SmartRecruiters Reviews

Our primary use case with SmartRecruiters is as a recruitment or a talent acquisition platform.

Our version is fully managed by SmartRecruiters.

In terms of how SmartRecruiters has improved our organization, we didn't have any global solution in place prior to implementing SmartRecruiters. We worked very individually through Excel sheets or something like that. Once we implemented SmartRecruiters, it meant that we were able to have a consolidated global overview of all the recruitment activities. Another feature that is very, very important and developing very rapidly with SmartRecruiters is its ability to draw data and analytics about the efficiency of how our recruitment is doing.

When we were choosing a solution, the features that were most important for us to have were that it is user friendly and functional, which is definitely the case with SmartRecruiters. Our organization is located in developing countries where the bandwidth and internet stability are not the strongest and SmartRecruiters accommodates this challenge. It was a very big plus that we are able to use the system even in these locations.

In terms of what could be improved, there are a couple of things. First of all, some features are not as straightforward or user friendly to implement. There might be a little bit more of a straightforward way, per position, to be able to create some sourcing questions for the applicants or knockout questions, or things like that. This is a little bit more complex, but there is also a reason behind it for SmartRecruiters.

In principle, what also works very well with SmartRecruiters is that you are able to share the ideas that you find useful for further development on the platform. They are especially good if the idea is supported by other customers. SmartRecruiters actually picked this one up quite quickly. So in principle, as long as we make the effort to communicate with SmartRecruiters, they are very good at looking and reviewing, and if it is important, quickly implementing some features that are there for improvement.

I have been using SmartRecruiters for three years.

In terms of stability, it is very, very high. I would say even 99%, because in three years we have maybe once experienced, for a very short period, that the system was not fully accessible. And that was resolved by SmartRecruiters within a couple of hours.

SmartRecruiters is absolutely scalable. To be honest, I don't have the exact limitations. I'm not sure if there are actually any limitations on the system because we have at the moment around 20,000 applicants, maybe more than that. So as far as I know, there are no limits on the number that can go into the system.

There are different profiles within the system. As for the standard employees, it's around 1300. One thousand three hundred total employees out of which we have around 30 recruiters and about five admin people.

With small issues the response is very, very efficient. Normally the solutions for the simpler things happen within 24 to 48 hours. With the more complex things, we had solutions within a few days.

The initial setup was indeed very straightforward and the cooperation with SmartRecruiters was also very efficient. They support any issues that may pop up very efficiently.

I would say it was three or four weeks maximum to implement, maybe not even that.

There were three people involved on our side, a couple of HR advisors and the senior IT Support person. We also got help from SmartRecruiters during the deployment process. Our direct accounts manager was constantly on call and the tech support was basically supporting us throughout the process.

In terms of ROI, I think the main return is from increased efficiency within our recruitment activities, requiring less time and resources to successfully complete the recruitment cycle.

Before choosing SmartRecruiters, we had a whole selection process by a selection committee where, according to our procurement requirements, we needed to review a minimum of three solutions. But I think we reviewed in total about 10, which was shortlisted to the last final three. Then we checked the proposals and the way these providers matched our requirements was given a score.

SuccessFactors was one of the top four that our people thought was workable.

For us, pricing was very important. In principle, they are all very similar, but SmartRecruiters, with all the features and requirements that we had for our talent acquisition or recruitment assistance, was very compatible because of what it offers. Feature-wise, compatibility, and price-wise. Especially when we told them that we are a nonprofit organization, SmartRecruiters accommodated us more in their contractual conditions.

The advice is that definitely we would recommend SmartRecruiters. In our case everything has gone very smoothly and we find it very efficient. SmartRecruiters is definitely developing very rapidly with the times, introducing many new features that other customers suggest.

On a scale of one to ten, I would give SmartRecruiters an eight.

We could say eight to nine, but eight definitely. There still is some room to keep improving the little tweaks. Let's put nine because they are really good at implementing the requirements of the customers. But there still is room for a little tweak, which they take into consideration, but it must have support from other customers, as well.

I used SmartRecruiters as a recruiter to fill roles at different companies and organizations.

SmartRecruiters helped us get more candidates. This is because we were able to get them from more websites that we wouldn't have been posting on normally. But we did it because it was free.

I used the free version, which I found valuable. It allowed me to post up to ten roles on multiple job boards like LinkedIn and Indeed, and all for free. However, for more than ten roles, you go onto the paid enterprise version.

I'm happy with their customizations and the dashboard. What's good is if you're a candidate, you can create a SmartRecruiters profile, and I think that can be used across different companies when you want to apply to different jobs.

SmartRecruiters' on-click application process could be better. When candidates would apply for jobs, they would do it with just a one-click through SmartRecruiters. But we couldn't get all the information that we wanted, the information we would normally get if they were to apply through our internal application system.

After they put in an application, we sent them a short form in an email asking them to complete our full application. That was a little bit of a second step for candidates because they had to do more work. 

SmartRecruiter is a stable solution. I didn't have any kind of technical problems at all.

I used ADP Workforce Now and Jobsite before. SmartRecruiters is much more user-friendly. It's much easier for both candidates and recruiters.

The initial set up was very straightforward and very user-friendly. I deployed it in a day, and it was really easy. In fact, when I went to a new company earlier this year, I got it up and running right away, based on my previous experience. It's very easy to use.

For anyone thinking of using SmartRecruiters, I'd say put it up against a few other applicant tracking systems that are really user-friendly, like Greenhouse and Lever, and then see which works best for your organization.

In my experience, it pays not to just use the legacy system that's available at the organization when you come in. Like if you're using ADP Workforce Now and it has that applicant tracking system module, don't just use that because you're paying for the overall system. Go with the one that's going to be the best for both recruiting and your applicants.

If I had the budget, I would have gone with SmartRecruiters as our main applicant tracking system.

On a scale from one to ten, I would give SmartRecruiters an eight.

Our main function for the solution is definitely for the applicant tracking system. Any position that we need to fill internally for the company, has to go through here. We go through our approval process with the different managers and then once it's approved, we post it. We use the product to source candidates, track our candidates throughout the interview process, collaborate with managers as well throughout the hiring process in terms of candidate feedback, and communicate with candidates as well. There's multiple different features and functions there, however, overall it's just an applicant tracking system, essentially.

I'm still working remotely. It depends on where you're at within our company here in the US however, I sit in Houston and we're working remotely right now. It can be a bit tougher when you can't just pop down the office and pop your head in and say, "Hey, can you take a look at this candidate?" With everything online, it is just super easy now.

The major benefit would be a faster hiring process, or potentially getting someone in the seat faster. The product is reducing that time to fill. Collaboration with the hiring managers and even easier engagement with candidates and being able to keep track of communications makes things happen really fast. You can look at the solution and answer questions like" Did I reach out to this person? Have I screened this person? It's really helped reduce time to fill in that regard. Just being able to streamline the communication has made every aspect easier.

The features that I've found most valuable would be the collaboration with the hiring managers, and being able to get them more involved in the process without having to shoot emails back and forth and having the inbox gets so jammed up, especially these days. 

It's nice to have one central location where we have all of our candidates that we're speaking with in one area. We also have our feedback there. It's like a LinkedIn or a Facebook for our internal hiring process. That's really what I equate it to. That's my number one feature, especially coming from an applicant tracking system where we didn't have that. 

The second thing I really like about the product is the candidate experience side of things. It really allows for more interaction and engagement with our candidates. Even if that's just being able to give feedback right away to candidates, whether they're a good fit or not. Just being able to interact with them easier and they know where they stand in the process as well without me having to necessarily directly speak with them.

What I really like about it is that it feels minimal, but is also dynamic. There aren't a lot of ways to get lost, which is good. Sometimes with different hiring managers we work with, if they're not so technical, some people can get lost. However, there are just enough navigational abilities where it's just a few options. It just has minimal options for individuals who otherwise might be a bit overwhelmed with new systems.

We still have things that are popping up where we realize we need to add some items. 

The first pain point for us is when we're scheduling interviews with candidates. We don't have an integration with a Microsoft Teams link yet. We can use the SmartRecruiters system to set up interviews, phone interviews, and those are easy. However, since we don't have a Team link or a Zoom link integrated into the system, we can't send out those invitations with that link. You still have to do it separately. It's not entirely an all-in-one process. That's been obviously a very recent pain point with the uptick and video interviews.

In terms of customization, that's been a bit difficult as well. The way that we have it set up is we don't have a team here in the US with my company internally to be able to make the changes needed. SmartRecruiters is a newer product and so it seems we have to go through a waiting period to get changes. Whether that's having to make changes internally or waiting for SmartRecruiters to make those updates or changes in different features. The speed as to make those changes regarding feedback can get bogged down a bit.

The solution needs to work on a single sign-on.

I would like to see the communication feature within the candidate profiles. Sometimes with the emails, it can get a bit clunky as well. Sometimes those emails, when they're getting sent to candidates, they don't look the best, or maybe it doesn't feel like those emails are being sent in a timely manner. I'm not quite sure if they can fix that either. However, we don't have quite, a detailed process laid out ourselves, in terms of recruitment. 

I've been using the solution for about a year at this point.

I would say it's a stable, reliable product. It has its hiccups here and there as every other system does. Overall, I'd say there haven't been any major setbacks or anything that's really kept us from being able to move along here. It's reliable.

We haven't really scaled it too much. I'm trying to think of any new processes that we've added. It's been pretty similar users. We've been adding users here and there as needed. We haven't really scaled it to the next round of users yet. We haven't scaled it that necessarily, it's just been on the fly so far, and only as needed and one or two users at a time.

In terms of the number of users we have, I can only speak for the U.S. essentially. I'd say it's at least around 200 to 300 users. For the most part, it's just the decision-makers, Business Unit Leaders, and Line Managers as well. Mainly, it's just the individuals who have a team underneath the management mostly, and recruiters as well as HR.

The solution is being used very extensively. I use it every single day. I've seen quite a lot of activity, especially on a global scale. 

To my knowledge, there are no strict plans to increase usage. However, we do have a plan to increase it to eventually include everybody in the organization, no matter what level they are at. Whether that could be an entry-level employee, just utilizing it to see what other career opportunities there are internally. That's where we want to get it to work. 
Being able to get our employees to see possible career growth and just kind of give them a better idea of what opportunities are out there internally is the next step for us.

Tech support has been pretty good. I typically will send an internal message to our support team. If they can't solve it on their end, then they escalate it to tech support. And I would say they do a pretty good job of getting back in touch with our own internal support team as well. I would say if there are any issues, they're usually resolved within a week or two easily.

They're quite responsive. Customer service always seems pretty on point. I really haven't run into anybody from that side who I would have an issue with or anything like that. They do a pretty good job.

With my current company, we used Taleo previously, which I didn't mind. I do find it to be a bit clunkier. I've heard that from others as well. Maybe it's not quite as user friendly from our perspective. I've used utilized Taleo and then previous to that, I did use Salesforce as well. That was when I was doing recruitment and also business development. That was a great tool. I would say, if you have the money, Salesforce definitely is the way to go for applicant tracking as well. I know that's a separate thing, however, that's a pretty good system too. 

When I'm looking at SmartRecruiters, it's definitely great compared to Taleo. It was a great move for my current company to move towards that. However, if I look back at my experience with Salesforce, it definitely doesn't compare to that necessarily. Of course, they aren't exactly the same types of products.

Utilizing Taleo, managers didn't have the same access as they do with SmartRecruiters, being able to see every candidate that applies, which can also bog you down a little bit. However, they can see what they're missing out on or what they're not missing out on. They can see the other side, and it allows them to understand, more so, where I'm coming from, or give them a little insight into the world of talent acquisition. The biggest lesson has been with the hiring managers if they do want to be involved. If they do want to collaborate, SmartRecruiters makes it easier for them to do that.

The initial setup seemed straight forward. What I did like is that it did seem like there was a decent amount of room for customization, especially within our company.

We had a global rollout. Depending on what country you're with, we were able to customize whether to offer detailed features. We could set it up so that we're sending offer letters, or even setting up the requisition or creating a job within the system that could be customized as well. 

It was a bit of a blank slate there. It could be considered tough as well as you have to really take a look at your process and think okay, what's important? What do we absolutely need? Is this a need or is this a want? I liked being able to customize it as needed, however, then it also left a lot of open space to where it would kind of have been nice to have a bit more of a focus if that makes sense.

For the deployment, we had a global team who lead the charge for all the countries throughout the globe. In the U.S. it was just me and two or three other individuals who led the rollout for the U.S. only.

I would say the entire deployment took a few months definitely from start to finish. I would say maybe upwards of three months were needed for us.

The deployment plan was essentially to try and figure out what the requirements were in terms of what we're missing. We had a couple of recruiters involved. We had a software developer involved and someone on our HR side as well to help us in figuring out the different endpoints that were needed there.

What we did is we would work with global. They would give us the initial outline of what they wanted. We would customize it. Then we would test it in kind of a Sandbox Environment, posting different positions, try not applying to different positions. We did a lot of testing back and forth for a few months. Then, once we kind of got it all worked out, we ended up just releasing it initially to our Recruitment Team here in the U.S. And then just to more of the Higher Level managers or Executive Level managers to have them get used to it, rather than kind of giving it to the whole organization.

There definitely would be some maintenance, at least once a quarter since we're still working on getting it kind of really straightened out. We have a more technical person who handles that aspect of the product.

I wasn't involved in the pricing part of the deployment and therefore do not know what the company pays for the product, or how often they are charged. I'm also not sure of any extra charges beyond the standard licensing fee.

I was involved in implementing the solution in my current company here, and that was in just this past May or so. This is my first year using it. We're using the web application of the solution. We're using the most recent version of the solution.

I definitely would recommend the solution to other users. What I really like about SmartRecruiters is communication and collaboration between candidates and internal clients or managers. It's a very user-friendly system for end-users and for individuals like myself. I feel like it was easy for internal employees as well to adapt quickly, as long as they used it as much as they should. It's laid out a little bit like a social media platform would be, whether it's Facebook or LinkedIn, which makes the usage very intuitive.

Anyone can easily just be able to jump in and start using it within a day. Overall I would definitely recommend looking into implementing it.

A negative lesson that I've learned is that it does take time to get people to get to that point with new things. Even though it's more fun, interactive type of a product, Iin terms of a tracking system for end-users and myself, it does take time to get everybody up to speed and just able to get the system where you want it, to where it works for our organization to save time. When we're automating our offer letter process inside the system, we're still having to make some updates regarding that, as we have a bunch of different business units that have changing roles and needs, and sometimes it can take a little bit longer to make that change. It still takes a lot of time to get it where you need to be. However, I don't know if that's exactly focused on SmartRecruiters. That can just sometimes be just the way it is for all implementations projects in general.

Overall, I would rate the solution at an eight out of ten.

We used this solution for recruitment and hiring.

In the company that I used to work for, there were only three recruiters using this solution. There were an HR representative and a manager who were part of the recruiting team. Overall, within our organization, there were roughly 20 to 22 users who used SmartRecruiters.

I dealt with large numbers of applicants — sometimes upwards of 500, depending on the position we were recruiting for.

We could simply extract reports from the system — from the platform. The candidate experience was better because the whole process was there. All the steps they had to do to move forward were there; it was simple and clear. As a recruiter, my experience was good because I had all this information at my fingertips. It provided me with ways to manage every position. 

The data analysis information capabilities were good. We had to keep track of how many people we contacted, how many people we interviewed, the steps of the recruiting process, etc. Using SmartRecruiters, I had to input all of that information on Excel spreadsheets — it was very manual and difficult to collect the data. Using SmartRecruiter's features and charts, it was easier to collect and present data, and to visualize how we were doing in terms of the recruitment and talent acquisition process.

SmartRecruiters is very complete but it's a little bit complex to use. Initially, there's a lot of information to take in. For me, as a talent acquisition analyst, it was easy. I used to use the platform all the time, so it was easy for me, but the managers who I worked with, although we had the same experience, they complained about the amount of information they had to put into the system.

We would open a new position, for example, I could proceed with the recruiting process, but for them, it was a little bit complex because they didn't use it on a daily basis — it's a little bit complex to understand the platform. There's a language barrier — for me, I'm Brazilian so Portuguese is easier, it's my mother tongue, but the platform was only in English. We ran into some serious issues related to language barriers.

Our main problem was that it wasn't that user-friendly. There should be a little bit more information and documentation. Maybe it was a request from BIC to have all these spots to fill in with information, or maybe it was the platform; I am not really certain. Either way, there should be more documentation to turn to.

With Guppy, the platform that I use today, it's easier because it's in Portuguese. The experience itself, it's easier, it's more user-friendly than SmartRecruiters.

I am actually not using SmartRecruiters anymore. I used to have contact with the platform when I worked at BIC — the pen factory. In total, I used SmartRecruiters for three years.

SmartRecruiters was very stable. I never had problems regarding the stability — it was very good.

It grew well. There was a bit of a process. In the beginning, it was a little hard, but then it scaled well.

I always had a very good experience with technical support. They promptly responded and solved all of my issues.

The initial setup was complex at the beginning, but after a few meetings in steps, it became simpler and easier to understand.

I worked with Mexicans, Americans, French people, etc. For this reason, there was a lot of information that was not useful to me (as a Brazillian), but it was for others. Since the beginning, we started building the platform together. It would have been nice if there was a way to divide information by region, country, or language — so it wouldn't have to be one platform for everyone, under one language. For this reason, there were many complex spots to fill.

I don't remember exactly how long deployment took — I think roughly four months to set up the platform, meetings, etc. 

I was not involved with the licensing of this solution.

If you're interested in using SmartRecruiters, then you have to consider the talent acquisition process culture in the country you're located in so you can make it a more user-friendly platform and create a better experience for the candidates and hiring team. Consider all possibilities. Overall, it was a very nice platform, but it should be more culturally-adaptable.

Improving the candidate experience is very important. It was very good to see how the platform works and how easy it became for us to see our data and to analyze the information received.

Overall, on a scale from one to ten, I would give SmartRecrutiers a rating of eight.

We used SmartRecruiters as our sole recruitment platform. Basically, we were using an HR system that had a recruitment module before, and it wasn't very good. So, we were using this as a standalone recruitment tool for all of our recruiting needs across five main areas of work. Essentially, managing the whole end-to-end recruitment process.

I used this program in my last role, which ended earlier in 2020.

There were several benefits to using this product. One of them was that we previously had a lot of problems with attracting enough candidates for our roles due to various reasons, but with SmartRecruiters, it made attraction significantly easier.

A lot of our roles would fill directly, just through the auto-posting features that SmartRecruiters has. We significantly saved on agency use and recruitment advertising, et cetera. We filled a lot of the roles directly on our own.

Another one was around visibility. Having access to data and reporting was really good. They've got some inbuilt reports around things like diversity monitoring, source of candidates, time to hire, and all of that is really easy to access. It gave you some really useful insight on where the holes in your process were and where things could be made better as well.

The most valuable feature is the way that they've set it up for collaboration. Recruitment is obviously a team sport for want of a better phrase. A lot of the other systems that I've used, it's been quite tricky to actually get comments and feedback from people via a recruitment system - people tend to do things off-system, but SmartRecruiters made it very easy for the managers and the candidates and everybody else that's involved in recruitment to actually use the system and to share feedback on candidates and share decisions, et cetera, as well.

The interface is definitely user-friendly. Before we decided to go with SmartRecruiters, we did a final round of testing with users between this and another solution. The feedback that I got from hiring managers and from people that were applying as if they were candidates said that it was the most user-friendly system that they've experienced in this type of system.

One thing that stuck with me, the feedback that I got from somebody was he basically said it's like they've looked at all of the other systems, stripped out all the rubbish that you get with them, and then they just give you what you need and it's very clear what you need to do on each page.

With respect to listening to what the users want, they have a forum where people can suggest new ideas and vote on them, and they push those ideas through fairly regular releases.

When I was working on it, I found a couple of minor niggles around workflows and the customization of them. However, my understanding is that they have now fixed them.

There were some issues with integrations around other HR systems and each one had to be custom-built, which took a little while to get set up and running. While they have some integrations pre-built, we were using an HR system that would have need an integration building from scratch. It's not really their fault but it can slow things down.

I guess the only other thing is that they don't do, technically, a full end-to-end. In terms of candidate onboarding, et cetera, they don't do onboarding themselves, but they have the marketplace where there's a selection of integrated vendors that you can choose from, but then you obviously need to develop a relationship with those vendors and sign a contract with them and pay for it separately. The system that I'm using now tries to be a "one size fits all" solution for everybody and they only have one solution, whereas, with SmartRecruiters, they give you the choice of a couple of different vendors via their marketplace.

If I had to choose one thing for them to work on, it would be having a more integrated onboarding solution.

With respect to stability, we had no problems with bugs or freezing. There were occasional downtimes, which were unplanned unscheduled downtimes. I think that was just a blip along the way, but towards the end of my time using it, it was a fairly constant thing.

It was never particularly long, at perhaps 20 to 30 minutes max downtime, but it was annoying at the same time. They do have status updates and they'll email you as soon as they know that something's up and they work on it and they give you fairly constant updates.

As the recruitment manager, I was using it on a daily basis and we were using it for all of our recruitment. My plans were to continue using it, maybe look at expanding out and using some of the marketplace vendors to cover off the other parts of the process that we were doing manually. However, I left that organization and have begun using a different product.

We did have the opportunity to scale because we used it beyond our original use case. It was originally bought for our day-to-day recruitment needs for the core company, but then we also have a couple of affiliate companies that have their own brand and identity. Because you can set up additional companies under the existing license, we ended up supporting them.

Then, we also used it to replace another software system that we were using in a different part of the business. We were effectively using CRM for recruitment purposes and paying large sums of money for it when we didn't really need to. We tweaked the process and ended up using SmartRecruiters for that as well.

We had about 250 users, which included myself and HR colleagues, being six or seven of us. The majority of users were hiring managers and all kinds of interviewers or short-listers, as well as candidates.

In terms of configuration and adjusting process flows and look and feel, it's very good.

With the single sign-on problem that we had, we ended up having their head of technical support in San Francisco, join us on a call to sort stuff out, which was really appreciated. On a day-to-day basis, they've got a really responsive team in Poland.

They're very accessible and very responsive.

I have deployed a couple of different recruitment systems and this was the easiest one, by far. Since I have left that organization, I have been using another well known ATS. They both do basically the same thing but in very different ways.

My current system has been around for approximately 20 years. They have tweaked it and developed it for a while, but you can tell that the core product has been around for a while and it's not quite as slick and streamlined as I found SmartRecruiters.

The initial setup was easy, compared to other similar solutions that I have worked with.

It took us a little while to deploy, although that was more on our side. We had some internal IT issues around single sign-on, which took us longer than planned.

SmartRecruiters were really, really good in terms of offering support while we were trying to work out what was wrong on our end. Had it not been for those, we probably could have launched in about six weeks or so, but it ended up being approximately two and a half months in total.

I led the deployment on it from my side, but then I had support from IT colleagues, et cetera. SmartRecruiters provided a dedicated implementation consultant, who was excellent. 

The solution is hosted by SmartRecruiters, so all of the maintenance is done by them.

We absolutely saw ROI, and it was massive. In terms of cost savings and time savings, that's probably the two main ones.

There were implementation costs in the first year to get everything set up and running, and then they have various modules on top, which are optional and available at an extra charge.

From my perspective, there was not a lack of functionality. They have modules for large parts of the system that they will charge for separately. There were certain things that we didn't pay for, so we didn't have access to These included things like a candidate relationship management database and I think they have various AI tools as well, but that's 'opt-in' if you want it.

In my previous role, when I was using SmartRecruiters, we were a registered charity in the UK, so they offered a fairly significant discount on that, which was really appreciated. Had it not been for that then it definitely would've been out of our price range.

By comparison, it's close to the same price as what I'm paying for my current solution in my current organization. With that charity discount, it definitely makes things more palatable. I think otherwise in terms of the market, where they sit in the marketplace, they are definitely towards the higher end of things.

In my experience with this solution, there were not many downfalls to it.

This is a product that I would recommend. My advice to people would be to just be as prepared as possible. Do your reading. They provide a lot of setup documentation and things that they need from you, so they give you everything, but they will do handholding as well.

There's quite a lot of research internally, which is what I discovered from the example I was saying about the delayed implementation. They make it as easy as possible, but there's a certain amount that you have to do at your end at the same time.

The biggest lesson that I have learned from using SmartRecruiters is that technology can only take you so far. You can have an excellent system like SmartRecruiters, but if your internal processes are broken, then it's only going to take you so far. It's great to have, but you have to have the internal systems and processes in place as well to really make the most of it.

I would rate this solution a nine out of ten.

We are using this solution for a combination of things. We use it for sourcing candidates for posted positions, scheduling interviews, and running offers through the system. We are doing everything our of the system.

The candidate quality was better and having the ability to do everything out of the system. 

The all-encompassing ability to manage the process cohesively out of the SmartRecruiter system was valuable.

The ease of use helped a lot. Frankly, it was easy to use, and the transparency with the hiring manager was also very good. Managers could just look at the system, they could see things, and they could stay current on what was going on.

The sourcing features were quite good. They did a good job of identifying candidates. 

The way the posting interface went out of the system worked quite well, and we always generated a pretty dramatic number of candidates for the position.

It's very easy to use. It only takes a matter of days to understand it and feel comfortable with it.

We are very happy with the customization and the dashboard, and it's very intuitive.

It wasn't a pain point with SmartRecruiters. It's more of a pain point with our company, turning on all of the features. 

We were really looking for the field application part of the system for college recruiting.

The company was reticent to turn that on. So we couldn't use the system on college campuses, for example, when I was going to career fairs. That was one issue. 

The artificial intelligence capabilities with SmartRecruiters was not used, either. We, in the US, would have liked to turn it on, but the company in Germany wouldn't allow it. 

There were limitations with the system that we would have liked, not in the time, but our company in Germany really dictated that. We couldn't do everything in the system we would have liked to.

Part of the solution is not fully open on a global basis.

SmartRecruiters became a global tool for the business and the company has operations worldwide.

We in the US would have loved to have had a pre-college recruiting application, had their artificial intelligence capability, and some of those other things that are part of the SmartRecruiters system, but we couldn't do it because of global considerations the company had in place.

From our standpoint, again, we didn't have access to all the features. I really wanted to have the field application and artificial intelligence capability. They are already in the system, we just couldn't get past some of those international hurdles that we have at this point.

That was the limitation or what I would've really liked to have seen, but I don't even know how I would have worked necessarily because we didn't have access to it.

I can't really say what the next generation would look like because it couldn't support the first generation that I wanted.

I have been using this solution for the last 18 months when I left my previous job, and nine years prior to that.

Going back to March, we were using the most current version for that time.

This solution is very stable. We had no issues with stability whatsoever.

We can't scale it much more than we did at the company.

We are looking at multiple countries around the globe and having the system operate in each of those environments with any legal considerations that are part of each of those countries.

From a scalability standpoint, it's very scalable.

There were HR people, HR business partners that used the system on a regular basis, and there was a recruiting team that worked on the application daily.

 Hiring managers had access to the system so they could view what was going on with the requisitions. It was an enterprise-wide solution.

It's a global tool. From a business standpoint, for us, it was being used all over the world.

I don't know that we would be expanding it. We are looking at a company with 400,000 associates, so I don't know that you could get much bigger or more comprehensive than that.

Now the only question is, would we be allowed to turn on those additional features that we would have liked to have had? That would be the question of expansion.

Technical support is very good.

I've used all manner of solutions over the years. There are a variety of different solutions that I've worked with. SmartRecruiters was very good in my opinion.

The ease of use of the system would be the reasons we switched to this product, as well as the global scalability. At the time that we went with Smart Recruiters, there were different ETF applications being used globally. This was an opportunity for us to get under one system on a global basis.

The ease of use and the ease of implementation were important considerations and in the company, choosing to move to SmartRecruiters.

The initial setup is pretty straightforward. We made it complex because we are who we are.

The deployment took months to complete. It probably took longer to deploy because it was who we are, and we were trying to take everything into consideration globally.

Originally it was deployed in Germany, then rolled over to the US, from there to China and parts of the EU. It was a fairly complex rollout strategy just based on the global nature of the organization.

There was a dedicated team that was coordinating the effort on a worldwide basis.

We have a dedicated team and I was involved in the user testing at the time that we rolled out the system.

I didn't have any real issues. It all made sense as we moved through the process. It's really pretty much a plug-and-play solution if you turn on all the different aspects of the system. Our only limitation was that we couldn't turn on all those things.

It was an ongoing series of, "Hey, can we do this?", and, "Hey, are we allowed to do this?", which is why it became more complex just because we didn't turn on all the solutions initially.

Anytime we wanted to do anything, we had to get permission from Germany.

There were quite a lot of limitations and that's one of the challenges.

I wasn't exposed to the pricing. it was handled by the global implementation team.

I would recommend SmartRecruiters to others who are interested in using it.

I would recommend you use the full functionality of the system because it has some great capabilities, you just need to be able to turn on all those features and utilize the system fully.

From my standpoint, and from where I was sitting as a talent acquisition manager, the biggest thing that I have learned would be if you're going to implement the system, implement it wholly.

Don't do a piece by piece, because you want all those capabilities, and unfortunately, you are limited in that because the organization was doing this on a global basis.

We couldn't do everything that we would have liked to have done here in the US.

Ideally, I guess there's a lesson learned. For us, it would be, "Can we please just turn all that functionality right out of the gate?", as opposed to phasing it in over time, or if we can phase it in over time.

I would rate SmartRecruiters an eight out of ten.

I use SmartRecruiters to collect resumes of the applicants who apply through our company's website or other websites like LinkedIn or Monster and analyze their keywords. 

SmartRecruiters uses AI and machine learning algorithms to identify the keywords that I am looking for. With the help of that, I am able to go through a lot of resumes. It saves a lot of time and makes it easier to find specific candidates with the right skillset. By getting data and communicating better with candidates, I could answer questions for clients in a better way.

I found the core product quite useful. It is easy to use and quite user-friendly. They have also got other options, such as CRM and HRS. They have other versions such as smart distribute, which is an HRS type of system to analyze and get permissions needed from the applicants. In terms of pricing, SmartRecruiters is much better than its competitors.

At times when resumes come in and while analyzing keywords that I look for based on role/field, they don't show up or mention something else with grammatical error due to autocorrect, using varying English language (by country) on a word processor software that as a recruiter and applicant wouldn't think of at times and is not noticed. 
They should be more inclusive in analyzing and flagging words that mean the same but spelled differently.

I started using this solution a few weeks back.

From what I've experienced, it is a reliable solution.

I haven't scaled it yet. Probably in the future, we will scale it up and try something.

In terms of the number of users using SmartRecruiters, we have six people within the HR team in our company. We have talent acquisition, the hiring manager, and the recruiter.

I did call them twice, and their response has been quite good. I would rate them an eight out of ten.

I didn't use any solution previously.

The initial setup was pretty straightforward. It was not that difficult. The deployment took around 45 minutes.

At times, I did it myself, and if I needed some assistance, I asked the team. 

In terms of device maintenance, it requires weekly maintenance and updates, and we have an IT desk analysis team that takes care of it. They help with the services, and sometimes, if there is an issue with the hardware, they assist in that as well.

We have seen ROI from using SmartRecruiters. We saved a lot of money because previously, we had to use different software, such as equipment software, CRM software, and HR software, which was quite expensive for the company.

SmartRecruiters is much better than its competitors. Considering the type of features and services it provides, it is probably one of the best solutions in the market. Others may offer a similar price, but their services won't be that good or the user-friendliness won't be that great. 

The licensing works based on how many users are there in a company. If you are using other functionalities, like CRM and HRS, the price increases.

My advice would be to explore and try different alternatives. It is the time to actually experiment and try a new type of provider out there in the market. It is not all about the pricing. It is about the functionality, return on investment, and amount of time you save in getting a service provider that provides everything at an affordable price. The type of software that is available now is really great. It has changed a lot over the last couple of years. Considering that we are working from home nowadays, it is important to rely on software.

I would recommend this solution. In terms of what SmartRecruiters offers and in terms of CRM or HRS and other things, I find it quite good.

I would rate SmartRecruiters a nine out of ten.