7 minute read
Posted by Emily Hill on 20 November 2025
Hiring teams today face an overwhelming number of ATS options, and most vendors position themselves as suitable for any organisation. And technically, they can be. But when you look at how these systems are adopted in the real world, clearer patterns emerge. Certain platforms consistently show up in graduate schemes, others in multi-site operational roles, and others in fast-scaling tech or global talent teams.
This guide of the best ATS for high volume hiring reflects those real usage patterns — the kinds of organisations that typically choose each ATS, the workflows they prioritise, and how they tend to perform in high-volume environments. This guide surfaces those patterns so you can see which platforms naturally fit the type of hiring you’re doing.
| ATS Platform | Ideal For | High-Volume Strengths | ThriveMap Integration Benefits |
|---|---|---|---|
| Workable | Mid-sized companies, graduate schemes |
Multi-board posting, AI recommendations, bulk actions |
Automated assessments; top candidates move through faster |
| Lever | Teams with multiple evaluators |
Collaborative dashboards, bulk messaging, automated workflows |
Scores candidates automatically; strongest prioritised |
| Rezoomo | Campus hiring, graduate programs, recruitment events |
Centralised candidate data, event management, bulk screening |
Pre-hire assessments; top candidates synced for interviews |
| Harri | Retail chains, hospitality, hourly workers |
Smart scheduling, automated messaging, bulk actions |
Realistic Job Assessment; top applicants sent for interviews |
| Pinpoint | Graduate programs, public sector, enterprise hiring |
Mobile-first applications, cohort workflows, strong branding |
Realistic assessments filter large pools; top-fit candidates surfaced |
| Workday Recruiting | Enterprise, multi-geography hiring |
Centralised HR data, workflow automation, analytics |
Assessments scored automatically; top candidates returned for interviews |
| Oracle Taleo / Recruiting Cloud | Global organisations, large applicant pools |
Workflow automation, compliance, analytics |
Assessments pre-screen applicants; top talent synced for next steps |
| Aventure | Candidate experience-focused high-volume hiring |
Job posting, interview scheduling, bulk management |
Assessments keep candidates engaged; top performers returned |
| Greenhouse | Structured workflows, repeatable hiring |
Interview kits, bulk actions, collaboration tools |
Assessments scored automatically; recruiters focus on strongest |
| SmartRecruiters | Recruitment marketing + high-volume pipelines |
CRM tools, collaboration, bulk actions |
Pre-screens applicants; top candidates returned for interviews |
Who it’s ideal for:
Mid-sized companies running graduate schemes or high-volume roles with hundreds of applications per opening.
Why it’s strong:
Workable simplifies high-volume hiring with multi-board job postings, AI-powered candidate recommendations, and bulk actions for managing applicants. Teams can quickly screen and schedule candidates without losing efficiency.
ThriveMap integration:
Syncing Workable with ThriveMap allows candidates to complete Realistic Job Assessments automatically. Analytics score each applicant’s fit, and only top candidates are sent back to Workable for interviews or onboarding, helping recruiters shortlist efficiently while maintaining quality.
Who it’s ideal for:
Organizations managing hundreds of applicants with multiple hiring managers evaluating candidates simultaneously.
Why it’s strong:
Lever combines ATS and CRM capabilities, offering collaborative dashboards, bulk messaging, and automated workflows. This makes it easy to coordinate evaluations across large teams and move applicants quickly.
ThriveMap integration:
Lever’s integration with ThriveMap automatically pre-screens candidates through assessments. Results feed directly into Lever, so recruiters can prioritize the strongest applicants without manual effort, ensuring high-volume hiring stays consistent and efficient.
Who it’s ideal for:
Companies running graduate programs, job fairs, or campus recruitment campaigns.
Why it’s strong:
Rezoomo centralizes candidate data, simplifies event management, and offers bulk screening tools, making it perfect for handling hundreds of student or graduate applicants.
ThriveMap integration:
With ThriveMap, Rezoomo can automatically send pre-hire assessments to large applicant pools. Candidate analytics identify top performers, who are then fed back into Rezoomo for interview scheduling, reducing administrative overhead and accelerating hiring decisions.
Who it’s ideal for:
Retail chains, hospitality groups, and businesses hiring hourly workers at scale.
Why it’s strong:
Harri streamlines high-volume hourly recruitment with smart scheduling, automated messaging, and bulk applicant actions. Coordinating hundreds of candidates across multiple locations becomes seamless.
ThriveMap integration:
Harri and ThriveMap work together to automate pre-screening. Candidates complete a Realistic Job Assessment in ThriveMap, with analytics scoring fit. Top candidates are fed back into Harri for interviews or onboarding, turning high-volume challenges into fast, fair, quality-controlled workflows.
Who it’s ideal for:
Graduate schemes, apprenticeships and early-career cohorts where you’re managing large volumes of applicants and want to move beyond CV-only screening.
Why it’s strong:
Pinpoint is purpose-built for early-career pipelines. It offers a mobile-first application experience, automated workflows customised for cohorts, and branded candidate journeys that engage Gen Z and early-career talent. Because it’s focused on scale + quality, you get both efficiency and a strong employer brand in one package.
ThriveMap integration:
Pairing ThriveMap’s assessment engine with Pinpoint means your earliest filter is actual job fit and potential, not just CV keywords. Candidates complete a role-relevant assessment, the data feeds into Pinpoint, and recruiters immediately see which applicants are genuinely ready. This shifts the burden away from screening thousands of uninformed applications, speeds up your decisioning and improves the quality of your graduate intake.
Who it’s ideal for:
Enterprises hiring across multiple geographies with thousands of applicants per role.
Why it’s strong:
Workday centralizes HR and recruitment data, automates workflows, and provides robust analytics for managing high-volume hiring at scale.
ThriveMap integration:
With ThriveMap, Workday users can pre-screen applicants automatically. Candidates’ assessment results are sent back into Workday, allowing recruiters to focus on the strongest matches, accelerating enterprise-scale hiring without compromising quality.
Who it’s ideal for:
Organizations with global hiring needs and large applicant pools.
Why it’s strong:
Oracle offers workflow automation, compliance support, and analytics that make it efficient for managing thousands of candidates across regions.
ThriveMap integration:
ThriveMap assessments automatically evaluate applicants’ skills and suitability. Top candidates are synced back into Oracle Recruiting Cloud for interview scheduling or onboarding, reducing bottlenecks and ensuring consistent, fair high-volume hiring globally.
Who it’s ideal for:
Companies prioritizing candidate experience while managing high-volume applications.
Why it’s strong:
Avature streamlines job posting, interview scheduling, and bulk applicant management, while keeping the candidate journey smooth and professional.
ThriveMap integration:
Integrating ThriveMap enables automated pre-hire assessments that maintain candidate engagement. Analytics identify top applicants who are then returned to Aventure, ensuring fast, fair, and efficient hiring at scale.
Who it’s ideal for:
Organizations that need structured, repeatable workflows for hundreds of applicants.
Why it’s strong:
Greenhouse offers structured interview kits, bulk actions, and collaborative hiring dashboards, making it easier to evaluate candidates consistently.
ThriveMap integration:
Candidates complete ThriveMap assessments automatically, and scoring results are sent back into Greenhouse. This ensures recruiters focus only on the strongest candidates, streamlining high-volume hiring while maintaining quality and fairness.
Who it’s ideal for:
Companies looking to combine ATS functionality with candidate marketing for large applicant pools.
Why it’s strong:
SmartRecruiters provides collaborative hiring tools, candidate relationship management, and bulk applicant actions, making it effective for campaigns with hundreds of applicants.
ThriveMap integration:
ThriveMap pre-hire assessments automatically screen applicants and provide analytics on fit. Top candidates are returned to SmartRecruiters for interviews or onboarding, improving pipeline efficiency and maintaining high candidate quality in large-scale campaigns.
A strong ATS only gets you so far in high-volume hiring. The real advantage comes when you match the right platform to the type of hiring you’re doing — and then layer ThriveMap on top to filter for genuine job-fit at scale. Whether you’re running graduate schemes, retail intakes, apprenticeships or multi-site hiring, this pairing turns chaos into a controlled, consistent pipeline. Faster screening, fewer mis-hires, and a shortlist that actually reflects who can do the job.
Subscribe for insights, debunks and what amounts to a free, up-to-date recruitment toolkit.
ThriveMap creates customised assessments for high volume roles, which take candidates through an online “day in the life” experience of work in your company. Our assessments have been proven to reduce staff turnover, reduce time to hire, and improve quality of hire.
Not sure what type of assessment is right for your business? Read our guide.
Hiring teams using Eploy can now improve the accuracy of their candidate selection by adding ThriveMap’s Realistic Job Assessments into their workflow. In entry level roles, first week attrition can exceed 50 percent, usually because the reality of the job doesn’t match what the candidate expected. This integration gives Eploy users something they cannot get […]
Continue reading
A guide to fair, consistent, and predictive selection methods for entry-level hiring. Every week another Reddit post goes viral, exposing the strange, improvised “tests” candidates face. And this week, one Reddit post summed up the whole problem in a single screenshot. A hiring manager proudly described their “punctuality test”: They join a Zoom call 15 […]
Continue reading
Personality tests can be useful tools in the right context. They offer structure, they give teams a shared language, and they can help people understand how they prefer to work. But when recruiters start using personality tests for hiring — especially as part of high-volume or frontline recruitment — things often go wrong. Misinterpretation, overconfidence […]
Continue reading