Top 10 Applicant Tracking Systems Software Vendors and Market Forecast 2021-2026

Worldwide Applicant Tracking System Applications Market to reach $.9 billion by 2026, compared with $1.7 million in 2021 at a compound annual growth rate of 2.9%.

In 2021, the top 10 HCM software vendors in the Applicant Tracking Systems (ATS) application market segment accounted for nearly 56.7% of the global Applicant Tracking Systems applications market which grew 17.9% to approach nearly $1.7 billion in license, maintenance and subscription revenues. The Applicant Tracking Market Segment is part of the Talent Acquisition product group.

Last year iCIMS led the pack with a 12.2% market share followed by Oracle, Workday, Microsoft, and SAP.

Our team has analyzed all Fortune 1000 and Global 2000 companies and their IT Environments, including ERP, HCM, ATS, CRM, Procurement, Treasury and other apps being used globally, but also on a country level.

CompanyERPHCMATS
WalmartSAP S/4 HANAWorkday HCMWorkday Recruiting
Exxon MobilSAP S/4 HANASAP HCM (HR)SuccessFactors Recruiting
AppleSAP S/4 HANASAP HCM (HR)In-House ATS
Berkshire HathawayOracle ERP CloudOracle HCM CloudOracle Taleo
Amazon.comIn-House ERPWorkday HCMIn-House ATS
UnitedHealth GroupOracle E-Business SuiteOracle HCM CloudOracle Taleo
McKessonSAP S/4 HANAWorkday HCMWorkday Recruiting
CVS HealthSAP S/4 HANAWorkday HCMIBM Kenexa BrassRing
AT&TSAP ERP ECC 6.0Workday HCMOracle Taleo
AmerisourceBergenSAP S/4 HANAWorkday HCMOracle Taleo
ChevronSAP S/4 HANAWorkday HCMSuccessFactors Recruiting
Ford MotorSAP S/4 HANAOracle HCM CloudIBM Kenexa BrassRing
General MotorsSAP S/4 HANAWorkday HCMOracle Taleo
Costco WholesaleSAP S/4 HANASAP SuccessFactors HCMOracle Taleo
AlphabetSAP S/4 HANAWorkday HCMGoogle Hire

Source: Apps Run The World, September 2022

2021 Applicant Tracking Systems Applications Market Shares Split By Top 10 Applicant Tracking Systems Vendors and Others
Exhibit 1 – 2021 Applicant Tracking Systems Applications Market Shares Split By Top 10 Applicant Tracking Systems Vendors and Others

We ask the simple question: Who’s buying Applicant Tracking applications from whom and why? And we provide the answers – supported by decades of research – to our clients around the world. (Sample from our Apps Database)

Through our forecast period, the Applicant Tracking applications market size is expected to reach $1.9 billion by 2026, compared with $1.7 billion in 2021 at a compound annual growth rate of 2.9%.

Exhibit 2: Worldwide Applicant Tracking Software Market 2021-2026 Forecast, $M
Year202120262021-2026 CAGR, %
Total168019352.9%

Source: Apps Run The World, September 2022

Top 10 Applicant Tracking Systems Software Vendors

These top 10 ATS software vendors are ranked by their latest annual product revenues attributable to the Applicant Tracking Systems market segment. Check the methodology section below as well as our FAQ section on how we conduct research for these market reports.

RankVendor2020 Applicant Tracking Systems Apps Revenues, $M2021 Applicant Tracking Systems Apps Revenues, $MYoY Growth2021 Applicant Tracking Systems Market Share, %Recent Developments
1iCIMS Subscribe Subscribe20.9% SubscribeIn March 2022, iCIMS acquired Candidate.ID, a recruitment marketing automation platform, strengthens its recruitment marketing offerings. iCIMS has more than 4,000 customers, including 40% percent of the Fortune 100.
2Oracle Subscribe Subscribe5.9% SubscribeOracle Recruiting Cloud (ORC) is the new recruiting module delivered to the Oracle HCM Cloud platform. Oracle Talent Acquisition Cloud had more than 5,000 customers in 2021.
3Workday Subscribe Subscribe21.9% SubscribeWorkday Recruiting has over 3,100 customers across the world. Workday Recruiting customers include American Express Global Business Travel, Bank of America, Big Heart Pet Brands, Blackberry Limited, Cornell University, CSGSystems International, Inc., Four Seasons, McKeeFoods, and Noble Corporation.
4Microsoft Subscribe Subscribe37.1% SubscribeWith the $26-billion purchase of LinkedIn, which led a number of HCM market segments including Sourcing, Recruiting, Candidate Relationship Management, as well as the overall Talent Acquisition category, Microsoft now owns nearly a third of the talent acquisition market, which topped nearly $8.8 billion in 2021.
5SAP Subscribe Subscribe4.2% SubscribeSAP SuccessFactors Recruiting has over 4000 customers and 30 million end users.
6UKG Subscribe Subscribe8.7% SubscribeIn February 2022, UKG acquired SpotCues and its mobile communications platform, Groupe.io. The 50-person team joined UKG in January and is accelerating development while also integrating the solution within UKG Dimensions, UKG Pro, and UKG Ready.
7Jobvite Subscribe Subscribe12.0% SubscribeIn February 2022, Jobvite launched a newly-formed parent company, Employ Inc. Through its Jobvite, JazzHR, and NXTThing RPO brands, Employ serves more than 12,000 customers across industries. In March 2022, Jobvite introduced Evolve Talent Acquisition Suite to provide enterprise organizations with a unified solution set of Jobvite’s offerings to simplify complex challenges across the entire recruiting lifecycle.
8ADP Subscribe Subscribe2.4% SubscribeADP provides its services to over 920,000 clients, with over 825,000 of those clients on its latest strategic SaaS cloud solutions
9Ceridian Subscribe Subscribe23.2% SubscribeIn December 2021, Ceridian acquired ADAM HCM, a payroll and HCM company serving customers in 33 countries across Central America, South America, and the Caribbean. This acquisition will accelerate Ceridian’s global growth strategy by extending the Dayforce platform into Latin America, a highly appealing region for its multinational customers. Dayforce customer base has increased from 482 as of December 31, 2012 to 5,434 customers on the platform as of December 31, 2021.
10SmartRecruiters Subscribe Subscribe15.1% SubscribeIn February 2022, SmartRecruiters acquired Attrax, an industry-leading provider of career site software that lets companies build engaging, personalized career sites. The acquisition will result in an integrated offering, SmartRecruiters Attrax, designed to help customers build data-powered, curated career sites that enhance the candidate experience and improve hiring outcomes. SmartRecruiters Attrax is available immediately for SmartRecruiters customers.
Subtotal Subscribe Subscribe14.9% Subscribe
Other Subscribe Subscribe22.0% Subscribe
Total1425168017.9%100%

Source: Apps Run The World, September 2022

Other vendors included in the report are: Apdata do Brasil, Apex Software Technologies, LLC., Apex Time Solutions, Applied Training Systems (ATSI), Arcoro, Ascentis, Avature, Avionte Staffing Software, Avue Technologies, BambooHR, Bullhorn, Bilin Yazılım, Brazen Technologies, CandidateID, Cornerstone OnDemand, CareerBuilder, Cegid, Cezanne HR, CIPHR, EmCentrix, Empxtrack Inc, EPAY Systems, ExactHire, Exela Technologies, Inc., Flock Software, Freshworks (formerly Freshdesk), Frontline Education, Fourth Ltd, Google, gr8 People Inc., Greenhouse Software, Hilan, Haufe, HiringThing, HITS Solutions, HR Cloud, Interbiz Solutions LLP, Infinite Computer Solutions, Insperity, Inc., iSolved Human Capital Management, ITCONS e-Solution Private Limited, JobDiva Inc, Lever, Inc., milch & zucker, NEOGOV, Netchex, Oleeo, OrangeHRM Inc., Paychex, Paycom, Paylocity, Paycor, Payworks, People HR, PeopleStrategy, PeopleStrong, PlanSource, PowerSchool Group LLC, PrismHR, Roper Technologies, Inc., Recruit Holdings, Recruitee, Shiftboard, SilkRoad, SmartLinx Solutions, SmartRecruiters, softgarden GmbH, Sprout Solutions, SumTotal Systems, a Skillsoft Company, TalentGuard, TalentQuest, talentReef, Teknorix Systems, ThinkWare Inc., Tigernix Pte Ltd, TimeTec Group, TribePad, Unicorn HRO, Vincere.io, Visma, Workable, XCD HR Limited, Yonyou, Zenefits, ZingHR, Zoho Corp., and many others.

Custom data cuts related to the Applicant Tracking Systems Applications market are available:

  • Top Applicant Tracking Systems Applications Vendors and Market Forecast 2021-2026
  • 2021 Applicant Tracking Systems Applications Market By Vertical Market (21 Industry)
  • 2021 Applicant Tracking Systems Applications Market By Country (USA + 45 countries)
  • 2021 Applicant Tracking Systems Applications Market By Region (Americas, EMEA, APAC)
  • 2021 Applicant Tracking Systems Applications Market By Revenue Type (License, Services, Hardware, Support and Maintenance, Cloud)
  • 2021 Applicant Tracking Systems Applications Market By Customer Size (revenue, employee count, asset)
  • 2021 Applicant Tracking Systems Applications Market By Channel (Direct vs Direct)
  • 2021 Applicant Tracking Systems Applications Market By Product

Through our forecast period, the HCM applications market is expected to reach $43.7 billion by 2026, compared with $38.7 billion in 2021 at a compound annual growth rate of 2.5%.

Through our forecast period, the Core HR and Talent Management applications market, which is comprised of nine subsegments, is expected to reach $25.2 billion by 2026, compared with $22.4 billion in 2021 expanding at a compound annual growth rate of 2.3%. For the Top 10 vendors in each of the nine subsegments, please check their own index page by following their link below.

Through our forecast period, the Talent Acquisition applications market, which is comprised of six subsegments, is expected to reach $11.8 billion by 2026, compared with $10.6 billion in 2021 expanding at a compound annual growth rate of 2.2%. For the Top 10 vendors in each of the six subsegments, please check their own index page by following their link below.

Through our forecast period, the Workforce Management applications market, which is comprised of six subsegments, is expected to reach $6.8 billion by 2026, compared with $5.7 billion in 2021 expanding at a compound annual growth rate of 3.4%. For the Top 10 vendors in each of the six subsegments, please check their own index page by following their 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 2: Worldwide HCM Software Market 2021-2026 Forecast, $M

CategoryFunctional Market2021 Revenue, $M2026 Revenue, $MCAGR 2021 – 2026
Core HRCore HR and Personnel Management664874132.2%
Payroll521156691.7%
Benefits Administration162519333.5%
Pension Administration2732961.6%
Compliance6818013.3%
Performance and Goal Management297032882.1%
Learning and Development375243382.9%
Succession and Leadership Planning5115832.7%
Compensation Management7678602.3%
Core HR Total22438251812.3%
Talent AcquisitionsContingent Labor Management109312011.9%
Sourcing141715221.4%
Onboarding147216692.5%
Recruiting391243202%
Candidate Relationship Management99811332.6%
Applicant Tracking Systems168019352.9%
Talent Acquisitions Total10572117802.2%
Workforce ManagementAbsence and Leave Management 7298884%
Workforce analytics120914273.4%
Fatigue Management48635.6%
Workforce Scheduling101811532.5%
Task Management3093864.6%
Time and Attendance242628763.5%
Workforce Total573967933.4%
HCM Total38749437542.5%

Source: Apps Run The World, September 2022

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.

Exhibit 4 - Worldwide HCM Applications Market Forecast 2021-2026, by HR Segment, $M v1
Exhibit 4 – Worldwide HCM Applications Market Forecast 2021-2026, by HR Segment, $M

Core HR Market Definitions and Forecast Assumptions

Human capital management includes such functions as eRecruiting (applicant tracking), Onboarding (employee profile), Performance Management (assessment, goal management, succession planning), Core HR (personnel administration, benefits, compensation management, payroll), Workforce Management (absence management, activity tracking, scheduling, time and attendance), and eLearning (learning management system). For complete definition, please see below or visit our Taxonomy page.

Drivers behind the growth of Core HR applications market include

  1. As sexual harassment becomes a focal point of social-media conversations, companies may have to step up their internal control measures by investing in new Big Data and social-media monitoring tools in order to respond to such complaints in real time.
  2. HR policies may have to be revamped in order to be better aligned with corporate social responsibilities, putting the interests of shareholders and public opinions ahead of any star performer.
  3. eLearning could be given a boost in 2020 as part of US government tax reform, resulting in more companies like Apple, Disney and others to invest more in education programs for employees.
  4. Succession planning becomes more important than ever to ensure smooth transitioning from one corporate reporting structure to the next.
  5. Companies, especially those that operate in multiple countries, are searching for a system of record to minimize attrition, groom talented employees, while addressing complicated compliance requirements.
  6. Digital transformation in response to new user demands, market forces.
  7. Restructuring of HR processes to accelerate for next decade.
  8. Heavily modified Core HR systems entail rising costs
  9. Employers are reevaluating the performance management process by giving workers continuous feedback with consistent and transparent metrics

Inhibitors include the following trends that cut across multiple Core HR segments:

  • The rise of robotic process automation, artificial intelligence and machine learning pose challenges for HR executives as hiring and firing decisions may include unintended biases when screening and selecting job applicants or redundancies because of flawed metrics, algorithms and even job descriptions.
  • Potential changes to Affordable Care Act and other key legislations could undermine HCM’s near-term growth. Shifting regulatory and compliance demands prompt stopgap measures.
  • For eLearning vendors, expanding a content library is a challenge. The same applies to fending off the ubiquity of Youtube and Lynda from LinkedIn. The issue is whether users are better off with courseware or do-it-yourself microlearning development tools.
  • Eroding trust in the workplace, lack of employee engagement; Bring Your Own Device trend engenders Core HR system distrust as well.
  • The move toward continuous, ad-hoc and spontaneous feedback process will entail micro services that assimilate project management and team collaboration, requiring HR performance management apps vendors to combine personalized evaluation and unstructured communication. The challenge is to deliver tangible benefits for small work groups, while still using the same metrics to drive process improvement for the entire organization.
  • The push to have continuous feedback and performance management could redefine corporate hierarchy as line managers and team members alike are calling for greater transparency, collaboration and better metrics to evaluate and improve one’s career path, while achieving work-life balance that adapts to the changing demographics.
  • The bottom line is that individual performance will have to be measured as much as that of the team.  Similar to any successful software development, small teams are more effective than large and matrix-reporting hierarchies.

In other words, companies may be better off investing in tools that put more emphasis on team performance than what an individual can bring to the table. With the advent of telecommuting, much of the work is handled by small teams that spread around the world.

The stakes are much higher to sustain a team’s performance by leveraging tools that ensure smooth handoff of project milestones and deliverables from one person to another and even from one day to the next. Communication is the key, so is accountability and trust in the system. All these would require team members to share the workload as well as the reward, recognition and team-wide compensation.

Learning may well be the glue that binds together performance, compensation and competency management, delivering short tutorials and training videos on general topics and industry-specific subjects as in ViDesktop for legal and Arcoro for construction.

For many learning apps vendors, expanding a content library is a challenge. The same applies to fending off the ubiquity of Youtube and Lynda from LinkedIn.

All major HCM vendors including SAP, Infor and Workday have set their sight on Learning as one of their key areas of growth for 2020. The issue is whether users are better off with courseware, do-it-yourself microlearning development tools, or something perhaps more structured and extensible from HCM suite vendors. Another issue is whether the current crop of learning vendors are able to meet training requirements for new jobs like biofuels energy traders or drone operators that barely existed a few years ago.

 

Talent Acquisition Market Definitions and Forecast Assumptions

Human capital management includes such functions as eRecruiting (applicant tracking), Onboarding (employee profile), Performance Management (assessment, goal management, succession planning), Core HR (personnel administration, benefits, compensation management, payroll), Workforce Management (absence management, activity tracking, scheduling, time and attendance), and eLearning (learning management system). For complete definition, please see below or visit our Taxonomy page.

Drivers behind the growth of Talent Acquisition applications market include

  1. The onslaught of Google Hire for recruiting, Workplace by Facebook for org-charting and team collaboration, and the addition of LinkedIn to Microsoft’s evolving talent acquisition strategy is a mixed blessing for HCM vendors, resulting in heightened competition as well as partnerships(LinkedIn investing in Cornerstone On Demand). It raises the specter of whether the tech giants will redefine talent acquisition by leveraging their ability to influence billions of users thus expanding the market, or simply using their branding and pricing power to squeeze smaller players.
  2. The prevalence of contingent labor management, which has extended from hourly, seasonal and low-skill contract workers to experienced contractors, could retreat as HR executives grapple with issues such as job insecurity, sluggish wage growth and globalization backlash.
  3. By releasing more detailed reports on use of contingent labor management, companies could benefit from greater transparency.
  4. Contingent labor management vendors will be well served to document successful transfers of statuses from contingent labor to full-time employment. Similarly, any increased demand in the use of contractors should be a harbinger of a more robust economy, resulting in a more balanced and productive workforce.
  5. Aging population, coupled with increased emphasis on work-life balance, will continue to pose challenges for employers and recruiters.
  6. Social recruiting, video interviews and innovative ways to brand a workplace have resonated with a new generation of employees as well as recruiters aiming to take their high-volume recruitment efforts to the mobile generation.
  7. Digital transformation in response to new user demands, market forces.
  8. Restructuring of HR processes to accelerate for next decade.
  9. Heavily modified recruiting systems entail rising costs.

Inhibitors include the following trends that cut across multiple Talent Acquisition segments:

  • The rise of robotic process automation, artificial intelligence and machine learning pose challenges for HR executives as hiring and firing decisions may include unintended biases when screening and selecting job applicants or redundancies because of flawed metrics, algorithms and even job descriptions.
  • Employer branding may fall short of expectations on the parts of recruiters and candidates.
  • Scaling out marketing offerings to enable employers to communicate with salaried and hourly workers across multiple platforms – text, video, chat, email – will be key to long-term success.
  • Expansion by Recruit Holdings and CareerBuilder, which own some of the biggest job boards, could render some Talent Acquisition vendors less relevant.
  • Any change to LinkedIn by its new owner Microsoft to rope off more resume content could have considerable ramifications for the Talent Acquisition market.

Workforce Management Market Definitions and Forecast Assumptions

Human capital management includes such functions as eRecruiting (applicant tracking), Onboarding (employee profile), Performance Management (assessment, goal management, succession planning), Core HR (personnel administration, benefits, compensation management, payroll), Workforce Management (absence management, activity tracking, scheduling, time and attendance), and eLearning (learning management system). For complete definition, please see below or visit our Taxonomy page.

Drivers behind the growth of Workforce Management applications market include

  1. Artificial intelligence and machine learning to improve scheduling forecasting and workforce analytics
  2. Digital transformation in response to new user demands, market forces
  3. Restructuring of HR processes to accelerate for next decade
  4. Anticipate, execute WFM measures to address human capital risks
  5. Heavily modified WFM systems entail rising costs.
  6. Unbundling of work, requiring better measurement of tasks, risks as well as scheduling and time and attendance.

Inhibitors include the following trends that cut across multiple Workforce Management segments:

  • Online retailing is having considerable impact on brick and mortar operations, which have been one of the biggest spenders of workforce management applications.
  • Growing influence of Amazon and its Cloud infrastructure division AWS is driving a wedge between users that run AWS and those that do not, a move that could benefit AWS competitors.
  • The structural changes to the retail marketplace is likely to redefine task management and other WFM functions as some firms are becoming fulfillment houses, rather than full-service retailers.
  • Time clock hardware not in sync with software release cycles
  • Easy to use reporting tools remain elusive to line of business and HR managers
  • Shifting regulatory and compliance demands prompt stopgap measures
  • Eroding trust in the workplace, lack of employee engagement; Bring Your Own Device trend engenders WFM system distrust as well

HCM Win/Loss Analysis As Part Of Enterprise Applications Buyer Insight Customer Database

On the buyer side, customers are investing in HCM applications based on new features and capabilities that are expected to replace their existing legacy systems. In many cases, competitive upgrades and replacements that could have a profound impact on future market-share changes will become more widespread.

Since 2010, our global team of researchers have been studying the patterns of the latest HCM software purchases by customers around the world, aggregating massive amounts of data points that form the basis of our forecast assumptions and perhaps the rise and fall of certain vendors and their products on a quarterly basis.

What follows is a sample of our latest findings, which are being updated continuously. Each year our research team identifies tens of thousands of these HCM customer wins and losses from public and proprietary sources.

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The research results are being incorporated into regular updates in our Enterprise Applications Buyer Insight Customer Database. You can access the Quarterly Win/Loss Analysis Scoreboard and our Enterprise Applications Buyer Insight Customer Database by becoming a subscriber.

CustomerIndustryEmpl.RevenueCountryVendorNew Product
1-800-FLOWERS.COMRetail4800$2.12BUnited StatesADPADP Recruiting
AdvanSix Inc.Oil, Gas and Chemicals1375$1.68BUnited StatesCeridianCeridian Dayforce Recruiting
AlbertsonsRetail101500$71.89BUnited StatesOracleOracle Recruiting Cloud
ALDI USARetail30000$13.50BUnited StatesUKGUKG Pro Recruiting (ex UltiPro Recruiting)
AllianzInsurance155411$126.95BGermanySAPSAP SuccessFactors Recruiting Management
Anglo AmericanOil, Gas and Chemicals106000$41.55BUnited KingdomSmartRecruitersSmartRecruiters SmartRecruit
AXA GroupInsurance106128$138.96BFranceOracleOracle Taleo Cloud Service
BayWaManufacturing21468$25.08BGermanySmartRecruitersSmartRecruiters SmartRecruit
BMW GroupAutomotive118909$131.49BGermanySAPSAP SuccessFactors Recruiting Management
Bozzutos IncDistribution3500$2.40BUnited StatesCeridianCeridian Dayforce Recruiting
Cabell Huntington HospitalHealthcare2500$560.0MUnited StatesADPADP Recruiting
ChemTrade LogisticsOil, Gas and Chemicals1200$13.64BCanadaUKGUKG Pro Recruiting (ex UltiPro Recruiting)
Crown Castle International Corp.Banking and Financial Services5000$6.34BUnited StatesUKGUKG Pro Recruiting (ex UltiPro Recruiting)
Cummins Inc.Manufacturing59900$24.02BUnited StatesOracleOracle Recruiting Cloud
EF Education First USAEducation7000$1.50BUnited StatesJobviteJobvite
Expeditors International of Washington, Inc.Transportation19070$16.50BUnited StatesSmartRecruitersSmartRecruiters SmartRecruit
Exxon Mobil CorporationOil, Gas and Chemicals63000$309.27BUnited StatesSAPSAP SuccessFactors Recruiting Management
Federal National Mortgage AssociationBanking and Financial Services7400$31.46BUnited StatesSmartRecruitersSmartRecruiters SmartRecruit
Gainesville Regional UtilitiesLife Sciences110000$49.90BUnited StatesiCIMSiCIMS Recruit Applicant Tracking System
Genuine Parts CompanyManufacturing53000$18.87BUnited StatesJobviteJobvite
GKN Sinter MetalsAutomotive7500$1.64BUnited StatesMicrosoftLinkedIn Talent Solutions
Haggar Clothing Co.Consumer Packaged Goods1100$220.0MUnited StatesADPADP Recruiting
HH GlobalProfessional Services4700$500.0MUnited KingdomJobviteJobvite
Humana Inc.Insurance95500$84.19BUnited StatesWorkdayWorkday Recruiting
IKEA NetherlandsRetail225000$40.75BNetherlandsSmartRecruitersSmartRecruiters SmartRecruit
Illinois Tool Works Inc.Manufacturing45000$14.46BUnited StatesSmartRecruitersSmartRecruiters SmartRecruit
Intel CorporationProfessional Services122900$79.02BUnited StatesWorkdayWorkday Recruiting
JPMorgan Chase & Co.Banking and Financial Services278494$121.69BUnited StatesOracleOracle Recruiting Cloud
Kenan Advantage GroupDistribution5000$1.50BUnited StatesADPADP Recruiting
KenCrestProfessional Services2500$128.0MUnited StatesCeridianCeridian Dayforce Recruiting
Larsen & ToubroProfessional Services44332$20.00BIndiaMicrosoftLinkedIn Talent Solutions
Logitech IndiaConsumer Packaged Goods2500$180.0MIndiaJobviteJobvite
Macy’s Inc.Retail88857$25.29BUnited StatesOracleOracle Recruiting Cloud
MargaritavilleLeisure and Hospitality1000$140.0MUnited StatesADPADP Recruiting
McDonalds CorporationRetail200000$19.21BUnited StatesSmartRecruitersSmartRecruiters SmartRecruit
McKesson CorporationHealthcare58000$263.97BUnited StatesWorkdayWorkday Recruiting
Mercy Medical CenterHealthcare3000$550.0MUnited StatesADPADP Recruiting
Microsoft CorporationProfessional Services221000$198.27BUnited StatesiCIMSiCIMS Recruit Applicant Tracking System
Murphy USA Inc.Retail6245$15.30BUnited StatesUKGUKG Pro Recruiting (ex UltiPro Recruiting)
NestléConsumer Packaged Goods276000$95.93BSwitzerlandSAPSAP SuccessFactors Recruiting Management
Poet LLCOil, Gas and Chemicals2000$6.50BUnited StatesUKGUKG Pro Recruiting (ex UltiPro Recruiting)
ResolverProfessional Services280$66.0MCanadaJobviteJobvite
REWE-ZENTRALFINANZ eGRetail384000$85.20BGermanySAPSAP SuccessFactors Recruiting Management
SAIC MotorAutomotive217511$135.20BChinaOracleOracle Taleo Cloud Service
Schneider ElectricManufacturing128000$32.88BFranceJobviteJobvite
Schwarz GroupRetail550000$129.00BGermanySAPSAP SuccessFactors Recruiting Management
State Farm Insurance Cos.Insurance57672$82.20BUnited StatesiCIMSiCIMS Recruit Applicant Tracking System
Stew Leonard’s Inc.Consumer Packaged Goods2100$395.0MUnited StatesCeridianCeridian Dayforce Recruiting
SumitomoManufacturing74253$47.74BJapanJobviteJobvite
Target CorporationRetail450000$106.98BUnited StatesWorkdayWorkday Recruiting
The Goldman Sachs Group, Inc.Banking and Financial Services45100$59.00BUnited StatesiCIMSiCIMS Recruit Applicant Tracking System
Thor Industries, Inc.Manufacturing31000$16.08BUnited StatesUKGUKG Pro Recruiting (ex UltiPro Recruiting)
Toyota MotorAutomotive372817$272.62BJapaniCIMSiCIMS Recruit Applicant Tracking System
UniperUtilities11319$240.77BGermanySAPSAP SuccessFactors Recruiting Management
Valero Energy CorporationOil, Gas and Chemicals9794$125.77BUnited StatesOracleOracle Taleo Cloud Service
Visa Inc.Banking and Financial Services21500$26.94BUnited StatesSmartRecruitersSmartRecruiters SmartRecruit
WalmartRetail2300000$572.75BUnited StatesWorkdayWorkday Recruiting
Wells Fargo & CompanyBanking and Financial Services246577$81.75BUnited StatesWorkdayWorkday Recruiting
Whitehaven CoalManufacturing1400$1.78BAustraliaCeridianCeridian Dayforce Recruiting
XiaomiManufacturing16911$22.34BChinaMicrosoftLinkedIn Talent Solutions

Source: Apps Run The World, September 2022

Further Readings

The HCM Top 500 report series covers more than 3,000 pages of content, make sure you don’t miss any of the 500+ profiles by becoming a subscriber. Or you can catch the highlights with the following links:

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

From hire to retire, HCM continuum extends across 22 markets, 21 verticals
From hire to retire, HCM continuum extends across 22 markets, 21 verticals

Definition of Human Capital Management (HCM) Applications

Core HR and Performance Management
Core HR and Performance ManagementDescription
Personnel and Organization ManagementCore human resource management system, personnel records, HR master file, accruals, organizational development, org chart visualization
PayrollPayroll processing, tax filing, language support, country-level updates, payslip calculations, automatic deductions and other government requirements for proper disbursement of employee compensation.
Benefits AdministrationBenefits and health administration. Plan and design benefits lifecycle, billing and payment. Carrier solutions are also included for integration purposes.
Pension AdministrationPension and retirement fund(401K) administration as well as software that helps manage profit sharing plan, defined benefit plan, or cash balance plan.
ComplianceCompliance, regulatory updates and reporting including such laws as Affordable Care Act, Overtime Regulations, Fair Labor Standards Act
Performance and Goal ManagementHR 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 DevelopmentLearning 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 PlanningIdentify 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 ManagementCompensation 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 Acquisition 
Talent AcquisitionDescription
Applicant TrackingApplicant 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
RecruitingRecruiting 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.
Attract And Engage (Marketing)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 ManagementProcessing of hiring of contingent labor, search, skills matching, assessment, interview scheduling, negotiation of rates, approvals, project milestone payments, project completion tracking, performance ratings
SourcingFacilitate 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.
OnboardingApplications designed to deploy workers to appropriate jobs, projects, or teams for accelerated on-boarding.
Workforce Management
Workforce ManagementDescription
Absence and Leave ManagementAbsence 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 analyticsWorkforce 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 ManagementFatigue 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.
SchedulingProducts 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 ManagementTask 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 & AttendanceTime 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.