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SmartRecruiters vs iCIMS Recruit comparison

 

Comparison Buyer's Guide

Executive Summary

Review summaries and opinions

We asked business professionals to review the solutions they use. Here are some excerpts of what they said:
 

Categories and Ranking

iCIMS Recruit
Ranking in Applicant Tracking and Recruiting Software
11th
Average Rating
8.0
Number of Reviews
1
Ranking in other categories
No ranking in other categories
SmartRecruiters
Ranking in Applicant Tracking and Recruiting Software
1st
Average Rating
8.2
Reviews Sentiment
7.0
Number of Reviews
15
Ranking in other categories
Talent Acquisition (8th)
 

Mindshare comparison

As of April 2025, in the Applicant Tracking and Recruiting Software category, the mindshare of iCIMS Recruit is 2.6%, down from 4.2% compared to the previous year. The mindshare of SmartRecruiters is 6.4%, down from 6.6% compared to the previous year. It is calculated based on PeerSpot user engagement data.
Applicant Tracking and Recruiting Software
 

Featured Reviews

CC
Good documentation and customization with fairly straightforward setup
If reporting could be more robust, that would be phenomenal. Any time you're obviously dumping into Excel and having to manually manipulate data it takes time. It would be great if we could do everything in the platform. They do offer some great products. I wish it was all bundled together. They have an Offer Suite you have to pay additional for, which would be great if it was included with their initial product. There are items as a system admin we should have access to change. I do believe iCIMS is working on a certificate solution, where we would be allowed to make some of those changes ourselves.
Anudeep Kamuni - PeerSpot reviewer
Efficiently automates tasks but lacks certain features in terms of usability
There are a couple of areas of improvement. SmartRecruiter lacks certain features in terms of usability. For instance, we cannot move candidate profiles, interview feedback, notes, and activities related to one candidate when transitioning from one job to another. We have to manually copy and paste everything for that specific candidate. This is a significant drawback. Additionally, the filters are not accurate. The results are inaccurate when filtering multiple criteria, such as country and hiring manager. This level of inaccuracy is unexpected for an application, especially for smaller organizations. It should have been corrected easily. Moreover, the CRM module lacks video reporting capabilities. These are some the biggest improvement I would like to see.

Quotes from Members

We asked business professionals to review the solutions they use. Here are some excerpts of what they said:
 

Pros

"The solution offers good customization and good dashboards."
"The most valuable feature is the way that they've set it up for collaboration."
"With this solution, I was able to add diversity to my recruiting. I was able to source from multiple locations, and I could show where applicants came from. The reporting tools that are on offer, allowed us to expand our reach. We were able to add meaningful diversity into recruiting."
"I used the free version, which I found valuable."
"The candidate experience was better because the whole process was there."
"The most valuable feature of the solution stems from the fact that amongst all the other ATS platforms that I have used, SmartRecruiters is the most user-friendly tool."
"SmartRecruiters is a candidate management system or ATS system that we use for recruitment purposes."
"It has a neat functionality built in where it rates candidates. So, before you even look at the resume, you see a rating, and it is based on keywords. For example, it will tell you that an applicant is a frontend engineer and has used React, Angular, etc. It gives you a heads up so that you don't have to go through a hundred resumes on Monday morning eliminating applicants. It will tell you that this applicant's skills match 87%, which is pretty neat. You can skip the ones that are rated 25% or something."
"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."
 

Cons

"If reporting could be more robust, that would be phenomenal."
"Sometimes, there is this language or communication barrier in terms of what the applicants mentioned. SmartRecruiters sometimes has trouble understanding certain types of keywords or has certain types of language, translation, or grammar issues."
"The solution's reporting feature could be improved because it is not very strong."
"I don't see the integration of SmartRecruiters with SAP happening quite seamlessly, making it an area where improvements are required."
"The solution needs to work on a single sign-on."
"The filters are not accurate. The results are inaccurate when filtering multiple criteria, such as country and hiring manager."
"One thing that has been a bit of a struggle is getting tech support. It is a little more difficult to get support from SmartRecruiters. They want you to have your own in-house person to help you with any issues, whereas with both Lever and Greenhouse, you can just click a button at the bottom of the screen and chat with someone almost instantly."
"We ran into some serious issues related to language barriers."
"The major improvement area is how it integrates with other systems. That's where we've had some sort of pain points. They've done a lot of work with their development team in setting up integrations with other types of software like SuccessFactors, which we use, but we have found some glitches there. This is probably where they need to do some work. Sometimes, when it refreshes or there is any sort of update in SmartRecruiters, it has a direct impact on the integrations that we have with other tools. We are not always notified when that takes place. We have had HR say to us, "We've just hired this guy. He is not there in our end board at all. What's going on?" That's when we realized that the integration is actually broken. When we have other solutions like SuccessFactors, it would be very helpful to have knowledge articles for such integrations. We have found some of the templates that we want to use and some of the customizations that we do around the offer letters and the contract letters to be a little bit more difficult, which hasn't made this process any more efficient than it was. We still have to do a bit of manual intervention there. I don't know if it is just our company, but we need to have different clauses and things in place. We have stopped using DocuSign as well, and we are trying to look at other ways of doing that. They are aware of this."
 

Pricing and Cost Advice

Information not available
"I haven't been so involved with pricing, so I don't have all details, but I know that we are paying per head when it comes to different countries. There is an additional fee for new features that they release. If it is something that we would like to use, we need to pay some extra for it."
"Back in 2018, when I engaged with their sales, they wanted to charge around $10,000 for an annual subscription. Depending on your organization, that either could or couldn't be expensive. I personally think it's a fair price. However, I engaged them and negotiated a lower price with them. I think I got closer to $6,000. It came with a commitment of three years."
"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."
"They are pretty competitive. As the product matures, it has much more functionality and different pricing models. It can relatively cost a lot more if you want to use additional features, but, in general, it is competitive in the industry. We work on a yearly license agreement based on the company size. There are the support costs, which are a part of the additional cost based on the percentage of the licensing fee. So, it has a license plus support cost. Then, of course, there are other add-on options that we can purchase and procure whenever we want to based on certain negotiated arrangements."
"I wasn't involved in its acquisition, but I would assume that SmartRecruiters is pretty pricey."
"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."
"SmartRecruiters is an expensive solution."
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Top Industries

By visitors reading reviews
No data available
Healthcare Company
11%
Manufacturing Company
9%
Government
9%
Financial Services Firm
9%
 

Company Size

By reviewers
Large Enterprise
Midsize Enterprise
Small Business
No data available
 

Questions from the Community

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What do you like most about SmartRecruiters?
The most valuable feature of the solution stems from the fact that amongst all the other ATS platforms that I have used, SmartRecruiters is the most user-friendly tool.
What needs improvement with SmartRecruiters?
With SmartRecruiters, compatibility with other HRIS systems is an area with certain shortcomings that require improvement. SmartRecruiters is a tool that we use as an ATS platform in our company, b...
 

Comparisons

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Sample Customers

NorthStar Anesthesia, Southeastern Grocers, AmTrust Financial, RPM Pizza, Hackensack Meridian Health, Esurance, Peet’s Coffee, Regis Corporation, Cedar Fair
Atlassian, Aol, IBM, Napa, Skechers
Find out what your peers are saying about SmartRecruiters, Greenhouse, phenom people and others in Applicant Tracking and Recruiting Software. Updated: March 2025.
848,989 professionals have used our research since 2012.