Market Guide For TA Applications

10/3/21, 5:37 PM Gartner Reprint
Licensed for Distribution
Market Guide for Talent Acquisition Applications

Published 11 June 2020 - ID G00723280 - 43 min read
By Jason Cerrato, Jeff Freyermuth
The market for talent acquisition applications continues to evolve and respond to customer
requirements. This document guides application leaders seeking talent acquisition applications
through the landscape of functionality, and the evolving packages of offerings that make up the
market.
Overview
Key Findings
■ Talent acquisition (TA) applications are available in the market in a wide variety of packaged
solutions and combinations, each providing a different approach to TA process support.
■ Talent attraction, engagement and recruitment marketing offerings have become essential
components of talent experience. As a result, significant consolidation has occurred as “core” TA
applications have moved to add, acquire or integrate with these offerings.
■ TA applications do not just cover the applicant and prehire processes. Candidate experience has
expanded to support employee experience, and systems are also increasingly accounting for a
variety of worker types.
■ As some buyers seek point solutions to address critical processes, TA suite providers have
decided to offer specific modules on a stand-alone basis to compete in the market. Additionally,
broader HCM suites have added strategic partnerships to offer hybrid options with dedicated TA
offerings.
Recommendations
As an application leader transforming human capital management (HCM) and TA within your
organization, you should:
■ Review and modernize your TA solutions holistically by assessing your process flow end to end
and incorporating TA processes into broader HR transformation initiatives. The TA function
https://www.gartner.com/doc/reprints?id=1-24DSFP22&ct=201016&st=sb 1/28
touches broad internal and external audiences, and has numerous stakeholders, requiring
technology plans to be viewed holistically, to avoid risk for downstream processes.
■ Use modern TA applications to reimagine your recruiting process and align tools with your
audience, geographic footprint and volume. Review opportunities to optimize and modernize
processes and experiences to enhance efficiency and increasingly virtual/remote recruiting
requirements.
■ Evaluate how your TA strategy connects with your HCM, talent, digital business and other critical
application strategies. Keep an “eyes wide open” approach to selecting appropriate vendors based
on existing capabilities and technology roadmaps; as the TA market will continue to evolve rapidly
over the next two to three years.
Strategic Planning Assumptions

By 2023, 80% of large organizations (over 5,000 employees) will have invested in a talent
engagement initiative.
By 2022, 50% of large enterprises will have invested in a major initiative to improve their manager
experience by automating administration of multiple worker-related HCM tasks.
By 2022, 35% of organizations will utilize conversational user experience and natural language
processing interactions in their talent acquisition, which will turn the job application process into a
simple conversation.
By 2022, nearly 80% of current organizational skills will have to be reprioritized or revisited due to
digital business transformation.
Market Definition
Talent acquisition (TA) applications have traditionally focused on an applicant tracking system (ATS)
to track, post and automate the requisition-to-hire process. However, as the TA function in
organizations has expanded to compete for talent, TA applications have evolved to cover a broader
set of activities such as recruitment marketing, candidate relationship management (CRM) and
onboarding. As a result, TA applications are on the market today in a variety of packaged suites that
offer combinations of functions beyond applicant tracking. These combined platforms are called
talent acquisition (TA), talent management (TM) and human capital management (HCM) suites.
Market Description
TA applications encompass the software applications that sit at the core of the planning, posting,
selection, hiring and applicant tracking processes. TA core applications are primarily focused on the
ATS to document, post and automate the requisition-to-hire process for applicant tracking.
Considering the recruitment workflow, TA applications can also include career site capability,
employee onboarding and recruitment metrics tools. More recently, they increasingly include
recruitment marketing and CRM.
TA applications are available on the market today in a variety of combinations and packages. Options
are available as dedicated TA tools (ATSs) or TA suites, as well as systems offered as a component
of a broader TM or HCM suite. This provides application leaders with options based on
organizational requirements for depth of capability, breadth of outcomes, in addition to features and
functionality.
The landscape of recruitment systems is best described as a continuously evolving ecosystem of

technology and service providers. Application leaders must support a dynamic flow of processes and
data across multiple systems, whether these are incumbent systems or specialist applications that
arrive in the market with great frequency.
As organizations compete for talent, application leaders must strategically keep pace with
innovation, and with new uses of artificial intelligence (AI) and machine learning (ML) across TA
technologies, to enhance talent outcomes and support operational efficiency. Some of these features
include curated career site capability, event management, automated screening and assessment, and
embedded virtual assistants.
Market Direction
Gartner views TA applications as a subsegment within the broader HCM market. Gartner market
share data for 2019 reported that the HCM application market amounts to $16.2 billion with 10%
year-over-year growth. The global shift and increased readiness toward software as a service (SaaS),
plus the growing demands for functional improvements and user expansion, are driving growth. TA
was one of the first HCM areas to adopt SaaS over 20 years ago, so almost all TA solutions in this
market are deployed in that fashion.
Over the past 12 months, both Gartner client inquiry and vendor input indicate that the global TA
solution market will continue to expand through 2021. From a geographic perspective, we see the
most demand and adoption from within the Americas, followed by EMEA and the APAC regions. But
recent uncertainty caused by the COVID-19 outbreak will negatively impact near-term growth. If
companies mandate hiring freezes, or take a more conservative stance on the macro economy, this
will likely reduce and limit spending on new TA during the next 12 to 24 months.
Based on early research, a 2020 Gartner survey of 160 HR leaders showed that, while 49% of
respondents were implementing hiring freezes due to COVID-19, 41% were focused on optimizing
and making better use of technology. See “Survey Analysis: How Cost-Efficient HR Functions
Approach HR Cost Optimization.”
Market Analysis
TA technologies span the following high-level process steps (outlined in Figure 1):
Figure 1: Span of Talent Acquisition Technologies
Packaged Applications
The essential components (from Figure 1) that form the backbone of an organization’s TA strategy
reside in their core investments. One of the key decisions for application leaders focused on
selecting TA applications is about which type of packaged offering makes the most sense for their
organization, choices include the following.
Applicant Tracking System (ATS)
Strengths: ATS solutions are well-established in the market. They have a long history of driving
efficiencies in TA processes and have often been built to support recruiters in managing the
requisition-to-hire process (several ATS solutions are sold as stand-alone solutions or as part of a
suite).
Weaknesses: With a focus on candidate experience, additional tools (CRM, onboarding and data
analytics) are recommended, if not required. Selecting a stand-alone ATS will require robust
integrations and partnerships, and a holistic system-to-system view.
Talent Acquisition (TA) Suites
Strengths: These more recent solutions support candidate engagement and marketing, applicant
tracking, onboarding and TA reporting within a dedicated suite. They offer a depth of capability
specifically for TA and contain enhancements and additional modules for talent attraction,
embedded insights, mobile interfaces and partner marketplaces.
Weaknesses: These solutions are less proven to effectively support extensive and complex
multinational deployments with detailed administrative/compliance requirements and widely varying
recruitment activities. Their onboarding capability is often focused on the offer process and
administrative tracking prior to day one.
Talent Management (TM) Suites
Strengths: TA modules that are connected to other talent processes for posthire processes (for
example, learning, succession management and career development). They offer strength in
combining cross-referenced HR workstreams and data for TA and TM. For example, onboarding
modules within a TM suite help bridge recruitment modules with learning modules to create an
onboarding experience that includes training and moves beyond Day 1.
Weaknesses: TM suites frequently do not include robust candidate engagement and marketing.
Some providers added TA capabilities after having established themselves as performance
management or learning management applications. Their TA functionality, while competitive, is often
one or two updates behind more dedicated TA solutions.
Talent Acquisition Module in an HCM Suite
Strengths: Helps companies consolidate functionality into fewer applications and integrations.
Allows for TA processes to connect to workforce planning, compensation data, learning, succession
and other talent processes. HCM suites offer additional capabilities for accounting for internal hires
and promotions on the same slate. Provides the ability to extend the view of the process into the
overall employee life cycle.
Weaknesses: HCM TA modules take a broad (life cycle rather than talent-funnel) approach
combining HR workstreams, meaning that they often do not go as deep into TA processes but
provide greater breadth. HCM systems handle a variety of internal-facing HR processes, whereas TA
is external-facing, which increases the number of functions, users and operations in the system. With
TA being a more external facing HR process, some additional layered point solutions may still be
needed to enhance a TA module with an HCM suite. Most TA offerings from HCM suites are not sold
stand-alone and are designed to work as part of the broader suite. They should primarily be
considered as an element of broader HR initiatives, moving beyond solely TA, accounting for the
complete employee life cycle.
Customer Relationship Management (CRM) and Recruitment Marketing Tools

Gartner’s 2018 “Market Guide for Talent Acquisition Applications” included coverage of CRM
solutions for talent. CRM vendors’ inclusion was in part due to the focus in the market on candidate
experience and persona-based design processes for attracting and engaging critical talent. They
were also included as these capabilities were increasingly being seen as a “must have” more than a
“nice to have,” and were of high interest based on Gartner inquiry.
CRM systems are present in the market as stand-alone solutions such as Beamery, Eightfold,
Phenom, and Yello. But, many TA, TM and HCM suites have taken steps to develop their own
capabilities or acquire and integrate CRM solutions into their platforms. For example, over the course
of 2019, the market experienced the acquisitions of Jibe by iCIMS, Clinch by PageUp, Talemetry by
Jobvite, and SmashFly by Symphony Talent. These acquisitions occurred as CRM has increasingly
become a “must have” functionality and the process, automation and relationship between CRM and
ATS activities have become increasingly integrated. More specific discussion of the TA CRM market
can be found in the following reports: “The Future of Talent Acquisition Requires Talent Engagement
and Systems of Action” and “Hype Cycle for Human Capital Management Technology, 2019.”
Key Criteria for Choosing Talent Acquisition Applications
Candidate experience: Candidate experience has become a key talent metric and an industry
benchmark. Today’s applications are continuing to build on the evolution of TA technology —
marketing functionality, e-commerce functionality, personalization, customization, responsiveness
and user experience (UX) (see “Build the Candidate Experience Equation Into Your Talent Acquisition
Processes”). Many TA applications have taken efforts to ease the experience for applicants
submitting information with quick-apply features and virtual assistants. Additionally, to enhance
engagement and recruitment operations, many vendors have incorporated campaign and
personalization tools as well as service delivery functionality to monitor and track activity.
Process efficiency: Automation and productivity tools have been benefiting organizations for some
time. For organizations, in addition to improving the experience for candidates, process efficiency
creates workflows that reduce timelines and incorporate technology as processes can now get done
without being driven by a recruiter. Enhanced automation is appearing across TA applications in the
form of automated sourcing and matching capability, candidate-status-driven actions and
automation, and real-time metrics, dashboards, and insight. This frees up recruiters from researching
prospects and monitoring systems all day and enables them to spend time engaging with the right
candidates at the right time.
Technology and innovation: Focusing on recent market updates and capabilities through innovation,
the latest wave of features and functionality transforming TA technology focuses on AI and ML for
automation and personalization. These technologies are poised to alter how the TA function
achieves targeted outcomes regarding overall process efficiency, time, cost and quality of hire,
candidate experience, and diversity and inclusion. More specific discussion of the use of AI in talent
acquisition can be found in the following report: “AI Use Cases in Human Capital Management
Technology.”
TA Functional Categories
Engagement functionality: This category includes processes to support recruitment marketing,

employer branding, candidate experience and sourcing effectiveness. Based on the nature of the
solution (ATS/suite/CRM), these functions can be present, but have varying levels of capability and
robustness. Capability in this space ranges from personalized career sites, to programmatic job
advertising, embedded or integrated virtual assistants and enhanced onboarding.
Process functionality: Features in this area of the system workflow include features for either the
recruiting team or the candidates to help aid in the application process or the requisition process.
Functions for candidates can consist of chatbots that act as a candidate assistant, mobile apps and
candidate portals, and self-scheduling capability. For recruiters, these features include requisition
approval tools, employee referral tools, and position management tools that can aid in the creation
and management of requisitions.
Operational functionality: Features in this area of the system aid recruitment teams in gaining
operational efficiency. Functionality can include screening and assessment technology, vendor
management portals, virtual assistants, and embedded third-party solution marketplaces. Several
enhancements in this category appearing across the market are real-time reporting dashboards,
system-driven recommendations and analysis, as well as modules to support in-person and virtual
recruiting events.
Onboarding functionality: Features at this end of the workflow address processes to build the bridge
from candidate to offer to hire. Based on the nature of the solution (ATS or suite), functionality in this
area can be present, but it will have varying levels of capability and robustness. Standard onboarding
capability focuses on transactional processing and paperwork for Day 1 readiness from offer
forward. Enhanced onboarding includes additional features such as persona-based multimedia
messaging, learning curriculum, and cultural immersion.
Representative Vendors
The vendors listed in this Market Guide do not imply an exhaustive list. This section is intended to
provide more understanding of the market and its offerings.
Market Introduction
This report will include TA software made up of ATS, TA suites, TM suites, and HCM suites, as
defined in the Market Definition section. The vendors included (see Table 1) cover a cross-section of
packaged offerings, delivery methods, customer size and global scale. Data gathering was done via
an electronic survey. Coverage of each market segment was done based on fact review, Gartner
customer inquiry data and vendors’ responses.
Table 1: Representative Vendors in Talent Acquisition Applications
Vendor Name Product/Solution Name Product Category
ADP ADP Recruiting Management TA suite
Avature Avature TA suite
Greenhouse Greenhouse Talent Acquisition Suite TA suite
IBM IBM Kenexa Talent Acquisition Suite TA suite
iCIMS iCIMS Talent Acquisition Platform TA suite
Jobvite Jobvite Platform TA suite
Lever Lever Talent Suite TA suite
Oleeo Oleeo ATS TA suite
Oracle Oracle Cloud Taleo Enterprise TA suite
SmartRecruiters SmartRecruiters Talent Acquisition Suite TA suite
Workable Workable TA suite
PageUp PageUp Recruitment Management TM suite
Vendor Name Product/Solution Name Product Category
PeopleFluent PeopleFluent Recruitment TM suite
SilkRoad Technology SilkRoad Recruiting and Onboarding TM suite
Ceridian Ceridian Dayforce HCM suite
Cornerstone OnDemand Cornerstone Recruiting Suite HCM suite
Oracle Oracle Recruiting Cloud HCM suite
SAP SuccessFactors SAP SuccessFactors Recruiting HCM suite
Ultimate Software UltiPro HCM suite
Workday Workday Recruiting HCM suite
Source: Gartner (June 2020)
Vendor Profiles
ADP
Solution name: ADP Recruiting Management
Delivery mode: Public cloud
Industries served: Service, healthcare, manufacturing, professional services and retail
Customer description: Most ADP customers have between 1,000 and 10,000 employees and are
headquartered in North America.
Solution overview: ADP is a TA suite vendor based in North America, and launched its talent
acquisition offering in 2012. ADP Recruiting Management is an all-in-one recruiting automation
platform that supports the entire TA life cycle, from CRM to ATS and onboarding. ADP Recruiting
Management’s CRM capabilities are part of an integrated module to address active and passive
recruiting, across resume databases and social networking sites. ADP delivers a number of recruiting
metrics within the solution, delivered through ADP DataCloud, and is building a number of additional
key indicators into the application. ADP Recruiting Management helps address compliance risk
associated with regulatory preemployment and onboarding directives. An advanced recruiting
workflow engine supports enforcement of hiring processes and policies and there is a full integration
with ADP Screening & Selection Services. These features help ADP Recruitment Management provide
specialized administration and reporting features tailored to specific industries.
Users of ADP Recruitment Management can also tap into ADP Marketplace via their ADP HCM suite
to connect with leading third-party apps through prebuilt, prescreened integrations. ADP career and
employee sites can be utilized to design experiences as well as collect data from candidates to
assist in the onboarding process. Onboarding capabilities are delivered through a web interface as
well as a mobile app. Enhanced capabilities include integrated video, introductions to managers and
team members, and a corporate news feed.
Avature
Solution name: Avature
Industries served: Cross-industry, healthcare, higher education, retail, U.S. public sector, recruitment
process outsourcing (RPO)/agency solution
Customer description: Most customers have 1,000 or more employees, and are headquartered in
North America or Western Europe.
Solution overview: Avature offers a full TA suite, in addition to some TM modules. Avature’s software
helps identify, attract, hire, develop and retain talent. Avature was one of the earlier platforms to
introduce CRM concepts to recruiting processes. After launching its recruiting CRM application in
2008, Avature developed an enterprise ATS and a suite of supporting offerings. Its suite includes
Onboarding, Employee Referral, Agency Management, Hiring Manager, Events Management, In-Store
Recruiting, Performance Management, Internal Mobility, Succession Planning and DNA Social, and an
employee engagement and company culture hub. Avature also provides a module for contingency
workforce management.
The Avature platform is available by component or as a full suite, offering customers options in
creating the capabilities they want. Its platform supports integration and communication between
solutions in high-security environments, and meets stringent industry standards. Its CRM module can
be acquired individually, or as part of its TA suite, and is one of Avature’s most popular modules. The
systems provide the ability to build campaigns and talent pipelines, as well as source and easily
import profiles into the system directly. Avature onboarding allows for social engagement, process
tracking, electronic forms and document collection, as well as delivering job-related information and
training.
Avature has looked to differentiate their solution by embedding ML to help parse resumes into
profiles, and leverages natural language processing (NLP) to analyze text. It has also built out
predictive analytics capabilities and job-matching functionality.
Ceridian
Solution name: Ceridian Dayforce
Industries served: Cross-industry
Customer description: Most customers have 1,000 or more employees and are headquartered in
North America, Western Europe or Australia.
Solution overview: Dayforce talent acquisition is part of Ceridian’s HCM suite solution for managing
the employee life cycle. Dayforce addresses these HCM areas: HR, payroll, benefits, workforce
management, TA and TM. Its platform provides customers with a complete view of their workforce,
with native accessibility to allow users to connect on their preferred devices. Predictive analytics and
dashboard visualizations embedded in Dayforce enable users at all levels to make real-time
decisions with data on hand.
The system aims to create a simplified, user-friendly process for candidates, hiring managers and
recruiters, enabling organizations to find and hire candidates. A configurable candidate portal
integrating with over 750 job board partners ensures the job search experience is seamless for
employees and employers. Dayforce integrates with background screening services to enable
recruiters to perform all candidate screening and management activities within Dayforce.
Dayforce onboarding emphasizes the cultural immersion and engagement of new hires and
transfers, enabling them to establish connections with the organization and become productive
sooner — supporting retention efforts and enhancing speed to productivity.
Cornerstone OnDemand
Solution name: Cornerstone Recruiting Suite
Customer description: Most Cornerstone OnDemand customers have up to 2,500 or more

employees.
Solution overview: Cornerstone OnDemand recently added core HR functionality to its full TM suite.
The Cornerstone Recruiting Suite can also be purchased as a stand-alone module and supports the
TA process from attract and select through to hire and onboarding. For CRM capabilities,
Cornerstone Recruiting Suite currently offers talent pool and community functionality as well as bulk
email campaign capability. Customers can engage passive and active candidates across a range of
channels, utilizing relevant content and communications to drive an increase in applications.
Customers seeking additional CRM capability also have options through third-party partner
integrations.
Cornerstone Recruiting Suite offers workflow to help customers efficiently manage the recruiting
process. With features such as automated candidate progression, TA teams can configure the
system to automatically advance or disposition candidates in the hiring process. The system can
deliver automated knock-out questions, interview event bulk scheduling, candidate self-scheduling
and offer letter management.
Cornerstone’s Edge Marketplace allows customers to extend their TA solution through a variety of
prebuilt integrations for sourcing, assessments, background screening, video interviewing, and more.
Cornerstone’s APIs and Connectors allow customers and vendors to build solutions for job
applications and distribution, assessments, and background checks.
Cornerstone Recruiting offers configurable onboarding workflow templates. Recruiters can launch an
onboarding workflow that prompts a new hire to complete needed onboarding documentation and
transactions, that also ties in their learning and development curriculum.
Cornerstone OnDemand recently completed its acquisition of Saba, and the organization intends to
incorporate several features from the Saba TalentLink product into its combined recruiting offering.
Greenhouse
Solution name: Greenhouse Talent Acquisition Suite
Customer description: Most Greenhouse customers have between 500 and 5,000 customers and are
Solution overview: Greenhouse Recruiting and Greenhouse Onboarding are two products that work
together, or as stand-alone solutions. Greenhouse Recruiting is more than an ATS, as the product
now includes CRM functionality, mobile and events apps, data and reporting and more, depending on
which tier of service a customer chooses. Greenhouse pioneered structured interviewing, and this
approach is built into its technology, enabling organizations to modernize hiring and helping them
streamline and optimize processes, from sourcing and prospecting all the way through an employee’s
onboarding.
Greenhouse’s suite of TA technologies helps TA teams develop workflow(s) that have embedded
predictive analytics, creating a guided hiring process that generates insights over time. Greenhouse
has been known as an SMB provider focused on North America. But it has recently taken steps to
expand globally, and support growing enterprise organizations. From a CRM perspective, Greenhouse
offers talent pooling, relationship tracking, and sourcing and pipeline analytics. For customers
seeking more robust capability, they also offer several CRM partner integrations.
Greenhouse’s application offers its customers access to the industry’s largest embedded
marketplace with 335+ third-party solutions to address additional functionality, including testing,
expense reporting, compliance and collaboration. Greenhouse recently launched a “Customer-
Preferred Partners Program” to help customers tap into peer guidance when selecting TA tech stack
solutions.
Greenhouse Onboarding can be used to design personalized experiences, automate tasks, and help
organizations improve processes with insights and survey tools. Onboarding also offers a prehire
experience with activities in preparation for day one, the creation of customizable profiles for team
introductions, as well as providing a “knowledge hub” to centralize important information.
Greenhouse offers diversity and inclusion (D&I) functionality to help organizations address bias in
their hiring processes. Adoption of this offering continues to increase, and Greenhouse remains one
of the only TA applications with a dedicated and embedded D&I module.
IBM
Solution name: IBM Kenexa Talent Acquisition Suite
Delivery mode: Private cloud
North America or Western Europe.
Solution overview: The IBM Kenexa TA suite delivers a set of capabilities to source, attract, hire and
onboard talent. IBM Kenexa has been in the TA space for over 15 years via its ATS and assessment
business. Its platform offers a set of features and functions that can be configured and customized
to support large, complex organizations.
The IBM suite offers end-to-end CRM, ATS and onboarding functionality. The suite can automate
many transactional tasks through a feature called rules automation management, which automates
data reviews and candidate management, and reduces time spent on transactional activities. IBM’s
CRM module called Lead Manager offers the ability for talent pooling, campaigns and pipelining
activities.
IBM’s TA Suite and Onboarding module can assist with generating offer letters, creating and storing
electronic documents, and prepping new hires for their first day of work. IBM’s AI capabilities add
additional TA efficiency and experience features. For example, IBM’s Watson Candidate Assistant is
an AI and TM solution that engages job seekers in personalized discussions, and recommends
positions that fit their skills and experiences.
For recruiters, IBM’s AI capabilities can aid in talent matching and identification, and also help
prioritize requisitions, based on their complexity and the type of activity, to better guide recruiter
activity.
iCIMS
Solution name: iCIMS Talent Acquisition Platform
Delivery mode: Private cloud
Industries served: Financial services, healthcare, manufacturing and retail
Customer description: Most iCIMS customers have between 1,000 and 10,000 employees and are
Solution overview: iCIMS provides a full suite of TA applications that assist teams in managing the
entire hiring cycle within a single platform. Through the acquisitions of TextRecruit and Jibe, it has
added CRM and career site functionality to its Recruitment Marketing Suite, Attract/Nurture, and
texting/chatbot capabilities to its Advanced Communications Suite. Additionally, with these additions
they now offer both a unified end-to-end TA suite, or three separate focused suites, providing
customers flexibility. The Recruitment Marketing Suite includes Google for Jobs functionality to
create an enhanced search experience. The Advanced Communication Suite includes an integration
with Facebook Messenger, WhatsApp and WeChat to expand communication channels and global
reach. iCIMS recently added iCIMS Talent Logic, through their recent acquisition of Opening.io,
allowing for enhanced AI capability focused on talent matching and prioritization.
iCIMS offers a platform as a service (PaaS) framework that expands its core capabilities and eases
the process of integrations through an embedded ecosystem called UNIFi. This feature allows TA
leaders to shop from a marketplace of TA point solutions and extend their tech stack to address their
evolving needs. iCIMS’s marketplace offers a growing selection of “prime” integrations that provide
seamless experiences for background checks, online assessments, and video interviewing within the
iCIMS application. An offer management module and a preboarding solution are also available to
support offer formulation and approval, as well as processes such as I-9, E-Verify and Work
Opportunity Tax Credit collection.
iCIMS customers are primarily headquartered in North America, and these customers amount to
more than 75 million applications per year across 200 countries.
Jobvite
Solution name: Jobvite Platform
Industries served: Cross-industry, including healthcare, financial services and technology
Customer description: Organizations ranging from 100 employees to large enterprises with
headquarters in North America or Western Europe.
Solution overview: The Jobvite Talent Acquisition Suite (“The Jobvite Suite”) is an end-to-end talent
acquisition solution enabling companies to attract, engage, hire, onboard, and promote talent. In
addition to the core ATS, the Jobvite Suite offers requisition and applicant management, job
marketing and advertising, mobile-optimized career sites, employee referral and internal mobility,
CRM, text and chatbot capability, video interviewing and assessments, and talent analytics.
For those customers with an existing ATS, Jobvite offers the Talemetry Recruitment Marketing
Platform (The Talemetry Platform), a full CRM solution to attract and engage internal and external
candidates. The Talemetry Platform integrates directly with third-party ATS systems that manage
hiring, onboarding, and retention in order to elevate the employer’s brand online and optimize
recruiting efficiencies.
Jobvite additionally offers point solutions for Intelligent Messaging (text and chatbot) and Internal
Mobility (employee referrals and internal recruiting/promotion). With these features, Jobvite provides
end-to-end solutions within a single workflow. The system’s analytics capabilities provide TA teams
with a view of their performance against industry benchmarks so that they may optimize both
strategy and process. Jobvite’s smart automation enables companies to leverage AI (in the form of
ML and NLP) to screen, process, and interact with candidates in ways that improve candidate
personalization, increase recruiter productivity and reduce expense.
Lever
Solution name: Lever Talent Suite
Customer description: Most customers have up to 1,000 employees and are headquartered in North
America.
Solution overview: Lever offers a TA Suite that includes CRM, ATS, analytics and collaboration tools.
The system is well-suited for growing organizations looking to improve hiring efficiencies and
connect activity across various HR systems and process participants. The system includes strong
communication and collaboration tools that allows recruiter, candidate, and hiring manager
touchpoints to be documented and tracked alongside the TA workflow.
Lever’s CRM capability allows users to build talent pools, engage candidates through personalized
email campaigns, as well as expedite the sourcing process with smart recommendations of past
candidates.
Lever’s onboarding capability is limited and is most often supplemented by third-party solutions
available in its ecosystem. Its TA suite partners with as many as 70 different TA partners through
supporting various stages of the employment life cycle.
Levers analytics capability provides a place to connect and review recruitment metrics in a dynamic
and easy to use format. The system offers data visualizations, interactive graphs, and predictive
analytics for system users all in a single data tool.
Oleeo
Solution name: Oleeo ATS
Industries served: Financial services, public sector, healthcare and retail
America or Western Europe.
Solution overview: Oleeo offers a TA suite that delivers CRM, event management, interview
management tools, and intelligent selection. Oleeo’s features are well-suited to campus recruiting
and high volume recruiting scenarios, and it also includes some enhanced reporting and planning
capabilities for D&I efforts.
Oleeo sells these modules as a combined suite and a la carte. This allows customers to pick and
choose what they need and to potentially layer certain modules on another ATS offering.
Oleeo’s CRM capability includes the ability to curate and manage content for email and marketing
campaigns, as well as the ability to build talent pools and pipelines, and identify high priority profiles.
One of Oleeo’s most popular features is its event management capability. This module provides
customers with the ability to manage in-person as well as virtual recruiting events, and allows for
easy candidate registration, electronic document creation, and preevent and on-site process and
communication automation.
Oracle
Solution name: Oracle Cloud Taleo Enterprise
Industries served: Cross-industry, healthcare, higher education, retail, U.S. public sector
North America or Western Europe. Oracle Taleo is a solution for those customers that are not using
Oracle Cloud HCM Suite.
Solution overview: Starting as a traditional applicant tracking system almost two decades ago,
Oracle Taleo is an end-to-end TA solution encompassing sourcing, recruiting and onboarding. In
addition to these capabilities, Oracle Taleo also features reporting and dashboard capability. It also
has a rich ecosystem of certified partners who provide a range of assessments, background checks,
and other elements of end-to-end talent acquisition processes. It is a solution that can be configured
and customized to support complex global enterprises.
Oracle Taleo is highly scalable and offers deep administration and security controls, as well as
advanced data management and integration capabilities. For CRM capabilities Oracle Taleo provides
several features that enable customers to manage candidate relationships. These are mainly the
ability to build talent communities and nurture talent pipelines, as well as classify and manage high
potential talent through talent folders, and market into talent communities via social media.
Its onboarding offering is part of the overall enterprise suite, integrating onboarding experiences as
well as data and processes seamlessly with the overall recruiting experience. This module allows
customers to preboard hires, preparation for Day 1 readiness, as well as offboard employees as they
transition away from the company. Onboarding allows various functions (manager, IT, payroll,
facilities, etc.) to be included in the process with the purpose of taking required actions (i.e., badge
access, laptop, etc.).
Oracle Taleo supports a variety of recruiting operational needs, allowing flexibility and customization
within the same organization. The solution leverages highly configurable requisition management,
rule-based candidate selection processes, apply flows, and approval routing. The system also offers
functionality to automate screening, monitoring and selecting candidates.
Solution name: Oracle Recruiting Cloud
Industries served: Cross-industry, healthcare, higher education, U.S. public sector and retail
North America or Western Europe. Oracle Recruiting Cloud was designed to be a comprehensive TA
solution for customers utilizing the Oracle Cloud HCM Suite.
Solution overview: The Oracle Recruiting Cloud is a TA module within an HCM suite, leveraging talent,
core HR and compensation data in the TA process for enhanced engagement and decision support.
Oracle Recruiting Cloud offers comprehensive recruiting capabilities in addition to recruitment
marketing and CRM features.
For CRM capability, Oracle Recruiting Cloud provides the ability to build candidate and contact pools,
generate email campaigns and leverage social media to reach target audiences. Campaign
functionality offers a rich HTML email builder to craft, brand and stage ongoing “nurture”
communications to promote employment branding as well as calls to action. Oracle Recruiting Cloud
CRM performance metrics are automatically collected so your organization can also monitor
campaign effectiveness.
Oracle Recruiting Cloud Onboarding leverages checklists found in Oracle Cloud HCM Global HR
product. These features enable HR specialists and line managers to create checklists for standard
and repeatable tasks, such as those associated with onboarding. Onboarding checklists allow
various functions (manager, IT, payroll, facilities, etc.) to be included in the process with the purpose
of taking required actions (i.e., badge access, laptop, etc.). The UX and UI are meant to empower new
hires, as well as easily engage other onboarding sponsors to effectively participate and drive the
process.
Oracle Recruiting Cloud incorporates chatbots and ML to enhance the offering. The Oracle Recruiting
Cloud capabilities leverage suite data across the sourcing and hiring process, such as using
compensation ranges and work locations to ensure accuracy. Internal employees can apply for
positions with its HCM company talent profile using a natively mobile-responsive UX for employee
self-service.
PageUp
Solution name: PageUp Recruitment Management
Industries served: Cross-industry, including but not limited to healthcare, higher education, retail,
financial services, public sector, RPO/agency solution
Customer description: Most customers have 1,000 to 10,000 employees, and are headquartered in
the Asia/Pacific region, North America or Western Europe.
Solution overview: PageUp’s recruitment management platform works to streamline and automate
the recruitment process, as a component of the PageUp Unified Talent Management system. These
features include proactive sourcing through its native recruitment marketing and CRM capability, and
integration with complementary tools such as background checking, employment verification, online
assessments, video interviewing, etc. The solution also features agency management capability with
contractor management and timesheets.
PageUp’s talent relationship management (TRM) capability is standard functionality for all of its
recruitment clients, including integrated social capability with sources such as LinkedIn. The systems
offer drag and drop functionality allowing recruiters to easily move candidates through the talent
pipeline stages and personalize bulk messaging at various points throughout. The automated
pipelines generate lists of recommended candidates, flag prospective candidates and an alert
system notifies recruiters when their candidates are actively engaging with the company across the
career site, landing pages or jobs.
Candidate self-service includes the ability to update a profile and application information, answer
additional forms, withdraw from an application and accept offers and interviews which are all
optimized for any mobile device.
PageUp Onboarding facilitates the new-hire process online, ensuring development activities,
compliance checklists, events and invitations. Some key features include the ability to create
employee and manager onboarding portal(s) that are branded by division or business line. The
onboarding process can also be used to provision assets and systems for a new hire and supports
SMS messaging to employees and managers.
At the end of 2019, PageUp announced its acquisition of Dublin-based recruitment marketing vendor
Clinch. The acquisition further expands PageUp’s recruitment software offering to include proactive
sourcing and content management, automated recruitment marketing and enhanced candidate
relationship management.
PeopleFluent
Solution name: PeopleFluent Recruitment
Industries served: Business services, healthcare, manufacturing and financial services
Customer description: Most customers have between 1,000 and 30,000 employees and are
headquartered in North America or Western Europe
Solution overview: PeopleFluent Recruitment is a module on its intuitive dashboard. Its software
assists with sourcing, selecting and converting talent by delivering a candidate experience that can
handle multiple divisions, audiences or employer brands. The dashboard has features to drive
participant engagement in the hiring process through social and collaborative capabilities across the
hiring team. Engagement during the candidate application process is supported by curated and
position-specific content (job, location, peer and company videos) that can complement candidate
consideration.
PeopleFluent can also support customized workflows to manage distinct UXs based on role,
geography or permission. PeopleFluent offers pooling and automatching functionality for continual
sourcing.
For customers seeking CRM capabilities, PeopleFluent will integrate with the customer’s preferred
CRM partner that has a more expansive offering in this area. Onboarding capabilities can include
support for third-party services such as background checking and E-verify. PeopleFluent enables
users to manage globally complex workflows by giving them the flexibility to configure workflows
based on their local business requirements. PeopleFluent also offers an additional module to source
and manage contingent and contract labor that can connect with ATS data through reporting.
PeopleFluent, which is part of the Learning Technologies Group, is also able to offer a TA offering for
the SMB market through LTG’s acquisition of the Breezy HR platform.
SAP SuccessFactors
Solution name: SAP SuccessFactors Recruiting
North America, Western Europe, EMEA and the Asia/Pacific region.
Solution overview: SAP SuccessFactors Recruiting is available on the market as a stand-alone

module or as part of its broader SAP TM or HCM suites.
SuccessFactors Recruiting offers candidate-facing features including a responsive candidate

experience, targeted landing pages, email marketing, SMS notifications, automated job alerts,
interview self-scheduling and electronic offer process.
For CRM capability, their offering provides one-to-one email and SMS campaigns, talent pools, and
bulk email marketing. Additionally, the system generates notifications of critical actions taken by
identified talent so recruiters can follow up in meaningful ways either automated or ad hoc.
For onboarding capability the system offers a buddy/mentor process for new hires, as well as the
ability to generate personalized employee journeys. New hires have access to personalized,
intelligent learning and development recommendations through the integration of SAP
SuccessFactors Onboarding and SAP SuccessFactors Learning. This functionality requires the
customer to have a SAP SuccessFactors Learning license. New hires can also use the tool to access
new hire groups for socialization and collaboration.
To help improve recruitment operations, SAP SuccessFactors has added features to automate and
alert candidates about where they are in the hiring process, as well as to notify them of interviews.
For improved efficiency and experience, SAP added dynamic forms minimizing duplicate data entry.
SilkRoad Technology
Solution name: SilkRoad Recruiting and Onboarding
Customer description: Most customers have 2,500 or more employees, and are global enterprises
headquartered in North America, or the Asia/Pacific region.
Solution overview: SilkRoad Technology offers several TA and TM offerings as part of a TM Suite.
SilkRoad Recruiting provides an ATS module with social and mobile apply options as well as
integrations with LinkedIn and Indeed. The tool also allows for customization to deliver relevant
experiences with branded portals that communicate organizational expectations, goals, and culture.
The module can be used individually, as well as combined with SilkRoad Onboarding.
SilkRoad Onboarding helps connect, engage and empower new hires, and ensure onboarding
success. With specific focus on the onboarding process, SilkRoad Technology integrates content and
workflow for the entire new hire journey, from the offer letter through year one engagement. SilkRoad
Technology also helps companies engage new hires early, ensure they are ready on Day 1, accelerate
their speed to productivity and improve new hire attrition rates.
The foundation of SilkRoad Onboarding is a robust forms management capability and workflow
engine. Its solution includes a continuously updated library of State and Federal employment forms.
It also supports many international forms. Its e-forms include prepopulated data, digital signature,
and routing and approval capabilities. SilkRoad Technology also offers a custom e-form builder tool
and consulting services to deliver any forms your organization requires. SilkRoad Onboarding also
includes an integration directly to E-Verify for processing I-9s.
Workflows are fully configurable by employee categories, including business unit, location and job
type. This allows the journey to be personalized to employees based on those journeys. SilkRoad
Technology connects new hires to mentors, buddies and cross-functional departments to drive
engagement and acculturation. The journey workflows also support other employee transitions such
as promotions, M&A, transfers and offboarding.
SmartRecruiters
Solution name: SmartRecruiters Talent Acquisition Suite

Industries served: Professional services, financial services, technology, manufacturing, leisure and
hospitality, and retail
Customer description: Most customers have between 1,500 and 10,000 employees, and are
headquartered in North America, Western Europe or the Asia/Pacific region.
Solution overview: SmartRecruiters Talent Acquisition Suite is composed of a core ATS product
offering (SmartRecruit), plus optional add-on functionality such as a CRM (SmartCRM), Internal
Mobility (SmartMobility), AI assistant (SmartAssistant), Text Messaging (SmartMessage) and a
programmatic advertising module (SmartJobs).
SmartRecruiters services several very large multinational enterprise customers with a configurable
platform that can be translated into 40 languages. Depending on needs, customers may purchase
optional products embedded within the SmartRecruiters system marketplace that expands the
capabilities of its core offering. The embedded marketplace and platform includes integrations for
over 600 third-party solutions, addressing sourcing, job boards, screening, reference and background,
HRIS systems, analytics platforms etc.
SmartCRM offers the ability for customers to proactively source talent as prospects for future roles.
SmartCRM provides the ability to create a talent community, where sourcing teams can collect,
nurture, and convert prospects into candidates. The module includes the ability to create email
campaigns as well as reporting and analytics tools that track campaign effectiveness.
For onboarding, SmartRecruiters provides preintegrated onboarding services from third-party

providers through its marketplace. With its partners it offers complete product integrations for
seamless access to onboarding functions right from within the TA platform.
SmartRecruiters includes a built-in scorecard for recruitment operations efforts, tracking key metrics
in real time such as candidate experience (Net Hiring Score), hiring velocity, and cost analysis, as well
as reporting and analytics on sourcing and hiring performance.
Ultimate Software
Solution name: UltiPro
Industries served: Cross-industry, business services, financial services, manufacturing,

communications/media and healthcare
Customer description: Most customers have up to 5,000 or more employees, and are headquartered
in North America.
Solution overview: UltiPro is a full-suite HCM solution from Ultimate Software, servicing customers
across various industries. It provides core HR, payroll, benefits management, workforce
management, recruiting, onboarding, career and succession planning, performance management,

learning, compensation management, salary planning, employee feedback and sentiment analysis,
employee file management and employee case management.
UltiPro Recruiting and Onboarding solutions are sold as a part of the UltiPro HCM suite. UltiPro
Recruiting and Onboarding offer solutions that improve the candidate experience in the following
way: The solution’s design has a familiar feel to common social and consumer sites. Ultimate’s
offering includes a mobile solution, a personalized manager welcome feature for new hires and a
series of opportunities to encourage professional development and connect them with team
members prior to arrival.
UltiPro also provides advanced reporting capabilities, predictive and prescriptive analytics, a
configurable and extensible platform, and its own proprietary AI platform, Xander. Xander offers NLP,
sentiment analysis and machine learning capabilities.
For CRM capability, UltiPro Recruiting offers the ability for recruiters to manage contacts and track
passive candidates, connecting with them to manage candidate pools.
Ultimate has extended its partners to enhance efficiency and productivity for processes, such as
background checks, assessments, employment and income verification, and HR service delivery.
They currently have 40+ partners for talent acquisition solutions.
Ultimate recently merged with Kronos in early 2020, and based on their complementary offerings,
UltiPro Recruiting should experience minimal impact.
Workable
Solution name: Workable
Industries served: Communication/media services, retail and business services
America and Eastern and Western Europe.
Solution overview: Workable’s recruitment software includes a native sourcing tool, Auto-Suggest,
which analyzes job descriptions and searches for suitable online candidates automatically. The
system has email and calendar integrations for process efficiency, as well as an embedded job
description library containing over 600 customizable job descriptions. Every Workable account also
includes desktop and mobile native apps for iOS and Android.
To aid in efficiency, trackable communication on the candidate’s timeline helps keep every team
member up-to-date with the candidate’s current status, avoiding duplication and delay.
Personalization options for bulk emailing help recruiters with communications around common
processes such as interview scheduling.
Workable’s onboarding capability is designed to shorten your implementation phase and get
customers up and running very quickly.
Workable’s career pages are optimized for desktop and are mobile by default. Applicants can easily
apply using LinkedIn, Indeed and Monster. Workable enables you to attract more candidates through
optimized job description templates and branded careers pages. Its system also includes a talent
network of 400 million candidate profiles, featuring AI-powered candidate recommendations and
hypertargeted automated outreach.
Workday
Solution name: Workday Recruiting
Delivery mode: Private cloud, public cloud
Customer description: Most Workday customers range from 2,500 up through large global
enterprises and are headquartered in North America or Western Europe.
Solution overview: Built within the Workday HCM, Workday Recruiting is an end-to-end TA application
built to help find, share, engage and select internal and external candidates for your organization.
Workday Recruiting is designed and optimized for mobile devices to help with engagement, user
adoption and collaboration across the entire hiring team.
Workday provides the ability to manage the entire talent life cycle in one system, as the TA solution is
designed to work in partnership with core HCM and the TM suite. Through Workday’s foundational
skills cloud and ML capabilities, Workday delivers personalized skills and job suggestions to
candidates, and recommendations to recruiters. Workday’s automation framework and mass
transaction capabilities enables organizations to effectively manage their high volume application
processing needs. Additional capabilities within Workday Recruiting include workforce planning,
sourcing and onboarding. Workday leverages advanced analytics around pipeline diversity and time
to fill and offers insights to make better hiring decisions.
Workday provides core CRM capabilities that allow customers to capture prospects and candidates,
group them into candidate pools and send communications to engage and nurture them. For
advanced CRM functionality, many customers leverage Workday’s strategic partners.
Workday Onboarding gives prehires and new employees visibility into not only what they need to do,
but into who they need to know, and what they need to learn. Onboarding is unified with Workday HR
and Workday Recruiting, to provide a seamless experience. The first time a new hire logs in, Workday
provides contextual text to help them get quickly oriented. Tasks can include collaborative activities,
such as meet and greets with their colleagues and tactical items such as uploading a photo, bank
account and pay information, tax documents and information, benefit elections, etc. In addition,
Workday Onboarding supports crossboarding to better facilitate internal mobility such as employees
starting a new assignment, changing jobs, getting promoted, etc.
Market Recommendations
The goal of this report is to highlight the offerings and packages available in the market to help you
address your requirements, and align processes to product features and organizational outcomes.
As an application leader tasked with transforming HCM and TA, follow this guidance when reviewing
vendors in the market:
■ Define your expected TA outcomes and associated metric targets upfront, using them as criteria to
evaluate vendor shortlists and selection. Include metrics around quality of hire, candidate
experience, and diversity and inclusion. For more information on this recommendation, see
“Business Outcomes Are the Milestones on an Application Strategy Roadmap.”
■ Factor depth of functionality, UX, partnerships/ecosystems and required integrations when

deciding between HCM suites and TA suites/point solutions.
■ Assess the financial viability, global scale and ecosystem depth of each provider, as well as
functional and technical features, to meet the needs of the rapidly evolving TA market. For more
information on this recommendation, see “Top 10 Trends in PaaS and Platform Innovation, 2020”
and “What You Need to Know About HCM Platform as a Service.”
■ Invest strategically and selectively, and plan for a high degree of experimentation by TA leaders
who may be switching out front-end solutions every couple of years. Review your overall TA
technology portfolio and strategy at least every 12 to 18 months.
Acronym Key and Glossary Terms

AI Artificial intelligence
APAC Asia/Pacific
ATS Applicant tracking system
CRM Candidate relationship management
D&I Diversity and inclusion
HCM Human capital management
ML Machine learning
NLP Natural language processing
PaaS Platform as a service
RPO Recruitment process outsourcing
SaaS Software as a service
TA Talent acquisition
TM Talent management
TRM Talent relationship management
UI User interface
UX User experience
Note 1
Representative Vendor Selection
The vendors included (see Table 1) cover a cross-section of packaged offerings, delivery methods,
customer size and global scale. Data gathering was done via an electronic survey. Vendor inclusion
was determined based on market share, geographic coverage, packaged solutions and Gartner
customer inquiry data and vendor responses.
Note 2
Gartner’s Initial Market Coverage
This Market Guide provides Gartner’s initial coverage of the market and focuses on the market
definition, rationale for the market and market dynamics.
Note 3Additional Vendors of Talent Acquisition Applications

It is beyond the scope of this Market Guide to list all the vendors of talent acquisition applications. In
addition to vendors profiled in this report, many others offer applications or services within the
domain of TA that specialize in a certain industry, region, or have been recently introduced to the
market. Additionally, there are many TA applications that cater more to the staffing agency audience,
but also have offerings aimed for corporate TA teams.
Each of these additional vendors is a potential candidate for consideration in a TA technology

evaluation, based on organizational requirements. Please note that the following is not an exhaustive
list:
■ Acendre
■ Belong
■ Bullhorn
■ JazzHR
■ JobDiva
■ LinkedIn Talent Hub
■ LiveHire
■ NEOGOV
■ Paycor Recruiting
■ PeopleStrong
■ Recruiterbox
■ Symphony Talent
■ Talentsoft
■ Tribepad
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Market Guide For TA Applications

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Market Guide for Talent Acquisition Applications

By Jason Cerrato, Jeff Freyermuth

Strategic Planning Assumptions

The landscape of recruitment systems is best described as a continuously evolving ecosystem of

Figure 1: Span of Talent Acquisition Technologies

Applicant Tracking System (ATS)

Talent Acquisition (TA) Suites

Talent Management (TM) Suites

Talent Acquisition Module in an HCM Suite

Customer Relationship Management (CRM) and Recruitment Marketing Tools

Key Criteria for Choosing Talent Acquisition Applications

Engagement functionality: This category includes processes to support recruitment marketing,

Table 1: Representative Vendors in Talent Acquisition Applications

Vendor Name Product/Solution Name Product Category

ADP ADP Recruiting Management TA suite

Avature Avature TA suite

Greenhouse Greenhouse Talent Acquisition Suite TA suite

IBM IBM Kenexa Talent Acquisition Suite TA suite

iCIMS iCIMS Talent Acquisition Platform TA suite

Jobvite Jobvite Platform TA suite

Lever Lever Talent Suite TA suite

Oleeo Oleeo ATS TA suite

Oracle Oracle Cloud Taleo Enterprise TA suite

SmartRecruiters SmartRecruiters Talent Acquisition Suite TA suite

Workable Workable TA suite

PageUp PageUp Recruitment Management TM suite

Vendor Name Product/Solution Name Product Category

PeopleFluent PeopleFluent Recruitment TM suite

SilkRoad Technology SilkRoad Recruiting and Onboarding TM suite

Ceridian Ceridian Dayforce HCM suite

Cornerstone OnDemand Cornerstone Recruiting Suite HCM suite

Oracle Oracle Recruiting Cloud HCM suite

SAP SuccessFactors SAP SuccessFactors Recruiting HCM suite

Ultimate Software UltiPro HCM suite

Workday Workday Recruiting HCM suite

Source: Gartner (June 2020)

Delivery mode: Public cloud

Industries served: Service, healthcare, manufacturing, professional services and retail

Delivery mode: Public cloud

Delivery mode: Public cloud

Industries served: Cross-industry

Delivery mode: Public cloud

Industries served: Cross-industry

Customer description: Most Cornerstone OnDemand customers have up to 2,500 or more

Delivery mode: Public cloud

Industries served: Cross-industry

Delivery mode: Private cloud

Industries served: Cross-industry

Delivery mode: Private cloud

Industries served: Financial services, healthcare, manufacturing and retail

Delivery mode: Public cloud

Industries served: Cross-industry, including healthcare, financial services and technology

Delivery mode: Public cloud

Industries served: Cross-industry

Delivery mode: Public cloud

Industries served: Financial services, public sector, healthcare and retail

Delivery mode: Public cloud

Solution name: Oracle Recruiting Cloud

Delivery mode: Public cloud

Delivery mode: Public cloud

Delivery mode: Public cloud