In this guide, we share the best ATS platforms for diversity hiring in 2025, including top picks for anonymised screening, structured interviews, and tracking diversity metrics. We’ve tested them all to help you choose the right tool and for your hiring process.
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Best ATS Platforms for Diversity Hiring 2025
Written by Steph Leung
Product & Operations Lead
Edited by Paddy Stobbs
Co-Founder & CEO
Updated onApr 7, 2025
Best Recruiting software for different use cases
For data-driven diversity initiatives:
Ashby
Stackfix Rating:
6.1 / 10
Ashby stands out for its reporting and analytics capabilities, making it a top choice for teams focused on data-driven diversity hiring. In our testing, its reporting tools outperformed most other ATS platforms, thanks to powerful filters, flexible grouping options, and clean data visualisation – all without needing exports or external BI tools.
Ashby makes it easy to report on key diversity metrics across the hiring funnel. You can track things like gender or ethnicity representation at each stage, compare conversion rates, and surface patterns that might indicate bias or drop-off. This kind of insight is essential for teams that want to turn good intentions into measurable change.
Custom dashboards let you present this data clearly – whether you’re reporting progress to leadership or identifying areas for improvement across hiring teams. It’s a great way to keep diversity goals visible and actionable, and to bring more structure and accountability to the process.
There are some limitations to be aware of. Many of these features require Ashby Analytics, a paid add-on. And while Ashby is great for visibility, it doesn’t offer anonymized screening – which means you’ll need other tools or processes in place to address bias at the earliest stages. Still, for tracking and improving diversity outcomes, Ashby is one of the strongest ATS platforms on the market.
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For data-driven diversity initiatives:
Ashby stands out for its reporting and analytics capabilities, making it a top choice for teams focused on data-driven diversity hiring. In our testing, its reporting tools outperformed most other ATS platforms, thanks to powerful filters, flexible grouping options, and clean data visualisation – all without needing exports or external BI tools.
Ashby makes it easy to report on key diversity metrics across the hiring funnel. You can track things like gender or ethnicity representation at each stage, compare conversion rates, and surface patterns that might indicate bias or drop-off. This kind of insight is essential for teams that want to turn good intentions into measurable change.
Custom dashboards let you present this data clearly – whether you’re reporting progress to leadership or identifying areas for improvement across hiring teams. It’s a great way to keep diversity goals visible and actionable, and to bring more structure and accountability to the process.
There are some limitations to be aware of. Many of these features require Ashby Analytics, a paid add-on. And while Ashby is great for visibility, it doesn’t offer anonymized screening – which means you’ll need other tools or processes in place to address bias at the earliest stages. Still, for tracking and improving diversity outcomes, Ashby is one of the strongest ATS platforms on the market.
Jump to product
Ashby
Stackfix Rating:
6.1 / 10
For removing bias from initial screening:
Applied
Stackfix Rating:
7.0 / 10
Applied is purpose-built to reduce bias in hiring, making it one of the best ATS platforms for teams focused on fair, skills-based evaluation. It’s designed to level the playing field – helping candidates be judged on what they can do, not who they are.
Candidate profiles are anonymised by default, removing names, photos, and graduation dates. This helps reviewers focus on responses to application questions, rather than personal details. Applied also encourages the use of ‘sift’ questions – short, skill-based prompts designed to assess how a candidate thinks and solves problems. It’s a great way to uncover potential beyond a CV.
Applied adds structure to the review process with features like ‘chunking’ (grouping answers to the same question) and randomising review order. This helps eliminate confirmation bias and speeds up evaluation, especially when screening at scale.
There are also thoughtful D&I touches – candidates can record the correct pronunciation of their name and select personal pronouns, supporting a more inclusive experience from day one.
That said, Applied isn’t built for outbound or pipelining. It lacks features like email sequences and doesn’t resurface past candidates automatically. But if your priority is removing bias and running a structured, fair hiring process, Applied is one of the most effective and thoughtfully designed tools out there.
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For removing bias from initial screening:
Applied is purpose-built to reduce bias in hiring, making it one of the best ATS platforms for teams focused on fair, skills-based evaluation. It’s designed to level the playing field – helping candidates be judged on what they can do, not who they are.
Candidate profiles are anonymised by default, removing names, photos, and graduation dates. This helps reviewers focus on responses to application questions, rather than personal details. Applied also encourages the use of ‘sift’ questions – short, skill-based prompts designed to assess how a candidate thinks and solves problems. It’s a great way to uncover potential beyond a CV.
Applied adds structure to the review process with features like ‘chunking’ (grouping answers to the same question) and randomising review order. This helps eliminate confirmation bias and speeds up evaluation, especially when screening at scale.
There are also thoughtful D&I touches – candidates can record the correct pronunciation of their name and select personal pronouns, supporting a more inclusive experience from day one.
That said, Applied isn’t built for outbound or pipelining. It lacks features like email sequences and doesn’t resurface past candidates automatically. But if your priority is removing bias and running a structured, fair hiring process, Applied is one of the most effective and thoughtfully designed tools out there.
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Applied
Stackfix Rating:
7.0 / 10
For global teams:
Zoho Recruit
Stackfix Rating:
4.8 / 10
Zoho Recruit is a good option for global teams thanks to its multilingual support. It’s available in languages like Arabic, Chinese, Dutch, English, French, German, and Spanish – making it easier for international teams to collaborate and get up to speed, no matter where they’re based or what language they work in.
The platform also lets you create a multi-language careers site, which helps attract candidates from different countries and improves the application experience. Candidates can apply in their preferred language, which not only broadens your reach but also shows you’re serious about building a more inclusive hiring process.
This makes Zoho Recruit a solid fit for companies hiring across regions or looking to build more diverse teams. It’s especially useful for those expanding into new markets and wanting to remove friction from the hiring journey.
That said, there are a few trade-offs. Zoho Recruit only allows for one custom pipeline across all job openings, which can be limiting if you need tailored workflows for different roles. It also lacks more advanced features like AI-powered matching or automated interview scheduling.
Still, if multilingual support is high on your list and you want a cost-effective, easy-to-use platform for managing global hiring, Zoho Recruit is a practical choice.
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For global teams:
Zoho Recruit is a good option for global teams thanks to its multilingual support. It’s available in languages like Arabic, Chinese, Dutch, English, French, German, and Spanish – making it easier for international teams to collaborate and get up to speed, no matter where they’re based or what language they work in.
The platform also lets you create a multi-language careers site, which helps attract candidates from different countries and improves the application experience. Candidates can apply in their preferred language, which not only broadens your reach but also shows you’re serious about building a more inclusive hiring process.
This makes Zoho Recruit a solid fit for companies hiring across regions or looking to build more diverse teams. It’s especially useful for those expanding into new markets and wanting to remove friction from the hiring journey.
That said, there are a few trade-offs. Zoho Recruit only allows for one custom pipeline across all job openings, which can be limiting if you need tailored workflows for different roles. It also lacks more advanced features like AI-powered matching or automated interview scheduling.
Still, if multilingual support is high on your list and you want a cost-effective, easy-to-use platform for managing global hiring, Zoho Recruit is a practical choice.
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Zoho Recruit
Stackfix Rating:
4.8 / 10
SL
Meet your expert: Steph Leung
Stackfix Product & Operations Lead
After building HR tech and spending countless hours on vendor selection in my previous roles, I discovered how painful it is to find the right business software. Now at Stackfix, I've dedicated over 800 hours to testing and reviewing software solutions so others don't have to go through the same struggle. I have a particular love for beautiful, opinionated products that do one thing exceptionally well and just work.
Stackfix Comparison
Best for data-driven diversity initiatives
Ashby
Stackfix Rating:
6.1 / 10
Visit website
Starting at
$300
Updated onApr 7, 2025
Ashby stands out for its reporting and analytics capabilities, making it a top choice for teams focused on data-driven diversity hiring. In our testing, its reporting tools outperformed most other ATS platforms, thanks to powerful filters, flexible grouping options, and clean data visualisation – all without needing exports or external BI tools.
Ashby makes it easy to report on key diversity metrics across the hiring funnel. You can track things like gender or ethnicity representation at each stage, compare conversion rates, and surface patterns that might indicate bias or drop-off. This kind of insight is essential for teams that want to turn good intentions into measurable change.
Custom dashboards let you present this data clearly – whether you’re reporting progress to leadership or identifying areas for improvement across hiring teams. It’s a great way to keep diversity goals visible and actionable, and to bring more structure and accountability to the process.
There are some limitations to be aware of. Many of these features require Ashby Analytics, a paid add-on. And while Ashby is great for visibility, it doesn’t offer anonymized screening – which means you’ll need other tools or processes in place to address bias at the earliest stages. Still, for tracking and improving diversity outcomes, Ashby is one of the strongest ATS platforms on the market.
Want to know more? Get a full breakdown of Ashby's features and pricing.
Pros
Rich functionality
Best-in-class interview scheduling functionality
Fast pace of product iteration
Best-in-class candidate sourcing functionality
Best-in-class reporting functionality (via Ashby Analytics)
Cons
Steep Learning Curve
Limited Careers Page Customization
Inflexible Interview Pipeline Structure
Best for removing bias from initial screening
Applied
Stackfix Rating:
7.0 / 10
Visit website
Updated onApr 7, 2025
Applied is purpose-built to reduce bias in hiring, making it one of the best ATS platforms for teams focused on fair, skills-based evaluation. It’s designed to level the playing field – helping candidates be judged on what they can do, not who they are.
Candidate profiles are anonymised by default, removing names, photos, and graduation dates. This helps reviewers focus on responses to application questions, rather than personal details. Applied also encourages the use of ‘sift’ questions – short, skill-based prompts designed to assess how a candidate thinks and solves problems. It’s a great way to uncover potential beyond a CV.
Applied adds structure to the review process with features like ‘chunking’ (grouping answers to the same question) and randomising review order. This helps eliminate confirmation bias and speeds up evaluation, especially when screening at scale.
There are also thoughtful D&I touches – candidates can record the correct pronunciation of their name and select personal pronouns, supporting a more inclusive experience from day one.
That said, Applied isn’t built for outbound or pipelining. It lacks features like email sequences and doesn’t resurface past candidates automatically. But if your priority is removing bias and running a structured, fair hiring process, Applied is one of the most effective and thoughtfully designed tools out there.
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Creating a branded careers page
Want to know more? Get a full breakdown of Applied's features and pricing.
Pros
Excellent bias-free hiring functionality
Exceptionally Easy to Use Interface
Innovative Features for Job Advertisement Creation
Strong Workflow Automation
Robust Interview Pipeline Setup
Cons
Missing Critical Sourcing Features
Poor Integration Capabilities
No Resume Parsing Functionality
Best for global teams
Zoho Recruit
Stackfix Rating:
4.8 / 10
Visit website
Starting at
$0
Updated onApr 7, 2025
Zoho Recruit is a good option for global teams thanks to its multilingual support. It’s available in languages like Arabic, Chinese, Dutch, English, French, German, and Spanish – making it easier for international teams to collaborate and get up to speed, no matter where they’re based or what language they work in.
The platform also lets you create a multi-language careers site, which helps attract candidates from different countries and improves the application experience. Candidates can apply in their preferred language, which not only broadens your reach but also shows you’re serious about building a more inclusive hiring process.
This makes Zoho Recruit a solid fit for companies hiring across regions or looking to build more diverse teams. It’s especially useful for those expanding into new markets and wanting to remove friction from the hiring journey.
That said, there are a few trade-offs. Zoho Recruit only allows for one custom pipeline across all job openings, which can be limiting if you need tailored workflows for different roles. It also lacks more advanced features like AI-powered matching or automated interview scheduling.
Still, if multilingual support is high on your list and you want a cost-effective, easy-to-use platform for managing global hiring, Zoho Recruit is a practical choice.
Zoho Recruit - Create a job advertisement
Want to know more? Get a full breakdown of Zoho Recruit's features and pricing.
Pros
Low Cost
Comprehensive Interview Scheduling Capabilities
Cons
Cannot customize interview pipeline per job opening
Dated look and feel
Extremely Poor User Experience
Subpar Customer Support
Limited Integration Capabilities
How we test products
With so many Recruiting software options available, we focus on identifying the best solutions for small and midsize businesses. Our evaluation process reflects real-world usage, prioritizing functionality, ease of use, and overall value. Here’s how we do it:
Functionality
Recruiting software should streamline hiring workflows, improve candidate sourcing, and enhance the overall hiring process. We start by identifying key use cases—job posting, applicant tracking, interview scheduling, candidate communication, and analytics—then test how well each platform supports these needs. Tools that offer essential features without unnecessary complexity score highest.
User Experience & Onboarding
A great Recruiting tool should be intuitive for hiring managers and recruiters. We test each platform’s interface by navigating core features without prior training and track onboarding time—from account setup to managing the first job listing. Platforms that require complex setup or manual adjustments lose points.
Automation & AI Capabilities
Hiring teams need automation to manage high applicant volumes efficiently. We evaluate each platform’s automation features, such as resume screening, interview scheduling, and AI-driven candidate matching. Tools that enhance efficiency without adding unnecessary complexity score highest.
Integrations & Compatibility
Recruiting software must integrate smoothly with HR platforms, job boards, and communication tools. We test how well each product connects with essential business systems and assess whether native integrations or third-party connectors are required.
Pricing & Value
We compare pricing across competitors, analyzing what each plan includes and whether critical features are locked behind paywalls. Hidden costs—such as per-job posting fees, add-ons for AI-powered features, or required enterprise plans—are factored into our assessment. Platforms that offer strong core functionality at a fair price score highest.
Stackfix’s Fit Score
All of these factors contribute to Stackfix’s Fit Score, a proprietary ranking system that measures how well each Recruiting tool aligns with a buyer’s needs. It combines two key elements:
- Requirements Met – How many buyer requirements the software fulfills
- Stackfix Rating – Our expert assessment of the software’s overall quality, usability, and value
The result? A clear, data-driven recommendation that helps businesses choose the right Recruiting software—without hours of trial and error.
FAQs
What is Recruiting software?
Put simply, Recruiting software (also known as an Applicant Tracking System, or ATS) is a platform that helps businesses manage, track, and streamline the hiring process efficiently. It acts as a central hub for all recruiting activities, allowing teams to post jobs, source candidates, manage interviews, and track hiring progress—ensuring a seamless and organized hiring experience. The key features of recruiting software usually include:
What is Recruiting software?
Put simply, Recruiting software (also known as an Applicant Tracking System, or ATS) is a platform that helps businesses manage, track, and streamline the hiring process efficiently. It acts as a central hub for all recruiting activities, allowing teams to post jobs, source candidates, manage interviews, and track hiring progress—ensuring a seamless and organized hiring experience. The key features of recruiting software usually include:
- Job Posting & Distribution: Tools to create job listings and automatically distribute them to multiple job boards and career pages.
- Candidate Management: A structured system to track applicants throughout the hiring process, from initial application to final offer.
- Resume Parsing & Screening: AI-powered tools that scan and categorize resumes to help recruiters quickly identify top candidates.
- Interview Scheduling & Collaboration: Automated interview scheduling, integrated calendars, and shared feedback tools to keep hiring teams aligned.
- Analytics & Reporting: Insights into hiring speed, candidate quality, and source effectiveness to optimize recruitment efforts.
What should I consider when buying Recruiting software?
Choosing the right recruiting software can make or break your hiring process—so it’s essential to find one that fits your hiring needs, integrates with your existing tools, and aligns with your budget. Here are the key factors to consider before making your decision.
What should I consider when buying Recruiting software?
Choosing the right recruiting software can make or break your hiring process—so it’s essential to find one that fits your hiring needs, integrates with your existing tools, and aligns with your budget. Here are the key factors to consider before making your decision.
- Your Hiring Needs. Start by assessing your current and future hiring requirements. Do you need simple recruiting software for occasional hires, or are you scaling rapidly and require automation, multi-channel sourcing, and advanced analytics? Identifying your priorities will help you choose the right tool.
- Ease of Use. Recruiting software should make recruiting faster and more efficient—not more complicated. Look for an intuitive interface that recruiters and hiring managers can use with minimal training. Overly complex platforms can slow down hiring and frustrate your team. That’s why Stackfix rates every recruiting software on ease of use—click into each product above to see how they compare.
- Integration with Your Tech Stack. Your recruiting software needs to work seamlessly with your HR software, email, video conferencing tools, and calendar apps. If you use Slack, Zoom, or an HRIS for onboarding, check if the ATS offers native integrations or requires third-party connectors.
- Scalability & Flexibility. As your business grows, your hiring needs will evolve. Ensure that the recruiting software can scale with your team, supporting multiple recruiters, departments, and hiring workflows. Look for features like customizable hiring pipelines, automation for repetitive tasks, and integrations with external recruiting agencies.
- Pricing & Hidden Costs. Recruiting software pricing varies widely, often based on per-user fees, job postings, or advanced automation add-ons. What seems affordable now could become expensive as your hiring volume increases. Check for extra costs related to resume parsing, advanced reporting, and integrations with premium job boards.
- Customer Support from the Vendor. Hiring is time-sensitive, so reliable customer support is essential. If something breaks or you need help setting up workflows, will the vendor be there? Look at response times, support availability (24/7 or business hours?), and self-service resources like help centers or community forums. Stackfix rates each recruiting software on support quality—click into each product to see how they compare.
What are the common mistakes to avoid when buying Recruiting software?
Avoiding common pitfalls when choosing Recruiting software can save you time, money, and hiring headaches down the line. Here are some of the biggest mistakes startups make—and how to avoid them.
What are the common mistakes to avoid when buying Recruiting software?
Avoiding common pitfalls when choosing Recruiting software can save you time, money, and hiring headaches down the line. Here are some of the biggest mistakes startups make—and how to avoid them.
- Choosing based on features, not usability. Some recruiting platforms have powerful features but a steep learning curve. Make sure you’re picking a tool that fits your team’s workflow, not just one with a long feature list.
- Ignoring automation. Many startups still manage recruitment manually when automation could significantly reduce workload. Look for tools that automate job postings, candidate communications, and interview scheduling.
- Overlooking collaboration features. Hiring is a team effort, and a lack of collaborative tools (like shared candidate feedback, scorecards, or hiring pipelines) can slow down decision-making.
- Not planning for scaling. Startups often pick recruiting software based on current needs, without considering future growth. Will the platform support multiple job openings, hiring managers, and applicant sources as you scale?
- Underestimating integration depth. A platform might claim to integrate with your HR software or email system, but does it sync real-time data properly? Always test integrations before committing to a tool.
How much does Recruiting Software typically cost?
Most recruiting solutions range from free to $700+ per month, with entry-level options starting around $70-100 and premium solutions exceeding $250 monthly. Most vendors structure pricing in tiers based on features and hiring volume, so be sure to enter your requirements as accurately as possible in our pricing calculator.
How much does Recruiting Software typically cost?
Most recruiting solutions range from free to $700+ per month, with entry-level options starting around $70-100 and premium solutions exceeding $250 monthly. Most vendors structure pricing in tiers based on features and hiring volume, so be sure to enter your requirements as accurately as possible in our pricing calculator.
Many top-rated solutions (like Loxo, Breezy, and Zoho Recruit) offer free plans with core functionality, making it possible to start without investment.
For enterprise plans and above, you can expect to speak to sales for a bespoke price. These custom quotes typically factor in integration needs, hiring volume, and compliance requirements. To skip the demo calls, be sure to check out our pricing calculator.
Compare other Recruiting Software
View our comparisons of other Recruiting