How to Choose the Right ATS: A Breakdown of the Three Main Types
Choosing an Applicant Tracking System (ATS) can be overwhelming. The market offers a wide range of options, each promising to improve the hiring process. However, not all ATS solutions suit every business. In this article, I’ll help you understand the different types of ATS and how to choose the right one for your needs.
Different Hiring Approaches Require Different Solutions
ATS solutions can be divided into three main categories:
Executive Search ATS – Designed for targeted recruitment of high-level specialists. These systems often include CRM functionality and focus on building long-term relationships with candidates. Examples: Smartrecruiters, Lever, Skailer.
High-Volume Hiring ATS – Built for industries like retail, manufacturing, and logistics, where companies need to process large numbers of applications quickly. Examples: Workable, Greenhouse.
ATS as Part of an HRM System – Integrated into a broader human resource management (HRM) suite, these solutions focus on internal HR processes. Examples: HiBob ATS, Skailer.
Which one is the best fit for your business?
Executive Search ATS: When Every Candidate Matters
When hiring rare specialists or top executives, a standard ATS may not be enough. Executive search ATS is more than just a database. These systems help companies not only store candidate information but also maintain long-term relationships with them.
A key feature of executive search ATS is CRM functionality. It allows recruiters to track interactions, schedule follow-ups, automate communication, and analyze hiring data. This is crucial when filling roles takes a long time and requires a personalized approach. Another essential component is a powerful search function within the candidate database. This enables recruiters to quickly find specialists based on key skills, experience, and other criteria. Unfortunately, many ATS on the market lack strong search capabilities, which reduces efficiency.
If your company hires IT professionals, executives, or other key specialists, you need a system that offers interaction tracking, automated reminders, and an advanced search function.
Executive search ATS is especially useful for staffing agencies, recruitment firms, and businesses that treat hiring as a long-term process.
High-Volume Hiring ATS: When Speed is the Priority
For businesses that need to fill dozens or hundreds of positions quickly—such as those in retail, logistics, or manufacturing—processing applications efficiently is crucial. High-volume hiring ATS solutions focus on automation: bulk candidate responses, quick screening, chatbot integration, and automated interviews.
If you have a high turnover rate or an urgent need to fill positions, look for an ATS that offers automated resume screening, job board integrations, and an intuitive communication system for engaging candidates.
ATS as Part of an HRM System: The Best Choice for Large Enterprises
Large corporations often use ATS solutions embedded within broader HRM systems. These solutions synchronize candidate data with existing employee records, track hiring efficiency, and support comprehensive HR workflows.
A major advantage of an integrated ATS is that all employee data and HR processes are stored in a single system. This not only simplifies analytics but also enhances security. For companies with over 500 employees, security teams often mandate that all workforce-related data be stored in one place.
Additionally, this integration enables recommendation systems for internal mobility. An ATS within an HRM system can match new candidates with open positions while also considering current employees’ skills and career aspirations. This helps businesses avoid missing ideal internal candidates for open roles.
If your goal is to not only attract new talent but also manage employee development and career progression, this type of ATS is the best option.
How to Choose the Right ATS for You
Before selecting an ATS, ask yourself:
Do you need a system with a long-term candidate database and CRM functionality? If so, go for an executive search ATS.
Do you hire hundreds of employees per month? A high-volume hiring ATS is the best choice.
Do you need to integrate hiring with other HR processes? Then choose an ATS that is part of an HRM system.
Other factors to consider:
Company size – Small and medium businesses may prefer flexible, specialized solutions, while enterprises often require fully integrated systems.
Budget – Some ATS platforms offer affordable pricing plans, while others target the high-end market.
Integrations – If your company already uses an HRM system, CRM, or other business tools, ensure the ATS integrates smoothly.
Ease of implementation – The more complex the system, the longer it takes to train employees and set up workflows.
Choosing an ATS for Startups
Startups need flexible and scalable ATS solutions that can adapt to changing business processes. Key factors to consider include:
Cost – Startups often have limited budgets, so look for affordable solutions with trial periods.
Ease of use – Many startups lack dedicated HR professionals, so an ATS should be intuitive and simple to use.
Flexibility – Integration with tools like Slack, Trello, or Notion can streamline hiring.
Scalability – Startups grow quickly, so an ATS must be able to support an expanding workforce and evolving HR needs.
Many startups opt for cloud-based solutions with minimal implementation complexity, allowing them to focus on core business activities instead of spending months setting up an ATS.
I hope this article has helped you better understand the different types of ATS and how to choose the right one for your company.
