Subject: Seeking Feedback on Ashby, RecruitCRM, and Recruiterflow
Hello everyone,
We’re currently in the process of transitioning our Applicant Tracking System (ATS) this year. While we’ve been using Lever, we’ve decided to switch due to their limitations on using multiple aliases and email domains. Given that we operate two distinct recruitment businesses—one focused on internal hiring and another on Virtual Recruitment staffing—we need the flexibility to communicate with candidates using different email addresses.
We’ve narrowed our options down to three potential ATS solutions: Ashby, RecruitCRM, and Recruiterflow.
Before making our final decision, I would appreciate your insights and experiences with these systems.
Also, I’ve heard that Ashby is primarily geared towards in-house recruitment. Are there any agency users in this group? If so, what workarounds have you implemented?
Thanks in advance for your help!
RCadmin
Hi there!
I can understand the need for a flexible ATS that can accommodate your two different recruiting businesses. Here’s a quick overview of each system based on user feedback:
Ashby: While it’s primarily designed for in-house recruitment, many users have found creative ways to adapt it for agency use. Some workarounds include using custom fields to categorize candidates based on your two business lines, and leveraging the pipeline feature to differentiate between the two. Features like analytics and reporting can still be beneficial for tracking performance across both divisions.
RecruitCRM: This ATS is quite popular among agencies. Users appreciate its user-friendly interface and the ability to manage candidates and clients efficiently. It allows for multiple email aliases and domains, which is a major plus for your scenario. The built-in automation features can help streamline communication, especially when handling two recruiting arms.
Recruiterflow: This is another great option for hybrid recruiting needs. Users have noted its powerful sourcing features and ease of use for team collaboration. You can easily manage candidates from different email domains and keep everything organized. Additionally, Recruiterflow’s integration capabilities with other tools might be beneficial for your workflow.
Ultimately, I’d recommend trying out demos of each system to see which feels most intuitive for your team’s specific needs. It would also be worth reaching out to the support teams of these platforms to discuss your unique setup and see how they can accommodate your requirements.
Best of luck with your transition!