Applicant Tracking System Pricing Plans|Which One Is For You

Choosing the right recruitment tool is important for any business, big or small. One of the main factors to consider is applicant tracking system pricing, which can vary depending on company size, hiring volume, and the features needed. With so many options available, companies need to balance cost with functionality to get the best value. The key is to select an ATS that fits the budget while offering important tools like easy data management, strong analytics, and automation. This article explains how businesses can make the most of their ATS budget while keeping the hiring process simple and efficient.

Applicant Tracking System Pricing Structures

ATS pricing can vary based on the features you use and how much you need. Some providers offer tiered pricing based on the number of users or job postings, while others have a flat monthly or annual fee. For businesses seeking cost-effective options, exploring free ATS trials can be a great starting point for accessing essential recruitment features without breaking the budget.

Manatal’s Applicant Tracking System Pricing

A screenshot of Manatal’s applicant tracking system pricing plans.

Budget-Friendly Solutions ($25+ tier)

For recruiters looking for cost-effective ATS, several platforms offer essential hiring tools at a reasonable price. Zoho Recruit, for example, starts at $25 per month, making it an accessible option. However, lower-tier plans often come with limitations that may impact scalability, such as restricted integrations and feature caps.

Other ATS Options in This Price Range

Several alternatives exist in this tier, each catering to different hiring needs:

• Breezy HR – If you’re starting out in the business, their Bootstrap package is free and includes various features such as a customizable branded career site, distribution to more than 50 job boards, and resume parsing.
• Recruit CRM– Ideal for beginners, their Pro package starts at $40 per user/month and includes a range of features, such as an AI-powered resume parser, job board posting, and AI-driven candidate matching.

Common Limitations in Budget ATS Plans

• Resume Parsing: Some platforms limit parsing to 250 resumes per day, which may not be ideal for high-volume hiring.
• Candidate & Contact Forms: Often capped, restricting customization options.
• Limited Integrations: Many lower-tier plans restrict integrations with other tools and platforms, such as job boards or HR software. This can result in manual workarounds or the inability to seamlessly sync data across different systems.
• Reporting & Analytics: Advanced reporting and analytics are often reserved for higher-tier plans, meaning you may lack detailed insights into your hiring process, limiting your ability to make data-driven decisions.
• Support Access: Customer support is often limited to basic channels or fewer hours, which can be a challenge when troubleshooting issues or needing assistance with platform features during critical hiring periods.

For those seeking a balance between affordability and functionality, Manatal’s Professional Plan offers a competitive alternative. Priced at $15 per user/month, it includes integrations, AI-driven recommendations, and unlimited hiring managers, making it a strong choice for growing teams looking for a cost-effective yet powerful recruitment solution.

ATS for Larger Businesses ($100+ tier)

For larger businesses with complex hiring needs, investing in an advanced ATS at the $100+ per user/month price point is often necessary. These systems provide robust features, advanced integrations, and scalable solutions to support high-volume recruitment, multiple hiring teams, and detailed reporting requirements.

Key Features of ATS for Larger Businesses

• Advanced Customization: Tailor workflows, pipelines, and forms to meet the specific needs of various departments and hiring processes.
• Comprehensive Reporting & Analytics: Gain in-depth insights into hiring metrics, candidate sourcing, time-to-hire, and other performance indicators to improve your recruitment strategies.
• Collaborative Tools: Facilitate communication and collaboration across multiple teams or departments, with features like team-specific dashboards, feedback sharing, and real-time updates.
• Unlimited Integrations: Seamlessly connect with other HR tools, job boards, background check providers, and CRM systems to create a unified recruitment process.
• AI & Automation: Leverage AI-driven features for candidate sourcing, job matching, resume screening, and candidate engagement, along with automated workflows to save time and reduce administrative tasks.

Popular ATS in This Price Range

• Greenhouse: Their prices vary according to the size of your company and to support your growth goals. Under their Essential plan, you will get various features including job ad market, automation, DE&I behavioral nudges, and reports.
• Lever by employ: They also offer customizable solutions with pricing tailored according to a business' needs. Depending on which plan you choose, you can get applicant tracking, candidate relationship management, or advanced automation.
• Workable: Their Starter plan starts at $169 per month and is ideal for occasional hiring, offering features such as a candidate sourcing suite, an ATS, and the ability to create up to two active job listings.

For larger businesses seeking a solution that offers both scalability and comprehensive features, Manatal’s Enterprise Plan and Enterprise Plus Plan provide powerful tools at competitive pricing.

• Enterprise Plan: Pricing starts at $35/user/month and includes advanced features like AI-powered candidate matching, customizable workflows, unlimited jobs and candidates, and detailed analytics, tailored for large teams with complex hiring needs.
• Enterprise Plus Plan: Pricing starts at $55 per user/month and includes everything in the Enterprise Plan, along with an advanced report builder, Manatal's open API, priority support, and additional features to enhance your recruitment process.

Manatal offers a 14-day free trial, allowing potential users to explore its features and assess its suitability firsthand. Before committing to a plan, this trial period offers valuable insight into the platform's capabilities.

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Applicant Tracking System Pricing Models

1. Subscription/Tiered Pricing

Many ATS providers charge a monthly or annual subscription fee. They offer different pricing tiers to fit various business sizes and needs. Higher-tier plans generally provide more features and customization options. Annual subscriptions may offer savings compared to monthly plans.

2. Freemium Pricing

With freemium pricing, providers offer a basic version of their ATS for free, but with limited features. Businesses can then upgrade to a paid version for more features or to remove restrictions.

article free trials

3. Enterprise Pricing

This model is for larger businesses with complex needs. Pricing is customized for each company and includes advanced features, dedicated support, and scalability options.

4. Pay-Per-User Pricing

This model is ideal for small businesses with lower recruitment needs. You pay for each user or job posting you access, and the cost depends on the features you require.

5. Added Value Services Fees

Some ATS providers offer optional add-ons or services for an additional fee. These can include advanced reporting, custom integrations, training, or dedicated support. Businesses can choose these services based on their specific needs, but they come at an extra cost beyond the base subscription or pricing model.

For a deeper understanding of how pricing differs across various ATS providers, explore A Look Into Price Variation Within the ATS Market.

How To Determine Which ATS Pricing Model Works the Best for You

Choosing the right ATS pricing model for Applicant Tracking Software (ATS) requires careful consideration of your organization's needs, budget, and long-term goals. Recruitment software for small businesses may have different features compared to those for larger businesses. To make sure you have the best software for your recruitment company, here are some important tips that can help you get started:

1. Assess Your Hiring Needs

Begin by understanding your organization's current and future hiring needs. Consider factors like the number of job postings, the volume of candidates, the size of your recruiting team, and the complexity of your hiring processes.

2. Identify Key Features

Make a list of essential features and functionalities you require from an ATS. Different ATS plans offer varying levels of features and functionalities. Basic plans might include core features like job posting and candidate management, while higher-tier plans might include advanced features such as resume parsing, interview scheduling, analytics, and integration capabilities. This will help you narrow down your list.

3. Budget Considerations

Another important thing you should consider when choosing an ATS pricing model is your budget. You need to evaluate your budget constraints. Determine how much you're willing to invest in an ATS. Keep in mind that the features and capabilities offered by different pricing models can vary significantly. Also, be wary of costs that can catch you off-guard after your free trial or promotion period ends.

4. Job Posting Frequency

If your organization frequently has a high number of job postings, a pay-per-job posting model might not be cost-effective. Conversely, if your hiring needs are sporadic, this model could be suitable.

5. Candidate Volume

If you anticipate a high volume of candidates, a pay-per-candidate pricing model could lead to higher costs. Consider whether your candidate database will grow rapidly and if this pricing model aligns with your needs.

6. Trial and Demos

Whenever possible, take advantage of free trials, demos, or consultations provided by ATS vendors. This will help you experience the software firsthand and better understand how each pricing model works.

How to Set a Budget for an ATS

Setting a budget for an Applicant Tracking System (ATS) involves a thoughtful approach to balancing costs with the system's functionality and the specific needs of your organization. Here's a step-by-step guide to help you create a realistic and effective ATS budget:

1. Define Your Needs

• Assess the size of your team and how many people will use the system.
• Identify which features you need, like job posting, candidate tracking, or reporting.

2. Choose the Right Type: Cloud or On-Premise

• Cloud-based systems often have lower upfront costs but recurring fees.
• On-premise solutions may require higher initial investment but have lower long-term costs.

3. Factor in Key Features

• Focus on the features essential for your recruitment process (e.g., resume parsing, scheduling, reporting).
• Consider if any customizations are needed and their cost.

4. Understand Pricing Models

• Determine if the ATS charges monthly or yearly.
• Check if costs are based on users, job postings, or candidate volume.

5. Include Training and Setup Costs

• Budget for training your team and migrating data from previous systems.

6. Plan for Support and Maintenance

• Account for ongoing support fees, system updates, and troubleshooting.

7. Consider ROI

• Estimate how the ATS will save time, improve recruitment, and reduce costs in the long run.

Conclusion

When choosing an ATS pricing plan, it’s important to match it with your business needs and budget. Small businesses may find a basic plan sufficient, while medium-sized companies might need a standard plan with more advanced features. Large enterprises may benefit from a customizable plan that offers tailored features but comes with higher costs and more complex implementation. Ultimately, select a plan that best fits your hiring goals and financial considerations.