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 “Enterprise Class” ATS to streamline your hiring process, there may be no need to look further than ZOHO Recruit and this article.

Who is CareerNet?

CareerNet was founded in 1996 to bring thoughtful solutions to worker development 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 its focus sourcing technology professionals for companies during the .com era.

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

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

Introduction, or why you need to revist your Enterprise Class ATS:

Nearly all enterprise companies already have an ATS.

They’ve done their research.

They assigned review teams.

Prepared half a dozen 40 slide powerpoints.

They’ve presented and “re-presented to committees”.

They’ve negotiated discounts.

They sandboxed quiet trials.

They’ve configured it multiple times.

Most have dedicated IT professionals to oversee the stability and usability of their ATS, and the dozens of integration partners whose services they’ve blended into the hiring process.

Nearly all have a team of dedicated reps from their ATS provider, whose sole job is to assist the enterprise client with full knowledge of their hiring complexities.

You may ask, “If the target market is saturated, why spend the time speaking or writing to enterprise clients at all?”

The answer is obvious to enterprise companies who still have the courage to be honest with themselves.

With all the added staff, added partners, added consultants, and added expense required to use an ATS accross the enterprise, their hiring results really haven’t changed at all. And once again, they are changing their hiring game and blaming the economy. 

It’s almost never the economy. It’s almost always management and, in the case of Google, Twitter, Facebook, an over reliance on tech in the wrong places of their business. Like hiring.

And heads up to those companies, layoffs hurt productivity.

In this review, we will explore why ZOHO Recruit  stands out as the top choice among Enterprise Class  ATS options.

Their current client list includes, among notable others: BOSCH, Deloitte, PWC, Allianz — so it may be worth it to pay attention.

We know that every great company seeks to hire the best. They are not simply filling empty seats. They spend a lot of time selecting, revieiwing and interviewing candidates. They have permenant on-staff recruiters.

In short, they spend huge amounts of money on hiring alone. Some are really good at hiring, some are not so good. ZOHO HR will make them all better.

CareerNet recommends ZOHO HR for Enterprise Class ATS.

Here at CareerNet we’ve been Zoho customers on and off for years. Their CRM was one of the first and, while remaining a bit wonky at the UX level (kind of like like msft vs iOS), it works. Sure it’s been overwhelmed by Salesforce at the CRM level (what CRM hasn’t?). Frankly if it were not for the exorbitant pricing, Salesforce would be the only CRM used by enterprise.  But Zoho is tops for ATS.

Data Regulations: Zoho keeps moving forward. While it has offices in Austin, TX, you need to look at Zoho as an international technology company – headquartered in Chennai, India.  See this as an advantage. Data regulations are an issue after all. The world is complex with massive amounts of varied regulations on data. Zoho stands out in managing this for enterprise level business.

Stability: The company adds stable, effective communication and management features consistently, and you rarely have a day when “ZOHO is Down Again” is trending.

Security: They have great security, too. Describing ZOHO’s CRM security as Enterprise Class would be an understatement. They generally do not advertise this as a core feature, but some quiet inquiries to government offices around the world using CRM would surprise you. Zoho is trusted with holding lots of govt. managed data. Here is a link to their security whitepaper.

So when we heard ZOHO was going to launch a recruiting specific solution based upon their CRM backbone, we were in. It doesn’t disappoint. Read on or simply register for a demo. If you know CRM or ATS, you’ll know they do too and that their laser focus on what ATS should be makes for a top level CRM.

Pricing is great too. $600.00 per user, per year ($50.00 per month) is a bargain at this level. The Zoho Recruit system simply makes you a more efficient recruiter. While we do not think efficiency is an appropriate metric for recruiting, at the enterprise level, if you are reliant upon click-to-apply job boards, you’d better become efficient fast. Zoho Recruit will get you there.

If we had one complaint, it’s how Zoho onboards small companies. There seems to be two standards for training and on-boarding new clients. One for enterprise and one for the rest of us. This is the main reason we do not recommend them for small to midsized firms (say less than 1,000 employees*). If you are a company with more than 1,000 employees, you’ll get the great training and customer service.

*This number is a guess. It’s a number we’ve guessed from working with Zoho for 10 years+ and speaking to our clients of varied sizes that use Zoho CRM. It’s not statistically relevant.

The other concern we have is the time it takes to get up and running to a useful state. Sure you’ll follow the videos, take the onboard training sessions and get your job posted and go live quick. But we are seeking results. We define results as multiple jobs attracting quality and qualified leads on auto pilot. Even the best recruiting team will stumble until they understand how to use Zoho Recruit properly. Say do not expect miracles for 6-8 weeks.

Don’t get frustrated. All enterprise level ATS have a learning curve.  This, like all ATS, is a tool– not a replacement– for great recruiting processes.  

HOWEVER, if you treat it as a tool and learn what it can do, over time you will be rewarded with high quality lists of people suitable for your job openings and worth interviewing. Imagine this actually happening and what it will mean for your organization over time. If you use Zoho Recruit properly, this will happen.  Set this as your only goal and focus on achieving it for a few months before moving to…

Features and partner integrations: Your team will begin adding features or integrations to the system.  If you have taken the time to learn how to recruit with Zoho Recruit, your workflow will be incorporated into, NOT directed by, the ATS. You’ll recocnize that many of your recruiting integration partners offer little value beyond speculative data collection and management and that you really do not need most of them.

Then you can set about determining the integration partners that actually add value.  The system has an uncanny way of adopting your work process as its own.

P.S. If you do not have that kind of time or patience, and you want to ramp up or jump-start your recruiting process, give CareerNet recruiters your user permissions to your existing ATS (more on this later) and we’ll fill it with qualified candidates – in days, not weeks. 

enterprise class ATS

The Important Features

If you would like to learn about important features to focus on when selecting an ATS, read our article featuring JazzHR, our pick as the best all-entry point ATS.

For the purpose of enterprise, we make the assumption that enterprise buyers and users already know the core features they are looking for and, generally, what these core features do. Below are features that ATS experts will appreciate.


User Roles Defined by You:  In an enterprise environment, adding new users happens far too often for the process to ever feel cumbersome. Also, the user roles and permissions need to be highly flexible. Different companies have different titles and different permissions associated with those titles.

So while Zoho Recruit comes stock with the typical user roles, its system makes it super easy to edit the permissions of the stock user roles AND allows you to create company specific user roles with specific permissions – they do this borrowing from their CRM, an intuitive tab based, drop down and check mark system. Permissions for data sharing, emailing, and attachments may not be familiar to ATS users, but you’ll be surprised that you ever worked without them after a few weeks. Again, the CRM legacy serves Zoho Recruit well.

Source Booster: A feature still unique to Zoho Recruit, Source Booster allows you to search the data bases of big box job boards for candidates from within the system. Think of it as passive access to profiles currently on Indeed, CareerBuilder, Resume Library, Monster, Dice and Nexxt. You simply type in a job title, a few key words, location and boom, you get a list to start looking at of current candidates reasonably matching that criteria that are on these sites.

Chrome Browser Sourcing Plugin: Times change fast. Sourcing candidates from online profiles is generally cumbersome. But not with the chrome browser extension offered by Zoho Recruit. Upon obtaining a resume from a profile you locate online, you simply use the browser extension to filter it for key elements (experience and skills as examples) and then add it to your ATS. While this extension is limited in functionality, it is clearly Zoho’s nod to the future of recruiting for enterprise and we expect this extension to be enhanced over time. You might never originate from a job board again.

Collaboration: Here again the benefits of CRM experience serves ZOHO Recruit well. Set up user roles (see above), add permissions then use the drag and drop or blueprint mapping integration to nail internal compliance and consistency, crucial to any recruiting process.

Compliance: A simple list of Zoho Recruit compliance built-ins shows the benefits of working with an international company. Select a template and drop it into your candidate workflow and communications or upload to your site and send links to them in SMS or email from within the system. Here is a short list to showcase their commitment to your data compliance.

EEOC Compliance, Candidate Privacy Notice, OFCCP Compliance, GPDR (they offer readiness training for companies), HIPPA, Data Processing Notices for Candidates, Data Subject Rights, OFCCP Compliance.

best ats for enterprise class ats zoho recruit

Applicant Tracking Features

Customizable Hiring Workflows: Zoho Recruit 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: Zoho Recruit 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 options are also available in certain packages.

 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 Scoring: 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.

 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: Zoho Recruit allows you to build and manage a pool of potential candidates who have expressed interest in your company or have applied for previous positions.

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

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

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.

Reporting & Analytics

Customizable Reports: Zoho Recruit 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: Zoho Recruit 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 offers 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: Zoho Recruit 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: These are 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.

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

Data Security: Zoho Recruit takes data security seriously, ensuring that your sensitive recruitment data is protected and compliant with industry standards and regulations. (see above)

    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: Zoho Recruit 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: Zoho Recruit 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, Zoho Recruit offers features that allow you to track the diversity of your candidate pool, including race, gender, and other demographic information.

    Data Privacy Compliance: Zoho Recruit 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.

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

    Audit Trails: Zoho Recruit 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: Zoho Recruit takes data security seriously and employs encryption and other security measures to protect candidate data.

    Conclusion – The Best Enterprise ATS

    There is a reason we call Zoho Recruit the best Enterprise Class ATS. It focuses on what an ATS should be: A powerful tool to improve your recruiting first, a communication device better than virtually all stand alone CRMs, and world class secure vault for the huge amounts of personal data you collect in your efforts.

    We applaud Zoho for its focus on what really matters. Your enterprise will too.

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

    Don’t have 4 weeks to get configured and trained? Let our recruiting experts get you up and running fast.

    Learn more about the CareerNet Companies

    Just Interview

    Modern Recruiting. We provide the candidates you Just Interview

    CareerNet Nation

    Developing professionals from all backgrounds for better jobs and careers.


    LMS designed by teachers for students. Managed responsibly by CareerNet.

    CareerNet Pro

    World Class executive recruiting by the leaders in Employee Solutions.