The main alternatives for applicant tracking with a branded careers page are employer-branding ATS tools, all-rounders for small and midsize businesses, and sector-specific or enterprise hiring platforms. Before you switch, find out where your careers page and job links live, because moving the public front end is often harder than moving the candidate pipeline.
Candidates never see your applicant tracking system. They see your careers page, your job ads and the emails that follow. That's why moving away from Teamtailor is as much a website job as a recruiting one, and why the nine options below are grouped by how much of that front end they handle for you.
Everything here is in no particular order. Each tool is named, not ranked, so you can match it to the way your business hires rather than to someone else's league table.
Branding-led, all-rounder or built for a sector
Employer-branding and career-site-led. Jobylon and TalentLyft lean hardest on employer branding: the first pitches candidate experience and a talent CRM, the second combines recruitment marketing with tracking. Tellent Recruitee lets you build an employer brand inside customisable hiring software, and Pinpoint lists a branded careers site alongside approval workflows for multi-stream hiring.
All-rounders for smaller and growing teams. Join is aimed at SMB hiring and publishes to job boards from one pipeline. Breezy HR lists career sites, job advertising and referrals under one roof. Ashby goes deeper on analytics and scheduling, and says it serves startups through to enterprises.
Sector-specific and enterprise. Hireology is built for multi-location frontline employers in retail automotive, hospitality and facility-based healthcare, not office roles. SmartRecruiters is aimed at enterprises, with a version for companies already on SAP SuccessFactors.
Where your careers page lives decides how hard the move is
The thing buyers miss is the careers page. The current system's own menu lists a career site built with a drag-and-drop editor, which means your public job pages and their web addresses may live inside the ATS, not on your website. Cancel the contract and those pages can go with it.
Before you leave, ask three things. Where are your jobs and careers page hosted? Can the new tool run on your own domain or a subdomain, such as a careers address on your main site? And what happens to old job links and open vacancies on the day you switch, including any you've shared on job boards and social posts?
Several tools here list career sites of their own, so compare how much of the front end you're moving, not only the back-end pipeline. A like-for-like pipeline with a weaker careers page is a step backwards for candidates, and they're the people you're trying to impress.
Nine applicant tracking systems in a table
| Tool | Kind of ATS | Good for |
|---|---|---|
| Ashby | All-in-one recruiting platform | Recruiting analytics, scheduling and CRM together |
| Breezy HR | ATS with career sites and automation | Career sites and referrals for small teams |
| Hireology | Multi-location frontline hiring ATS | Frontline hiring across many locations |
| Jobylon | Employer-branding ATS | Employer branding and candidate experience |
| Join | SMB ATS with job board posting | Job board posting for SMB hiring |
| Pinpoint | ATS with branded careers site | Multi-stream hiring with a branded careers site |
| SmartRecruiters | Enterprise hiring platform | Enterprise hiring, including SAP SuccessFactors users |
| TalentLyft | Recruitment marketing and ATS | Recruitment marketing plus applicant tracking |
| Tellent Recruitee | Customisable collaborative ATS | Collaborative, customisable hiring |
Which employer each ATS is built for
Listed A to Z.
Ashby
Best for: Recruiting teams wanting ATS, analytics, scheduling and CRM consolidated in one platform with AI embedded, from startups to enterprises (vendor claim).
Breezy HR
Best for: Small employers who want career sites, job advertising, employee referrals and automated workflows under one roof (vendor wording).
Hireology
Best for: Multi-location employers in retail automotive, hospitality and facility-based healthcare hiring for frontline roles rather than office jobs (vendor wording).
Jobylon
Best for: Employers putting employer branding and candidate experience first, with a talent CRM and candidate insights beside the ATS (vendor wording).
Join
Best for: Small and midsize businesses that want to publish to job boards and track every candidate in one pipeline, with an AI tool drafting job ads (vendor claim).
Pinpoint
Best for: Organisations hiring across several streams at once, with approval workflows, a branded careers site, referrals and a recruitment agency portal (vendor wording).
Want AI doing the heavy lifting in your marketing?
I build the systems that handle the boring 80 percent, so you get your week back. Done properly, with the human kept in.
SmartRecruiters
Best for: Enterprises that need an AI hiring platform covering job posting through to hire, including a version for SAP SuccessFactors customers (vendor claim).
TalentLyft
Best for: Teams combining recruitment marketing and applicant tracking, with sourcing, outreach, pipelines and automatic interview scheduling in one tool (vendor wording).
Tellent Recruitee
Best for: Hiring teams that want customisable software to automate hiring, build an employer brand and collaborate on candidates, with AI features (vendor wording).
My advice for employers changing ATS
Decide what the careers page needs to do before you look at pipelines. If your brand is a big part of how you attract people, start with the branding-led group and ask to see a live careers site from each. If you hire steadily for a small team, an all-rounder will cover you. If you hire frontline staff across many sites, or you're an enterprise on a big HR suite, the sector and enterprise options are built for exactly that.
Then run one real vacancy through your shortlist before you commit. For a broader shortlist, see my guide to applicant tracking systems, and my piece on how hiring software helps an HR team covers the case for it if you're still convincing colleagues.
What to move first, and in what order
- Export every candidate, application and note from the old system, and check the file opens.
- Build the new careers page and point it at your own domain or subdomain.
- Redirect old job and careers page addresses to their new homes, so shared links still work.
- Move open vacancies across and tell candidates already in process where replies will come from.
- Only then switch off the old system, and keep the export somewhere your team can reach it.
Candidate data is personal data, and rules on how long you keep it vary by country, so check what applies to you with your data protection regulator.
Do you make an applicant tracking system? Tool makers can ask to be considered for a featured place on this list.
Want your tool on this list? Featured spots and reviews here are paid partnerships. Here's how to partner with me.
Frequently asked questions
What is an ATS with a careers page?
It's applicant tracking software that also hosts your public jobs page, so candidates apply on a page you design and their applications land straight in your hiring pipeline.
Can I keep my careers page on my own website?
Often, yes. Many tools let the careers site run on your own domain or a subdomain. Ask each vendor how that works before you sign, and test it on a live vacancy.
Will old job links break when I change ATS?
They can, if the old pages lived inside the previous system. Plan redirects from old addresses to the new careers page before you switch off the old tool.
How do I move candidates from one ATS to another?
Export candidates, applications and notes from the old system, then import them into the new one. Check what each export includes, because attachments and notes don't always come across.
Is an enterprise ATS overkill for a small business?
Usually. Enterprise platforms suit large hiring teams and big HR suites. A small business tends to get more from an all-rounder that's quick to set up.
What's employer branding in recruitment?
It's how you present your business to the people you want to hire: your careers page, job ads, photos and stories from the team. Some ATS tools build their whole pitch around it.
