We know these solutions and products because we’ve used them in the real world. We know many of these companies because we have worked with them. That’s why we are confident in our recommendations. It’s also why, if you click on a link and are redirected, we may earn a commission for the recommendation.

This article is meant to compliment our Top 3 ATS recommends. If you haven’t read that yet, click here.

However, if you are looking for the best ATS JazzHR  to streamline your hiring process, there may be no need to look further than JazzHR and this article.

Who is CareerNet?

CareerNet was founded in 1996 to bring thoughtful solutions to the modern workplace. Our core focus on recruiting, onboarding, and employee productivity gives us unique insights into corporate trends and the solutions to manage them. 

In 1996 we built one of the original job boards which found it’s focus sourcing technology professionals for companies during the .com era.

In 2006 we built enterprise level ATS under the brand name, HRsmart.

But we’ve always been a recruiting company that uses technology to make our people and our clients better at their jobs.


As a business owner or professional, finding the right candidate quickly and efficiently is crucial, and JazzHR provides a near perfect solution.

In this review, we will explore why JazzHR stands out as the top choice among ATS options. So, if you’re ready to revolutionize your hiring process, attract, and manage top talent, keep reading to discover the key features and benefits of JazzHR. Let’s dive in!

JazzHR Recomendation Best ATS

JazzHR is a popular applicant tracking system (ATS) and recruiting software used by businesses to streamline their hiring processes. The feature set combined with its intuative user interface are key reasons why.

Imagine a short route to internal set up and adoption by your hiring staff. What would that be? 6 weeks, 8 weeks?

We’ve found that JazzHR can be configured and used effectively by your Team in 4 weeks. They claim the timing is shorter, but that’s if you have the luxury of focused, ATS competent people willing to do the work and the learning – and nothing else – for 6 hours dedicated each day. Most companies do not have this luxury. If you are one, and just need to fill positions ASAP, click here.

In our experience, most ATS become bloated with useless data, fast. Let’s face it, it;’s a click-to-apply world. Companies that hire in this world face significant challenges. Most ATS sellers will discuss all the reports, data, analytics and filters offered  you can run. But let us tell you from decades of ATS experience, you don’t want piles of useless data leading your hiring.

Take a step back. Quantity is not the way to hire. Quality is. This is a people business NOT a data buisness.

THE BIGGEST DIFFERENCE between JazzHR and other ATS is, if you have 1 or 2 super admins that take the time to learn and configure the system specific to your company, required training for all other users is minimal – most can use it within 2 hours of their first login and with minimal guidance. It’s UX and workflow is that intuative. Really.

THE SECOND BIG DIFFERENCE between JazzHR and other ATS is communication and communication workflows between your hiring team and the candidates you are interviewing. It makes your communication simple, consistent and fast among all participants in the process. How many times have you interviewed or been interviewed and the story changes from interview to interview. This brings immediate concern to all parties about the Company and the process. Set up your communication work flow with JazzHR and the likely hood of not being united in message at the individual candidate level is minimized. This alone is reason enough to use JazzHR.

THE THIRD BIG DIFFERENCE between JazzHR and other ATS is integrations and integration partners.  We worked extensively with the JazzHR team and recognize that they only bring on integration partners equivalent to their own standards of business practice. High standards are not easy to maintain. From onboarding to day to day use questions, you’ll find that JazzHR cares as do their integration partners. Using thier ecosystem is an easy way to outsource responsibly.

As recruiters, staffing and training consultants, we speak to a lot of companies that lack the personnell and the time to train their people in how to use an ATS let alone how to properly source and hire the right people.

That’s why they are hiring! If you are one of these companies, jump start your use of JazzHR deployment and work with us, we’ll provide your own instance and fill it with qualified candidates – in days, not weeks. 

best ats

The Important Features

Here are the core features anyone seeking a new ATS or maybe frustrated with their current ATS and looking to switch to JazzHR will find useful. If you want to learn even more, click the link.


Job Posting: JazzHR allows users to create and post job listings to various job boards and career websites. JazzHR offers integrations with popular job boards like Indeed, LinkedIn, Glassdoor, talent.com plus many more.

Candidate Sourcing: You can source candidates from various channels, not just job boards, but social media too. There is even a feature set that enables employee referrals (a most

Resume Parsing: JazzHR can automatically parse resumes, extracting relevant information and populating candidate profiles, making it easier to manage candidate data.

Applicant Tracking: This is the core functionality of an ATS and JazzHR does it better than most due to the drag and drop user interface.  Click and drag candidates from one stage to the next. When paired with auto send emails (personalized by fields) candidates are kept up-to-date as to their status automatically. If you are an HR Pro, you know what a time saver this type of automation will be.

Collaboration: Users can collaborate with team members by sharing candidate profiles, notes, and feedback within the platform. Sure, this fosters better communication among hiring team members – but we have found this to be vital in the hiring process that the Team that will be working with the new hire signs off on them, or at least understands who they are and what their skill set is. We are not talking about a unanimous vote for hiring approval. That is both inefficient and almost impossible. Rather, it should not be a surprise to a any of your team members that Sophia Jones was hired and sitting two cubicles away.

Interview Scheduling: JazzHR often includes interview scheduling tools that allow recruiters to coordinate interview times with candidates and team members. Think about how important it is to candidates and to Team members to enable them to manage their own schedules during the interview process.

Assessment and Screening: JazzHR offers integration with several assessments. Our opinion on assessments and skills tests is they need to be managed independently of your ATS and then, like any data points, need to be interpreted with care. We have simple solution to this, Send us a note and we can discuss it with you.

Reporting and Analytics: JazzHR typically provides reporting and analytics features that allow users to track key recruitment metrics, such as time-to-hire, source effectiveness, and applicant flow.

Compliance and EEOC Reporting: JazzHR often includes features to help maintain compliance with Equal Employment Opportunity Commission (EEOC) guidelines and regulations. It can assist with generating necessary reports.

Customization: Users can often customize the workflow, hiring stages, and candidate evaluation criteria to match their specific hiring processes.

Integration: JazzHR offers integrations with other HR and recruiting tools, such as payroll systems, HRIS (Human Resources Information Systems), and email platforms.

GDPR and Data Privacy: Compliance with data privacy regulations, like GDPR, is essential. JazzHR often includes features to help manage candidate data in a compliant manner.

Applicant Tracking Features

Customizable Hiring Workflows: JazzHR allows you to create and customize hiring workflows tailored to your organization’s unique recruitment process. You can define stages like screening, interviews, assessments, and offers.

Candidate Screening: You can review resumes, applications, and candidate profiles within the system to assess qualifications and suitability for the role.

Collaborative Hiring: JazzHR enables collaboration among team members and stakeholders. Recruiters and hiring managers can share candidate profiles, leave feedback, and communicate within the platform.

Interview Scheduling: The platform often includes interview scheduling tools to help coordinate interview times with candidates and interview panel members. Automated reminders may also be available.

Candidate Communication: Send automated email notifications and updates to candidates, keeping them informed about their application status and next steps in the hiring process.

Candidate Scorecards: Create custom scorecards and assessment forms to standardize the evaluation of candidates. This helps ensure that all team members are evaluating candidates based on the same criteria.

Customizable Email Templates: Predefined email templates can be customized for different stages of the hiring process, providing consistency in communication with candidates.

Pipeline Analytics: Gain insights into your candidate pipeline, tracking the number of candidates at each stage of the hiring process. This helps you identify bottlenecks and optimize the workflow.

Integration with HRIS and Payroll: Some versions of JazzHR offer integrations with HRIS (Human Resources Information Systems) and payroll systems for a seamless transition from recruitment to onboarding and employee management.

User Permissions and Security: Administer user roles and permissions to control access to sensitive candidate data and ensure data security.

Candidate Sourcing

Candidate Pool Management: JazzHR often allows you to build and manage a pool of potential candidates who have expressed interest in your company or have applied for previous positions.

Job Distribution: The platform often offers a job distribution feature that allows you to distribute your job postings to various job boards and social media platforms simultaneously, reaching a broader audience.

Custom Careers Page: You can create a branded and customizable careers page on your company’s website using JazzHR. This provides candidates with a dedicated place to explore your job listings and learn more about your organization.

Sourcing from Resume Databases: JazzHR may offer access to resume databases, allowing you to search for and source candidates who have previously submitted their resumes to the platform.

AI-Powered Sourcing: Some versions of JazzHR incorporate artificial intelligence (AI) to assist with candidate sourcing. AI algorithms can help match candidates to job requirements more effectively.

Diversity Sourcing: To support diversity and inclusion efforts, the platform may provide features for sourcing candidates from underrepresented backgrounds and tracking diversity metrics.

Candidate Outreach: The platform may offer tools for sending personalized outreach messages and emails to potential candidates.

Candidate Relationship Management: Some versions of JazzHR include features to help you build and nurture relationships with passive candidates over time.

Reporting & Analytics

Customizable Reports: JazzHR typically allows users to create custom reports tailored to their specific needs. You can choose the data points, metrics, and timeframes you want to include in your reports.

Standard Reports: JazzHR often includes pre-built, standard reports that cover common recruiting metrics, such as time-to-fill, source effectiveness, and applicant flow. These reports provide a quick overview of your recruitment performance.

Visual Dashboards: The platform may offer interactive and visual dashboards that provide at-a-glance insights into your recruitment data. Dashboards can help you monitor key metrics in real time.

Applicant Pipeline Tracking: You can track candidates as they move through different stages of the hiring process, helping you identify bottlenecks and areas for improvement.

Source Analytics: JazzHR typically provides insights into the effectiveness of different candidate sources, helping you determine which job boards, career sites, or channels are bringing in the most qualified candidates.

Time-to-Hire Analysis: You can analyze how long it takes to fill open positions, which can be crucial for workforce planning and reducing time-to-fill.

Candidate Quality Metrics: JazzHR may offer metrics related to candidate quality, helping you assess the suitability of candidates who progress through the hiring process.

User Activity Tracking: You can monitor user activity within the platform, allowing you to see who is involved in the hiring process and their level of engagement.

Export and Sharing: JazzHR typically allows you to export reports in various formats (e.g., PDF, Excel) for easy sharing with stakeholders or for further analysis outside the platform.

Historical Data: The system often retains historical data, enabling you to compare current performance with past trends and benchmarks.

Integration with BI Tools: Some versions of JazzHR may offer integrations with business intelligence (BI) tools, allowing for more advanced data analysis and visualization.

Data Security: JazzHR takes data security seriously, ensuring that your sensitive recruitment data is protected and compliant with industry standards and regulations.

    Compliance and EEOC Reporting

    This section is super important. Please read carefully. Even if you elect to stay with your current ATS, or you stick with Indeed and spread sheets, these requirments and new ones as they 

    Job Posting Compliance: JazzHR cares about compliance regulation. They provide tools to ensure that your job postings adhere to legal requirements. This includes features to help you write inclusive job descriptions that avoid discriminatory language and adhere to EEOC guidelines.

    EEOC Reporting: The platform generates EEOC-compliant reports that document the demographics of your applicant pool and the progression of candidates through various stages of the hiring process. These reports help you demonstrate compliance with diversity and anti-discrimination standards.

    Applicant Tracking: JazzHR allows you to track and document the progress of candidates through the hiring process, which is crucial for EEOC reporting. This includes tracking the reasons for candidate rejections and ensuring fair and consistent evaluation practices.

    Diversity Tracking: To support diversity and inclusion efforts, JazzHR may offer features that allow you to track the diversity of your candidate pool, including race, gender, and other demographic information.

    Data Privacy Compliance: JazzHR typically includes features to help users comply with data privacy regulations, such as the General Data Protection Regulation (GDPR). This ensures that candidate data is handled in accordance with relevant data protection laws.

    Document Management: You can often store and manage important compliance-related documents, such as consent forms, background check authorizations, and other required documents.

    Custom Compliance Fields: JazzHR allows you to add custom compliance fields to candidate profiles to capture specific information required for compliance reporting.

    Automatic Compliance Checks: The platform may perform automatic compliance checks to ensure that candidates meet legal eligibility requirements for employment.

    Audit Trails: JazzHR often includes audit trails and logs that provide a record of actions taken within the system. This can be valuable for demonstrating compliance in the event of an audit.

    Compliance Notifications: You may receive automated compliance notifications and reminders to help you stay on top of compliance-related tasks and deadlines.

    Secure Data Handling: JazzHR takes data security seriously and employs encryption and other security measures to protect candidate data.


    Ready to take on the best in class ATS to manage your recruiting, JazzHR is here for you.

    With a few weeks of set up and preparation you’l be ready to manage incoming applicants like a Fortune 500 company.

    Don’t have 2 weeks to get up and running? Let our recruiting experts deliver JazzHR to you prefilled with qualified candidates for your role. The price may surprise you!

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