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Struggling to keep up with top candidates? Your applicant tracking system might be the problem.
With the ATS market expected to hit $2.99 billion by the end of 2025 – more than double its size in 2020 – it is clear that the recruitment teams can’t afford to choose the wrong tool.
To compete in 2025, you need a hiring software that’s fast, intelligent, and built to support real recruiting workflows.
Our recruiters went hands-on with 5 of the top ATS tools to help you figure out which one actually delivers, without slowing your team down.
So, if you’re looking for an honest comparison between the top ATS with the best candidate experience in 2025 (yes, the ones that do resume parsing, automate tasks, and keep things compliant), you’re in the right place.
Key Trends Shaping ATS Tools in 2025
Gone are the days when ATS tools were all about simple resume storage databases. The top hiring CRMs in 2025 are full-blown hiring intelligence hubs. If you’re looking at upgrading or choosing a HR software this year, here are the ATS trends that matter most.
- AI-powered Screening: AI and automation are the top ATS trends in 2025. They have made filtering resumes, ranking candidates, and even predicting jobs fit a breeze for the recruiters.
- ATS + CRM Combined Features: Modern hiring tools are blending ATS and CRM into one platform. Building long-term talents pipelines has never been easier.
- Seamless Integrations: IT teams are going easy on migraine medication with the trending ATS integrations. Yes, you can easily integrate the top applicant tracking systems to emails, skill assessments, chatbots, calendars and Slack.
- Duplicate Reductions: Are you tired of double outreach issues? Top platforms now use different parameters to detect and eliminate resume duplicates across sources in real time.
- DEI by Design: The anonymized resumes, bias detection, and real-time diversity dashboards are the core features of the top ATS platforms in 2025. The result? Better hiring outcomes and stronger compliance with regulations like EEO and GDPR.
What Features Should You Consider When Choosing an ATS in 2025?
2025 brings a boost in the recruitment market. Companies are retaining the top talent faster than ever – all thanks to the AI-powered ATS systems. Thanks to smarter, AI-driven ATS tools. But that’s where things get tricky, especially for first-time buyers. “How to choose an ATS that helps them have the best team onboard with hundreds of ATS platforms claiming to be “the best”?”
We’ve narrowed it down to the features that truly drive better hires for our recruiters. In fact, these features are the base of our comparison criteria for this article.
- User-friendly Interface: The straightforward and user-friendly interfaces make an ATS tool ideal for both the candidates and the recuiters.
- Integrations: You can’t have 10 tabs open to manage workflow for the same task. So, you have to look if your ATS tool under consideration smoothly integrates with other hiring tools and platforms. It helps you post jobs and track responses from different job boards with just one click.
- Analytics: Filling into the manual spreadsheets like it’s the 2000s can never help you outperform in 2025. The best ATS platforms go beyond basic reporting to deliver real-time insights on the candidate sourcing and recruitment.
- AI and Automation: 79% organizations have already integrated AI into their systems – you can choose to ignore it only if you are ready to stay behind.
- Mobile Accessibility: Over 65% candidates submit job applications via mobile phone in 2025. Hence, mobile accessibility is the top feature of the best applicant tracking systems.
- Workflow Customization: While automation is the future, you can’t let go of the control. Every job has different requirements and you need an ATS with a customizable workflow to go a long way.
- Security Compliance: Security can’t be an afterthought when you’re handling sensitive candidate and company data daily. Thus, ensure that your ATS supports GDPR, EEO, and OFCCP compliance out of the box. Moreover, ask your vendor about SOC 2 certification if you’re dealing with high-volume hiring.
- Customer Support: Even the best tools out there will hit snags. So, look for fast, reliable support (chat, phone, success manager), plus strong onboarding and self-serve resources to keep your team moving.
What are the Top 5 ATS Software in 2025? (Comparison Table)
The 5 Best ATS Tools in 2025
Big Biller – Best Value
First on the list is an ideal go-to option for smaller recruiting agencies or solo recruiters. Big Biller’s clean interface and fast performance make it particularly effective when you’re working with small databases. It is the perfect option if you need quick, functional results without getting into complexities.
Overview:
Big Biller combines ATS and CRM functionality to streamline the hiring process without making you navigate excessive features. It offers resume parsing, bulk email capability, and job board integrations like Indeed, ZipRecruiter, and even Top Echelon’s own network.
What really stood out is how accessible the platform feels, even to someone with no technical background. Even the first-time Big Biller users can push recruiting to its limit with minimal friction. That said, if you’re looking for automation, multichannel tools, or in-depth analytics, the gaps start to show as you’ll need add-on BullHorn automation for multichannel outreach.
Available Integrations:
- Job boards: Indeed, ZipRecruiter, Talent.com, Resume-Library, Jobg8
- SMS Integrations: RingCentral SMS (limited via click-to-text)
- Calling (VoIP Integrations): RingCentral (click-to-dial)
Rating:
Best For:
- Small recruiting agencies with lean operations
- Solo recruiters who prioritize ease of use and value over complexity
Pros:
- Simple, functional UI
- Low cost, predictable pricing – No setup fees + discounts apply for multi-user plans.
- Fast performance
- Top Echelon Network access
Cons:
- No email sequencing
- No detailed analytics
- Limited integrations
Support:
- Email and phone support
- Help documentation available via Top Echelon support center
Crelate – Best Functionality
Next on the list is one of the most flexible and user-friendly options, making it a smart choice for agencies looking to grow. Crelate offers a strong system with its customizable workflows, responsive interface, and well-supported onboarding experience.
Overview:
Crelate combines ATS and CRM capabilities with a built-in email and SMS system and drag-and-drop pipelines. The AI-powered assistant, Co-Pilot, performs well with support candidate outreach. It lets you adapt the workflow stages to match your agency’s hiring process instead of forcing you into a rigid structure.
However, it doesn’t offer much if we talk about analytics – there is not much in the way of visual dashboards or robust reporting. Also, sourcing AI capabilities are minimal that makes it less suited for aggressive outbound recruiting.
Available Integrations:
- Job boards: Indeed, ZipRecruiter, CareerBuilder, Monster, Dice, Talent.com, JobTarget, Jobcase
- SMS Integrations: Twilio, TextUs, RingCentral, Sakari
- Calling (VoIP Integrations): RingCentral, Twilio, Aircall
Rating:
Best For:
- Mid-to-enterprise level agencies
- Teams needing customizable workflows and multi-channel outreach tools
Pros:
- Customizable workflows – Adapt pipelines to each client or job type.
- Built-in email, SMS, and calendar features
- Strong onboarding support
- Affordable entry point with flexible pricing across tiers.
Cons:
- No proprietary candidate database – you’ll need to rely on external sources for lead generation.
- Weak AI sourcing
Pricing:
- Business: ~$99/user/month
- Business Plus: Custom pricing
- Enterprise: Custom pricing
Support:
- Email, chat, and phone support
PCRecruiter – Best Rollups (Lists)
PCRecruiter is a compliance-focused ATS + CRM solution known for its stability and long-term support. It is particularly ideal for teams managing large datasets or operating in regulated hiring environments.
Overview:
PCRecruiter is a highly adaptable platform that provides essential recruiting tools such as resume parsing, email/SMS communication, automation through Rollup Lists, and deep compliance settings. It’s clear that this tool was built for firms that value process control over flashy UI.
However, the interface feels outdated. Users experience a clunky experience with the dashboard and email tracking is limited. Still, the multi-channel communication options and rollups are highly practical for long-term recruiting projects.
Available Integrations:
- Job boards: Indeed, ZipRecruiter, Monster, CareerBuilder, Dice, JobBoard.io, CV-Library
- SMS Integration: TextUs, RingCentral, Twilio, CloudCall
- Calling (VoIP Integrations): RingCentral, CloudCall, Twilio, DialPad
Rating:
Best For:
- Firms focused on compliance and workflow stability
- Teams needing HR tech integration options
Pros:
- Highly customizable interface and fields – works for any hiring model
- Reliable compliance tracking
- Affordable long-term cost – especially on annual or two-year contracts.
Cons:
- Outdated UI/UX
- Manual setup required
- Limited native automation/sequencing
Pricing:
- ~$85-$105/user/month (For 1 and 2-year contract, respectively)
- Custom pricing option available for enterprise tiers
Support:
- Email and phone support
- Training and documentation available via support center
Loxo – Best Automation
Is AI integration your top priority? Loxo is the right tool for you! It stands out as a tech-forward ATS platform with built-in AI sourcing, automation, and modern design. You might want to consider it if good sequencing is your priority.
Overview:
Loxo’s AI sourcing engine claims to give its user access to over 1.2B candidate profiles that lets them push prospects into pipelines automatically. With sequencing, advanced search, and integrations like Slack and Zapier, Loxo feels like a productivity powerhouse.
That said, Loxo might not be ideal for some beginners. The learning curve is steep, and performance slows slightly with large data volumes. But if you’re a fast-moving agency with tech-literate staff, this system can scale with you.
Available Integrations:
- Job boards: Indeed, ZipRecruiter, Monster, CareerBuilder, LinkedIn Limited Listings, Adzuna
- SMS Integrations: Native SMS, Twilio, TextUs
- Calling (VoIP Integrations): Native Dialer, Twilio, Aircall
Rating:
Best For:
- High-volume agencies looking for AI, automation, sequencing and sourcing in one tool
- Recruiting teams that prefer tools with advanced tech features
Pros:
- Best-in-class AI sourcing
- Modern UI
- Powerful sequencing & workflows
- Advanced analytics
Cons:
- Steep learning curve
- Performance issues on large datasets
- Higher pricing
- Reported glitches in sequencing
Pricing:
- Starter: ~$109/user/month on annual contract, $169/user/month when paid on monthly basis
- Professional: Custom pricing
- Enterprise: Custom pricing
Support:
- Email and chat support
- Documentation + video walkthroughs available
Bullhorn – Best Scalability
Last on the list, Bullhorn is an enterprise-grade ATS + CRM built for high-volume recruiting firms that demand depth, scale, and automation. It’s widely adopted by staffing agencies managing large teams and complex pipelines.
Overview:
Bullhorn stands out with its advanced toolset that includes SMS/email/InMail automation, deep workflow customization, and robust ATS + CRM integration. Its rich ecosystem, with a strong partner marketplace, full reporting, and enterprise scalability is ideal for firms with large teams.
However, it’s not beginner-friendly. The mobile app underwhelms, pricing feels opaque, and configuring workflows takes serious setup time. Still, for enterprise teams with budget and technical staff, Bullhorn is a powerful long-term solution.
Available Integrations:
- Job boards: Indeed, Monster, CareerBuilder, Dice, LinkedIn, ZipRecruiter, CV-Library, Broadbean
- SMS Integrations: TextUs, Textkernel, Twilio, CloudCall, Bullhorn Messaging (native)
- Calling (VoIP Integrations): CloudCall, RingCentral, DialPad, Twilio, Bullhorn Voice (native)
Rating:
Best For:
- Enterprise staffing firms with large teams
- Agencies that need deep integrations and complex automation
Pros:
- Enterprise-scale automation
- Multi-channel communication
- Extensive partner integrations – Workday, Gmail, LinkedIn, Slack, etc.
- Highly customizable workflows
- Allows direct integration with LinkedIn
Cons:
- Expensive with add-ons
- Steep learning curve
- Mobile app lacks functionality
- Occasionally reported downtimes
Pricing:
- ~$99/user/month
- Pro/Enterprise: Custom pricing; add-ons cost extra
- Total pricing often not transparent upfront
Support:
- Email, live chat, and phone
- Dedicated account management for enterprise clients
Use-Based and Industry-wise Recommendations for the Best ATS
- Best ATS for small staffing agencies – Big Biller
- Best recruiting software for growing and mid-to-enterprise level – Crelate
- Best talent acquisition tool for compliance-heavy industries like healthcare, education and Government – PCRecruiter
- Best ATS for tech-driven teams – Loxo
- Best hiring CRM for enterprise staffing firms – Bullhorn
How to Choose the Best ATS Software?
ATS systems aren’t one-size-fits-all. The ATS that works best for one agency might lead to the downfall of the other. Here’s what you need to consider when choosing the best recruiting software in 2025.
What features do your recruitment needs require?
Loxo’s AI features are useless if your recruitment process can go well with standard features alone. Therefore, sort the pain points of your current recruitment procedure and choose the ATS that claims to solve them all (and actually does.)
Your Budget:
Figure out the budget you can allocate to the hiring system; it will help you narrow down the options.
Does the ATS Platform offer a free trial?
You can’t spend thousands of dollars exploring different applicant tracking systems every month. The best ones offer free trials and you should avail those to see what works best for you.
How are the user feedbacks and reviews?
Assess the authenticity of claims made by ATS developers based on what the real-time users are saying about them on online platforms like G2 and Capterra.
ATS Implementation Mistakes and How to Avoid Them?
Picking the right ATS is only half the battle. Even the best software won’t save you if the implementation is not done right. Here are the most common mistakes teams make when setting up a new ATS, and how to dodge them:
No game plan:
You are ready to take things forward after signing the contract. Heads up! Expect nothing more than chaos if no one knows how the system fits into your hiring process.
Solution: Figure out your flow first. Then plug the ATS into it, not the other way around.
Everyone’s doing their own thing:
One recruiter’s using tags, another’s ghosting candidates, and nobody’s logging notes.
Solution: Set rules. Train your team. Create one way of working that includes all the important tasks and stick to it.
Trying to use every ATS feature on Day 1:
You don’t need AI-powered scheduling if you haven’t even nailed job posting yet.
Solution: Start small and nail the basics first. Layer on the advanced features later.
Not syncing your tools:
If your ATS doesn’t play nice with your email, calendar, or job boards, it’ll just slow you down.
Solution: Consider integrations early and actually set them up right after subscribing.
Forgetting to check if it’s working:
Don’t just set it up and move on, without ever looking back to analyze.
Solution: Review. Adjust. Improve. That’s how you turn a tool into an asset.
How to Measure the ROI of Your ATS in 2025?
Once you invest in an ATS, it is natural to be eager to see the better outcomes soon. Here are the key metrics that can help you measure the ROI of your recruiting software efficiently:
- Time-to-Hire: Track how many days it takes from job post to offer, before and after your ATS implementation. If you are filling roles even a couple of days faster than before, that’s a win.
- Cost-per-Hire: Your applicant tracking system is working well if the cost spent on each hire is lesser than before.
- Candidate Quality: Look at 90-day retention or performance reviews after hiring a candidate. Any improvement indicates the success of ATS implementation.
- Team Efficiency: Are hiring managers giving feedback faster? Are recruiters spending less time sorting resumes? Have you cut down several manual steps? If yes, Congratulations! That’s ROI.
- Pipeline Visibility: It’s a clear win if your ATS is giving you a clear overview of bottlenecks, source of hires, and interviews-to-offers ratios.
FAQs
A: Like any other thing around, ATS seems to be taking up AI more for the functions like resume parsing, candidate matching and analytics. Improved automation, ultimately, speeding up the tasks like picking top talent and improved matching is the next step.
A: ATS is the workhouse of active applications and hiring, while CRM in hiring is all about maintaining the candidates pool for future jobs and nurturing relationships with potential and current candidates.
A: Bigbiller, being the best for small datasets and value-wise, is the best ATS for startups and small businesses.
A: While no ATS is completely free, one can explore the free trials or free plans (with varied functionality levels) of different platforms to find what works the best for their needs.
A: The cost depends on the plans you are choosing, based on the required functions. It can start from $50/month for basic plans to up to $1,000/per month or more for enterprise level or custom plans.
A: Bullhorn offers direct integration with LinkedInthat greatly enhances recruitment productivity and candidate sourcing.
Takeaway – What does this mean for how I run my hiring process in 2025?
BPO Wizard’s recruitment team shortlisted these ATS having more than “just the tool” perspective in mind – we have taken it for hiring strategy in software form.
Teams that treat it like an active partner in sourcing, decision-making, and compliance will out-hire those who treat it like a simple database.
That’s why more than half of our clients trust our recruitment team to guide them through this exact decision, and why this guide was built to help you make the right one.