Avature

Avature makes recruiting software for large employers. It has an applicant tracking system, a CRM for future candidates and a high-volume hiring tool. AI runs through all three. Two public contracts, for different scopes, record €1.28 million and $2.74 million.

By Ashish Manchanda Published 14 Oct 2026 Last updated 14 Oct 2026

Avature suits large employers who want to shape their own hiring system

In one line

Avature is a recruiting system for large employers with AI to search, match, rank and interview candidates. Your team chooses where the AI runs.

Buy it if

You are a large employer. You want to set the software up around your own process. You hire in many countries or in high volume.

Do not buy it if

Your hiring is small or simple. Such teams may not need this much set-up.

Price

Ask Avature for a quote. One buyer, TenneT, signed a contract worth €1,277,025 before VAT. It covers an applicant tracking system, a CRM and extras.

What the applicant tracking system, the CRM and the high-volume tool do

Avature’s applicant tracking system holds your applicants and moves them through the hiring steps. Its AI gives search that understands meaning, candidate matching, applicant ranking, job recommendations and a chatbot. Recruiters can change the matching settings and see why each person was recommended. A screening step can ask role-specific questions and rank candidates, with assessments built in.

Avature also has AI interviewing. Candidates can reach the AI interviewer when they choose and answer role-specific questions out loud. After each interview the AI writes a summary for the recruiter. The summary lists possible gaps, mismatches and suggested next steps. Recruiters keep full access to the transcripts, the recordings and the recommendations before they decide. A fraud check looks at 8 signals and flags profiles for a recruiter to review.

Avature’s CRM (candidate relationship management) builds pools of people you may want to hire later. It finds new prospects across job boards. It also brings up people already in your system, such as past applicants, runners-up and current employees. A LinkedIn link copies candidate details between LinkedIn Recruiter and Avature. The CRM sends campaigns by email, text, WhatsApp and WeChat. A writing assistant personalises each message from the person’s profile, role and interests. Managers can describe their ideal candidate in plain words. A sourcing assistant turns a plain request into a keyword search.

The high-volume tool is for roles with many applicants. A careers site chatbot lets candidates apply with or without a CV and answer first screening questions. Must-pass and weighted questions pick out the qualified people and turn down the others. The AI then ranks the qualified people by experience, skills and location. It shortlists them by shift availability and assessment score. Top-rated candidates can be sent an offer or an interview invitation automatically.

Match scores come with their reasons. Avature’s approach is called “white box”. Your team can see which details the AI looks at and change them. Examples are location, skills, education, job title and work experience. Name, gender, age and ethnicity are left out of its training data. At Epicor the AI looks only at skills and job titles. It does not make decisions. Recruiters do.

You decide where the AI runs. Customers choose where each assistant is built in, what tasks it does and whether it is on. End users can also adjust it. Ask who on your side will own those settings.

The guide to AI sourcing and screening shows how the rest of the market splits the work.

What Avature and its customers report

Epicor, over 4,500 employees

AI recommendations linked 68 candidates to jobs. Hiring teams interviewed 48 of them and made 6 hires.

Avature, AI matching

In an Avature test, human experts judged 8 of the AI’s top 10 picks relevant. That is 80 percent accuracy.

DHL

DHL screens 4,000 applications automatically every day.

Victoria’s Secret

Time to hire fell from 4 to 5 days to as low as 1 hour.

USPS (the US Postal Service)

Time to fill fell by 81%.

Bupa, Philips and Epic

Bupa cut job board spend by 73%. Philips grew its pipeline by 225%. Epic cut recruitment cost by 60%.

Epicor’s figures cover sourcing. They show 6 hires from 68 AI picks. Ask Avature for the starting point behind each of the other figures.

Who Avature suits

You are a large employer with a complex hiring process

Its applicant tracking system and its CRM are best suited to large enterprises. It supports mostly large companies. Its case studies include Epicor at over 4,500 employees and Laitram at 1,001 to 5,000.

You want to shape the software around your own process

Avature’s applicant tracking system combines AI with a high degree of set-up. You decide where each AI assistant sits, which tasks it does and whether it is switched on. You can also change the weights behind a match score for each open role.

You hire in many countries

Avature supports recruiting in over 130 markets. You choose between its private cloud and the Amazon Web Services (AWS) public cloud. Its private cloud runs from data centres in New York, New Jersey, Amsterdam, Frankfurt and Shanghai.

You run a high-volume operation such as retail, logistics or staffing

USPS, Walmart, DHL, Deutsche Bahn, Victoria’s Secret and Virgin Media O2 use Avature for high-volume hiring. It also serves recruitment outsourcing firms and staffing companies. Kelly Services is one of its case studies.

You need strong answers on data, security and your current systems

Your data does not train Avature’s AI models. It meets ISO 27001, SOC 2 Type II and FedRAMP, a US government security approval. It offers more than 300 ready-made integrations, including HR systems, assessments, background checks and job boards.

Where Avature stops

Two public contracts show what buyers paid, for different scopes

TenneT’s contract covers an applicant tracking system, a CRM and extras. The US State Department order covers an applicant tracking system with Avature software. Ask Avature for a quote, and ask what each AI feature adds to it.

It is built for scale

Organisations with smaller hiring volumes or simple recruiting processes may not need this much set-up. The more you can set up, the more somebody on your side has to decide and look after.

Telling candidates is your job

Customers must tell people why they collect and use personal data. Avature acts as a processor, and you are the controller. Avature is not responsible for your privacy and data security practices. A candidate who wants to use their data rights is told to contact you.

Where candidate data sits depends on your contract

Customer data may be stored in the United States, the Netherlands, Germany, Australia, Japan, China or Singapore. The agreement decides which. Some AI features may process personal data. When they do, the processing runs in private models on Avature’s AWS setup. Fix the location in writing.

Avature commissions an independent bias audit every year, including one for New York City’s Local Law 144. A bias audit is a check by an outside auditor on whether a tool treats groups of people differently. The law covers employers in the city that use such a tool to screen candidates. The tool needs a bias audit from the past year. A summary of it must be public. The duty falls on the employer that uses the tool. Ask to see the report.

What Avature costs and what to ask for

Two public records show what some buyers signed. They do not show what you would pay.

In 2021 TenneT bought an applicant tracking system with a CRM, extras, set-up help, training and consulting. The notice records a total contract value of €1,277,025 excluding VAT. The contract has no fixed end date and an initial length of four years. In June 2025 TenneT added Avature Performance Management. The value of that change is not published.

A US State Department order for an applicant tracking system with Avature software shows a total of $2,738,818.52. The order was awarded to Copper River Technologies. Ask for a price for your headcount, your number of recruiters and your open roles.

Moving from another system takes work. Avature’s consultants know the leading older applicant tracking systems and have moved HR data before. Avature’s import tools remove duplicate records when you move data in stages. Ask who does the move, how long it takes and what it costs.

You could also find and screen people with agents built on your own systems. We have mapped what that looks like. The HR Agent Map

Nine questions to put to Avature

Which AI features are in our quote, and which are extra? Good answer: A line-by-line list, with the price of each one.
Can we see the latest independent bias audit? Good answer: Yes, in full, with the date and the name of the auditor.
Which of our candidates’ details can the match score use? Which can we switch off? Good answer: A written list, and a setting we control for each role.
In which country will our candidate data sit? Which AI processing happens elsewhere? Good answer: A named country for storage and for each AI step, in the contract.
Can we require a person to approve every automatic offer? Good answer: Yes, as a setting we control, and the offer waits for that approval.
What do you offer a candidate who cannot or will not use the AI interviewer? Good answer: A named alternative, such as an in-person or recorded video interview, that does not count against them.
Which of our current systems have a ready-made link, and which need building? Good answer: A named list, with who builds the rest and what that costs.
How long does a move from our current applicant tracking system take? What does it cost? Good answer: A plan with dates, a named team and a fixed fee for the import.
What happens to our data and our set-up when the contract ends? Good answer: A full export in a named format, within a stated number of days.

Alternatives to Avature

The alternatives are Workday Recruiting, Oracle Recruiting, SmartRecruiters, iCIMS, Eightfold, Phenom and Beamery, or buying nothing.

Workday’s Talent Acquisition Agent finds internal and external candidates, books interviews and prepares interviewers. Oracle’s Fusion Cloud Recruiting uses AI and automation to grow talent pools and speed up hiring. If your HR data already lives in one of these, ask what the recruiting module adds for you.

SmartRecruiters is an applicant tracking system combined with a recruiting CRM. Its High Volume plan includes AI screening. iCIMS announced an AI Sourcing Agent in early access in October 2025.

Eightfold’s suite covers sourcing, AI interviewing and offers on one platform. Phenom’s Sourcing Agent finds candidates in your talent pool and beyond and drafts the outreach for recruiters to send. Beamery offers a talent CRM for building pipelines of qualified people.

Buying nothing is the last option. Smaller hiring volumes or simple processes may not need this much set-up. If that describes you, a simpler system, or the one you use now, may be enough.

More in this guide

The AI sourcing and screening guide
Compare the 41 with their own page what each of the 41 products with its own page here does, what it costs, what it can decide alone and which have an outside bias audit.
Mid-market companies which AI sourcing and screening tools suit a company of 200 to 2,000 people, the prices you can see, how the bill grows and what to ask before signing.
Enterprise companies which platforms replace an applicant tracking system and which add to one, what they cost, how the contracts end and the hiring rules by place.
Hiring in India what Indeed charges for search in India and how Naukri sells Resdex, which products host data or launched in India, what India’s data protection law asks of employers and ten questions to ask sellers.
High-volume hiring which AI screening products can reject applicants with no person involved, how they text and call, and what they cost at volume.