An applicant tracking system (ATS) can generate significant returns over time. But choosing an affordable ATS and the right fit for your hiring needs is essential. Many factors affect an ATS’s cost, so understanding ATS pricing when evaluating your options is vital.

If you’re researching ATS pricing, it can feel like comparing apples to oranges. Costs vary based on features, user limits, and even billing models. This guide compares applicant tracking system costs across 30+ top tools so you can make the best decision, whether you want the cheapest ATS, a mid-range option, or an enterprise-grade solution.

How much does an applicant tracking system cost?

The average price for a full-featured plan from a top ATS is around $80 per user per month based on the prices for the leading systems below. 

However, ATS pricing can range from about $15 to over $300 per user monthly (or on a per-job basis), depending on various factors. Pricing varies widely by vendor and plan. 

Many ATS platforms offer several packages—from basic, free versions that cover core applicant tracking to enterprise plans with advanced reporting, AI interviews, and deep integrations. 

Typically, costs are calculated on a per user or per job posting basis, so multiply the base rate by your hiring team’s size or active roles to determine your total monthly ATS investment.

When you include additional expenses such as implementation, training, and ongoing maintenance, overall costs can vary even more. For SMBs, finding a balance between affordability and essential features is key.

What affects ATS software cost?

Multiple factors affect both the initial and ongoing costs of an ATS. While the base price is a useful starting point, you’ll want to estimate costs based on your organization’s specific needs:

• Features: In many cases each plan tier includes a different set of tools—basic candidate tracking versus advanced recruiting automation (resume screening, interview scheduling, analytics). Extra features may be added à la carte.
• ATS cost per user: Most ATS solutions charge per recruiter or hiring manager. Some platforms have minimum or maximum user requirements.
• Number of job postings: Some vendors bill by active job listings or applicant volume. A pay-per-job model may suit companies with intermittent hiring.
• Data storage: A cap on candidate records or resume uploads can lead to extra charges if exceeded.
  
• Usage limits: Certain features—such as automated workflows or integrated messaging—may have usage thresholds that affect cost.
• Customizations: Tailoring the ATS to your recruitment process may involve additional fees if you require custom workflows, fields, or reporting.
• Integrations: Connecting with your HRIS, job boards, or email/calendar systems might incur extra charges if beyond the standard offerings.
• Implementation: The initial setup (data migration, configuration, training) may have a one-time fee, especially if advanced customization is needed.
• Ongoing maintenance: Consider support, updates, and training for new hires, which can affect the total cost over time.

How much does ATS implementation cost?

Understanding the ongoing cost of an ATS is essential—but so is knowing the initial setup expense. ATS implementation costs vary based on the vendor, system complexity, and your company’s specific setup.

Rolling out a user-friendly ATS for a small company may incur minimal extra costs beyond the subscription fee and internal time. Truffle, for example, offers live support and easy onboarding so you can set up quickly and cost-effectively.

For larger companies implementing a more complex ATS with data migration, consultant fees, and custom configurations, implementation costs can range from $5,000 to over $100,000.

Key factors impacting implementation cost

• Outside consulting: Some businesses hire third-party experts to assist with configuration, especially if the ATS is complex.
• Setup and data migration fees: Some systems charge for importing candidate data and setting up custom fields. Check for any additional setup fees in your vendor’s pricing.
• Training: Some vendors charge for training sessions or third-party training services. Others include access to knowledge bases and support.
• Integrations: Advanced or custom integrations with your HRIS or other tools might require extra fees.
• Time: Factor in the time your team spends learning and setting up the ATS; smoother systems minimize productivity loss.

Determining your ATS’s return on investment (ROI)

Though implementation may seem daunting, the goal of an ATS is to drive hiring efficiency and improve ROI. In many cases, every dollar spent on an ATS saves several dollars in recruiting costs.

Studies have shown that a streamlined ATS can drive ROI by improving time-to-hire and reducing reliance on costly external recruiters. Key metrics to track include:

• Time savings: Reduction in hours spent on manual resume screening and interview scheduling.
• Improved hiring quality: Better candidate matching can lead to faster onboarding and reduced turnover.
• Cost per hire: Lower agency fees and advertising expenses when candidates come directly via your ATS.
• Efficiency gains: Less time wasted on administrative tasks allows your team to focus on strategic recruitment.

ROI calculation formula

ROI = [(Total Benefit – Total ATS Cost) / Total ATS Cost] x 100

For example, if your ATS saves $20,000 in recruiting costs per year and costs $5,000 annually, your ROI is 300%. Even if the direct savings are modest, qualitative benefits like better candidate experience and streamlined processes add tremendous value.

Applicant tracking system cost comparison with 30+ ATS pricing examples

According to market data, hundreds of ATS solutions are available. To help you narrow it down, we’ve compiled a comparison of over 30 of the top ATS platforms popular with SMBs. We focused on full-feature packages similar to HireTruffle’s standards—featuring user-friendly interfaces, robust integrations, and comprehensive support.exact quotes and details.

Monthly billing vs. annual billing cost breakdown

When comparing ATS pricing models, note that many providers offer a discount for annual billing versus month-to-month payments. Annual plans often reduce the monthly cost by 10–20% compared to flexible monthly subscriptions.

For example:

• Workable:
  
  • Annual: ~$60 per user/month
    
    
  • Monthly: ~$70 per user/month
    
    
• JazzHR:
  
  • Annual: ~$30 per user/month
    
    
  • Monthly: ~$35 per user/month
    
    
• Breezy HR:
  
  • Annual: ~$40 per user/month
    
    
  • Monthly: ~$50 per user/month
    
    

Always check for cancellation policies and any potential upgrade/downgrade fees in the fine print.

Key features to consider other than ATS price

When choosing the right ATS for your business, you’ll need to consider more than just the sticker price. Additional factors include:

Flexibility for business growth

Your ATS should scale as your company grows—from a few open positions today to dozens tomorrow. Choose a system that can adapt to higher volumes without sacrificing performance.

Customization to your needs

Tailor workflows, candidate pipelines, and reporting features to match your hiring process. Keep in mind that some customizations may incur additional costs.

Training and support

An intuitive system with robust onboarding and accessible support can save time and reduce frustrations. Ensure that the vendor offers adequate help whether you’re a first-time user or expanding your hiring team.

Long-term applicant tracking software pricing

Consider potential add-ons, integration fees, and the cost of future upgrades. A slightly higher monthly fee might be worthwhile if it covers additional modules or eliminates unexpected charges later.

The wrap on applicant tracking system costs

Of course, price is just one factor. You’ll also evaluate features, ease of use, support, and overall value. To choose the right ATS for your business:

1. Define your requirements: Outline your must-have features, desired integrations, and hiring volume.
2. Shortlist options: Compare systems based on functionality, pricing, and user feedback.
3. Test through trials/demos: Experience the system firsthand and assess its impact on your recruiting workflow.
4. Consider future growth: Choose a system that grows with your business.
5. Review ROI: Use your estimated savings in time and cost-per-hire to calculate the overall value.

For an affordable, full-featured ATS that streamlines hiring for SMBs, explore Truffle’s offerings. With live support, flexible pricing plans, and a system designed for growth, you can focus on what matters most—hiring the right people.

Frequently asked questions about ATS costs

How much does an ATS cost per month?
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Prices range from $15 to $300 per user/month depending on features and plan tier.

What’s the average cost of an applicant tracking system?

The average ATS price is around $80 per user/month for a full-feature plan.

Are there free ATS tools available?

Yes. Some vendors like Zoho Recruit and SmartStart offer free versions with limited features.

Is ATS software worth the cost?

Yes, especially for companies hiring frequently. ATS tools reduce time-to-hire, improve candidate quality, and lower cost-per-hire.