Jobvite - pretty good
January 25, 2014

Jobvite - pretty good

Anonymous | TrustRadius Reviewer
Score 6 out of 10
Vetted Review
Verified User

Overall Satisfaction

My previous company deployed it as their first ATS to help the company hire 300 people in a 1-year period. It was used by multiple recruiters/hiring managers. It was deployed internationally.

Pros

  • Engage the hiring manager: the system makes it easy for the hiring manager to be highly engaged in the process and have visibility every step of the way.
  • Tap social media: the connections to Linkedin, glassdoor, Indeed, Facebook, etc for posting jobs and/or connecting with contacts is easy.

Cons

  • Approvals: it's nowhere near as robust as Taleo or iCims in this respect. It was a constant struggle to get approvals fine tuned and there was limited flexibility on how to configure.
  • Reporting: it didn't 100% meet all of our reporting needs, particularly for compliance purposes (we filed an annual AAP).
  • Job posting - the automatic feeds to Indeed alone saved the company thousands of dollars (we couldn't get it to work before we implemented the ATS) and filled lots of jobs.
  • The implementation of Jobvite (along with a comprehensive upgrade to our entire recruiting program) allowed us to cut time per hire drastically, drop cost per hire from ~$8k to $2k per hire, almost entirely eliminate agency use and get the agencies we continued to use under control, improve manager experience, exceed our staffing plan, and drive a higher quality of hire because recruiters had more time to focus on the value-add parts of recruiting.
  • Taleo,iCims
The RFP had been started prior to my joining the company and the final decision was down to Jobvite and Newton. Jobvite seemed like it would have the ability to scale further and meet more of our business-oriented (vs just recruiting) needs.

If Taleo had been in the running (they were due to their recent acquisition by Oracle at the decision point), they probably would have won the RFP.
The company's recruiting has slowed down, so some of the pain points can be ignored so that we can avoid the distraction of implementing a new system.
It's great for a small to (maybe) mid-sized company where the hiring managers are expected to be highly engaged in the recruiting process.

Without significant upgrades, it's not a system that can scale as a company grows from ~500 to 1000.

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