Applicant Tracking System US

An ATS designed for US hiring helps organizations stay compliant, streamline multi-state recruiting, and connect seamlessly with the tools US teams rely on. The best applicant tracking systems in the US typically offer:

1. Built-in US compliance
   Support for EEOC reporting, OFCCP requirements, I-9 workflows, state-by-state legislation, and audit-ready records.
   
2. US-friendly integrations
   Connections to leading US HRIS, payroll providers, background-check platforms, and job boards such as Indeed, ZipRecruiter, and LinkedIn.
   
3. Multi-state and multi-location workflows
   Structured hiring processes that support centralized HR teams, distributed store networks, franchise models, or high-volume frontline recruiting.
   
4. Support aligned with US operations
   Help from teams working in US business hours — critical for onboarding, troubleshooting, and keeping hiring velocity high.
   
5. Scalability for US hiring patterns
   Tools designed for seasonal surges, high applicant volumes, and market-specific challenges across retail, hospitality, healthcare, logistics, and more.
   

An ATS built for US hiring ensures faster, more consistent, and more compliant hiring, especially for organizations recruiting across multiple states and role types. Pinpoint is designed around these needs, helping US teams streamline hiring at scale with the flexibility and control they rely on.

For US organizations, the most important ATS features are those that support compliance, multi-state hiring, and high-volume recruiting. The best applicant tracking systems for US companies typically include:

1. Robust compliance tools
   Support for EEOC reporting, OFCCP requirements, I-9 documentation, state-by-state regulations, audit logs, and role-based access controls.
2. Multi-state and multi-location workflows
   Configurable hiring processes that adapt to regional requirements, store locations, franchise groups, and distributed teams.
3. Deep US job board integrations
   Direct posting to major US boards like Indeed, ZipRecruiter, and LinkedIn, plus niche boards for industry-specific roles.
4. Seamless HRIS and payroll integrations
   Connections to US systems such as Workday, BambooHR, ADP Workforce Now, Rippling, Paylocity, and Paycor to reduce manual data entry and ensure clean handoff from candidate to employee.
5. High-volume automation
   Automated screening, interview scheduling, reminders, and bulk candidate communication to help teams manage large applicant pools efficiently.
6. Strong reporting and analytics
   EEO dashboards, hiring velocity metrics, source-of-hire reporting, and multi-state insights to support more accurate forecasting and compliance.
7. Easy adoption for hiring managers
   A simple, intuitive interface that works for busy store managers, field teams, and distributed hiring stakeholders.

These features help US hiring teams move faster, stay compliant, and deliver a consistent candidate experience across all states and role types.

The best applicant tracking systems in the US include a mix of long-established enterprise platforms and modern, easy-to-adopt recruiting systems.

Based on independent review data from G2, Capterra, and Software Advice, the most consistently recommended options are:

Pinpoint: Designed for mid-sized and enterprise US companies managing complex hiring across states, regions, or role types. Known for its ease of use, flexible workflows, AI features, automations, and fast US-based support.

Greenhouse: An applicant tracking system known for structured hiring workflows and its integration marketplace.

Workday Recruiting: Part of a broader HR suite used by large organizations that want recruiting, HR, and payroll in one ecosystem.

Workable: A straightforward platform used by smaller US companies looking for fast setup and wide job-board reach.

JazzHR: A budget-friendly option commonly chosen by smaller businesses with simpler hiring needs.

These platforms appear most often in US ATS comparisons because they offer strong US compliance, integrations with major US job boards and HR systems, and features designed around multi-location hiring requirements.

Choosing the right applicant tracking system starts with understanding your hiring DNA — how, where, and how often you hire across the US.

Before comparing vendors, document:

Hiring volume and pace: How many roles you fill each year, and how seasonal peaks (e.g., holiday, summer, campus hiring) impact workload.

Role types and locations: Whether you’re hiring in a single state or across multiple states with different compliance requirements.

Team structure and decision-making: Who is involved in hiring (TA, HR, hiring managers, legal, IT, finance), and how they collaborate.

Candidate experience priorities: How important speed, mobile experience, and employer brand consistency are in competitive US markets.

Compliance and data needs: US-specific requirements like EEO, OFCCP, I-9, state-by-state legislation, and audit readiness.

Once your needs are mapped, involve key stakeholders to define must-have, should-have, and could-have ATS requirements.

Next, create a structured demo plan so every vendor is assessed consistently.

You can use our ATS Buyers Guide and the ATS Demo Agenda & Scorecard Template to evaluate platforms effectively.

Before signing a contract, confirm:

• The ATS supports your hiring workflows and multi-state compliance needs
• All stakeholders agree on implementation, onboarding, and support
• The total cost (licensing, training, integrations, maintenance) fits your budget and timeline

Following these steps ensures you choose an ATS that scales with your organization — whether you’re hiring dozens or thousands of employees across the US.