| Functionality | 4 <p>Hiring tool offers little ATS functionality. It lacks basic integration features with external job boards (e.g. LinkedIn), E-sign contract software or external assessment software (e.g. Test Gorilla). Hiring tool's ATS functions are also minimal. It lacks CV parsing, analytics/reporting and email automation functionality.</p><p>This being said, the email integration (via Gmail and Microsoft Outlook) allows businesses to send emails to candidates efficiently, without leaving the Hiring tool website.</p><p>Hiring tool's AI candidate scoring function also provides some time-saving benefits to employers with too many application forms to review manually. However, this is not the kind of employer that the rest of the Hiring tool product is aimed at.</p> | 9 <p>Screenloop combines solid, easy-to-use functionality with standout AI features. Its automation, analytics, career site builder, and interview scorecards are all strong — intuitive to use and built with modern hiring teams in mind.</p><p>What really sets Screenloop apart, though, is the AI. The note-taking, pros and cons, and summary tools make interviews faster, more structured, and far less manual. Many users highlight how these features save hours and cut out the usual back-and-forth chasing feedback after interviews.</p> |
| Ease of Use | 10 <p>Its simplicity and intuitive architecture removes the need for a steep learning curve and instead creates a seamless UX. <span style="color: rgb(0, 0, 0); background-color: transparent;">An average SMB employee would require more than 30 minutes and no guidance to master the product.</span></p> | 7 <p>Given how much functionality and customisation Screenloop offers, it’s surprisingly easy to use. Key information is easy to find, and most workflows feel intuitive. That said, a few of the more advanced features can take a bit more time to get to grips with.</p><p>For most startup teams, a half-day and a bit of guidance is enough to get comfortable with the core features.</p> |
| Look and feel | 7 <p>Hiring tool has a modern and sleek feel. Fast loading times produce a seamless UX. All drag and drop features work well and sync quickly across users.</p><p>At times, however, Hiring tool's UI can look plain, simplistic and unfinished.</p> | 8 <p>Screenloop has a clean, modern UI that’s a pleasure to use. Pages load in under a second, and all the drag-and-drop features feel smooth and reliable.</p> |
| Customisability | 6 <p>Hiring tool lacks the more granular customisations available with its heavyweight ATS counterparts. For example, you can't add interview templates, delay emails to candidates or add a video introduction to job application forms. However, most standard customisations are available. For example, you can add team members to help hire for a specific role and you can customise application forms (e.g. with screening questions) and interview pipelines.</p> | 7 <p>Screenloop covers all the basics when it comes to customisation — interview pipelines, application form questions, and light tweaks to your career page. But some advanced options are missing. There’s no support for custom CSS, custom analytics, or control over the platform’s layout.</p> |
| Ease of Setup | 10 <p>Hiring tool offers a free plan that doesn't require you to talk to sales. Purchasing also doesn't require you to talk to sales. Hiring tool's simplicity and intuitive user interface allows users to complete basic setup <10mins. Fully customizing key features is also very simple and takes approximately 1 business day.</p> | 5 <p>Screenloop doesn’t offer a free trial and requires a sales conversation to get started, as pricing is custom.</p><p>Once you've got access, the initial setup is quick - posting your first job, adding your hiring team, and setting up basic stages takes less than 30 minutes.</p><p>If you want to fully customise key features, you’ll need a bit more time. With guidance from their team, you can get everything tailored in under a week.</p> |
| Customer Support | 10 <p>Hiring Tool's founder mans live chat support himself, guaranteeing almost instant and helpful responses. The founder is also very hands-on, and happy to go above and beyond to work together to find a solution to any problem, including quickly developing custom features for teams. </p><p><span style="color: rgb(0, 0, 0);">Hiring tool's self-service materials are not extensive, but given the intuitive nature of the UI, more self-service materials would not be necessary.</span></p> | 8 <p>Personalised support is only available via email and live chat — and only after you’ve signed up. That said, response times are fast (usually under an hour), and the support team is genuinely helpful. We've heard many glowing reviews from users that corroborate this. </p><p>One flaw here is that Screenloop’s self-serve resources are limited. There’s a solid introductory video to get you started, but detailed docs on specific features are lacking. </p> |
| Integratability | 1 <p>Hiring tool has no integration aside from email functionality (via Gmail and Microsoft Outlook) and background checks (via Zinc Work).</p><p>The lack of job board integration makes it difficult to advertise positions and costs employers time - should they wish to manually upload adverts to job boards.</p> | 6 <p>Screenloop’s integrations are strong across the board — HRIS, e-signatures, email, calendars, and background checks are all easy to use and well embedded in the UI. The one gap is candidate assessments. There’s no native feature or third-party integration, which could be a dealbreaker if assessments are a key part of your hiring process.</p> |
| Ease of Migration | 2 <p>Hiring tool produces no self-serve analytics. However, with the Enterprise plan (custom pricing > $150), a personalised interface displaying metrics of your choosing can be developed with the Hiring tool team.</p> | 6 <p>Screenloop’s analytics are fully self-serve and cover all the key hiring metrics — from stage-by-stage volume to offer acceptance rates. It also goes a step further with more advanced insights, like their “quality of hire” metric, which tracks how well new hires perform in their first 180 days. You can break this down by team or hiring manager, making it a powerful tool for spotting patterns and improving your process.</p> |
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