This week on T3 I get to look at a rather new entrant to the applicant tracking system (ATS) field, Lever. Lever was designed from the ground-up to be different than every other ATS on the market. Most ATS software are built for the recruiter in mind. The thinking being this is a software used by recruiters, we need to design it so the recruiters will love it.
That all makes perfect sense, if the basis is true – used by recruiters for recruiters. Lever decided that basis wasn’t totally true. ATS software should be used by everyone in the company. Yes, recruiters definitely need to use it. Also, hiring managers need to use it. Those in the interview process need to use it, etc. If attracting talent is a key component of your organizational success, then you need an ATS that is designed to be used by everyone, not just recruiters.
Lever is designed for organizations who are really focused on talent attraction, where hiring managers own the talent on their teams and are keenly involved in the talent acquisition process. Lever isn’t trying to be the ATS for everyone. They’re trying to be the ATS that companies in tough talent markets use, where talent is an organizational priority, not an HR or TA priority.
5 Things I really like about Lever:
1. Lever structured their database differently so that you don’t end up with duplicate profiles within your ATS. It’s structured around the candidate, not requisitions, so you end up with a much cleaner database overall.
2. Lever is designed around CRM functionality, it didn’t bolt on a CRM to it. This makes a difference when it comes to the functionality of how it automatically follows up in the future for you. The hope is you don’t end up with a gold mine of talent in your database that you can never mine. Lever is constantly working to mine the gold you already have.
3. Lever’s reporting is a step above most ATSs in that they, again, went at it from an organizational need, not HRs need. Within Lever you can instantly see your pipeline speed and conversation rates all at a granular level to see the detail you need to make quick decisions.
4. Candidate interview scheduling is built within Lever, and integrates all parties, the candidate, hiring managers, interview teams, HR and TA. No back and forth stuck in the middle go between any longer. You select who to involve and the system will instantly show you when and what conference rooms are available to get it done. All in one step.
5. Collecting candidate feedback is another strong functionality within Lever. It’s a simple interface any hiring manager or anyone on the interview team, can use easily. Plus, there are auto reminders that will continue to bug all involved until it’s done!
Lever is fairly new but already has over 700 customers, with some major tech companies who have recently switched over from some very big ATS products, which really speaks to how they are doing things differently within the ATS space. Definitely worth a demo if you are not happy with your current ATS, or in the market looking for something new.
Lever is led by a great team, and I suspect you’ll continue to see innovation come out of this camp. I met with them personally at HR Tech, and their CEO, Sarah Nahm, was one of the few HR Tech executives who truly seem to care what I thought about the product and took written notes as we discussed it. Most just want the free publicity, she wanted to know how to make her product better. That’s rare, and exciting!
T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market. None of the companies who I highlight are paying me for this promotion. There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find. If you want to be on T3 – send me a note.