the ATS with existing HR or recruitment tools can be complex, potentially creating data silos and necessitating manual data entry, which again hampers the effectiveness the software is intended to deliver.

• Over-reliance: Depending too heavily on an ATS can reduce a team's flexibility and adaptability. Automated processes might struggle with situations outside the system's workflows, diminishing problem-solving skills and making it hard to adapt to unexpected changes or opportunities.

While ATS platforms offer tools for candidate tracking, communication, and workflow management, it cannot independently make strategic hiring decisions or manage team dynamics. Effective recruitment still requires human oversight, judgment, and intervention to navigate complex situations.

Consider these integrations for your ATS

Applicant tracking systems are commonly integrated with HR software, recruiting software, and background check services, especially in environments where streamlined recruitment processes are crucial. For example, an ATS can connect with HR software to help businesses have a smooth transition from candidate to employee, while recruiting software integration supports candidate sourcing and management. Background check software integration allows the verification of candidate credentials. Combined, these integrations improve efficiency, minimize errors, and ensure a cohesive and effective hiring process.

Step 2: Make a shortlist of applicant tracking software

With the vast array of ATS software options available, choosing the best one for your business can be daunting; however, with the right resources and support, the process can become significantly more manageable.

Get qualified help from an advisor

At Software Advice, our advisors have extensive experience assisting HR managers in finding solutions that fit their specific needs and budgets. If you're seeking guidance, you can chat online with an advisor or arrange a phone call. Within minutes, your advisor will help you create a shortlist of options that meet your requirements.

To help you after your free consultation, check out After Your Advisor Call: 4 Tips To Keep Your Software Purchase on Track. 

Explore our list of project management FrontRunners

If you’re not ready to speak to an advisor just yet, you can also start compiling your shortlist of ATS with our FrontRunners report. Only products that earn top user ratings make this list. You can also check out our full methodology description for more details on how the report is compiled.

In addition, you can download a free comparison chart via The Ultimate Software Vendor Evaluation Guide. This guide and comparison chart will help you compare software evaluation criteria for each prospective vendor by tracking functionalities, training and support offerings, costs, and deployment options.

Step 3: Pick your best option

After refining your shortlist, the next step is to participate in vendor demos. These sessions provide an opportunity to explore features and ask questions, aiding in making a well-informed investment decision. Bear in mind that thorough preparation is crucial to fully benefit from these demos.

Preparing for vendor demos

Consider asking vendors the following questions during demos:

• How customizable is the ATS? Can it fit our specific recruitment workflows and processes?

Customization ensures that the ATS can be tailored to your unique recruitment needs, allowing for seamless integration into your existing processes and enhancing overall efficiency.

• What integrations are available with our current HR systems, job boards, and background check services? 

Understanding integration capabilities is crucial for maintaining a cohesive tech environment, reducing manual data entry, and ensuring smooth and accurate data flow between systems.

• Can you provide details on the training and support available post-implementation to ensure smooth adoption by our team? 

Comprehensive training and support are essential for equipping your team with the skills needed to effectively use the ATS. This helps minimize disruptions and promotes user acceptance.

• What reporting and analytics capabilities does the ATS offer to help us track recruitment metrics and make data-driven decisions? 

Robust reporting and analytics are vital for monitoring recruitment performance, enabling data-driven decisions that can optimize hiring strategies and improve recruitment outcomes.

Step 4: Successful implementation of the new ATS 

After selecting and signing a contract for a new ATS, the next step is the implementation process. Whether you’re transitioning from another ATS or moving away from spreadsheets, here are some key considerations to keep in mind:

Establish clear change management communication: Develop a communication plan detailing the implementation process, benefits, and workflow changes. Ensure all team members are informed about important dates, training sessions, and milestones. Transparent communication minimizes resistance and prepares the team for a smoother transition.

Provide training and change support: Organize hands-on training sessions for all users, covering both basic and advanced features that enhance efficiency. Clearly explain how the tool will affect workflows and set expectations for its use. Continuous support, including Q&A sessions, can facilitate adoption and mitigate resistance.

Start with a pilot project: Begin by implementing the ATS on a small-scale project to evaluate its performance and make necessary adjustments before a full rollout. Use this phase to gather feedback, address any issues, and refine your change management strategy. Highlighting successes and demonstrating improvements will encourage wider adoption across teams.

For more details on how to ensure a smooth transition, check out our guide, 5 Critical Steps to a Successful Software Implementation Plan.

Software related to ATS

Depending on the applicant tracking system you select, you might need to supplement certain features with additional software to support tasks like advanced candidate assessment, onboarding, or for specialized recruitment needs. Some types of software that are closely related to applicant tracking systems, but may or may not be included in your ATS, include:

• Human resources software: Often referred to as HR systems or human resource management systems (HRMS), these tools are designed to help organizations manage their human capital. They allow HR teams to oversee various essential functions, such as onboarding, employee benefits, attendance, payroll, and more.

• Performance management system software: Streamlines the process of evaluating employee performance, establishing new goals, and creating personalized development plans.

• Talent management solutions: Allows HR professionals to manage the entire employee lifecycle, from sourcing and hiring to management and development, with features for applicant tracking, performance management, and more.

• Job board software: Assists companies in promoting available positions both internally and externally. It can function as a standalone application or be integrated into the company's existing website.

• Recruiting software: Extends beyond applicant tracking needs to help recruiters manage job descriptions and searches, improve the candidate experience, perform background checks, conduct social recruiting, and more.

• Video interviewing software: Simplifies the recruitment process by removing the necessity for numerous in-person interviews by enabling seamless video interviews. Interviewers can also record these conversations for further assessment.

• Onboarding software: Helps businesses automate processes to turn new hires into full-fledged, productive employees.

• Reference check software: Simplifies and automates the process of soliciting, gathering, and verifying job references.

• Staffing agency software: Specializes in helping external recruiting and staffing agencies better manage clients, external career sites, and quickly fill roles with high-quality talent.

More resources for your ATS journey

A Guide to Applicant Tracking Software Pricing Models

5 Key Applicant Tracking Software Features And Top Products That Offer Them

HRIS vs. HRMS vs. HCM: What’s the difference?

About our contributors

Author

Bruno Peláez is a senior content analyst at Software Advice, covering the B2B software industry, with a current focus on the human resources and finance and accounting industries. His Software Advice research has been featured in various Spanish-speaking publications including El Economista (Mexico), Forbes México (Mexico), El Universal (Mexico), El Financiero (Mexico) and El Periódico (Spain), among others.

Bruno’s research and analysis is informed by more than 300,000 authentic user reviews on Software Advice and over 35,000 interactions between Software Advice software advisors and accounting or HR software buyers. Bruno also regularly analyzes market sentiment by conducting surveys of HR leaders and practitioners, as well as leaders in the finance and accounting space, so he can provide the most up-to-date and helpful information to small and midsize businesses purchasing software or services.

Bruno has been writing about consumer technology for almost two decades. He has a master's degree in digital arts, as well as professional experience in video production.

Editor

Mehar Luthra is a team lead at Software Advice and specializes in editing reports that cover the latest trends affecting small businesses. With nearly a decade of experience, she has edited a multitude of research articles, top-rated software reports, and thought leadership articles for diverse markets such as Brazil, Japan, Canada, France, Australia, and India. She finds it particularly rewarding to produce content that provides small-business owners with practical tips and helpful advice on topics such as the digitalisation of small businesses, eCommerce trends, and HR developments.

Armed with a double bachelor’s in law (LL.B.) and business economics from Delhi University, she won a full scholarship to study for a master’s in creative writing at the National University of Ireland, Galway. In addition, she has written blog articles spanning a variety of topics such as fiction and non-fiction books, mental health and anxiety, the latest restaurants, and more. Her articles have been featured in Ireland’s national magazine The Village, among other publications. A die-hard journaling fan, she enjoys watching psychological thrillers, reading fiction books, and drinking iced coffee (even in the winter).

Contributor

Jenn Tardy, founder and CEO of Jennifer Tardy Consulting, specializes in diversity recruiting, employee retention, and career coaching with over 14 years of experience. She has partnered with top organizations like SHRM and Harvard University. Named a 2020 LinkedIn Top Voice, Jenn is on a mission to universalize her Lived Experience Intelligence™ framework and normalize diversity recruiting practices to help organizations build more inclusive, equitable workplaces.

Sources

1. Software Advice advisor call notes: Findings are based on data from telephonic conversations that Software Advice’s advisor team had with small and midsize businesses seeking human resources tools. For this report, we analyzed phone interactions from January 31st, 2024, to January 31st, 2025. Read the complete methodology.

2. Jenn Tardy, LinkedIn.

3. Software Advice reviews data: Software Advice reviews are collected from verified users for individual software products. For this report, we analyzed reviews from the past year as of the production date. Read the complete methodology.

4. Only products with publicly available pricing information and qualified software products within the category are included in our pricing analyses. We summarize publicly available pricing sources, including vendor websites, beginning with the lowest monthly pricing (not considering annual discounts) for packages that include the core functionality for the software category. We also list pricing for more advanced packages (per user, when available) that include these core software feature(s). Individual software buyers’ specific feature needs may differ, and final pricing will vary.