Hirebee.ai vs. SilkRoad Recruiting

In our company we like Hirebee as the most easy to use ATS which has everything we need to organize our hiring process.

I think OpenHire is best for a small company (max about 2500 employees). The more employees you have the more HR people you should have and this can get expensive. I know most larger companies are using more advanced systems as well (Workday). During the selection process be sure to determine how many OpenHire users you would need. Ask whether your managers will be willing to work in the system as well or whether HR would have to own the entire process. If you are EEOC compliant, make sure you ask about diversity posting, APP tracking of applicants, and reporting needs. If you require an onboarding tool, SilkRoad offers RedCarpet. I found it to be very complex and hiring managers refused to use it. If you require an onboarding tool, definitely look into it. The demo may look great but there were a lot of implementation steps done to make it work and it just didn't fit our company culture. So make sure it fits yours.

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• Integration with Zoom, Outlook Calendar, job boards, and career page makes it easy to manage everything from Hirebee.ai.
• Nice workflows and email templates for automating talking to applicants, and easy interview scheduling with Zoom and Outlook Calendar integration.
• All of your candidate information is in one place, and all the actions you need to take to manage your recruitment process are also in one place.

• The ease of use when it comes to create requisitions from a hiring managers side of things is definitely a positive. It's very much user intuitive and the specifications can be completely customized as to what a company would like to appear within said requisition.
• Candidate correspondence is an absolute breeze as you can custom load templates into the system that can be edited at any time through an administrator in your company instead of having to go through a technical support team on the other side of things.
• Overall, it's a pretty no muss no fuss system to use as there's not a great layer of complication about it and like most things, spaced practice and consistent exposure to it tend to iron out those rough edges. From an administration standpoint, adding in locations and hiring managers is incredibly simplistic along with reporting functionality.
• Candidate folders have come a long way in the system and are much more user friendly at this point than when I began using the system some four years ago. It's very easy to shift candidate profiles between folders and edit on the fly.

Incentivized

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• LinkedIn integration is missing for converting connections into applicants, but we’re doing great utilizing HireBee’s job board integrations, and HireBee compensates with a sourcing extension [that] works well with LinkedIn.
• Return on Investment
• Easy to schedule interviews with just one click.
• We save a lot of time on shortlisting due to workflows and feedback forms.
• Hirebee extension helps me a lot to convert candidates from LinkedIn to my dashboard.

• OpenHire's user roles can create issues depending on how your company's hiring process flows. For example, at one company, the hiring managers were extremely involved in screening candidates yet the system seems very geared towards use of centralized recruiters who distribute candidates. The lack of ability to customize roles and security to match our managers' needs created additional burden on HR as well as frustration from hiring managers.
• I experienced several problems uploading documents to accompany a candidate's offer. There was a limit on the number, size and type of attachments that could be included, and there was no alternative (as vetted with OpenHire) besides sending a separate correspondence to the candidate. I found this to appear unprofessional to the candidate as well as creating an extra step in the process for HR/recruiting.
• The requisition process had a few issues which created inefficiencies in the process. Firstly, for times when you need to post a role confidentially outside of your standard process, there was no way to designate the req as 'confidential'. Instead, you had to use the 'executive' status which created issues (ie: inaccurate data in reporting). Secondly, OpenHire was unable to upload the company directory of emails in the requisition approver fields so rather than being able to select from a drop-down or using a 'smart' field, you had to type each approver's email out manually thus increasing the potential for error and delay in the process.

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It was a great solution for the company in all aspects, especially the cost. The company was not in a position to afford a solution such as Oracle PeopleSoft. The only reason we did not renew OpenHire was we got acquired by a much larger organization and started utilizing the tools that the parent company had available

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Independently Invited by TrustRadius

A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info

It's not a bad system to use, there just seems to be so much click through to get one task achieved. Once you know all the little routes and pieces it gets easier.

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A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info

The support for Silkroad is awful. I know they are working on it and it seems to be slightly better but it's still not great. I have had multiple cases I have never heard from them on, others I have had to follow-up multiple times and one that took a year

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A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info

We recently switched to Hirebee.ai from SmartRecruiters. Hirebee.ai gave us a similar platform with more features and advantages. With Hirebee.ai, we can easily post jobs to many job boards and track our candidates with effective tools.

NeoGov is a more simple system but just being able to require specific documents has been a huge time saver for us. Other elements in NeoGov aren't as robust but still it saves me a lot of time compared to OpenHire.

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Independently Invited by TrustRadius

A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info

• I will continue using Hirebee because that's really what we need in our hiring.
• We save our time by automating the whole recruitment.

• The cost was very high
• It made managers more involved in the process
• It got managers involved earlier than they had been in the past
• It forced managers to stay involved in their recruiting and not just wait for HR to hire someone

Incentivized

Independently Invited by TrustRadius

A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info