Avature

Avature suits a large employer that wants to shape every hiring step

What Avature offers a large employer on security, AI control and audits

A large employer has to answer for its candidate data and its AI. These are the parts of Avature that help you do that.

Who gets the most from Avature, and who may find it too much

Avature is not a tool for every team. Check your own situation against these cases before you book a demo.

Where Avature needs a closer look before you sign

Before you sign, work out how much of your hiring Avature would do with no person involved. In Avature’s High-Volume Recruiting product, knock-out or weighted questions reject candidates who do not make the cut. Top-rated candidates are sent an offer, or invited to interview, automatically. Avature’s explainable AI ranks candidates and shortlists them by shift availability and assessment scores. Explainable means the AI can show its reasons. The employer chooses which tasks are automated.

That choice is yours, so write down which steps may act on a candidate without a person. The law cares about this. GDPR Article 22 gives a person the right not to face a decision based solely on automated processing. That right covers decisions with legal or similarly significant effects. Its Recital 71 gives e-recruiting without any human intervention as an example. The EU AI Act puts candidate-screening AI on its high-risk list, unless an Article 6(3) exemption applies. The exemption can apply, but not when the system profiles people. The high-risk rules for these systems start on 2 December 2027. So ask Avature whether the ranking and shortlisting you plan to switch on profile candidates.

In New York City, Local Law 144 limits the use of automated employment decision tools to screen candidates. It applies to jobs based in a New York City office at least part time. Using such a tool is unlawful unless it had a bias audit within one year before use. The employer must also publish a summary of the latest audit on its own website before use. That duty is yours, because the vendor that made the tool is not responsible for its bias audit. Avature has an annual bias audit that covers this law, so start there. Ask whether it covers the features you will switch on.

What Avature costs, and what the public contracts tell you

The price that counts is the one in your own written quote, so ask Avature for it. The only price evidence on this page comes from public contracts, and each belongs to one buyer. They are still useful, because they show which lines a large Avature deal can contain.

In June 2023 the US Department of State signed a delivery order with Copper River Technologies, LLC. The order is for an applicant tracking system, Avature software. The total obligation is $2,738,818.52. The ceiling with all options is $5,885,678.52. That ceiling is more than double the committed amount. So ask which options your quote includes and what each would add.

In 2021 TenneT TSO GmbH published a procurement for an ATS. It included a CRM system, which is a database of candidates, plus add-ons, set-up support, training and consulting. So your own quote should split those lines out. TenneT planned a direct contract with Avature. The total value was 1,277,025 euros. The contract was set for an initial four years with no predetermined end date. So ask Avature about the term and how renewal works.

Two buyers plan to add to the Avature set-up they already have. TenneT uses a cloud-based Avature recruiting solution and plans to add performance management. EnBW plans to extend its existing Avature recruiting solution with four applications. So ask what adding parts later would cost you. Each contract belongs to one buyer, so your price will differ.

Set-up and support may not all come from Avature. Apprilis is an Avature partner by its own account. It sells Avature cloud support, implementation and optimisation on the UK government’s G-Cloud 15 marketplace. So part of the work may be bought from a partner. Ask whether you would need a partner like that.

Before you sign, plan how you leave. Avature offers a Data Lake and a tool called Sherlock. Together they send data changes to outside systems as events and snapshots. Sherlock also handles large data exports to reporting tools, data warehouses and data lakes. Ask for your full candidate history in a file format you can read. Get the time window in the contract.

Eight questions to put to Avature

1. What is our total price over the full term, with set-up, training, add-ons and AI features each priced? Good answer: A written quote that splits every part and sets out the term and renewal rules.
2. Which AI helpers are live today for customers like us, and which are still coming? Good answer: A dated list of live features, with a customer we can call.
3. Can we switch each AI helper off by country, brand or role? Good answer: Yes, by setting, with a log of who changed it and when.
4. Which hiring steps can reject or advance a candidate with no person involved? Can we require a person to approve each one? Good answer: A list of the automatic steps, and an approval option on every one.
5. Can we have the latest independent bias audit summary for the AI we will use? We need a form we can publish. Good answer: The summary, dated within the last year, with the groups it covers.
6. Which accessibility level applies to our career sites, WCAG 2.1 AA or 2.2 AA? Good answer: One level, written into the contract for our own sites.
7. Where will our candidate data sit, and which outside companies handle it? Good answer: A named region for each environment and a list of the outside companies.
8. How do we take our candidate and job history out when the contract ends? Good answer: A stated export format and time window, written into the contract.

Alternatives to Avature

Alternatives to Avature include Oracle Recruiting, Workday Recruiting, iCIMS, SmartRecruiters, Eightfold, Phenom, Greenhouse and Workable. Keeping your current ATS is also an option.

Two large suites have public prices. Oracle charges $8.00 a month per hosted employee for Fusion Recruiting, with a minimum of 500. Oracle’s standard term for cloud services is three years. Workday prices Recruiting on the UK G-Cloud 15 list only inside a bundle, per employee per year. Minimum deal values apply. You can test Avature’s quote against Oracle’s rate.

Some buyers weigh Avature against an AI-led platform or a wider suite. Phenom Hire is an AI hiring platform that runs recruiting from job request to offer. Eightfold sells Talent Tracking as an ATS that removes the need for a separate one. SmartRecruiters is another option. SAP has bought it. Its portfolio continues to be available on its own for the foreseeable future. That matters to a buyer who wants the product kept apart from a bigger suite. iCIMS reports more than 4,400 companies across 200 countries. Its customers include a quarter of the Fortune 500, so ask it for references from large employers.

If you hire in smaller numbers, a lighter tool may fit better. Workable’s Standard plan costs $299 a month for 1 to 20 employees. You can check that price before any call. Greenhouse sells three plans called Core, Plus and Pro. It customises the price to your hiring needs. Your current tool may already post jobs, track candidates and book interviews. If so, the case for a replacement has to come from something it cannot do. Avature’s Career Sites can run alongside it while you decide.