10 Best Applicant Tracking Systems for Public Sector in 2025

Nearly 99% of Fortune 500 companies rely on Applicant Tracking Systems, cutting their hiring cycles by up to 60%.

For public sector organizations, ATS platforms help HR teams quickly sort applications, collaborate seamlessly with hiring committees, and identify the most qualified candidates for roles in government, education, and non-profits.

We've researched, reviewed, and ranked the top 10 Applicant Tracking Systems for the public sector. We focused on features that ensure compliance, transparency, and efficiency. Additionally, we share actionable best practices. 

10 Best Applicant Tracking Systems for Public Sector

We've researched and reviewed the top 10 Applicant Tracking Systems for the public sector. These systems simplify and streamline hiring for government, education, and non-profit organizations. 

Our detailed reviews cover features, pros, cons, and pricing. This helps public sector HR teams make informed decisions.

1. Skima AI

Skima AI is a public sector-ready applicant tracking system that streamlines end-to-end hiring with features like resume parsing and AI-powered search. Built with GDPR and SOC 2 compliance, it ensures transparency and data security for government and non-profit organizations.

It also integrates seamlessly with existing ATS, HR, and VMS systems. You can explore the platform with a 14-day free trial, no credit card required.

Skima AI Features

• Automatically Extracts and Organizes Data from Resumes
• Applicant Tracking and Candidate Pipeline Management
• Resume Tagging Capabilities
• AI Search Algorithm Trained on Millions of Resumes
• AI Chat-Based Search with AI Candidate Matching
• Skill Evidence Detection
• Secure in-house AI models with No External APIs
• Integrates with Existing ATS and HR Software Seamlessly
• On-premises Deployment Option
• Enterprise-Grade Security and Compliance

Skima AI Pricing

Pros of Skima AI

• AI Search Engine: Skima AI has an AI search feature that helps recruiters search for candidates. It scans thousands of profiles and surfaces the top ones within seconds with AI scores and explanations.
• AI-Driven Matching: Skima AI uses deep learning to match the ideal candidates quickly with your given job description. It makes the screening part easy, fast, and effective, cutting down time-to-hire.
• Automation Capabilities: It automates job posting, resume parsing & screening, interview scheduling, candidate outreach, and more. This allows recruiters to focus on strategic decisions.
• Seamless Integration: Skima AI integrates easily with existing ATS systems, making recruitment smoother. It also connects with payroll and HR systems, bringing everything together for a hassle-free experience.
• Reliable Customer Support: Several users have praised Skima AI’s support team for being quick and helpful. This improves their overall experience with the platform.    
   

Cons of Skima AI

• Initial Learning Curve: Although the system is effective, recruiters may need a short period to adjust to the advanced AI hiring features. However, training and demo sessions are provided to ease the transition.

2. Eploy

Eploy is a cloud-based applicant tracking system for in-house recruitment teams. It combines an ATS, Recruitment CRM, onboarding tools, and analytics to streamline hiring from job requisition to onboarding.

Moreover, its platform offers customizable workflows, automated interview scheduling, career site integration, employee referral programs, and analytics. These features help teams attract top talent and make data-driven hiring decisions.

Eploy Features

• Applicant Tracking System
• Offers & Onboarding
• Recruitment Analytics
• Recruitment Marketing
• Seamless Integrations

Pros of Eploy

• Highly Customizable: The platform offers extensive customization options, allowing organizations to tailor workflows and processes to their specific needs.
• Excellent Customer Support: Eploy's support team is frequently praised for being responsive, knowledgeable, and helpful throughout the implementation and beyond.
• Comprehensive Features: Users appreciate the wide range of functionalities, including applicant tracking, onboarding, analytics, and recruitment marketing tools.
• User-Friendly Interface: Many users find Eploy intuitive and easy to navigate, which enhances the recruitment experience.

Cons of Eploy

• Complex Workflow Changes: Some users report that modifying workflows or processes can be intricate and may require assistance from the support team.
• Integration Challenges: Integrating with certain external systems, like Experian, has been noted to be more complex and time-consuming than anticipated.
• Limited High-Volume Candidate Handling: There are mentions of limitations when managing large volumes of candidates, particularly concerning adding skills to candidate profiles and implementing blind screening processes.

3. Bullhorn

Bullhorn is an ATS with a built-in CRM that helps staffing and recruitment agencies manage candidates, client relationships, and the entire hiring process in one platform.

Bullhorn automates workflows, improves team collaboration, and delivers real-time, data-driven insights. Bullhorn also scales easily, which makes it suitable for businesses of any size.

Bullhorn Features 

• Unified ATS & CRM
• AI-Powered Search & Match
• Email Integration & Parsing
• VMS Integration
• Onboarding & Compliance

Pros of Bullhorn

• Comprehensive ATS and CRM Integration: Bullhorn combines applicant tracking and client relationship management in a single platform, streamlining workflows and enhancing efficiency.
• Advanced Reporting and Analytics: It provides customizable dashboards and detailed metrics to help agencies make data-driven decisions.
• Strong Automation Features: It uses AI to automate repetitive tasks, which allows recruiters to focus on strategic hiring activities.
• Scalable for Growth: Bullhorn can adapt to agencies of all sizes with solutions that grow as business needs evolve..

Cons of Bullhorn

• Limited customization: Some users feel the platform’s customization options are not flexible enough to fit specific workflows.
• Steep learning curve: Bullhorn’s wide range of features requires time to master, which can slow initial productivity.
• High pricing for smaller agencies: Its costs can be significant, especially when adding advanced features and integrations.
• Integration challenges: Bullhorn may require extra technical resources to connect with third-party applications.
• Complex interface: Some users find the interface difficult to navigate across multiple functionalities and settings.

4. iCIMS

iCIMS is an ATS built for high-volume hiring and specialized roles. It provides talent acquisition software that makes finding and hiring top talent simpler and more efficient.

Additionally, its AI-powered features reduce manual work for recruiters while streamlining sourcing and interview processes. iCIMS also integrates with over 750 HR systems and platforms, including LinkedIn, Workday, and ADP.

iCIMS Features

• Candidate Experience Management (CXM)
• Career Site Builder
• iCIMS AI
• Analytics and Reporting
• Personalized Candidate Experiences

Pros of iCIMS

• Comprehensive Platform: iCIMS combines ATS, CXM, onboarding tools, and career site management in a single unified solution.
• Customizable Workflows: It supports tailored workflows, branded career sites, and flexible automation to meet specific hiring needs.
• Robust Analytics: Provides real-time insights on metrics like time-to-fill, cost-per-hire, and candidate engagement.
• Seamless Integrations: Connects smoothly with payroll systems, HR platforms, and communication tools for streamlined processes.
• Enhanced Candidate Experience: Offers engaging career sites, AI-driven job recommendations, and a simple application process.

Cons of iCIMS

• Opaque Pricing: iCIMS does not disclose pricing upfront, which makes budgeting difficult for small businesses and startups.
• Outdated Interface: Some users find the UI dated and less intuitive, which can slow workflows and reduce adoption.
• Complex AI Features: Limited guidance on AI tools can make it challenging for recruiters to fully leverage the platform’s automation capabilities.

5. Workable

Workable is an applicant tracking system and recruitment platform designed to manage the entire hiring process. It uses AI-driven tools and global job board distribution to help businesses source and assess talent quickly and efficiently.

Workable's platform streamlines job postings, tracks candidates, and automates interview scheduling with AI insights. This ensures a smooth workflow and faster time-to-hire.

Workable Features

• Seamless Job Board Integrations
• Multi-Language Hiring Options
• Mobile-Optimized Application Forms
• Jobs Widget and API Access
• AI-Powered Candidate Recommendations

Pros of Workable

• Comprehensive candidate evaluations: Workable provides robust analytics and clear visualization tools to measure candidate quality, monitor recruiting performance, and make data-driven decisions with confidence.
• Quick onboarding process: The platform offers a simple setup with step-by-step guidance. This enables teams to get started quickly without long training sessions.
• User-friendly interface: Its clean, intuitive dashboard design makes navigation easy, so users can manage tasks without technical hurdles.
• Collaborative hiring options: Workable enables teams to review candidate profiles, share real-time feedback, and coordinate hiring decisions seamlessly in one place.
• Cost-effective pricing plans: Workable delivers affordable recruitment solutions that suit businesses of all sizes.

Cons of Workable

• No integration with video conferencing tools: Workable lacks direct integrations with platforms like Zoom or Teams, making virtual interview scheduling less seamless. Recruiters often have to rely on manual workarounds.
• Email syncing issues: Some users experience problems syncing emails, causing communication delays and, in some cases, missed candidate follow-ups.
• Limited functionality post-offer: After a candidate accepts an offer, Workable provides very few tools for onboarding or final hiring steps, which can be a drawback for teams needing end-to-end support.

6. Zoho Recruit

Zoho Recruit offers a comprehensive set of tools to simplify the entire hiring process. It features automation, candidate tracking, and smooth integrations with HR systems.

The platform caters to both corporate HR teams and staffing agencies, combining an ATS with AI-driven candidate matching, customizable workflows, and in-depth analytics to enhance recruitment efficiency.

Zoho Recruit Features

• Candidate Sourcing
• Job Advertising
• AI-powered Resume Parser and Chatbot
• Background Screening
• Hiring Analytics
• Assessments
• Video Interview

Pros of Zoho Recruit

• Strong Integrations: Zoho Recruit connects seamlessly with Zoho apps, G Suite, and job boards, which streamlines workflows and reduces manual tasks.
• Flexible Customization: It offers adaptable workflows, custom fields, and portals. This allows teams to tailor the system to their hiring needs.
• Affordable Plans: It offers multiple pricing options that provide businesses with flexibility based on their requirements.
• AI-Powered Features: Zia’s (Its AI-powered assistant) resume parsing and candidate matching quickly identify top talent, saving recruiters time.
• Efficient Job Posting: Jobs can be published across multiple boards, and smart sourcing tools help attract the best candidates.

Cons of Zoho Recruit

• Complex Setup: Its initial configuration can be time-consuming, especially for teams new to the Zoho ecosystem.
• Steep Learning Curve: Its advanced features, like custom workflows, may require training and adjustment time for new users.
• Slow Support: Zoho Recruit’s response times can be slow, particularly for lower-tier plans, causing frustration for users.
• Job Posting Limitations: It requires a matching website domain and email to post jobs, which can add costs and complexity.
• Outdated Interface: The applicant tracking design feels dated and less intuitive compared to modern ATS solutions.

7. Recruitee

Recruitee is an applicant tracking system designed to streamline hiring through automation and team collaboration. Its intuitive interface and customizable workflows help keep hiring teams organized and aligned.

Furthermore, the platform integrates with popular HR tools, job boards, and communication platforms, including Personio, AssessFirst, Testlify, Slack, LinkedIn, and Indeed.

Recruitee Features

• Customizable Pipelines
• Workflow Templates
• Job Scheduler
• API & Webhooks
• Single Sign-On

Pros of Recruitee

• Flexible Workflow Customization: Recruitee’s custom pipelines and workflows help teams align with their hiring process while maintaining their employer brand.
• Centralized Communication: Its platform consolidates candidate and team conversations. This reduces email clutter and keeps collaboration organized.
• Actionable Analytics: Recruitee’s reporting tools track key metrics, enabling data-driven hiring decisions and improving process efficiency.
• Responsive Customer Support: Its live chat, email assistance, and onboarding sessions ensure quick issue resolution and smooth adoption.
• Seamless Integrations: Recruitee’s connections with job boards, HRIS systems, and tools like LinkedIn and Slack streamline workflows.
• Intuitive Drag-and-Drop Interface: Its clean interface simplifies navigation, shortens the learning curve, and allows teams to work efficiently.

Cons of Recruitee

• Learning Curve: Recruitee’s advanced features may require training, especially for recruiters new to ATS platforms.
• Customer Support Delays: Its response times can slow down during peak hiring periods, causing delays in issue resolution.
• Limited Mobile Functionality: Recruitee’s mobile app lacks some advanced features available on desktop, which limits effectiveness for complex tasks on the go.

8. Jobvite

Jobvite is an AI-powered talent acquisition platform designed to streamline and enhance the hiring process. It offers a comprehensive suite of tools that support sourcing, recruiting, and onboarding. This enables organizations to attract and hire top talent efficiently.

The platform provides features such as customizable workflows, branded career sites, intelligent candidate sourcing, and automated interview scheduling.

Jobvite Features

• AI-Powered Candidate Matching
• Automated Job Postings
• Customizable Career Sites
• Candidate Relationship Management
• Interview Scheduling & Feedback
• Mobile Accessibility

Pros of Jobvite

• Ease of Use: Users appreciate Jobvite's intuitive interface, which simplifies recruitment tasks for HR teams and enhances user adoption.
• Comprehensive Candidate Tracking: The platform offers robust candidate management features. This allows for efficient tracking and management of applicants throughout the hiring process.
• Effective Social Media Recruiting: Jobvite enables seamless integration with social media platforms, further facilitating effective recruitment through these channels.
• Robust Analytics and Reporting: Users highlight Jobvite's strong analytics and reporting capabilities, which further aid in data-driven decision-making.
• Seamless Collaboration: The platform supports seamless collaboration among team members, which improves overall efficiency in the recruitment process.

Cons of Jobvite

• Limited Customization: Some users wish for more customization options to better fit their specific needs.
• Slow Performance and Lag: Certain users have reported slow performance and lag, which can hinder the recruitment process.
• Inefficient Search Functionality: Users have noted that the search functionality could be more efficient, potentially impacting the speed of finding suitable candidates.
• Learning Curve: Some users find the platform's features complex. This leads to a learning curve for new users.
• Customer Support Challenges: There have been reports of subpar customer support, with users experiencing delays and inadequate assistance.

9. ClearCompany

ClearCompany is an AI-powered Applicant Tracking System designed to streamline and enhance every stage of the hiring process. It offers a comprehensive suite of features that assist HR teams in sourcing, engaging, and hiring top talent more efficiently.

ClearCompany's platform integrates seamlessly with various HR systems and job boards, further ensuring a cohesive and efficient recruitment experience.

ClearCompany Features

• AI-Powered Candidate Matching
• Automated Job Postings
• Customizable Career Sites
• Candidate Relationship Management (CRM)
• Interview Scheduling & Feedback

Pros of ClearCompany

• User-Friendly Interface: Users appreciate the intuitive and easy-to-navigate interface, which simplifies the recruitment process.
• Comprehensive Features: ClearCompany offers a wide range of features, including applicant tracking, onboarding, and performance management, further providing a holistic solution for HR needs.
• Customizable Workflows: The platform allows for tailored workflows to match specific organizational requirements, which enhances efficiency.
• Strong Customer Support: Users have reported positive experiences with ClearCompany's customer support. This highlights their responsiveness and helpfulness.
• Integration Capabilities: ClearCompany integrates well with various HR systems and job boards, which streamlines the hiring process.

Cons of ClearCompany

• Pricing: Some users find ClearCompany's pricing to be on the higher side, which may be a consideration for smaller organizations.
• Learning Curve: New users may experience a learning curve due to the platform's extensive features and functionalities.
• Customization Limitations: While the platform offers customization options, some users feel there are limitations in tailoring certain aspects to their specific needs.
• Mobile App Functionality: The mobile application may lack some features available on the desktop version, potentially affecting usability on the go.
• Performance Issues: A few users have reported occasional performance issues, such as slow loading times, which can impact efficiency.

10. Avature

Avature is a well-established name in the recruitment tech space. Its ATS and CRM are designed to support complex recruitment processes and global talent operations.

The platform offers various configurable solutions for large enterprises. It includes an applicant tracking system, onboarding, performance management, and more.

Avature Features

• Candidate Relationship Management
• Applicant Tracking System
• Career Sites
• Contingent Workforce Management
• Employee Referrals
• Extensive Search
• Recruiting Events Management
• Interview Scheduling

Pros of Avature

• Customisable Platform: Avature provides many options for organisations to adjust workflows, dashboards, and processes to fit their needs.
• Talent Management Suite: This platform supports the full talent lifecycle. It covers recruiting, onboarding, performance management, and internal mobility.
• Advanced AI and Predictive Analytics: Avature leverages AI to automate candidate sourcing, engagement, and provides predictive analytics to enhance HR decision-making.
• Superior Recruitment CRM: Its platform's CRM features, like advanced search and candidate nurturing, help you manage large candidate pools effectively.

Cons of Avature

• Steep Learning Curve: Due to its high configurability, new users may face a significant learning curve, necessitating time and effort to utilize the platform's features fully.
• Support Challenges Due to Global Operations: With support teams based in various countries, some users have experienced delays in receiving timely assistance.
• Undisclosed Pricing: Avature does not publicly disclose its pricing, requiring potential clients to contact the company directly for a quote, which may be a barrier for some organizations.​
• No Free Trial Available: The absence of a free trial means organizations cannot test the platform before committing, which may be a drawback for some.

Applicant Tracking System Best Practices for Public Sector Hiring

ATS platforms offer a wide range of features, but in the public sector, it’s essential to focus on the ones that deliver the most impact, improving compliance, transparency, and efficiency. 

Here are 7 best practices that public sector HR teams find most effective:

1. Start with a Clean Pipeline

An ATS is only as good as the data it contains. Archive outdated postings, merge duplicate candidate profiles, and standardize rejection reasons. This keeps reporting accurate and ensures your team isn’t wasting time on cluttered data.

2. Build Scorecards Before You Source

Define must-haves, nice to haves, and dealbreakers upfront. Candidate scorecards help evaluate applicants consistently, which reduces bias and ensures fairness, critical in public sector recruitment.

3. Use Structured Interviews

Structured interviews with standardized questions and rating rubrics predict job performance better than unstructured chats. Templates in your ATS help ensure fairness, transparency, and higher-quality hires.

4. Shorten the Application Process

Public sector candidates often apply via mobile. Long, complicated applications increase drop-offs. Simplifying forms and removing mandatory account creation improve completion rates.

5. Set SLAs for Speed

Establish clear service level agreements with hiring committees, for example, reviewing applications within 24 hours and scheduling interviews within 48 hours. This keeps the hiring process efficient and competitive.

6. Automate Critical Administrative Tasks

Automated emails, interview reminders, and rejection notifications save time and keep candidates informed. Personal touches in templates make automation more engaging and humanized.

7. Measure the Entire Funnel

Dashboards should track every step, including applications, interviews, offers, and hires. Breaking down data by department, recruiter, or source ensures visibility and helps improve hiring decisions while maintaining compliance.

How to Choose the Best ATS for Public Sector Hiring?

We have created a research-backed guide to help public sector HR teams choose the best ATS. Below are 5 practical steps to find the ATS that will deliver the best efficiency, compliance, and ROI:

1. Define Hiring Goals and Budget First

Before shortlisting vendors, clarify your priorities. How many roles do you plan to fill this year? Which processes slow you down the most, such as resume screening, scheduling, or coordination?

Once you know your must-haves, set a realistic budget. An ATS’s ROI comes from time saved, improved compliance, and fewer mis-hires.

2. Put Candidate Experience First

A strong ATS benefits both HR teams and applicants. Many public sector candidates apply via mobile, so prioritize platforms with one-click apply, mobile-optimized forms, and smart autofill. A smooth application process keeps top talent in your funnel.

3. Prioritize Automation and Integrations

The best ATS platforms save hours of manual work. Automated scheduling, resume parsing, and personalized email templates reduce administrative time. Ensure the system integrates with HRIS, calendars, and assessment tools so workflows remain seamless.

4. Check Compliance, Security, and Reporting

Compliance cannot be overlooked in public sector hiring. Ask vendors about EEO support, audit trails, and data security standards like SOC 2 or ISO. 

Ensure reporting tracks the full recruitment funnel, so you can identify bottlenecks and improve continuously.

5. Test the ATS Before You Purchase

Finally, don’t just take the sales demo at face value. Run a 7-14-day pilot with live roles and measure the results.

Did it save time? Improve applicant flow? Make collaboration easier? Real-world testing will tell you if the ATS delivers measurable ROI before you sign a long-term contract. You can start a 14-day free trial without even adding a credit card.

Research Methodology

To ensure the list of ATS systems is genuinely useful for public sector hiring, we followed a clear and transparent selection process. Our evaluation combined industry research, trusted benchmarks, and real recruiter feedback.

Here’s how we shortlisted the best ATS for recruiters in 2025:

• Adoption and Market Presence: We prioritized ATS platforms widely used across industries. More than 98% of Fortune 500 companies now rely on an ATS. That adoption rate helped us identify the solutions trusted by both large enterprises and growing startups.

• Core Features and Innovation: We evaluated systems for key features like resume parsing, candidate search, pipeline management, and compliance tools. We also considered newer innovations, like AI-powered matching and analytics,  since recruiters require future-proof solutions.

• Candidate and Recruiter Experience: A great ATS should serve both sides of the hiring process. We checked reviews and research highlighting mobile-friendliness, ease of use, and communication features.

• Data, Reporting, and Compliance: ATS solutions were compared on reporting depth, EEO/SOC2 compliance, and integration with HR systems. With regulatory requirements tightening, these capabilities are no longer optional.

• Value for Money: Finally, we considered ROI. Public Sector HR teams believe an ATS helps them hire faster and more cost-effectively. Systems that balance affordability with strong functionality ranked higher.    

By applying these criteria, we have narrowed the field to the ATS platforms for public sector recruiters that genuinely deliver speed, quality, and value in 2025.

Summary

An applicant tracking system for the public sector has become the backbone of modern government and non-profit hiring. The right system helps HR teams streamline processes, ensure compliance, and improve transparency while making faster data-driven hiring decisions. But not every platform addresses these needs fully, and that is often where public sector organizations face challenges.

This is exactly why Skima AI ATS was built. It combines the reliability of a traditional ATS with advanced AI features like automated campaigns, skill-based matching, and resume parsing. This allows public sector HR teams to save time, meet compliance requirements, and find the right candidates quickly, unlike traditional tools.

You can experience the AI magic in your ATS with Skima AI's 14-day free trial without the need for a credit card.

Frequently Asked Questions

1. What is an applicant tracking system for public sector organizations?

An applicant tracking system for public sector organizations is software designed to help government agencies, non-profits, and educational institutions manage recruitment. It streamlines processes like job postings, application tracking, candidate communication, and compliance reporting.

2. Why do public sector organizations need an applicant tracking system?

Public sector hiring often involves strict compliance, transparency, and large applicant volumes. An ATS ensures fair evaluations, reduces manual workload, improves candidate communication, and helps HR teams make data-driven hiring decisions.

3. How does Skima AI support public sector hiring?

Skima AI delivers a secure applicant tracking system for the public sector with GDPR and SOC 2 compliance. It safeguards sensitive data, ensures fair recruitment, and streamlines hiring with AI-powered resume parsing and candidate matching.

4. Can an applicant tracking system integrate with existing HR or government systems?

Yes, modern applicant tracking systems integrate with HRIS, payroll, and other government HR tools. For example, Skima AI connects seamlessly with ATS, HR, and VMS systems, allowing public sector teams to modernize hiring without disrupting existing workflows.

5. Can an ATS improve diversity and fairness in public sector recruitment?

Yes. An applicant tracking system for the public sector reduces bias with structured workflows, standardized evaluations, and anonymized resume screening. Platforms like Skima AI further enhance fairness through skill-based matching, ensuring candidates are assessed objectively.