ATS comparison for agencies and HR teams: 8 systems explained
Comparing UK ATS systems? Discover 8 options like Otys, Carerix and Bullhorn, and compare price, compliance and workflows for agencies and HR teams.
A successful ATS choice starts with mapping your own workflow and volume, with the focus on compliance, team adoption and integration with existing systems.
An ATS comparison works best when you start with your own process and only then look at tools. The right system depends on the type of organisation, your volume and the way your team works. In the UK, compliance and integrations also play a major role. This article helps you choose deliberately from eight widely used systems.
- Map out your process and volume first, before you compare tools.
- Pay attention to compliance, since this has a direct impact on how the system is configured.
- Look at daily use and adoption by your team, because this determines whether an ATS actually delivers value.
- Compare systems on workflows and integrations, as individual features say little without the right context.
Why an ATS comparison in 2026 asks for more than a list of tools
An ATS comparison in 2026 is about far more than functionality alone. AI plays an ever-larger role in matching and reporting, while legislation around privacy and equal treatment keeps getting stricter. Integrations with a CRM, payroll software and marketing tools also determine how efficiently you actually work. For that reason, a simple list of features has little value without the right context.
In practice, systems differ mainly in how they support processes. A tool can have countless features and still fit poorly with your specific workflow. That's why it's essential to look at real-world use: how recruiters and hiring managers work with the system every day.
An ATS comparison for agencies and corporate teams in the UK
ATS systems for agencies and corporate teams differ clearly from one another. At agencies, the focus is on placements, client management and margins. That's why many systems combine recruitment with a CRM. Think of Otys, Carerix and Bullhorn: well-known examples when you want to compare a recruitment CRM.
At corporate teams, it's mainly about internal processes: collaboration with hiring managers, fast approvals and an optimal candidate experience. You see this clearly reflected in tools such as Recruitee. This type of system falls under the category of ATS for corporate SMEs and focuses strongly on structure and ease of use.
Anyone taking an ATS comparison in the UK seriously starts by looking at the type of organisation. This largely determines which systems are a logical choice.
How to approach an ATS comparison in the UK step by step
Start by mapping out your volume: how many vacancies do you process per month or per year? Then take a critical look at the workflow. Do you rely heavily on sourcing via LinkedIn, do you use multiposting, or do you lean on your own database? Only then can you compare recruitment software based on realistic scenarios.
During demos, always ask to see a complete process. Have a fictional candidate come in, get assessed and ultimately be hired. Also ask exactly how actions are logged and how data gets migrated. This gives you a clear view of potential risks and day-to-day operation, and stops you choosing something based purely on a first impression.
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See how →An ATS comparison on price, compliance and integrations
The price of an ATS in the UK varies strongly by type of system. Corporate tools often work with a fixed price per user per month. Staffing software, on the other hand, is more often based on specific modules or volume. Always ask clearly which costs are charged extra, such as for integrations and support.
ATS compliance in 2026 demands a lot of attention for GDPR, data retention periods and transparency around the use of AI. For agencies, the correct handling of sector-specific staffing regulations within the ATS also plays an important role, particularly around contracts and time recording. Always check that case files and reporting are watertight.
Integrations largely determine how efficiently you work. Think of seamless connections with payroll software, your accounting and various marketing tools. Ask the supplier how stable these integrations are and how updates are carried out. This prevents unexpected problems after implementation.
An ATS comparison: analysis of 8 systems in practice
Otys
Otys is specifically geared towards the Dutch and Benelux market and is widely used by agencies. It combines an ATS with a CRM, which makes it highly suitable for organisations with an active sales process. The tool's absolute strength lies in relationship management and placements. Setup can be somewhat complex for smaller teams, though, and careful configuration is required for compliance, particularly around GDPR and secure data management.
Carerix
Carerix is aimed primarily at agencies that want more grip on their data and processes. The system offers extensive support for workflows, CRM and reporting. Although it's very flexible, the initial implementation takes a fair amount of time. It fits seamlessly with organisations that need to take significant account of GDPR and complex sector-specific employment processes.
Mysolution
Mysolution is a highly comprehensive solution for staffing and temporary employment. It combines an ATS, a CRM and handy back-office functionality, such as time recording. This package suits larger organisations in particular. Implementation requires a considerable investment, but fits excellently with organisations that have complex processes and strict sector-specific employment rules.
Bullhorn
Bullhorn provides international staffing software for larger organisations. The system is enormously scalable and excels at automation, making it ideal for high volumes and teams operating internationally. Do bear in mind: local UK legislation requires some extra attention during setup.
Recruitee
Recruitee is a particularly user-friendly ATS, specially designed for corporate teams. It facilitates smooth collaboration, an excellent candidate experience and fast implementation. The software is very suitable for both SMEs and larger organisations, although it's somewhat less suited to very extensive CRM use.
Cammio
Cammio isn't a standalone ATS, but serves as a powerful addition to your existing system. The focus here is entirely on video interviews and assessments. It helps you improve processes around selection and the candidate experience. Do bear in mind that the storage and processing of video data must always be handled strictly within the applicable GDPR guidelines.
Salure
Salure combines HR and payroll with a set of basic recruitment functionality. It's a logical choice for organisations that want to centralise their processes as much as possible. Although the specific recruitment capabilities are somewhat limited, the payroll processing component is extremely strong.
Werken.com
Werken.com offers a relatively simple solution for organisations with a limited volume of vacancies. The platform combines a clear job site with a light ATS. The big advantage is that it's very quick to implement, although it logically offers fairly little CRM functionality.
Common mistakes when comparing an ATS
Many teams focus too heavily on individual features during their search. In practice, ease of use is what determines ultimate success. Data migration is also often significantly underestimated; cleaning up and safely transferring old data simply takes a lot of time. A new choice only works well if your own process is fully clear beforehand.
Decision matrix after comparing an ATS, by type of organisation
Corporate with 10 vacancies a month
Focus on internal collaboration and clear reporting. A system like Recruitee usually fits very well here.
Agency with 100 vacancies a year
Focus on the CRM and fast handling of placements. Otys or Carerix are then logical choices. For extra efficiency, you can also look at solutions for recruitment agencies that support active outreach.
SME with 5 hires a year
Choose simplicity and low costs. A relatively light ATS is often more than sufficient in this situation.
Staffing agency with payroll administration
Focus strongly on contract processing and flawless time recording. A comprehensive package like Mysolution fits perfectly here.
Want to make your choice even more concrete? Then discuss your shortlist with us and go through the most practical trade-offs together.
Additional tooling alongside your ATS
An ATS successfully manages your candidates and vacancies, but active outreach often calls for extra tooling. Recruiters, for example, spend a lot of time sending messages via LinkedIn. With our module for LinkedIn InMail personalisation, we make communication far more efficient, right within your existing workflows.
If you want to look a bit wider, you can compare various recruitment tools and make targeted choices based on time saved and quality. In our case studies, you can also see exactly how other teams effortlessly combine these tools with their ATS.
Why an ATS comparison isn't a one-off choice
The market is changing incredibly fast, partly due to the rise of AI and new pricing models. That's why it's wise to critically evaluate your software every year. A system that works perfectly now might fit your process a lot less well in a while. By regularly reviewing your tooling, you keep working efficiently.
Practical demo questions when comparing an ATS
- How does data migration work and exactly how much time does it take?
- How are actions and changes logged for internal control?
- What does the candidate experience look like in practice, from the first application to the final offer?
- Which reports are available as standard in the system?
Frequently asked questions
That depends strongly on your specific process and volume. For agencies heavily focused on active sales and placements, systems like Otys, Carerix and Bullhorn are often a logical choice. They combine a powerful CRM directly with recruitment.
Total costs vary enormously depending on the pricing model chosen. Corporate tools often charge a fixed amount per user per month. Staffing software, on the other hand, more often works on the basis of individual modules or the volume processed. Bear in mind that extra costs are often found in bespoke integrations and premium support.
Pay close attention to matters such as GDPR, statutory retention periods and the necessary transparency around the use of AI. For agencies, strict compliance with sector-specific employment rules is also very important, particularly when it comes to contract management and time recording.
The timeline for this varies from a few weeks to sometimes several months. This depends heavily on the complexity of the data migration, the specific setup and the training time your team needs.
Start with your process, then choose a system
An ATS comparison only works well when you genuinely start from your own situation. Look extensively at your volume, the workflow you want and your current team structure. Also always test systems with realistic scenarios. This is the only way to end up choosing a solution that genuinely fits the organisation and flawlessly supports day-to-day use.
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