AI sourcing and screening software for enterprise companies

An applicant tracking system holds applications and moves people through the hiring stages. Some of these platforms are one, with AI built in. Others add AI to the one a company already runs. Some contracts run for years, and the rules depend on where you hire.

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

Built in

Oracle Recruiting · SmartRecruiters · iCIMS · Avature · Workday Recruiting. Pick these if you want one system for applications and AI.

Added on

LinkedIn Recruiter · Eightfold · Beamery · Phenom · HireVue. Pick these if you already run an applicant tracking system and want AI on top.

What stays the same

A person makes the final hiring decision at most of these vendors. Avature can send top-rated candidates an offer automatically.

Contracts

Oracle’s standard term is three years. Workday sells multi-year agreements. Workday, HireVue and LinkedIn bar cancelling an order once you sign.

Watch

Each country you hire in adds its own rules. A US court is hearing cases against Workday and Eightfold.

What changes for a large employer

These platforms do three jobs between them. Some find people who have not applied. Some sort the people who have. Some screen candidates by chat, phone or video. Three things change at this size. They are volume, the contract and the rules around the job.

Volume comes first. Cloudflare manages 1 million applicants a quarter on Eightfold. DHL screens 4,000 applications a day on Avature. At that scale a team cannot read every application. In Workday’s own high-volume hiring, a person does not read every application at first sort.

The contract comes second. Several of these vendors bill by headcount or usage. Your bill can rise when your company grows, and some contracts stop it falling when you shrink. The rules come third, and they differ by place.

Which platforms replace an applicant tracking system, which add to one, and the rest of the market

Five applicant tracking systems with the AI built in

Oracle Recruiting is part of Oracle Fusion HCM, Oracle’s main HR system. Its AI suggests candidates, rates applications and runs a Career Coach chat for candidates. Suggested Candidates does not run for customers hosted in Oracle’s European or government data centres. It also needs English as the operating language.

Workday Recruiting adds two sets of AI agents. HiredScore grades applicants and finds past applicants. Paradox, now called Candidate Experience, chats with candidates by text and books interviews. HiredScore can also run on another applicant tracking system.

SmartRecruiters is an applicant tracking system with a list of possible candidates. SAP bought it in September 2025. Winston Match scores every applicant. Winston Screen asks questions and ranks the answers. Winston Chat talks to candidates and books interviews.

iCIMS sells an applicant tracking system, a candidate list and AI agents. Its Sourcing Agent suggests strong past candidates and people already on file for open roles. Candidate Ranking orders applicants by fit. The Interview Scheduling Agent is due by the end of 2026.

Avature builds for large employers. Its applicant tracking system and candidate list work together. Its AI agents summarise candidates, schedule interviews and run AI interviews. Customers choose where each agent runs and whether it is on.

Five tools that add to the applicant tracking system you run

LinkedIn’s Hiring Assistant is an add-on to a Recruiter contract. It finds people among LinkedIn’s more than 1 billion members, drafts messages and evaluates applicants. It connects to ten applicant tracking systems, including Workday, iCIMS and SmartRecruiters. Automatic outreach is on by default, and an administrator can switch it off for every user on a contract. It cannot be switched on for a project in an EU location.

Eightfold ranks candidates with a match score from 0 to 5 and shows the reasons. It works beside an existing applicant tracking system and also sells its own, called Talent Tracking. It connects to Workday, SAP SuccessFactors and Oracle Fusion Cloud Recruiting.

Beamery keeps a list of past and possible candidates and scores them against open roles. Updates go both ways with Workday Recruiting and Greenhouse. It has certified links to SAP SuccessFactors. Its contract bars use in any automated decision-making process.

Phenom’s Sourcing Agent searches a company’s candidate list and outside profiles, then drafts messages for a recruiter to send. Its Voice Screening Agent holds a voice conversation with each candidate it invites and gives the recruiter a scored recording. Phenom connects both ways to applicant tracking and HR systems.

HireVue screens every applicant by voice with an AI interviewer and gives recruiters a ranked list. It links to Workday, SAP SuccessFactors, Oracle, SmartRecruiters, iCIMS, Greenhouse and Avature. The Workday and SmartRecruiters links are ready-made.

Where to start

Start with one question. Do you want to replace an applicant tracking system, or add AI to one you run? The first answer points to the five built-in platforms. The second points to the five add-ons. Among the add-ons, Beamery’s ranking never hides or rejects an applicant. Eightfold’s contract lets its AI agents act on their own, so read it first. Both have audit results from an outside firm.

A bias audit is an independent check of whether a tool selects some groups at lower rates than others. A lower rate for one group is called disparate impact. BABL AI and Warden AI are outside firms that audit AI. LinkedIn and HireVue also test their own models. In 2021, ORCAA audited one HireVue assessment for early-career hiring. In 2023, HireVue hired DCI Consulting Group to audit its algorithms.

The ten platforms side by side
Product	What you buy	Named customers	Can it reject or advance people without a person?	Bias checks
Oracle Recruiting	Recruiting inside Oracle Fusion HCM, with Career Coach for candidates.	Wood, with 36,000 employees. Hearst, with more than 10,000.	Yes. Answers to disqualification questions can reject people automatically.	Ask Oracle for its audit results.
Workday Recruiting	Recruiting Agent and Talent Acquisition Agent. HiredScore grades people. Paradox chats with them.	JLL, with more than 100,000 employees, uses HiredScore, now Workday’s. 7-Eleven’s corporate-owned locations use Workday Candidate Experience.	Yes. The chat agent can disqualify people on must-pass questions. People make final decisions.	An independent analysis of Workday’s own use of HiredScore Spotlight in New York City area roles. The analysis found no evidence of disparate impact. It covered the five highest-volume job profiles and left out applicants who gave no gender or race.
SmartRecruiters	Applicant tracking system and candidate list. Winston Match scores, Winston Screen asks questions, Winston Chat talks to candidates.	Amazon, H&M, Qantas and Frasers Group.	Yes. Administrators can set rules that reject people on up to 10 conditions per step.	Yearly New York City bias audit of its AI products.
iCIMS	Applicant tracking system, candidate list and AI agents. The Sourcing Agent is on sale.	Wendy’s, with 37,000 employees. KEO, with more than 2,500.	You decide. iCIMS lets recruiters choose how much the AI does on its own.	BABL AI audited Candidate Ranking. Customers can read the report in the trust portal.
Avature	Applicant tracking system and candidate list for large employers, with AI agents.	Walmart, DHL, USPS and Deutsche Bahn. Epicor, with more than 4,500 employees.	Yes. Top-rated candidates can get an offer or an interview invitation automatically.	Yearly independent bias audits, including a New York City audit.
LinkedIn Recruiter	Hiring Assistant, an add-on to LinkedIn Recruiter. Connects to ten applicant tracking systems.	Roquette, with more than 10,000 employees. Siemens. Biocon Biologics.	No, unless you switch it on. Moving applicants between stages is off by default.	LinkedIn’s own fairness and bias reviews of each model.
Eightfold	AI agents for sourcing, interviewing and offers. Works beside an applicant tracking system or replaces it.	Amdocs, with 30,000 employees. Cloudflare. STMicroelectronics.	Eightfold does not reject anyone or move anyone forward on its own. Its contract lets its AI agents act in your systems on their own. You are solely responsible for the limits you set.	BABL AI audited the matching model in March 2026 and AI Interviewer in June 2026.
Phenom	Sourcing Agent, a candidate list, and voice and text screening. Connects both ways to applicant tracking and HR systems.	The Aspen Group, with more than 15,000 employees. athenahealth, with nearly 8,000.	Yes. Qualified candidates can advance before a recruiter opens the queue.	An independent audit of Fit Score each year. Results are published.
Beamery	Candidate list and sourcing with AI Talent Match. Updates go both ways with Workday Recruiting and Greenhouse. It has certified links to SAP SuccessFactors.	Hilti, in more than 120 countries. DraftKings. Wells Fargo.	No. Ranking never hides or rejects an applicant.	Warden AI audits the system every month, including a New York City audit.
HireVue	AI Interviewer screens by voice. Assessments and scheduling too. Links to major applicant tracking systems.	AdventHealth, which hires about 25,000 people a year.	Yes. Rules can move candidates on by score. Recruiters make the final call.	Every model passes a disparate impact test before it goes live. ORCAA audited one assessment in 2021. HireVue hired DCI Consulting Group for a New York City audit in 2023.

The rest of the market, in four groups

Eight tools centre on finding candidates. They are SeekOut, hireEZ, Gem, Findem, Juicebox, Pin, Leoforce and AmazingHiring. Gem also sells its own applicant tracking system. hireEZ works on top of the customer’s applicant tracking system. Ask each for a customer of your size and for its contract terms before any trial.

Three job sites sell access to their own pool of candidate profiles. They are Indeed Smart Sourcing, Naukri Resdex and SEEK. Resdex has over 50 million profiles. SEEK’s Premium Talent Search covers over 50 million. An Indeed Smart Sourcing Enterprise licence cannot be paused or cancelled through the product. Ask each how its contract ends.

Twelve are applicant tracking systems with AI features. They are ADP Recruiting, Greenhouse, Workable, Lever, Jobvite and Ashby. Breezy HR, Manatal, Zoho Recruit, Teamtailor, Recruitee and Pinpoint are the rest. Ask each for an enterprise customer of a similar size to yours. Then compare its AI terms and data return terms with Oracle, Workday, SmartRecruiters, iCIMS and Avature.

Eight tools run AI interviews, phone screens or application review. They are Metaview, Humanly, Apriora, HeyMilo, Maki People, Talview, HackerRank and CodeSignal. Maki People is not an applicant tracking system. It works inside one. Ask each for its bias audit results and for a customer of your size.

What these platforms cost and how they charge

Oracle prices by employee. Fusion Recruiting costs $8 a month for each Hosted Employee, with a minimum of 500. Recruiting Booster adds $3. Both are options on top of Fusion HCM, which costs $15 a month for each Hosted Employee. Oracle counts contractors and consultants as Hosted Employees, not only staff. For each 1,000 Hosted Employees, the Recruiting option costs $8,000 a month at list price, before any discount. Oracle’s standard term is three years, so that is $288,000 for Recruiting alone, without the Fusion HCM base.

Only one SmartRecruiters plan shows a price. Essential starts at $14,995. Professional, High Volume and Complete are by quote. AI matching sits in Professional and AI screening in High Volume. The fee follows your total employee count, and the price per employee stays fixed during the term. If headcount passes the order amount, you tell SmartRecruiters at each anniversary and pay more.

Workday charges for its AI agents by usage. It sells prepaid units called Flex Credits. Grading one resume uses 6 Flex Credits. Finding past applicants for one open role uses 750. Workday also gives a yearly allotment of free credits that depends on company size. Fees cannot fall during the order term.

LinkedIn sells Recruiter by seat, and the price varies with company size and number of seats. Hiring Assistant adds three tiers with monthly limits. On the Recruiter Corporate plan, Tier 1 allows 200 sourced candidates and 3,500 evaluated applicants a month. Tier 3 allows 1,500 and 25,000. The limits apply to each recruiter. Hiring Assistant stops for a recruiter when the monthly limit runs out, and unused amounts do not carry over.

Beamery sets a price band by employee count. You pay an extra fee if headcount moves you up a band, and you get no cut if it falls. HireVue’s fee follows headcount, uses and hires. In 2021, TenneT signed a contract with Avature worth EUR 1,277,025 before VAT, with an initial term of four years. It covers an applicant tracking system, a candidate list, set-up and training.

Phenom asks you to contact an expert for a price. Ask iCIMS and Eightfold for a written price before the demo ends. Bring your applications received, hires made and searches run in your last full year to every call.

Six things to settle before you sign, and the rules behind them

Workday faces a group lawsuit in a US court

In Mobley v. Workday, the court let the age discrimination claim go ahead as a group case. The group is applicants aged 40 and over who applied through Workday since 24 September 2020. It includes people scored or ranked with HiredScore. Thousands of people have opted in. Workday told the court it bought HiredScore after the complaint was filed. The court held that whether HiredScore needs its own subgroup will be decided later. The plaintiffs have asked the court to certify a class, with a hearing on 9 March 2027.

Eightfold faces a lawsuit in a US court

In Kistler v. Eightfold AI, the plaintiffs say Eightfold’s scores are consumer reports under the US Fair Credit Reporting Act. Eightfold has asked the court to dismiss the case.

Six of the ten can reject or advance people without a person

A person makes the final hiring decision at most of these vendors. Six still let rules reject people or move them on. iCIMS and LinkedIn leave the choice to you. Decide before go-live who owns each setting and who reviews the results. In the EU and UK, a decision with no real human involvement is restricted.

Several contracts bar cancelling and raise fees

Workday, HireVue and LinkedIn do not let you cancel an order once you sign it. The exceptions are narrow, such as the vendor failing to fix a breach. Eightfold’s invoiced fees cannot be cancelled or refunded. Beamery makes you pay the fees for the rest of the term when the contract ends. SmartRecruiters makes all fees owed fall due at once. HireVue raises renewal fees 10% a year and needs 60 days’ written notice not to renew. Put the notice dates in a shared calendar when you sign.

You may get only 30 to 60 days to take your data

Oracle gives 60 days after the services end. Workday gives limited access for up to 60 days. Eightfold and SmartRecruiters give 30 days, and Eightfold makes data available only on written request. HireVue has no duty to store your data after the contract ends. It exports data through its application programming interface, which is a data link between two software systems. Any other export method can carry a fee set in the order. Plan the export before you sign.

Contracts make you responsible for following the law

Eightfold’s AI addendum makes the customer the deployer and solely responsible for employment decisions. SmartRecruiters’ AI addendum makes the customer solely responsible for following the law. Beamery’s Talent Match FAQ makes the customer the deployer, responsible for how the algorithm is used. Beamery’s contract also makes the customer cover third-party claims from breaking hiring or data protection law. HireVue’s contract makes the customer cover third-party claims from its hiring.

Rules differ by place. In the EU, a company that uses a hiring AI tool is a deployer. That means the organisation using the AI. The vendor that makes it is the provider.

Rules that apply to hiring AI, by place
Where	Rule	Applies from	What the employer must do
European Union	AI Act	2 December 2027 for hiring AI	Tell the people affected. Give human oversight to trained staff. Fines reach EUR 15 million or 3% of worldwide turnover, whichever is higher.
European Union	General Data Protection Regulation	In force	People may refuse a decision based only on automated processing. Tell people where data from public profiles came from, within one month, with limited exceptions. Fines reach EUR 20 million or 4%.
United Kingdom	UK version of the General Data Protection Regulation, as changed by the Data (Use and Access) Act 2025	In force from 19 June 2026	Give a route to human review and a way to contest a significant automated decision.
Germany	Works Constitution Act	In force	The works council must agree to hiring selection guidelines, also when AI helps draw them up. Tell it about planned AI use in good time. A failure can cost up to EUR 10,000.
France	Labour Code, with guidance from France’s data protection regulator (CNIL)	In force	Tell candidates about each method before using it. Ranking and scoring tools can lead to decisions the General Data Protection Regulation bans in principle.
New York City	Local Law 144	Enforced since 5 July 2023	Yearly independent bias audit, a public summary and notice to candidates ten business days before use. Penalties are up to $500 for a first violation and $500 to $1,500 for each later one. Each day of use counts separately. It covers screening of people who applied. Outreach and resume-bank searches fall outside it.
Colorado	SB26-189	1 January 2027	Give notice at the point of use. Explain an adverse decision in plain words within 30 days. Offer human review.
California	Civil Rights Council rules and California Consumer Privacy Act rules	1 October 2025 and 1 January 2027	Keep automated-decision records for four years. Give a notice before using technology that makes a hiring decision from its output without human involvement.
Illinois	Human Rights Act change, and the AI Video Interview Act	1 January 2026, and 1 January 2020 for video interviews	AI with a discriminatory effect is a civil rights violation. Tell employees when AI is used. Video interviews analysed by AI need the applicant’s consent first.

The UK data regulator audited AI recruitment tools. It found search functions in some that let recruiters filter out people with certain protected characteristics.

What to ask each vendor before you sign

LinkedIn Recruiter: Which of the systems we use work with Hiring Assistant today? Do updates go both ways between the two systems yet? Good answer: A yes for each system, and a contract date for anything still coming.
Workday Recruiting: What does one Flex Credit cost in dollars, and how many will our hiring use in a year? Good answer: A price per credit and a yearly estimate, in writing.
Workday Recruiting: Can we lower our credits at renewal if hiring falls? Good answer: A right to reduce at renewal, written into the order form.
Oracle Recruiting: Does Suggested Candidates run where we are hosted and in our working language? Good answer: A written yes or no for each country, with the date each one starts.
Oracle Recruiting: How will you check the number of Hosted Employees you bill us for? Good answer: A written count method that names who is included.
Eightfold: Will you send both audit reports before we sign, and which groups did each audit leave out? Good answer: Both full reports, with the groups each one did not test.
Eightfold: What changes in our contract if the court in Kistler rules that Eightfold’s scores are consumer reports? Good answer: A named duty on Eightfold, written into the contract.
Phenom: If we switch on Fraud Detection Agent, who collects consent for voiceprints and face scans? Will you delete them sooner than three years? Good answer: Consent wording for candidates and a shorter deletion period in the contract.
iCIMS: Which iCIMS agents can we buy today, and which are still due? Good answer: A list with dates. Anything unfinished carries a contract date.
SmartRecruiters: Which plan holds the AI we want? Which SmartRecruiters company signs our contract, under which country’s law? Good answer: One plan name and one legal entity with its governing law.
Avature: Which steps will send offers, invitations or rejections without a recruiter? Who can switch them on? Good answer: A list of steps and the named administrators.
Beamery: Your contract bars use in any automated decision-making process. Where does ranking for review end and deciding begin? Good answer: A written definition in the order form.
HireVue: Your terms can change 15 days after posting. Will you cap the yearly renewal rise at a lower figure and fix the terms for our contract period? Good answer: A written cap, and terms that stay fixed for the period.
HireVue: Where are the results of the DCI audit you started in 2023? Good answer: The published report, or a date for it.

Smaller teams, high volumes and the full comparison

A smaller company has a different shortlist, so read the mid-market guide. If you hire in India, read the guide to hiring in India. If you hire in large volumes, the high-volume guide covers per-screen pricing and automatic rejection. The comparison puts every product side by side. Our guide to AI sourcing and screening covers the whole market.

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.