세계의 지원자 추적 시스템 시장 : 제공 제품별, 용도별, 전개 유형별, 조직 규모별, 업계별, 지역별 - 예측(-2030년)

The applicant tracking system (ATS) market is anticipated to rise from about USD 3.28 billion in 2025 to USD 4.88 billion by 2030, at a CAGR of 8.2% during the forecast period. High implementation and maintenance costs remain a significant barrier to adopting applicant tracking systems, particularly for small and medium-sized enterprises (SMEs). Setting up an ATS often requires substantial upfront investment in software licensing, infrastructure, customization, and employee training.

Additionally, organizations must allocate resources for ongoing maintenance, including periodic software updates, technical support, and system optimization to ensure smooth functionality. These costs can strain the budgets of SMEs that operate with limited financial flexibility. Furthermore, hiring IT specialists or consultants for integration and troubleshooting can add to the overall expense. As a result, many smaller companies hesitate to adopt or upgrade their ATS platforms, limiting the market's penetration across cost-sensitive segments.

Based on service, the support & maintenance segment is expected to register the highest CAGR during the forecast period.

The support & maintenance segment is gaining momentum due to the growing need for continuous system optimization, seamless integration, and compliance management in recruitment workflows. As organizations increasingly rely on ATS platforms, they require ongoing technical assistance to ensure smooth operations, reduce downtime, and keep pace with evolving HR technologies. Vendors are enhancing their service offerings with 24/7 support, regular system updates, performance monitoring, and customized service-level agreements (SLAs). These services help businesses maintain peak system performance, especially as ATS solutions incorporate advanced features like AI-driven analytics and automated candidate management. The complexity of modern recruitment processes, coupled with the demand for uninterrupted functionality, drives enterprises, particularly those with large-scale hiring, to invest more in robust support and maintenance services, fueling strong growth in this segment.

Based on organization size, the large enterprises segment is expected to lead the market during the forecast period.

The large enterprises segment is projected to lead the ATS market, driven by the scale and complexity of their hiring needs. These organizations often manage extensive recruitment operations across multiple regions and departments, requiring robust, scalable, and feature-rich ATS platforms to streamline talent acquisition processes. The need to automate workflows, standardize recruitment procedures, and maintain regulatory compliance further accelerates adoption among large enterprises. Equipped with larger IT budgets, these organizations are more likely to invest in advanced ATS capabilities, including AI-powered candidate sourcing, predictive analytics, and seamless integration with enterprise HR ecosystems. Moreover, ATS is a critical tool in their recruitment strategies and focuses on building a strong employer brand, delivering superior candidate experience, and making data-informed hiring decisions. As a result, large enterprises continue to drive significant demand for ATS solutions, reinforcing their dominance in the overall market landscape.

Based on region, the Asia Pacific region is expected to witness the highest CAGR during the forecast period.

The Asia Pacific (APAC) region is expected to grow at the highest rate in the ATS market due to increasing digitization of HR functions, particularly across emerging economies like Malaysia, India, and Vietnam. Countries in the region are embracing ATS to streamline recruitment, address local talent shortages, and improve hiring efficiency. For instance, in December 2024, MokaHR, an AI-powered recruitment company, highlights that 78% of Malaysian companies reported better-quality hires after implementing ATS, with a Kuala Lumpur-based tech firm reducing its time-to-hire by 35% through automation and centralized candidate data. This trend is reinforced by the region's mobile-first workforce, growing demand for multilingual recruitment tools, and rising awareness around labor law compliance challenges that ATS platforms are uniquely positioned to solve. As digital transformation accelerates, especially among SMEs and startups, more organizations in APAC are adopting ATS to enhance candidate experience, leverage hiring analytics, and secure talent faster in competitive job markets, positioning the region for strong and sustained growth.

Breakdown of Primaries

Chief executive officers (CEOs), directors of innovation and technology, system integrators, and executives from several significant applicant tracking system market companies were interviewed.

• By Company: Tier I: 32%, Tier II: 49%, and Tier III: 19%
• By Designation: C-Level Executives: 33%, Director Level: 22%, and Others: 45%
• By Region: North America: 40%, Europe: 20%, Asia Pacific: 35%, Rest of World: 5%

Some of the significant applicant tracking system market vendors are Oracle (US), iCIMS (US), SAP (Germany), Workday, Inc. (US), Bullhorn (US), Greenhouse Software (US), Smartrecruiters (US), UKG Inc. (US), ADP (US), and Jobvite (US).

Research Coverage:

The market report covered the applicant tracking market across segments. The market size and growth potential for many segments were estimated based on offering, functionality, deployment type, organization size, vertical, and region. It contains a thorough competition analysis of the major market participants, information about their businesses, essential observations about their product and service offerings, current trends, and critical market strategies.

Reasons to Buy this Report:

With the most accurate revenue estimates for the entire ATS market and its subsegments, this research will benefit established market leaders and recent entrants. Stakeholders will gain deeper insights into the competitive landscape, enabling them to position their offerings better and develop effective go-to-market strategies. The report highlights key market drivers, restraints, opportunities, and challenges, helping industry players understand the dynamics of the ATS ecosystem and align their strategy with evolving market demands.

The report provides insights into the following pointers:

Analysis of key drivers (Automation of Recruitment Workflows Accelerates ATS adoption, Rise in Remote Hiring & Global Talent Access, Candidate Experience as a Differentiator, Enhanced Reporting & Compliance), restraints (Data Privacy & Compliance Constraints), opportunities (Global Gig-Hiring Modules Unlocking Regional & Emerging Market Growth, Cloud-Native Architectures enabling Scalable Global ATS Deployment, Increasing Penetration of Social Media and the Internet, Emergence of Data Analytics in Recruitment), and challenges (Feature-sprawl Commoditization in a Crowded Field, Implementing ATS Solutions in Existing Infrastructure) influencing the growth of the applicant tracking system market.

• Product Development/Innovation: Comprehensive analysis of emerging technologies, R&D initiatives, and new service and product introductions in the applicant tracking system market.
• Market Development: In-depth details regarding profitable markets: the paper examines the global applicant tracking system market.
• Market Diversification: Comprehensive details regarding recent advancements, investments, unexplored regions, new software and services, and the applicant tracking system market.
• Competitive Assessment: Thorough analysis of the market shares, expansion plans, and service portfolios of the top competitors in the applicant tracking system industry, such as Oracle (US), iCIMS (US), SAP (Germany), Workday, Inc. (US), Bullhorn (US), Greenhouse Software (US), Smartrecruiters (US), UKG Inc. (US), ADP (US), Jobvite (US), Peoplefluent (US), Paychex Inc. (US), Cornerstone (US), Clearcompany (US), BambooHR (US), Infor (US), Zoho Corporation (India), JazzHR (US), Ceipal (US), BreezyHR (US), Lever (US), Oorwin (US), Skeeled (Luxembourg), Manatal (Thailand), Hirelogy (US), and Pinpoint (UK).

TABLE OF CONTENTS

1 INTRODUCTION

• 1.1 STUDY OBJECTIVES
• 1.2 MARKET DEFINITION
  • 1.2.1 INCLUSIONS AND EXCLUSIONS
• 1.3 MARKET SCOPE
  • 1.3.1 MARKET SEGMENTATION
  • 1.3.2 YEARS CONSIDERED
• 1.4 CURRENCY CONSIDERED
• 1.5 STAKEHOLDERS
• 1.6 SUMMARY OF CHANGES

2 RESEARCH METHODOLOGY

• 2.1 RESEARCH APPROACH
  • 2.1.1 SECONDARY DATA
  • 2.1.2 PRIMARY DATA
    • 2.1.2.1 Breakup of primary profiles
    • 2.1.2.2 Key industry insights
• 2.2 MARKET BREAKUP AND DATA TRIANGULATION
• 2.3 MARKET SIZE ESTIMATION
  • 2.3.1 TOP-DOWN APPROACH
  • 2.3.2 BOTTOM-UP APPROACH
  • 2.3.3 MARKET ESTIMATION APPROACHES
• 2.4 MARKET FORECAST
• 2.5 RESEARCH ASSUMPTIONS
• 2.6 RESEARCH LIMITATIONS

3 EXECUTIVE SUMMARY

4 PREMIUM INSIGHTS

• 4.1 ATTRACTIVE OPPORTUNITIES FOR PLAYERS IN APPLICANT TRACKING SYSTEM MARKET
• 4.2 APPLICANT TRACKING SYSTEM MARKET, BY OFFERING, 2025 VS. 2030
• 4.3 APPLICANT TRACKING SYSTEM MARKET, BY APPLICATIONS, 2025 VS. 2030
• 4.4 APPLICANT TRACKING SYSTEM MARKET, BY DEPLOYMENT TYPE, 2025 VS. 2030
• 4.5 APPLICANT TRACKING SYSTEM MARKET, BY ORGANIZATION SIZE, 2025 VS. 2030
• 4.6 APPLICANT TRACKING SYSTEM MARKET, BY VERTICAL, 2025 VS. 2030
• 4.7 APPLICANT TRACKING SYSTEM MARKET: REGIONAL SCENARIO

5 MARKET OVERVIEW AND INDUSTRY TRENDS (STRATEGIC DRIVERS WITH QUANTITATIVE IMPLICATIONS)

Unpacking the Forces Shaping (Applicant Tracking System) Adoption & Future Growth Opportunities

• 5.1 INTRODUCTION
• 5.2 MARKET DYNAMICS
  • 5.2.1 DRIVERS
    • 5.2.1.1 Automation of Recruitment Workflows Accelerates ATS Adoption
    • 5.2.1.2 Rise in Remote Hiring & Global Talent Access
    • 5.2.1.3 Candidate Experience as Differentiator
    • 5.2.1.4 Enhanced Reporting & Compliance
  • 5.2.2 RESTRAINTS
    • 5.2.2.1 Data Privacy and Compliance Constraints
  • 5.2.3 OPPORTUNITIES
    • 5.2.3.1 Global Gig-hiring Modules Unlock Regional and Emerging Market Growth
    • 5.2.3.2 Cloud-native Architectures Enable Scalable, Global ATS Deployment
    • 5.2.3.3 Increasing Penetration of Social Media & Internet
    • 5.2.3.4 Emergence of Data Analytics in Recruitment
  • 5.2.4 CHALLENGES
    • 5.2.4.1 Feature-sprawl Commoditization in Crowded Field
    • 5.2.4.2 Implementing ATS Solutions in Existing Infrastructure
• 5.3 CASE STUDY ANALYSIS
  • 5.3.1 CASE STUDY 1: GROWING HVAC PARTNERED WITH BULLHORN TO INCREASE TRANSPARENCY ACROSS THEIR BUSINESS
  • 5.3.2 CASE STUDY 2: WISTIA ACHIEVED SCALABLE HR SUCCESS WITH COMPREHENSIVE HUMAN RESOURCE INFORMATION SYSTEM
  • 5.3.3 CASE STUDY 3: SHORTLIST RECRUITMENT DROVE GLOBAL EFFICIENCY WITH ZOHO'S CLOUD-BASED ATS PLATFORM
  • 5.3.4 CASE STUDY 4: MANPOWER MALTA BOOSTED RECRUITMENT EFFICIENCY AND CANDIDATE QUALITY WITH MANATAL'S ATS PLATFORM
  • 5.3.5 CASE STUDY 5: CEIPAL ENABLED MANAGED STAFFING TO INCREASE SUBMISSIONS AND REDUCE COSTS DURING COVID-19
• 5.4 ECOSYSTEM ANALYSIS
• 5.5 SUPPLY CHAIN ANALYSIS
• 5.6 PRICING ANALYSIS
  • 5.6.1 AVERAGE SELLING PRICE OF KEY PLAYERS, BY REGION
  • 5.6.2 INDICATIVE PRICING OF KEY PLAYERS, BY SOLUTION
• 5.7 PATENT ANALYSIS
  • 5.7.1 LIST OF MAJOR PATENTS
• 5.8 TECHNOLOGY ANALYSIS
  • 5.8.1 KEY TECHNOLOGIES
    • 5.8.1.1 Predictive Hiring Analytics
    • 5.8.1.2 AI/ML
    • 5.8.1.3 Conversational AI Chatbots
  • 5.8.2 COMPLEMENTARY TECHNOLOGIES
    • 5.8.2.1 Learning Systems
    • 5.8.2.2 HR Platforms
    • 5.8.2.3 Video Meeting Tools
  • 5.8.3 ADJACENT TECHNOLOGIES
    • 5.8.3.1 Talent Intelligence Platform
    • 5.8.3.2 Employee Referral Platform
    • 5.8.3.3 Candidate Experience Analytics
• 5.9 REGULATORY LANDSCAPE
  • 5.9.1 REGULATORY BODIES, GOVERNMENT AGENCIES, AND OTHER ORGANIZATIONS
  • 5.9.2 KEY REGULATIONS, BY REGION
    • 5.9.2.1 North America
    • 5.9.2.2 Europe
    • 5.9.2.3 Asia Pacific
    • 5.9.2.4 Middle East & South Africa
    • 5.9.2.5 Latin America
• 5.10 PORTER'S FIVE FORCES ANALYSIS
  • 5.10.1 THREAT OF NEW ENTRANTS
  • 5.10.2 THREAT OF SUBSTITUTES
  • 5.10.3 BARGAINING POWER OF SUPPLIERS
  • 5.10.4 BARGAINING POWER OF BUYERS
  • 5.10.5 INTENSITY OF COMPETITIVE RIVALRY
• 5.11 KEY CONFERENCES AND EVENTS, 2025-2026
• 5.12 TRENDS/DISRUPTIONS IMPACTING CUSTOMERS' BUSINESSES
• 5.13 KEY STAKEHOLDERS AND BUYING CRITERIA
  • 5.13.1 KEY STAKEHOLDERS IN BUYING PROCESS
  • 5.13.2 BUYING CRITERIA
• 5.14 INVESTMENT & FUNDING SCENARIO
• 5.15 IMPACT OF AI/GEN AI ON APPLICANT TRACKING SYSTEM MARKET
  • 5.15.1 VENDOR INITIATIVE
    • 5.15.1.1 ClearCompany
    • 5.15.1.2 Greenhouse Software
  • 5.15.2 CASE STUDY
    • 5.15.2.1 Use Case 1: NFL dominates high-volume hiring, cuts time-to-fill by 24% with Greenhouse AI-powered features
    • 5.15.2.2 Use Case 2: Glow Networks leverages ClearCompany's AI-enabled ATS to scale tech hiring post-acquisition
• 5.16 APPLICANT TRACKING SYSTEM, BY PRODUCT TYPE
  • 5.16.1 STANDALONE ATS SOFTWARE
  • 5.16.2 INTEGRATED ATS SOFTWARE
  • 5.16.3 MOBILE APPLICATIONS
• 5.17 APPLICANT TRACKING SYSTEM, BY END USER
  • 5.17.1 HR RECRUITERS
  • 5.17.2 STAFFING AGENCIES
  • 5.17.3 JOB SEEKERS

6 APPLICANT TRACKING SYSTEM MARKET, BY OFFERING (MARKET SIZE & FORECAST TO 2030 - IN VALUE (USD MILLION))

• 6.1 INTRODUCTION
  • 6.1.1 OFFERINGS: APPLICANT TRACKING SYSTEM MARKET DRIVERS
• 6.2 SOLUTIONS
• 6.3 SERVICES
  • 6.3.1 IMPLEMENTATION & INTEGRATION
    • 6.3.1.1 Implementing ATS for efficient recruitment
  • 6.3.2 TRAINING & CONSULTING
    • 6.3.2.1 Maximizing ATS value with training & consulting
  • 6.3.3 SUPPORT & MAINTENANCE
    • 6.3.3.1 Support services to resolve recruitment disruptions

7 APPLICANT TRACKING SYSTEM MARKET, BY APPLICATIONS (MARKET SIZE & FORECAST TO 2030 - IN VALUE (USD MILLION))

• 7.1 INTRODUCTION
  • 7.1.1 APPLICATIONS: APPLICANT TRACKING SYSTEM MARKET DRIVERS
• 7.2 JOB DISTRIBUTION & POSTING
  • 7.2.1 AUTOMATING MULTI-CHANNEL JOB DISTRIBUTION
  • 7.2.2 JOB CREATION & POSTING
  • 7.2.3 JOB-SPECIFIC SHORTLISTING
  • 7.2.4 MULTI-CHANNEL JOB BOARD POSTING
• 7.3 RESUME PARSING & CANDIDATE SOURCING
  • 7.3.1 IMPROVING CANDIDATE PROFILES THROUGH ENRICHMENT & SCORING
  • 7.3.2 RESUME ENRICHMENT & SCORING
  • 7.3.3 RESUME OVERLAP RESOLUTION
  • 7.3.4 SKILL EXTRACTION AND STANDARDIZATION
• 7.4 INTERVIEW MANAGEMENT
  • 7.4.1 STREAMLINING INTERVIEW MANAGEMENT WITH ATS
  • 7.4.2 INTERVIEW SCHEDULING & FEEDBACK
  • 7.4.3 VIRTUAL MEETING INTEGRATION
  • 7.4.4 MULTI-STAGE INTERVIEW COORDINATION
• 7.5 CANDIDATE RELATIONSHIP MANAGEMENT (CRM)
  • 7.5.1 TRANSFORMING RECRUITMENT PROACTIVELY
  • 7.5.2 TALENT POOLING
  • 7.5.3 CANDIDATE ENGAGEMENT
  • 7.5.4 CAREER SITE PERSONALIZATION
• 7.6 REPORTING & ANALYTICS
  • 7.6.1 ENHANCING HIRING PERFORMANCE WITH ANALYTICS
  • 7.6.2 PERFORMANCE TRACKING
  • 7.6.3 TIME-TO-HIRE ANALYSIS
  • 7.6.4 COMPLIANCE REPORTING
• 7.7 OTHERS

8 APPLICANT TRACKING SYSTEM MARKET, BY DEPLOYMENT TYPE (MARKET SIZE & FORECAST TO 2030 - IN VALUE (USD MILLION))

• 8.1 INTRODUCTION
  • 8.1.1 DEPLOYMENT TYPES: APPLICANT TRACKING SYSTEM MARKET DRIVERS
• 8.2 ON-PREMISES
  • 8.2.1 ON-PREMISES ATS FOR SECURE & REGULATED ENVIRONMENT
• 8.3 CLOUD
  • 8.3.1 CLOUD ATS FOR REMOTE AND DISTRIBUTED TEAMS

9 APPLICANT TRACKING SYSTEM MARKET, BY ORGANIZATION SIZE (MARKET SIZE & FORECAST TO 2030 - IN VALUE (USD MILLION))

• 9.1 INTRODUCTION
  • 9.1.1 ORGANIZATION SIZES: APPLICANT TRACKING SYSTEM MARKET DRIVERS
• 9.2 LARGE ENTERPRISES
  • 9.2.1 STREAMLINING MULTI-LOCATION HIRING FOR LARGE ENTERPRISES WITH ADVANCED ATS
• 9.3 MID-SIZED ENTERPRISES
  • 9.3.1 EMPOWERING MEDIUM ENTERPRISES WITH RECRUITMENT AUTOMATION
• 9.4 SMALL ENTERPRISES
  • 9.4.1 ENHANCED RECRUITMENT IN SMALL ENTERPRISES WITH ATS

10 APPLICANT TRACKING SYSTEM MARKET, BY VERTICAL (MARKET SIZE & FORECAST TO 2030 - IN VALUE (USD MILLION))

• 10.1 INTRODUCTION
  • 10.1.1 VERTICALS: APPLICANT TRACKING SYSTEM MARKET DRIVERS
• 10.2 IT & TELECOM
  • 10.2.1 ENHANCING TECH HIRING UTILIZING ATS
  • 10.2.2 IT & TELECOM: USE CASES
    • 10.2.2.1 Skill-based candidate matching
    • 10.2.2.2 Remote & global hiring
    • 10.2.2.3 Employee referral management
• 10.3 RETAIL & CONSUMER GOODS
  • 10.3.1 OPTIMIZING RECRUITMENT ACROSS MULTI-LOCATION RETAIL CHAIN
  • 10.3.2 RETAIL & CONSUMER GOODS: USE CASES
    • 10.3.2.1 Automated interview scheduling
    • 10.3.2.2 Seasonal & temporary recruitment
    • 10.3.2.3 Multi-location hiring management
• 10.4 BFSI
  • 10.4.1 ENHANCING RISK-FREE TALENT ACQUISITION IN BANKING
  • 10.4.2 BFSI: USE CASES
    • 10.4.2.1 Regulatory-compliant hiring
    • 10.4.2.2 Secure candidate management
    • 10.4.2.3 Campus hiring for graduates
• 10.5 HEALTHCARE & LIFE SCIENCES
  • 10.5.1 SCALABLE RECRUITMENT WITH ATS IN HEALTHCARE FACILITIES
  • 10.5.2 HEALTHCARE & LIFE SCIENCES: USE CASES
    • 10.5.2.1 Scheduling across departments & shifts
    • 10.5.2.2 Credential and license verification
    • 10.5.2.3 Emergency & surge hiring
• 10.6 MANUFACTURING
  • 10.6.1 REDUCING DOWNTIME WITH FASTER PLANT-LEVEL HIRING WITH ATS
  • 10.6.2 MANUFACTURING: USE CASES
    • 10.6.2.1 High-volume recruitment for production surges
    • 10.6.2.2 Apprenticeship & trainee hiring
    • 10.6.2.3 Multi-plant recruitment
• 10.7 TRANSPORTATION & LOGISTICS
  • 10.7.1 SPEEDING UP FLEET HIRING THROUGH ATS AUTOMATION
  • 10.7.2 TRANSPORTATION & LOGISTICS: USE CASES
    • 10.7.2.1 Shift and route-based hiring
    • 10.7.2.2 Fleet-specific talent pool
    • 10.7.2.3 Mobile-friendly applications
• 10.8 GOVERNMENT & DEFENSE
  • 10.8.1 ENSURING FAIR & TRANSPARENT HIRING FOR GOVERNMENT JOBS WITH ATS
  • 10.8.2 GOVERNMENT & DEFENSE: USE CASES
    • 10.8.2.1 Security clearance workflow integration
    • 10.8.2.2 Classified position candidate handling
    • 10.8.2.3 Public job boarding & internal posting
• 10.9 EDUCATION
  • 10.9.1 AUTOMATING CREDENTIAL VERIFICATION IN ACADEMIC HIRING
  • 10.9.2 EDUCATION: USE CASES
    • 10.9.2.1 Calander-based hiring cycle planning
    • 10.9.2.2 Diversity & equal opportunity compliance
    • 10.9.2.3 Multi-stakeholder hiring
• 10.10 ENERGY & UTILITIES
  • 10.10.1 IMPROVING FIELD TECHNICIAN SOURCING WITH ATS
  • 10.10.2 ENERGY & UTILITIES: USE CASES
    • 10.10.2.1 Remote & rural site recruitment
    • 10.10.2.2 Union & contractual hiring
    • 10.10.2.3 Workforce readiness for grid modernization
• 10.11 OTHERS

11 APPLICANT TRACKING SYSTEM MARKET, BY REGION

• 11.1 INTRODUCTION
• 11.2 NORTH AMERICA
  • 11.2.1 NORTH AMERICA: MACROECONOMIC OUTLOOK
  • 11.2.2 NORTH AMERICA: APPLICANT TRACKING SYSTEM MARKET DRIVERS
  • 11.2.3 US
    • 11.2.3.1 AI-native, automation-first ATS platforms to redefine enterprise hiring infrastructure across US through integrated, experience-led recruiting solutions
  • 11.2.4 CANADA
    • 11.2.4.1 Localized innovation and bilingual automation to drive ATS adoption and ecosystem integration across Canada's regionally diverse hiring landscape
• 11.3 EUROPE
  • 11.3.1 EUROPE: APPLICANT TRACKING SYSTEM MARKET DRIVERS
  • 11.3.2 EUROPE: MACROECONOMIC OUTLOOK
  • 11.3.3 UK
    • 11.3.3.1 Strong platform partnerships and digital hiring upgrades to expand ATS investment opportunities across UK
  • 11.3.4 GERMANY
    • 11.3.4.1 Germany's demand for automation and compliance to reshape ATS investment priorities for enterprise vendors
  • 11.3.5 FRANCE
    • 11.3.5.1 Capitalizing on France's ATS momentum by targeting enterprise-grade digitalization and compliance-focused deployment
  • 11.3.6 ITALY
    • 11.3.6.1 Capture Italy's ATS momentum by targeting mobile-first workflows and job-board integration
  • 11.3.7 REST OF EUROPE
• 11.4 ASIA PACIFIC
  • 11.4.1 ASIA PACIFIC: APPLICANT TRACKING SYSTEM MARKET DRIVERS
  • 11.4.2 ASIA PACIFIC: MACROECONOMIC OUTLOOK
  • 11.4.3 CHINA
    • 11.4.3.1 AI-powered automation and regulatory alignment to reshape ATS adoption across China's high-volume recruitment market
  • 11.4.4 JAPAN
    • 11.4.4.1 AI-driven automation and compliance-focused hiring to reshape Japan's ATS landscape
  • 11.4.5 AUSTRALIA & NEW ZEALAND
    • 11.4.5.1 NZ police to modernize HR and payroll with cloud-based ATS solutions
  • 11.4.6 REST OF ASIA PACIFIC
• 11.5 MIDDLE EAST & AFRICA
  • 11.5.1 MIDDLE EAST & AFRICA: APPLICANT TRACKING SYSTEM MARKET DRIVERS
  • 11.5.2 MIDDLE EAST & AFRICA: MACROECONOMIC OUTLOOK
  • 11.5.3 GULF COOPERATION COUNCIL (GCC)
    • 11.5.3.1 UAE
      • 11.5.3.1.1 UAE accelerates ATS adoption through policy-driven hiring and AI-enabled recruitment systems
    • 11.5.3.2 Saudi Arabia
      • 11.5.3.2.1 Saudi Arabia advances digital hiring with AI matching and blockchain-based verification across enterprise recruitment systems
    • 11.5.3.3 Rest of Gulf Cooperation Council (GCC) Countries
  • 11.5.4 SOUTH AFRICA
    • 11.5.4.1 South African enterprises accelerate ATS adoption to reduce hiring delays and enhance candidate experience through automation and mobile-first solutions
  • 11.5.5 REST OF MIDDLE EAST & AFRICA
• 11.6 LATIN AMERICA
  • 11.6.1 LATIN AMERICA: APPLICANT TRACKING SYSTEM MARKET DRIVERS
  • 11.6.2 LATIN AMERICA: MACROECONOMIC OUTLOOK
  • 11.6.3 BRAZIL
    • 11.6.3.1 Brazilian enterprises to align ATS investments with AI automation and enterprise system integration to streamline recruitment and boost compliance
  • 11.6.4 MEXICO
    • 11.6.4.1 Mexico advances hyperscale growth with high-density cooling and multi-campus expansion
  • 11.6.5 REST OF LATIN AMERICA

12 COMPETITIVE LANDSCAPE

Strategic Profiles of Leading Players & Their Playbooks for Market Dominance

• 12.1 INTRODUCTION
• 12.2 STRATEGIES ADOPTED BY KEY PLAYERS
• 12.3 REVENUE ANALYSIS, 2020-2024
• 12.4 MARKET SHARE ANALYSIS
• 12.5 PRODUCT/BRAND COMPARISON
• 12.6 COMPANY EVALUATION MATRIX: KEY PLAYERS, 2024
  • 12.6.1 STARS
  • 12.6.2 EMERGING LEADERS
  • 12.6.3 PERVASIVE PLAYERS
  • 12.6.4 PARTICIPANTS
  • 12.6.5 COMPANY FOOTPRINT: KEY PLAYERS, 2024
    • 12.6.5.1 Company footprint
    • 12.6.5.2 Regional footprint
    • 12.6.5.3 Offering footprint
    • 12.6.5.4 Application footprint
    • 12.6.5.5 Deployment type footprint
    • 12.6.5.6 Organization size footprint
    • 12.6.5.7 Vertical footprint
• 12.7 COMPANY EVALUATION MATRIX: STARTUPS/SMES, 2024
  • 12.7.1 PROGRESSIVE COMPANIES
  • 12.7.2 RESPONSIVE COMPANIES
  • 12.7.3 DYNAMIC COMPANIES
  • 12.7.4 STARTING BLOCKS
  • 12.7.5 COMPETITIVE BENCHMARKING: STARTUPS/SMES, 2024
    • 12.7.5.1 Detailed list of key startups/SMEs
    • 12.7.5.2 Competitive benchmarking of startups/SMEs
• 12.8 COMPANY VALUATION AND FINANCIAL METRICS OF KEY VENDORS
  • 12.8.1 COMPANY VALUATION
  • 12.8.2 FINANCIAL METRICS
• 12.9 COMPETITIVE SCENARIO
  • 12.9.1 PRODUCT LAUNCHES
  • 12.9.2 DEALS
  • 12.9.3 EXPANSIONS

13 COMPANY PROFILES

In-depth look at their Strengths, Weaknesses, Product Portfolios, Recent Developments, and Strategic Moves

• 13.1 INTRODUCTION
• 13.2 MAJOR PLAYERS
  • 13.2.1 ORACLE
    • 13.2.1.1 Business overview
    • 13.2.1.2 Products/Solutions/Services offered
    • 13.2.1.3 Recent developments
    • 13.2.1.4 MnM view
      • 13.2.1.4.1 Right to win
      • 13.2.1.4.2 Strategic choices
      • 13.2.1.4.3 Weaknesses and competitive threats
  • 13.2.2 ICIMS
    • 13.2.2.1 Business overview
    • 13.2.2.2 Products/Solutions/Services offered
    • 13.2.2.3 Recent developments
    • 13.2.2.4 MnM view
      • 13.2.2.4.1 Right to win
      • 13.2.2.4.2 Strategic choices
      • 13.2.2.4.3 Weaknesses and competitive threats
  • 13.2.3 SAP
    • 13.2.3.1 Business overview
    • 13.2.3.2 Products/Solutions/Services offered
    • 13.2.3.3 Recent developments
    • 13.2.3.4 MnM view
      • 13.2.3.4.1 Right to win
      • 13.2.3.4.2 Strategic choices
      • 13.2.3.4.3 Weaknesses and competitive threats
  • 13.2.4 WORKDAY, INC.
    • 13.2.4.1 Business overview
    • 13.2.4.2 Products/Solutions/Services offered
    • 13.2.4.3 Recent developments
    • 13.2.4.4 MnM view
      • 13.2.4.4.1 Right to win
      • 13.2.4.4.2 Strategic choices
      • 13.2.4.4.3 Weaknesses and competitive threats
  • 13.2.5 BULLHORN
    • 13.2.5.1 Business overview
    • 13.2.5.2 Products/Solutions/Services offered
    • 13.2.5.3 Recent developments
    • 13.2.5.4 MnM view
      • 13.2.5.4.1 Right to win
      • 13.2.5.4.2 Strategic choices
      • 13.2.5.4.3 Weaknesses and competitive threats
  • 13.2.6 GREENHOUSE SOFTWARE
    • 13.2.6.1 Business overview
    • 13.2.6.2 Products/Solutions/Services offered
    • 13.2.6.3 Recent developments
  • 13.2.7 SMARTRECRUITERS
    • 13.2.7.1 Business overview
    • 13.2.7.2 Products/Solutions/Services offered
    • 13.2.7.3 Recent developments
  • 13.2.8 UKG INC.
    • 13.2.8.1 Business overview
    • 13.2.8.2 Products/Solutions/Services offered
    • 13.2.8.3 Recent developments
  • 13.2.9 ADP
    • 13.2.9.1 Business overview
    • 13.2.9.2 Products/Solutions/Services offered
    • 13.2.9.3 Recent developments
  • 13.2.10 JOBVITE
    • 13.2.10.1 Business overview
    • 13.2.10.2 Products/Solutions/Services offered
• 13.3 OTHER PLAYERS
  • 13.3.1 PEOPLEFLUENT
  • 13.3.2 PAYCHEX INC.
  • 13.3.3 CORNERSTONE
  • 13.3.4 CLEARCOMPANY
  • 13.3.5 BAMBOOHR
  • 13.3.6 INFOR
  • 13.3.7 ZOHO CORPORATION
  • 13.3.8 JAZZHR
  • 13.3.9 CEIPAL
  • 13.3.10 BREEZYHR
  • 13.3.11 LEVER
  • 13.3.12 OORWIN
  • 13.3.13 SKEELED
  • 13.3.14 MANATAL
  • 13.3.15 HIRELOGY
  • 13.3.16 PINPOINT

14 ADJACENT AND RELATED MARKETS

• 14.1 INTRODUCTION
  • 14.1.1 RELATED MARKETS
  • 14.1.2 LIMITATIONS
• 14.2 HUMAN CAPITAL MANAGEMENT MARKET
• 14.3 VISITOR MANAGEMENT SYSTEM MARKET

15 APPENDIX

• 15.1 DISCUSSION GUIDE
• 15.2 KNOWLEDGESTORE: MARKETSANDMARKETS' SUBSCRIPTION PORTAL
• 15.3 CUSTOMIZATION OPTIONS
• 15.4 RELATED REPORTS
• 15.5 AUTHOR DETAILS