Applicant Tracking System Market Size - By Deployment Mode, By Component, By Organization Size, By Industry Vertical, Growth Forecast, 2025 - 2034

Applicant Tracking System Market Size

The global applicant tracking system market size was estimated at USD 2.7 billion in 2024. The market is expected to grow from USD 2.8 billion in 2025 to USD 5.7 billion in 2034, at a CAGR of 8.3%, as per the latest report published by global market insights, Inc.

• The integration of advanced AI capabilities into ATS is propelling market growth by enabling intelligent, automated, and data-driven hiring processes. These solutions improve applicant experiences, lessen administrative workloads, increase stakeholder collaboration, and streamline recruitment processes. Predictive analytics, process orchestration, and real-time data enable businesses to make hiring decisions more quickly and intelligently. AI-enhanced ATS platforms are becoming indispensable tools as businesses place a higher priority on efficiency, scalability, and talent quality. This is leading to widespread adoption across industries and increasing market prospects worldwide.
   
• For instance, in June 2025, SmartRecruiters introduced AI-powered hiring platform, revolutionizing how businesses find, interact with, and select talent.  With this launch, the conventional Applicant Tracking System comes to an end and an intelligent, integrated, and coordinated approach to hiring begins.  Winston is an agentic AI companion that streamlines administrative tasks, expedites decision-making, and gives all hiring stakeholders more authority.  Winston provides real-time help, automation, and direction to hiring managers, recruiters, and prospects.
   
• Platforms that simplify hiring procedures, lessen system fragmentation, and cut expenses are driving the ATS market's expansion.  These solutions increase recruiter productivity and allow for a greater focus on candidate interaction by centralizing recruitment operations inside a single interface and automating repetitive tasks. This improves the efficiency and quality of talent acquisition.
   
• For instance, in March 2024, WorkLLama, announced its new Applicant Tracking System (ATS), aimed at enhancing the recruitment process. By eliminating the need for numerous external systems, the integration aims to streamline the hiring process and reduce complexity and related expenses.  By automating repetitive operations and concentrating recruitment efforts in a single, user-friendly interface, this consolidation is anticipated to increase recruiters' efficiency and free them up to concentrate more on engaging candidates and identifying top talent.
   
• The growth of the ATS market is being driven by the increasing use of AI and automation in hiring procedures.  Talent discovery is becoming quicker and more accurate because of intelligent features such as candidate ranking, resume parsing, and predictive analytics.  This aligns recruitment efforts with changing company needs and increases the quality of candidates while cutting down on hiring time and expenses.
   
•  ATS adoption is increasing across industries due to the growing demand for centralized recruitment platforms.  In order to overcome the inefficiencies of numerous separate systems, organizations are looking for unified solutions that combine sourcing, tracking, and communication technologies.  Workflows are streamlined, stakeholder collaboration is improved, and more consistent and interesting candidate experience is provided, all of which improve employer branding and retention.
   
• The integration of AI-driven recruitment tools, strong HR tech adoption rates, and extensive organizational digital transformation are the main factors driving North America's supremacy in the ATS market.  Strong demand for sophisticated, analytics-enabled ATS systems across industries is driven by the region's developed labor market, strict compliance regulations, and diversity hiring initiatives.
   
• Expanding SME usage, increasing smartphone penetration, and a spike in cross-border hiring are driving the Asia Pacific ATS market's explosive rise. Businesses are investing in applicant tracking systems (ATS) for competitive talent acquisition, efficiency, and compliance due to the rapid economic development, rising talent mobility, and expanding demand for scalable, cloud-based hiring platforms.
   

Applicant Tracking System Market Trends

• AI and machine learning on ATS systems make the process of candidate sourcing, shortlisting, and ranking more efficient as they help interpret resumes and match skills with what the job desires. Such automation can ease the administrative burden of the recruiter, speed the hiring process, and raise the level of talent, leading to rampant adoption in industries with high-volume hiring processes.
   
• The hiring patterns after the pandemic have led to an emphasis on remote and hybrid work environment, where the ATS systems with global candidate coverage, video interviewing functionality, and time zone flexibility are in demand. Businesses need centralized tools to manage talent pools across geographically distributed location productive work, which has led to the rapid ATS adoption in multinational corporations and startups.
   
• ATS programs also include compliance modules to satisfy the evolving labor laws, equal employment opportunity (EEO), as well as diversity, equity, and inclusion (DEI) initiatives. Automated reporting, objective screening, and the ability to track candidate demographics serve to protect companies against legal risk and improve brand reputation, which increases growth in the ATS market with both regulated and socially aware industries.
   
• Contemporary ATS solutions complement payroll systems, HRIS, job boards, and teamwork applications to form a single talent management process. This interoperability makes hiring quicker, removes most manual data points, and gives recruiters a full picture of a candidate, so ATS adoption is strategic shift HR departments need to increase efficiency.
   
• Recruitment professionals are increasingly using analytics enabled by an ATS to assess time-to-hire, cost-per-hire, source performance, and candidate response. Through the application of predictive analytics tools on the ATS platforms, employers can make informed decisions, enhance the effectiveness of their hiring process, as well as resource allocation, which makes them valuable in competitive talent acquisition in talent-starved industries.
   

Applicant Tracking System Market Analysis

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Based on deployment mode, the applicant tracking system market is divided into cloud, on-premises, and hybrid. The cloud segment dominated the applicant tracking system market accounting for around 58% in 2024 and is expected to grow at a CAGR of over 8% from 2025 to 2034.
 

• Cloud-based ATS systems have scalable features that can be adjusted to recruitment demands without the need to invest in intensive infrastructure. The subscription-based model enables companies to scale up or down and add features as the recruitment needs increase and is suitable when the company size is small, medium, and large and deals with seasonal or project-based recruitment.
   
• Since hiring teams sometimes are distributed across geographies, cloud-based ATS software also allows 24-7 access in any place with an internet connection, keeping recruiters, hiring managers, and the HR team in the know with each other. This market mobility enhances coordination, hastens decision making and facilitates international staff recruitment processes, which are not necessitated by expensive infrastructure maintenance.
   
• Cloud ATS systems can connect seamlessly with job boards, video interviewing solutions, HRIS, CRM systems and productivity applications. This compatibility eradicates data silos, simplifies workflows and guarantees cohesive recruitment practice, making them a good bargain to organizations with digital-first HR procedures.
   
• Cloud-based ATS vendors issue security patches, compliance upgrades and features automatically every day. It guarantees that recruiters will never run out of the latest capabilities, without downtime or IT assistance, thus overcoming the concerns of cybersecurity, compliance issues and addressing efficiency.
   
• Regulated industries, including defense, healthcare, and finance, favor an on-premise system to ensure they maintain total control and security of their data processing and storage. This deployment mode is highly customizable, supports integrating with proprietary systems and following internal security practices to the letter, taking to companies with highly sensitive recruitment data requirements.
   

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Based on industry vertical, the applicant tracking system market is segmented into IT & Telecommunications, healthcare, BFSI, manufacturing, retail, government, and education. The IT & Telecommunications segment dominates the market with 26% share in 2024, and the segment is expected to grow at a CAGR of over 9% from 2025 to 2034.
 

• The lack of experienced IT professionals is forcing businesses into speeding up the recruitment processes. ATS platforms allow quicker candidate sourcing, auto screening, and matching powered by AI, an immensely valuable tool in an industry where great talent is most of the time off the market within few days. With IT & Telecom players spreading round the globe, new staffing high-volume, high-speed will directly push the market of ATS.
   
• Continued digitization efforts, 5G rollout, and cloud scales are also trends making IT & Telecom companies ever-recruiting organizations. An ATS gives the scale and automation to manage continuous requisitions, minimize hiring bottlenecks and be compliant with various labor statutes. Such operational efficiency is translated directly into competitive advantage and fast adoption in the applicant tracking system market.
   
• The IT and Telecom companies are now increasingly setting up distributed workforce across time zones to leverage global talent resources. The implementation of remote work-compatible characteristics through cloud-based ATS platforms, including virtual interviews, joint assessment, and multilingual interface, allows comfortable international hiring. The trend will lead to significant growth in ATS penetration in this industry within the next 10 years.
   
• The IT & Telecom sector experiences one of the highest voluntary turnover rates and is a requirement to keep candidates engaged. CRM-type ATS solutions enable companies to cultivate passive talent, re-engage former candidates, and continue having ready-to-hire funnels. This will form a major driver of market growth as companies will seek to cut down on project delays and vacancy expenses.
   
• The world is experiencing unprecedented work pressures in the health sector with certainties that there is an aging population, post pandemic challenges and patient saturation. Hospitals, clinics, and healthcare networks use ATS solutions to automate the recruitment process that involves a large amount of compliance, achieve rapid fill of critical positions, and address acute staffing. Technology-enabled hiring will represent a mission-critical must-have as shortages mount, pushing healthcare to fast track the adoption of ATS.
   

Based on organization size, the applicant tracking system market is segmented into SME and large enterprises. Object detection identifies and locates objects within images or videos, enabling precise analysis for various applications. Large companies are in various geographies that have different legal needs and high-volume recruitment. A centralized ATS will reduce redundancy in managing requisitions, automate compliance, and make the recruitment process homogenous regardless of geographical location.
 

• With the ongoing trend of globalization, there has been a rising need of enterprise level ATS solutions that have the capability of interfacing with HRIS and ERP systems which will drive market growth.
   
• Major firms are also using the ATS embedded with AI analytical capabilities to determine future staffing requirements, skill level, and recruitment ROI. This data-forward system optimizes the alignment of the talent strategy with corporate growth objectives. With more focus on workforce optimization, ATS systems that imply predictive insights are going to be adopted more rapidly, which will have a direct impact on market development.
   
• Employer brand visibility is imperative as large businesses engage in the battle to attract the best talent across industries. Contemporary ATS systems provide branded career websites, custom candidate experiences, and job posting to social media platforms en-masse. This capability of attracting quality candidates at a faster rate will remain one of the key driving factors behind adopting ATS by large corporates.
   
• Due to the common mergers and acquisitions of big businesses, it facilitates broken recruitment processes. The ATS solutions have integrated divergent hiring frameworks, unified applicant assessment, and control accountability. The trend toward corporate consolidation will result in an increasing demand in the marketplace as ATS platforms are required that can scale to accommodate talent acquisitions processes.
   
• SME find themselves operating under pressure and needing to scale their operations rapidly, without commensurately increasing the number of people in their HR teams. SMEs can hire efficiently and maintain costs under control with affordable, user-friendly ATS automation capabilities that screen candidates, schedule interviews, and onboard vanish urban outfits. With SMEs developing more interest in lean growth strategies, the adoption of ATS in the sector will gain high momentum.
   

Based on component, the applicant tracking system market is segmented into software and services. The rapid shift toward cloud-native ATS solutions is enabling organizations to deploy systems faster, scale without infrastructure limitations, and ensure seamless updates. This agility supports evolving recruitment needs and remote hiring models. As enterprises and SMEs alike embrace flexible hiring architectures, the demand for ATS software will rise sharply, fueling sustained market growth.
 

• Contemporary ATS software that connects smoothly with HRIS, payroll, and collaboration tools, such as Slack or Microsoft Teams, is getting rid of the recruitment workflow silo situation. It is this smooth connectivity that increases the productivity of the recruiter and candidate engagement. Intense focus on vehement digital ecosystems will drive ATS software with enhanced integration capabilities to acquire further market share.
   
• Software-based ATS platforms using AI to parse resumes, understand skills and rank candidates dramatically reduces time-to-hire and enhances quality-of-hire. In this automation, recruiters will be free to concentrate on relationship-building, and technology will be involved in the automation of repetitive tasks. With more companies becoming competitive over the best talent sweeteners, the market will find significant growth in AI-enabled ATS software uptake in the market.
   
• To meet competition there are very customizable ATS platforms now being offered by software providers through industry specific requirements which include healthcare, IT, or manufacturing. Such industry-specific functionalities help cater to compliance, workflow, and talent needs in the industry, forming good adoption momentum. Since organizations require accuracy employment tools, ATS software that fits in vertical sections will become a significant market growth engine.
   
• The ATS vendor providers providing implementation, training, and continual optimization services are assisting organizations in getting the best ROI out of their recruitment systems. These services lower the adoption friction level, speed up user proficiency and guarantee the sustainable usage of the platform. The desire by companies to gain professional advice about tapping ATS potential will increase the demand of professional and managed ATS services, which will raise the entire market revenues.
   

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US dominated the applicant tracking system market in North America with around 90% share in 2024 and generated USD 755 million in revenue.
 

• The high migration to remote and hybrid jobs within the US labor market has increased the demand of advanced ATS platforms to oversee geographically distributed talents. Employers have been turning to digital recruitment systems to manage candidate communications, virtual interviewing, and candidate shortlisting. This is an important trend that is driving the continued growth of ATS adoption in industries.
   
• And with unemployment at all-time lows in various sectors in the US, there is intense competition when it comes to specialized talent. Faster candidate screening, skill matching and predictive analytics using AI-driven ATS solutions are encouraging organizations to adopt them. The innovative features of these tools are also providing recruiters with an edge over others, contributing to the sustained interest in new ATS platforms and an increase in market growth.
   
• Millions of active job postings occur in the US at any given moment, overwhelming manual recruitment procedures. Companies are implementing ATS solutions to automate the parsing of resumes, scheduling, and compliance monitoring. This automation not only accelerates the hiring process; it also provides standardized candidate experience, a direct driver of ATS software adoption in the country.
   
• The US has a developed enterprise software ecosystem, allowing ATS providers to connect recruiting platforms to HRIS, payroll, and communication platforms such as Slack and Teams. Such integrations enhance recruiter efficiency, and streamline hiring processes. With businesses pursuing interconnected HR technology stacks, the adoption of ATS is expected to gain further momentum.
   
• Strict US labor laws, diversity employment requirement, and EEO compliance regulations are placing pressure on organizations to adopt ATS systems that can automatically track and report compliance. This avoids risk mitigation and audit readiness and enhances fairness to candidates. As compliance matures into a board-level concern, there will be intense and perpetual growth in the need of compliant-ready ATS solutions.
   

The applicant tracking system market is driven in Germany by its digital transformation initiatives among German enterprises. Ongoing Industry 4.0 adoption is pushing German companies to modernize their HR operations. Large enterprises and SMEs are integrating ATS platforms with other digital HR tools to create seamless hiring workflows. This technological shift is accelerating ATS uptake, positioning it as a critical pillar of workforce modernization and market expansion.
 

• Skill shortages continue to plague Germany across manufacturing, engineering, and IT sectors, which are encouraging employers to turn to more sophisticated ATS platforms to enable quicker, more accurate fulfillment of talent acquisition needs. ATS adoption in the country is directly driven by the opportunity to automate candidate screening, target passive candidates and increase reach beyond the borders, which is bolstering steady market growth.
   
• In Germany, strict employment regulations, GDPR data privacy requirements, as well as diversity hiring mandates, make recipe intensive recruitment a risky and inefficient process. The platforms that support automatic compliance monitoring, safe data storage and audit-prepared reporting are very popular, and this is what contributes to a market increase, as companies want to avoid a penalty and promote more justice in recruitment.
   
• German organizations find themselves having to deal with the challenges of multilingual, cross-border recruiting as they enlist more and more personnel outside of the EU. Multilingual platforms that can be used globally and support remote candidates are experiencing high adoption, leading to increased market value and making vendors well prepared to support the growing global talent strategies in Germany.
   
• Investment in recruitment automation is stimulated by government-sponsored schemes that encourage digital transformation among Germany SMEs. Not only are the number of ATS adopted increasing, but also small and mid-sized businesses are turning to affordable ATS to better compete with large enterprises to attract and retain talent. This liberalization of recruitment technology is expanding the base of the market and leading to sustained growth.
   

The applicant tracking system market in China is projected to witness strong and sustained growth throughout the forecast period from 2025 to 2034.
 

• China is rapidly changing economically, generating an oversupply of white-collar careers, mostly in the finance, information technology, and professional services. This growth has been urging firms to shift towards ATS platforms in terms of quicker talent acquisition and efficient applicant screening, which directly increases the growth of the market by allaying time and speed of hiring in a more competitive environment of talent.
   
• The HR departments in the Chinese government are currently motivated by the government policies to move towards using AI-driven ATSs due to the support of the digital transformation of enterprises. Direct drivers of adoption of ATS are subsidies, tax incentives, and industry up-skilling programs of digitalization, which are facilitating the market penetration of ATS in large state-owned companies as well as smaller privately owned companies interested in hiring efficiently.
   
• The current online commerce and technological boom in China is increasing the competition of highly qualified workers. The use of artificial intelligence-enhanced candidate sourcing and automated shortlisting through ATS is becoming increasingly essential in time-to-hire. The war on talent is continuing to drive ATS investment, among large tech conglomerates and high-growth digital startups.
   
• Chinese employers use a combination of ATS with WeChat, Zhaopin, and 51job to improve their focus on candidates. The localized recruitment strategy is expanding recruiter access, enhancing candidate activity, and more efficiently matching recruitment strategies with recruitment context in China, which fast-tracks ATS market penetration by orienting techniques to China-specific digital infrastructure.
   
• SMEs in China are on the rise using cost-efficient ATS solutions to perform recruitment efficiently and compete even with larger organizations to acquire highly qualified employees. Inexpensive cloud-based applications are also eliminating the barriers to adoption and allow SMEs to spend less on hiring, and less time, and this is widening the user base of ATS and expanding the market growth in the country.
   

The applicant tracking system market in Brazil is projected to witness a notable increase in market share from 2025 to 2034, driven by rising adoption across key industries.
 

• The companies in Brazil are increasing digital transformation projects; HR automation is one of the priorities. Since companies abandon the practice of hiring employees through manual recruitment, ATS usage is rapidly increasing. Such a transformation is making hiring faster and data-based, which is a direct contributor to market growth and talent acquisition more competitive in a changing labor market.
   
• The increasing start-up environment in Brazil particularly in the fintech, e-commerce and software as a service (SaaS), the eyes for effective recruitment tools are getting sharp. The ATS platforms assist these firms in handling a large number of applications, minimize time-to-hire, and attract the best talent within a quick time. Scaling start-ups ambitions are being powered with the agility offered by ATS solutions, which is what has been contributing to the rate of adoption.
   
• The positive governmental initiative that facilitates the modernization of the workplace and established the utilization of digital applications influences the adoption of ATS in Brazil. Incentives like tax allowances and online training in digital skills are lowering cost and complexity of implementation, and as a result more businesses, particularly SMEs, are finding it less expensive and complex to invest in ATS and this is expanding the market boundaries and increasing the rate of growth.
   
• Migration toward the remote and hybrid working style is also stimulating demand in the ATS technologies that will be used to facilitate virtual hiring, video conferencing during interviews and remote onboarding. Brazilian employers are using cloud based ATS solutions to mine talent outside geographical limits to conduct better hires in hiring, as well as increasing market penetration across industries.
   
• There is an increased competition to attract skilled workers in such industries as healthcare, IT, and manufacturing in Brazil. When an organization is seeking to identify, engage and maintain the best talent, ATS solutions with built-in AI-driven candidate matching are creating a way to do this more quickly. This has been attributed directly to increase in adoption rates, thus the constant growth of the market in the future.
   

The applicant tracking system market in Saudi Arabia is anticipated to capture a growing share of the regional market between 2025 and 2034, supported by increasing investments in automation and smart technologies.
 

• Development in the Saudi Arabia Vision 2030 is spurring the necessity of strategic talent management and most importantly achieving Saudization rates. ATS platforms allow companies to find, evaluate and recruit local talent sufficiently, which makes businesses manage government demands. Such a policy-based pressure is providing a major pull factor towards ATS adoption thus spiking market growth in various industries.
   
• Saudi Arabia is currently facing massive recruitment demands with mega infrastructure projects, economic diversification and the implementation of giga-projects such as NEOM. ATS tools simplify hiring campaigns that are of large scale and increase time-to-fill together with improving experience of a candidate, thus, becoming essential tools. This form of high hiring demands is a direct driving force towards the growth of the ATS market in the Kingdom.
   
• As a complex business modernization, Saudi corporations are quickly racing toward the digitalization of the human resources processes. Newer forms of ATS platforms automate the antique processes of manual recruitment and include efficiency, compliance, and analytics-informed insights. Such continuous digitalization is playing a key role in expanding markets, particularly in the competitive markets such as oil and gas, finance and technology.
   
• The need of ATS platforms with Arabic-English bilingual interface constantly rises due to workforce that consists of both Saudi nationals and expats. Such a feature enhances the experience of candidates and the efficiency of the recruiter agencies, which will make the bilingual ATS solutions more appealing to businesses thereby increasing the number of adoptions hence making the market develop more strongly.
   
• Saudi organizations are becoming more national inverts seeking specialized skills. ATS tools allow you to access global talent base through cross-border compliance including remote screening and video interviewing via cloud-based ATS tools. This ability to recruit globally is creating an interest in sophisticated tools in ATS and hastening market entrenchment in Kingdom of Saudi Arabia.
   

Applicant Tracking System Market Share

• The top 7 companies in the applicant tracking system industry are Workday, SAP, iCIMS, Greenhouse Software, BrassRing, SmartRecruiters, and Jobvite, contributing around 55% of the market in 2024.
   
• With AI-powered candidate matching, predictive analytics, and automated screening tools, workday provides a recruitment suite that gives it a competitive advantage by taking its positions in the ATS market. It specializes in integrating ATS with its wider HCM cluster, providing seamless hiring through to onboarding. The strategic partnerships, the constant improvements of user experience, and the expansion around the globe enable Workday to attract enterprise customers and enjoy competitive edge.
   
• To stay competitive in the ATS market, SAP uses its SuccessFactors platform which retains a focus on the end-to-end workflows in talent acquisition and AI-driven job suggestions. The company is spending on cloud native scale, geographical localization to adhere with local laws, and extensive integration of enterprise resource planning (ERP) systems. The strategy of SAP focuses on multi-language support, flexibility of customization and ecosystem collaboration in order to cut the global market share.
   
• iCIMS is being positioned significantly to advance its competitive advantages in the market with recruitment marketing innovation, candidate engagement and sophisticated analytics. The platform provides Artificial Intelligence-based sourcing, video interviewing, and mobile-based applications to increase efficiency. iCIMS is also betting on integration solutions toward HR and CRM systems, as well as its partner network and focusing on industry-specific tools to meet the hiring demands across the globe.
   

Applicant Tracking System Market Companies

Major players operating in the applicant tracking system industry are:

• ADP
• BrassRing
• Bullhorn
• Greenhouse Software
• iCIMS
• Jobvite
• SAP
• SmartRecruiters
• UKG
• Workday
   
• ATS market is competitive because of blistering technological changes and changing recruitment demands. The major market leaders are focusing on integration of AI and machine learning to enhance candidate sourcing, screening accuracy and time-to-hire. Cloud-based delivery is the method many players are resorting to in order to increase scalability, minimize global deployment expenses, and enable remote hiring workflow. The companies are also focusing on UX design enhancements, mobile-first interface, and data-driven recruitment analytics to support both large enterprises and SMEs which allow them to have a better competitive advantage.
   
• The competitive dynamics of the ATS market are taking the form of strategic partnerships, mergers, and acquisitions. The range of ecosystem integrations by vendors with HRIS, payroll, and collaboration tools is also growing to provide end-to-end hiring solution planning and implementation. The nature of competitive differentiation based on customization, compliance-ready solutions, and solutions to different regulatory environments is growing. Moreover, providers are taking niche markets, including the healthcare sector, IT, and education, and providing specialized features to respond to industry unique recruitment processes and regulatory matters to ensure long-term clients.
   
• Value-added services and pricing flexibility are increasingly the focus of competitive positioning in ATS market. Vendors are offering tiered subscription services, pay-as-you-go, and AI-enabled-add-ons in order to attract new customers. Talent acquisition tools: Sustainability and ESG use is becoming a differentiator, and providers are adding features related to promoting diversity hiring and ethical recruiting processes. This inclusive in conjunction with predictive hiring insights is assisting market leaders to preserve clients whilst attracting new business in the marketplace that is extremely saturated and fast evolving.
   

Applicant Tracking System Industry News

• In February 2025, Barrett Business Services introduced BBSI Applicant Tracking System (ATS)- a tool that eases and helps improve the hiring process among businesses both big and small. The tool offers a smooth, completely electronic onboarding process so that new hires can hit the ground running. Select and process candidates with an easy to use, centralized dashboard.
   
• In November 2024, Spark Hire.com introduced integration of new applicant track system with slack, which involves redefining the hiring cooperation. The ATS integration with Spark Hire and Slack gives recruiting teams an opportunity to maintain communication and prevent email overload, speeding up the process of making hiring decisions.
   
• In July 2024, CazVid rolled out the new AI powered Applicant Tracking System (ATS), which is an immense breakthrough that would shorten the recruitment procedure between the employers and the job seekers. The new ATS will be embedded in the CazVid system that will extend more convenient and effective tools to handle job applications. Its new ATS will also be complementary to the CazVid that provides a platform with which users would produce, and distribute short, 30-second video resumes and job advertisements. CazVid seeks to offer a thorough recruitment program by converging the ATS as this will enable them to capture the entire gamut of the hiring process, starting with job posting and ending with hire.
   
• In April 2024, HiBob unveiled Bob Hiring, a fully integrated ATS that connects candidate, employee, and business data for better decision-making. Intuitively, Bob Hiring shows how Bob Workforce Planning is concerned with the recruitment process and synchronizes hiring plans according to the changing tactics of business objectives to optimize the process via a powerful, all-in-one HCM platform. All people data across the employee life cycle is now combined in the HiBob HCM platform, where all stakeholders, such as finance, C-suite and managers, can collaborate easily on the same platform without the necessity of different point solutions - and at the same time provide a best-in-class candidate experience.
   

The applicant tracking system market research report includes in-depth coverage of the industry with estimates & forecasts in terms of revenue ($ Mn/Bn) from 2021 to 2034, for the following segments:

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Market, By Deployment Mode

• Cloud
• On-premises
• Hybrid

Market, By Component

• Software
• Services
  • Professional Services
    • Consulting Services
    • Integration And Implementation
    • Training And Support
  • Managed services

Market, By Organization Size

• SME
• Large enterprises

Market, By Industry Vertical

• IT & Telecommunications
• Healthcare
• BFSI
• Manufacturing
• Retail
• Government
• Education

The above information is provided for the following regions and countries:

• North America
  • US
  • Canada
• Europe
  • UK
  • Germany
  • France
  • Italy
  • Spain
  • Russia
  • Nordics
• Asia Pacific
  • China
  • India
  • Japan
  • South Korea
  • ANZ
  • Southeast Asia
• Latin America
  • Brazil
  • Mexico
  • Argentina
• MEA
  • South Africa
  • Saudi Arabia
  • UAE