Lever vs. TempWorks Software

I think Lever is great for any sized company, but especially strong for smaller, growing teams. It's a very simple system, but clean, sleek, and very useful in any scenario. They have great support whenever you need it so those with smaller HR or People teams could easily benefit from their help. Can't think of too many scenarios where Lever wouldn't be well-suited, but maybe once you grow to International growth and hiring, it may be better to have a more Enterprise style business, set up for larger scaling.

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TempWorks is a really great tool overall, especially in tracking the recruitment process. Managing candidate info is easy with TW, and the messages feature helps to notate any and all candidate interactions. On my end I don't use the other functionalities of the software, but I do enjoy being able to pull up a variety of reports in order to track my own set goals in regard to my performance.

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• Great integration: Keeps a list of Outlook email communication along with LinkedIn and other data sources
• Is fairly lively, not too much lag between screens even though it is looking through a lot of data.
• Has excellent reporting on how well each email message is working.

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• Helps keep candidate information and documentation organized
• Assists in tracking progress of candidates during the hiring process
• Easily allows access to client information for recruiters

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• [In my experience,] terrible customer support - pay more to get less...
• Integrations are spotty and can break without reason
• Lever has so much potential, but their Roadmap is lacking in ways that will really help customers succeed
• Focuses on the number of candidates and not the company's need to build talent in a cost effective, data driven and collaborative way
• Overpromised and underdelivered in [the] capability of the tool. [I believe that you should] not trust your sales team.

• [I believe] Customer Service is terrible.
• [In my experience,] responsiveness is terrible.
• [I feel] ease of use isn't great.
• [In my opinion,] processes take too long, too many steps.

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It isn't difficult to use for the applicant processing, but [I feel] if you want to pull reports or use their tools, good luck!

It works well enough

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What support? - Add a ticket and get links to [I believe] their unhelpful user guide. Add a charge if you want better support - afterward just got those links faster...

I give this a zero on all fronts. In fact, I tried to reach out to the CEO multiple times to help me resolve challenges we were having and he did not respond to me once. Had he responded we probably would still be with them today.

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Lever is comparable to Greenhouse in its basic recruiting functions. I have found it to be WAY better than Bullhorn (clunky and overly-complicated with a very dated and non-intuitive interface) and Jazz HR (slick and pretty, but limited in its functions). The best ATS I've used is the proprietary tool at Meta, but alas, that tool is for internal use only

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The way in which I utilize TW now is a bit antiquated compared to the online portals that I used with Bullhorn and Crelate. I think the simplicity of the funtionality of TW is much easier to navigate than Bullhorn and Crelate, however I think it really depends on your permissions of use, flexibility in customization, etc. I feel as though Bullhorn did a great job of search functionality, as it was easier to search for candidates on the online platform with a search bar up top that you could literally type anything into and the candidate would automatically populate under the search bar. Ex. If I were looking up a candidate by their phone number, I would start typing it in any format (3176541277 or 317-654-1277 or (317) 654-1277) and no matter what the corresponding candidate would pop up as I typed. Same with email, first or last name, etc.

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• Lever provides an enormous ROI by getting us in front of the right candidates that are going to make us more money and more successful as an org.
• I think that both the quality and quantity of new hires has gone up ever since we started using lever and involving the entire org in the process.
• It also saves us a lot of time because we don't need to send referrals via email, while saving/attaching resumes and such.

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• It is not good at notifications
• It does not send paystubs out regularly
• The search engine does not search the whole system

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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