Best Applicant Tracking System for Small Business: 10 Tools

When a small business hires, applications pour in through email, job boards and social media all at once. Without a system, good candidates slip through the cracks and nobody remembers who replied to whom. An applicant tracking system puts every candidate in one pipeline.

The ten tools below are listed alphabetically and in no particular order, most of them from smaller providers. Each description comes from the tool's own site, read this week. For a wider comparison, see my guide to the best applicant tracking systems.

Applicant tracking systems for small business at a glance

In the free plan column, Yes means the tool's own site describes free use or a free plan, Trial only means a time-limited trial and No means neither is stated on the pages we read.

Tool	Type	Good for	Free plan
HireHive	ATS	Posting to free job boards	No
JazzHR	Small business ATS	Hiring without enterprise complexity	No
Manatal	AI recruiting	AI recruiting on a free start	Yes
Pinpoint	ATS	Approval workflows and reporting	No
Recooty	AI recruiting	AI help for small HR teams	No
Recruitee	Collaborative ATS	Hiring managers working together	No
TalentLyft	Recruitment marketing ATS	Employer branding on a free start	Yes
Teamtailor	Employer brand ATS	Showing off your culture	No
Workable	ATS and HR	Posting to many job boards at once	Trial only
Zoho Recruit	Recruiting software	Businesses already on Zoho	No

Ten applicant tracking systems for small businesses

HireHive

Best for: Employers who want jobs posted to free and premium job boards and social media from one hosted careers page.

JazzHR

Best for: Small businesses that want job posting, candidate tracking and offer letters without the complexity of an enterprise ATS.

Manatal

Best for: Lean HR teams and recruitment agencies who want AI-powered recruiting software they can start using for free.

Pinpoint

Best for: Growing companies that want hiring approvals, branded careers sites and reporting set up well from the start.

Recooty

Best for: Owners without an HR team who want AI help writing job descriptions and screening candidates for each new role.

Recruitee

Best for: Teams where several hiring managers need to review candidates, interview and decide together in one pipeline.

TalentLyft

Best for: Small businesses that want a careers page, job ads and candidate tracking with recruitment marketing built in.

Teamtailor

Best for: Employers who want an attractive careers site that shows off their culture, linked to a full applicant pipeline.

Workable

Best for: Midsize and growing companies that want to post jobs widely, screen candidates and move new hires into HR records.

Zoho Recruit

Best for: Businesses already using Zoho apps who want recruiting connected to the rest of their HR and business tools.

The recordkeeping rule US employers must follow

Here's a rule small US employers often miss. The EEOC says its regulations require employers to keep all personnel or employment records for one year.

An ATS that stores applications, notes and decisions in one place, and keeps them for the right period, makes that rule much easier to follow in the US. UK employers should check their own data protection duties, as keeping data too long can be a problem too.

Simple ATS, AI screening or employer branding?

Simple ATS tools focus on posting jobs and tracking candidates through stages, which suits businesses hiring a few times a year. AI-assisted tools help write job descriptions and screen applications, saving time when you get lots of applicants. Employer branding tools add attractive careers sites that show your culture and help you stand apart from bigger employers.

Think about your hiring volume and the roles you hire for. Occasional hiring needs simplicity, frequent hiring benefits from automation and hard-to-fill roles benefit from a strong careers page.

A simple hiring process that works

1. Write a clear job description with the must-have skills.
2. Post to the job boards your ideal candidates really use.
3. Screen applications against the must-haves within a few days.
4. Use the same interview questions for every candidate.
5. Keep everyone updated, including people you don't hire.
6. Move the successful candidate straight into onboarding.

Features small businesses use most

• One-click job posting. To several boards at once.
• Careers page. A simple, branded place to see your roles.
• Email templates. For updates, interviews and rejections.
• Team feedback. So everyone involved can score candidates.

Make your careers page sell the job

Small businesses can't always compete on size, but they can compete on flexibility, impact and culture. Use your careers page to show real people, real work and what makes your team a good place to be. Candidates who apply after reading it are more likely to be the right fit.

Handing over to onboarding

Hiring doesn't end at the offer. The best ATS tools pass a new hire's details straight into HR or onboarding, so contracts, equipment and first-day plans are ready. A smooth first week makes new hires far more likely to stay. It's easy to skip, but it's what people remember, and you'll find they're happy to recommend you. Don't leave anyone waiting weeks for news.

Do you make an applicant tracking system? Tool makers can ask to be considered for a featured place on this list.

My plain advice on applicant tracking systems for small business

Speed wins candidates. The best people often have several offers, and small businesses can beat bigger employers by moving faster and communicating better. Choose an ATS that makes it quick to review applicants and easy to send a friendly update.

Treat every candidate well, even the ones you turn down. They're potential customers, referrers or future hires. Templates for kind, clear rejection emails take seconds to send and protect your reputation. My ChatGPT prompts for recruiters can help with job ads and candidate emails.

Frequently asked questions

What is the best applicant tracking system for a small business?

It depends on how often you hire and how many applicants you get. Simple tools suit occasional hiring, while AI tools help with high volumes.

Is there a free applicant tracking system?

Yes. A couple of tools on this list describe free starts, and others offer free trials. Check the table.

How long should I keep job applications in the US?

The EEOC says its regulations require employers to keep all personnel or employment records for one year.

Do small businesses need an ATS?

If you hire more than a few times a year or get lots of applications, an ATS saves time and keeps hiring organised.

Can an ATS post jobs to job boards?

Most can post to several job boards at once and collect applications in one place.

Can AI screen candidates fairly?

AI can speed up screening, but a person should review decisions and check for bias.