ICIMS Hire is an enterprise applicant tracking system (ATS) that supports core hiring workflows. With comprehensive support for screening, interview management, offer management, and onboarding, it is built on enterprise‑grade technology and designed to support complex, global hiring at scale.
Screenshot of The personalized, configurable dashboard built for recruiters. It brings together upcoming interviews, open jobs, offer statuses, and time-to-fill metrics in one easy view.
Key Features
Learn about the best (and worst!) features ICIMS Hire has to offer, as determined by TrustRadius' reviewers.
Based on 397 ratings of ICIMS Hire's features
Top Performing Features
9.4+16%
Resume Management
Software allows resumes to be uploaded in bulk, and for contact information to be parsed
Category average: 8.1
8.8+11%
Publish to Social Media
Software provides ability to publish postings to social media sites
Category average: 7.9
8.7+2%
Company Website Posting
Software allows postings to be displayed on the company website
Category average: 8.5
Areas for Improvement
7.7-3%
Customized Application Form
Application form for applicants allowing capture of required information
Category average: 7.9
7.5+7%
Reporting
Standard reports on key recruiting metrics such as time-to-fill
Category average: 7
7-12%
Task Creation and Delegation
Task creation is the ability to create recruitment process tasks and assign them to others
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. TR verified that a representative sample of customers was invited. More Info
Deputy Chief of HR in Human Resources at Acero (501-1000 employees employees)
Use Cases and Deployment Scope
We use ICIMS for recruiting, from posting to hiring. We are constantly hiring, and we've had ICIMS since 2018. We opted for it because of its reporting capabilities and ease of use. In addition, we selected it because it allows candidates to apply quickly, which helped us build a larger pool of candidates.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. TR verified that a representative sample of customers was invited. More Info
Verified User
Manager in Human Resources (1001-5000 employees employees)
Use Cases and Deployment Scope
I refer to ICIMS Hire as my team engine for sourcing and landing new talent. It keeps my team from drowning in sheets and manual trackers, like posting to job boards and on social media. Helps us quickly manage the feedback portion to candidates, so we can actually focus on interviewing candidates. I love the fact that it's simple to use, ensures that we are legally compliant while keeping our brand clean but professional from the first click to the final offer.
Pros
My favorite: Workflow Auto-Process Rules. When moving a candidate to the "Phone Screen" stage, the system can automatically trigger a text message to them with a link to my calendar. Once they pick a time, it sends the calendar invite to both of us and attaches their resume for me.
It eliminates the manual emailing, making the company look incredibly fast and organized to the candidate.
The simplicity with which you are able to navigate the tooling. Very intuitive, requires little training and troubleshooting. At a prior company we were using a robust system which took me weeks to navigate and learn. As a hiring manager this is such a drag as I am not constantly hiring people to keep the skills fresh.
iCIMS Hire is great at reporting on past applications. Whenever I have new opening on the team, instead of spending ad money on social, I go dig for "star candidates" that applied 1 year ago, for example and start there. I personally hired a returning candidate this way which is such a great relationship builder with possible future candidates.
Cons
although I rely on my TA team for this - I did notice that when trying to customize reporting, I get lost. It's less intuitive than one would think and most of the times, I need to research on how to properly customize.
The Mobile app needs some polishing - I do rely on my phone when commuting and leaving candidate feedback via the mobile experience for example, has been a drag. I think all HMs should offer top-notch mobile experience but I've dealt with worse.
I rely on our Account Manager too much - If I want to tweak a specific workflow or change a field requirement, I often need to submit a ticket to iCIMS Hire support. I often choose to let it go.
Return on Investment
While I do not have visibility on the actual money saved as the tooling had already been in place when I joined the team, I can share the headaches this tool is solving for us today. We have seen a 15% reduction in external recruiting because we're using our pool of candidates who have applied in the past and they were a great match. In today's market when AI tools are overly used and represent almost 50% as fake applications, this is excellent.
Our average time to fill is around 2 weeks - I find that astonishing and iCIMS plays a great role in reducing the admin. hours spent.
My take: It has successfully moved our business objective from finding people to hire to finding the RIGHT people, fast! As long as you have the volume to justify the complexity, it’s a net win.
Usability
Alternatives Considered
Greenhouse, Workday Workforce Management, Oracle Fusion Cloud HCM and SAP SuccessFactors HCM
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
Verified User
Team Lead in Information Technology (11-50 employees employees)
Use Cases and Deployment Scope
I used iCIMS to manage the full recruitment lifecycle on one of my clients, from framing job requisitions and posting to candidate selection and onboarding. It helps streamline applicant tracking, automate workflows. Earlier, we had challenges with the visibility of hiring metrics.
Pros
It makes job posting easy across multiple Job Boards.
The system maintains detailed candidate records, EEO data, and hiring documentation.
Supports role-based access, which aligns with federal compliance and requirements.
Cons
The platform can lag when handling large volumes of candidates, which is common in federal hiring cycles.
While integrations exist, syncing data with federal HR systems or background check vendors can require manual intervention.
Return on Investment
iCIMS has had a positive impact on our recruitment efficiency and compliance tracking.
The improved visibility across requisitions and hiring stages has shortened our time-to-hire by about 20%.
Centralized documentation and audit-ready reports have helped ensure adherence to EEO and federal hiring standards.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
Verified User
Professional in Human Resources (51-200 employees employees)
Use Cases and Deployment Scope
We use iCIMS Talent Cloud as a means for our applicant application and tracking system. It's a better and more streamlined source for our candidates to submit their applications to open requisitions we have at each site location, and for us to view and sort those applications. The problem we faced before was an email for each application; now we have them all in one source. We can sort, advance, and regret, and onboard applicants using the platform, which has improved our candidates' experience and organization's handling of applicants.
Pros
Applicant flow.
Applicant tracking/job tracking.
Onboarding with our payroll system.
Workflows to candidates.
Cons
More integration.
Automated I-9 verification.
Return on Investment
We saved hours a week by reviewing candidates through the system, rather than through email.
