In 2024, the global Applicant Tracking Systems software market grew to $2.5 billion, marking a 12.3% year-over-year increase. The top 10 vendors accounted for 51.1% of the total market. iCIMSÂ led the pack with a 10.7% market share, followed by Oracle, Workday, and Greenhouse Software.
Through our forecast period, the Applicant Tracking Systems applications market size is expected to reach $3.6 billion by 2029, compared with $2.5 billion in 2024 at a compound annual growth rate of 7.6%.
Top 10 Applicant Tracking Systems Software Vendors in 2024 and their Market Shares
Source: Apps Run The World, July 2025
Other vendors included in the report are: Apex Time Solutions, Arcoro, Avature, Avionte Staffing Software, Avue Technologies, BambooHR, Bullhorn, Bilin Yazılım, Cornerstone OnDemand, CareerBuilder, Cegid, Cezanne HR, CIPHR, EmCentrix, Empxtrack Inc, ExactHire, Exela Technologies, Inc., Freshworks (formerly Freshdesk), Fourth Ltd, gr8 People Inc., Greenhouse Software, Hilan, Haufe, HiringThing, HITS Solutions, HR Cloud, Interbiz Solutions LLP, Infinite Computer Solutions, Insperity, Inc., iSolved Human Capital Management, JobDiva Inc, Lever, Inc., milch & zucker, NEOGOV, Netchex, Oleeo, OrangeHRM Inc., Paychex, Paycom, Paylocity, Paycor, Payworks, PeopleStrong, PlanSource, PowerSchool Group LLC, PrismHR, Roper Technologies, Inc., Recruit Holdings, Shiftboard, SilkRoad, SmartLinx Solutions, SmartRecruiters, Sprout Solutions, TalentGuard, TalentQuest, Teknorix Systems, ThinkWare Inc., Tigernix Pte Ltd, TimeTec Group, TribePad, Unicorn HRO, Visma, Workable, XCD HR Limited, Yonyou, ZingHR, Zoho Corp., and many others.
Vendor Snapshot: Applicant Tracking Systems Market Leaders
iCIMS
iCIMS is embedding agentic AI at the core of its talent acquisition ecosystem, prioritizing modular, extensible frameworks that facilitate orchestration across sourcing, screening, and engagement pipelines. Recent innovations focus on enabling autonomous decision agents that augment recruiter workflows, handling routine candidate scoring, pipeline nurturing, and intelligent recommendations.
Oracle
Oracle is fusing its ATS capabilities with broader HCM orchestration, leveraging generative AI and autonomous analytics across its Recruiting Cloud. Oracle is positioning AI agents to operate as embedded co-pilots within recruiter journeys, handling job description optimization, candidate match ranking, and requisition routing with minimal human input.
Workday
Workday is leading the shift to agent‑driven ATS by anchoring recruiting in its Illuminate Agent System of Record, which handles both Workday and partner agents in a governed, centralized control plane. Its Recruiting Agent now leverages Illuminate for tasks like contingent sourcing, scoring, and internal candidate matching. Workday’s roadmap emphasizes low‑code definition of agent goals, configured via ASOR interfaces that enforce compliance and ethical guardrails while enabling conversational scheduling, via Paradox and proactive agents that follow data context across roles. The launch of Agent Gateway and partner agent network extends agentic capability beyond its own modules, weaving ATS workflows into multi‑agent, multi‑system orchestration.
Greenhouse Software
Greenhouse is evolving its structured ATS into a more adaptive, agent‑oriented platform. Its API‑first architecture and conversational capabilities are empowering third‑party conversational AI to act as autonomous screening and interview‑scheduling assistants. Greenhouse emphasizes enabling talent operations teams to define outcome goals—such as speed, diversity, and quality-of‑hire—and to deploy automated workflows that dynamically adjust based on candidate behavior or pipeline velocity. The platform’s embeddable logic supports no‑code configuration of these mini‑agents, enabling teams to orchestrate outreach, interview sequences, and nurturing without manual intervention.
UKG
UKG is embedding agentic AI into its ATS by combining its broad HR platform with conversational AI layers via partners like CloudApper, enabling candidate‑facing chatbots that autonomously collect resumes and conduct screening, automatically populating UKG Pro pipelines. UKG’s executive messaging frames agentic AI as an enterprise‑scale HR transformation tool capable of managing sourcing funnels, matchmaking candidates, and automating predictive success modeling within a governed framework.
SAP
SAP SuccessFactors continues to sharpen its intelligent ATS by layering generative AI and agentic automation across recruiting scenarios. It’s 2024 and 2025 releases introduced AI‑assisted job descriptions, skills‑matching, bias analysis, interview‑question generation, and interview‑feedback summarization, all configured through low‑code rule frameworks in Talent Intelligence Hub and job‑analyzer modules. These AI‑powered capabilities operate with context, trigger automatically based on candidate stage changes, and support conversational engagement via integrated chat interfaces. SAP is embedding reasoning capabilities to automatically suggest skills, adjust postings, and generate structured feedback insight, shaping its ATS roadmap as a self‑improving recruiting node in the wider intelligent enterprise canvas.
Employ
Within Employ’s multi‑brand portfolio, Lever leads agentic evolution for enterprise clients by embedding predictive scoring and prescriptive automation that autonomously advances high‑fit candidates through the pipeline, sequences engagement, and triages recruiter workflows. JazzHR focuses on SMB‑oriented conversational AI agents—chat‑based intake bots that extract resumes and screen candidates automatically. Jobvite leverages modular sourcing agents to automate marketing cadences and candidate match recommendations.
SmartRecruiters
SmartRecruiters centers its ATS progress on Winston, a native AI recruiting assistant underpinned by predictive matching and conversational automation. Winston automates candidate screening, scheduling, and personalized outreach, and supports conversational queries by hiring managers. Its Spring 2025 release introduced Scorecard Copilot and Communications Copilot to automatically generate interview scorecards and outreach content, all built with ethical bias mitigation logic and multilingual support.
Dayforce
Dayforce propelled its ATS segment forward via Dayforce Co‑Pilot and Dayforce AI Agents, launched at its INSIGHTS conference. These agents automate candidate experience workflows, from writing job descriptions to auto‑screening, in‑platform conversational agent interactions, and scheduling. Dayforce AI Agents proactively anticipate candidate or recruiter intent, triggering screening or requisition creation and orchestrating flows across modules. Equipped with intelligent dashboards and HR Service Delivery bots, these agents enable self‑correcting pipelines that adapt to volume hiring and compliance requirements.
Paycom
Paycom introduces intelligence into its ATS through a proprietary smart AI layer that automates critical recruitment steps. Based on keywords, the system generates job descriptions, parses resumes to auto-fill candidate profiles, creates employee records seamlessly upon hire, and triggers downstream onboarding, background screening, and offers without requiring manual handoffs. Utilizing AI decision engines and NLP-driven chat functions, Paycom’s ATS automates correspondence, scheduling, and candidate advancement, all within its unified platform architecture.
ARTW Technographics Platform: Applicant Tracking Systems customer wins
Since 2010, our research team has been studying the patterns of Applicant Tracking Systems software purchases, analyzing customer behavior and vendor performance through continuous win/loss analysis. Updated quarterly, the ARTW Technographics Platform provides deep insights into thousands of Applicant Tracking Systems customer wins and losses, helping users monitor competitive shifts, evaluate vendor momentum, and make informed go-to-market decisions.
List of Applicant Tracking Systems customers Â
Source: ARTW Buyer Insights Technographic Database
Custom data cuts related to the Applicant Tracking Systems Applications market are available:
- Top 400+ Applicant Tracking Systems Applications Vendors and Market Forecast 2024-2029
- 2024 Applicant Tracking Systems Applications Market By Vertical Market (21 Industry)
- 2024 Applicant Tracking Systems Applications Market By Country (USA + 45 countries)
- 2024 Applicant Tracking Systems Applications Market By Region (Americas, EMEA, APAC)
- 2024 Applicant Tracking Systems Applications Market By Revenue Type (License, Services, Hardware, Support and Maintenance, Cloud)
- 2024 Applicant Tracking Systems Applications Market By Customer Size (revenue, employee count, asset)
- 2024 Applicant Tracking Systems Applications Market By Channel (Direct vs Indirect)
- 2024 Applicant Tracking Systems Applications Market By Product
Through our forecast period, the HCM applications market is expected to reach $81.1 billion by 2029, compared with $58.7 billion in 2024 at a compound annual growth rate of 11.7%.
Through our forecast period, the Core HR and Talent Management applications market, which is comprised of nine subsegments, is expected to reach $48.6 billion by 2029, compared with $35.5 billion in 2024 expanding at a compound annual growth rate of 11.6%. For the Top 10 vendors in each of the nine subsegments, please check their own index page by following the link below.
Through our forecast period, the Talent Acquisition applications market, which is comprised of six subsegments, is expected to reach $20.3 billion by 2029, compared with $14.5 billion in 2024 expanding at a compound annual growth rate of 11.7%. For the Top 10 vendors in each of the six subsegments, please check their own index page by following the link below.
Through our forecast period, the Workforce Management applications market, which is comprised of six subsegments, is expected to reach $12.1 billion by 2029, compared with $8.7 billion in 2024 expanding at a compound annual growth rate of 12.1%. For the Top 10 vendors in each of the six subsegments, please check their own index page by following the link below.
Our HCM Top 500 research team also tracks Time Clock Hardware vendors separately by zeroing in on their embedded software as well as their extensive use of OEM and distribution partners.
Exhibit 3: Worldwide HCM Software Market 2024-2029 Forecast, $M
Source: Apps Run The World, July 2025
Exhibit 4 shows our projections for the HCM enterprise applications market by HCM sub-segment, based on the buying preferences and the customer propensity to invest in new software within those industries as they continue to upgrade and replace many legacy industry-specific applications that have been identified and tracked in our Buyer Insight Database.
Methodology
Similar to any of the hundreds of reports that we have published since 2010, HCM Top 500 is a labor of love. Since 2013, our team of researchers have been conducting rigorous research on thousands of HCM vendors, surveying them quarterly, reviewing their products at even shorter intervals because of the compressed Cloud release cycle, and discussing HR vision with their customers to better understand user needs as well as different paths to upgrade and replace their existing systems.
Each year we also attend many industry-wide and vendor-specific user conferences – HR Tech, Dreamforce, SAPPHIRENOW, Oracle Open World, just to name a few, to gauge what customers are looking for.
Throughout this process comes a rich database of more than 2,000 HCM vendors as well as over 50,000 HCM customers that have been touched one form or another through regular surveys, phone and in-person interviews, email exchanges, and social media interactions, etc.
On a proactively basis, we contact the vendors directly to tabulate their latest quarterly and annual revenues by HCM segment, vertical market, revenue type, region, country and customer size.
We supplement their written responses with our own primary research to determine quarterly and yearly growth rates in each of the 22 segments and 21 verticals, in addition to customer wins to ascertain whether these are net new purchases or expansions of existing implementations.
Another dimension of our quantitative research process is through continuous improvement of our customer database, which stores more than one million records on the enterprise software landscape of over 100,000 organizations around the world.
The database provides customer insight and contextual information on what types of HCM, enterprise software systems and other relevant technologies are they running and their propensity to invest further with their current or new suppliers as part of their overall HCM and IT transformation projects to stay competitive, fend off threats from disruptive forces, or comply with internal mandates to improve overall enterprise efficiency.
The result is a combination of supply-side data and demand-generation customer insight that allows our clients to better position themselves in anticipation of the next wave that will reshape the HCM marketplace for years to come.
HCM Market Taxonomy
Definition of Human Capital Management (HCM) Applications
Core HR and Performance Management
| Core HR and Performance Management | Description |
|---|---|
| Personnel and Organization Management | Core human resource management system, personnel records, HR master file, accruals, organizational development, org chart visualization |
| Payroll | Payroll processing, tax filing, language support, country-level updates, payslip calculations, automatic deductions and other government requirements for proper disbursement of employee compensation. |
| Benefits Administration | Benefits and health administration. Plan and design benefits lifecycle, billing and payment. Carrier solutions are also included for integration purposes. |
| Pension Administration | Pension and retirement fund(401K) administration as well as software that helps manage profit sharing plan, defined benefit plan, or cash balance plan. |
| Compliance | Compliance, regulatory updates and reporting including such laws as Affordable Care Act, Overtime Regulations, Fair Labor Standards Act |
| Performance and Goal Management | HR performance management applications are designed to automate the aggregation and delivery of information pertinent to the linking of job roles and the mission and goals of the organization. More specifically, the system allows users to automate the performance review process by using mechanisms such as training and key performance indicators to continuously track and monitor the progress of an individual employee, work team, and division. Some of the key features include: Assessment of individual career objectives and organizational skills gaps that impede performance and job advancement. Continuous reviews and establishing milestones. 360-degree evaluation and real-time feedback. Performance appraisal automation. Goal setting and tracking. Employee surveys. Alignment of human assets to corporate objectives. Fast tracks for top performers. |
| Learning and Development | Learning management systems refer to applications that automate the administration, tracking, and reporting of training events. Other tools may include courseware and other delivery, management, tracking, or integrated solutions whose focus is on the learning environment, including learning content management systems. Career development tools include apps for coaching, mentoring, employee development planning, and diagnosing of development needs. |
| Succession and Leadership Planning | Identify and address current and potential talent gaps to create succession management reporting. Develop and maintain a continuous supply of internal talent to fill critical job roles. Improve employee engagement through digital tools to advance career path development opportunities. |
| Compensation Management | Compensation management applications are designed to automate the process of providing cash, noncash, variable and nonvariable compensation to employees through advanced modeling, reporting, and built-in interfacing to payroll processing systems. Other key features include seamlessly manage compensation budgets and allocation in a single, shared tool. Streamline pay recommendation workflows and approvals. Support multiple pay and incentive practices. Ensure budget compliance and adherence to compensation guidelines. Quota and territory management. Calculation and distribution of commissions, spiffs, royalties, incentives to employees, and channel and business partners. Compensation analysis using internal and external data for retention risk analysis. Linking salary, commission and incentives — cash and noncash — to business objectives. Payroll and payment engine interfaces. Account payables integration. |
Talent AcquisitionÂ
| Talent Acquisition | Description |
|---|---|
| Applicant Tracking | Applicant tracking software automates such functions as management of resumes, applicant information, scoring, workflow, matching, search, interview scheduling, job descriptions, EEOC reporting, job postings and notifications |
| Recruiting | Recruiting applications are designed to automate the recruitment process of salaried and hourly employees through screening and skills assessment, as well as automated selection processes to improve hiring pipeline by identifying talent inside or outside the organization. Other key features include: Manage skills inventories. Create and manage job requisitions. Coordinate team collaboration within hiring processes. Video Interviewing, team building and digital coaching. |
| Candidate Relationship Management | Applications designed to attract and engage candidates and employees. Other tasks automate functions such as candidate relationship management apps, career site technology, social recruiting, employee referrals, branding, video engagement, campus recruiting and internal hiring |
| Contingent Labor Management | Processing of hiring of contingent labor, search, skills matching, assessment, interview scheduling, negotiation of rates, approvals, project milestone payments, project completion tracking, performance ratings |
| Sourcing | Facilitate resource planning for staffing firms as well as vendor managed system, allowing for front office integration for employment agencies as well as talent acquisition apps designed for staffing firms. |
| Onboarding | Applications designed to deploy workers to appropriate jobs, projects, or teams for accelerated on-boarding. |
Workforce Management
| Workforce Management | Description |
|---|---|
| Absence and Leave Management | Absence management applications offer automated features to support employee leave management, employer authorized leave, Short-Term-Disability/Workers’ Comp coordination, federal and state compliance, customized leave correspondence, medical certification processing, insurance premium payment tracking as well as employee self-service capabilities. Leave Management supports compliance activities related to government regulations such as the Family and Medical Leave Act in the United States and other local leave laws in different countries. |
| Workforce analytics | Workforce analytics are used to analyze compensation, benefits, and other employee variables. These applications can also be used to analyze and optimize labor allocation for particular projects. |
| Fatigue Management | Fatigue Management apps help automate key facets of fatigue risk mitigation, enforcing employee work-hour limits and aligning with fitness for duty best practices. Similar apps may act as electronic work diaries for real-time reporting and compliance with transportation laws. |
| Hardware (Time Clock) | Time capture is the hardware platform that provides authentication features for clock-in and clock-out times, meal and rest breaks, as well as timesheet and payroll reporting and compliance. |
| Scheduling | Products are designed to Increase forecasting accuracy by factoring in a variety of methods and historical patterns. Create optimal schedules to meet customer demands, while reducing costs and maximizing resources |
| Task Management | Task Management offers labor management capabilities such as task-based and project-based activity tracking as well as measurement and reporting functions against performance standards like engineered labor standards, team standards and reflective standards. |
| Time & Attendance | Time and Attendance applications are designed to automate employee time tracking in different locations, help reduce overtime expenses, improve payroll accuracy, eliminate pay errors and adjustments, along with the need to simplify and optimize administrative tasks and complex rate calculations by making available accurate and current labor data and full audit trail of payroll data. |
- Internet Archive, a United States based Non Profit organization with 169 Employees
- Great Lakes Energy, a United States based Utilities company with 160 Employees
- University Of Saarland, a Germany based Education organization with 375 Employees
| Logo | Company | Industry | Employees | Revenue | Country | Evaluated |
|---|
