한글목차

지원자 추적 시스템(ATS) 시장 규모는 2025년 약 32억 8,000만 달러에서 2030년에는 48억 8,000만 달러로 확대되어 예측 기간 중 연평균 복합 성장률(CAGR)은 8.2%를 보일 것으로 예측됩니다.

특히 중소기업(SME)의 경우, 높은 도입 비용과 유지보수 비용이 여전히 지원자 추적 시스템 도입의 큰 장벽으로 작용하고 있습니다. ATS를 도입하기 위해서는 소프트웨어 라이선스, 인프라, 커스터마이징, 직원 교육 등 많은 선투자가 필요한 경우가 많습니다.

또한, 조직은 원활한 기능을 보장하기 위해 정기적인 소프트웨어 업데이트, 기술 지원, 시스템 최적화 등 지속적인 유지보수에 리소스를 투입해야 합니다. 이러한 비용은 재정적 유연성이 제한된 중소기업의 예산을 압박할 수 있습니다. 또한, 통합 및 문제 해결을 위해 IT 전문가와 컨설턴트를 고용하면 전체 비용이 증가합니다. 그 결과, 많은 중소기업들이 ATS 플랫폼의 도입과 업그레이드를 주저하고 있으며, 비용에 민감한 부문에 대한 시장 침투를 제한하고 있습니다.

채용 워크플로우의 지속적인 시스템 최적화, 원활한 통합, 컴플라이언스 관리에 대한 요구가 증가함에 따라 지원 및 유지보수 분야가 성장세를 보이고 있습니다. 기업들은 ATS 플랫폼에 대한 의존도가 높아짐에 따라 원활한 운영, 다운타임 감소, 진화하는 HR 기술 대응을 위해 지속적인 기술 지원을 필요로 하고 있습니다. 공급업체는 24시간 365일 지원, 정기적인 시스템 업데이트, 성능 모니터링, 맞춤형 서비스 수준 계약(SLA) 등 서비스 제공을 강화하고 있습니다. 이러한 서비스는 특히 ATS 솔루션이 AI 기반 분석 및 자동 후보 관리와 같은 고급 기능을 도입함에 따라 기업이 최고의 시스템 성능을 유지할 수 있도록 돕습니다. 현대의 채용 프로세스는 복잡하고 중단 없는 기능을 요구하기 때문에 특히 대규모 채용을 하는 기업들은 강력한 지원 및 유지보수 서비스에 많은 투자를 하고 있으며, 이는 이 부문의 강력한 성장에 박차를 가하고 있습니다.

대기업 부문은 채용 수요의 규모와 복잡성으로 인해 ATS 시장을 주도할 것으로 예측됩니다. 이러한 기업들은 여러 지역과 부서에 걸쳐 대규모 채용 업무를 관리하는 경우가 많으며, 인재 확보 프로세스를 간소화하기 위해 강력하고 확장성이 뛰어나며 기능이 풍부한 ATS 플랫폼이 필요합니다. 워크플로우의 자동화, 채용 절차의 표준화, 법규 준수 유지의 필요성이 대기업의 채용을 더욱 가속화하고 있습니다. IT 예산이 넉넉한 기업들은 AI를 활용한 후보 소싱, 예측 분석, 기업 인사 생태계와의 원활한 통합 등 고급 ATS 기능에 투자하는 경향이 강합니다. 또한, ATS는 채용 전략의 핵심 도구로서 강력한 고용주 브랜드 구축, 우수한 후보 경험 제공, 데이터에 기반한 채용 의사 결정에 중점을 두고 있습니다. 그 결과, 대기업은 ATS 솔루션에 대한 큰 수요를 지속적으로 견인하고 있으며, 전체 시장에서의 우위를 강화하고 있습니다.

아시아태평양은 특히 말레이시아, 인도, 베트남 등 신흥 경제권에서 인사 기능의 디지털화가 진행됨에 따라 ATS 시장에서 가장 높은 성장률을 보일 것으로 예측됩니다. 이 지역 국가들은 채용을 간소화하고, 현지 인력 부족을 해결하고, 채용 효율성을 높이기 위해 ATS를 도입하고 있습니다. 예를 들어, 2024년 12월, AI를 활용한 채용대행업체 MokaHR은 말레이시아 기업의 78%가 ATS 도입 후 채용의 질이 향상되었다고 보고했으며, 쿠알라룸푸르에 본사를 둔 한 하이테크 기업이 자동화와 후보자 데이터 중앙집중화를 통해 채용까지 걸리는 시간을 35% 단축했다고 소개한 바 있습니다. 를 소개했습니다. 이러한 추세는 이 지역의 모바일 우선 인력, 다국어 채용 도구에 대한 수요 증가, ATS 플랫폼이 독자적으로 해결할 수 있는 노동법 준수 문제에 대한 인식이 높아짐에 따라 더욱 강화되고 있습니다. 특히 중소기업과 스타트업의 디지털 전환이 가속화되는 가운데, APAC 지역에서는 더 많은 기업들이 ATS를 도입하여 후보자의 경험을 개선하고, 채용 분석을 활용하며, 경쟁 시장에서 더 빠르게 인재를 확보하기 위해 노력하고 있으며, 이 지역은 강력하고 지속적인 성장세를 보이고 있습니다. 성장하고 있습니다.

세계의 지원자 추적 시스템(Applicant Tracking System) 시장에 대해 조사했으며, 제공 제품별, 용도별, 배포 유형별, 조직 규모별, 산업별, 지역별 동향, 시장 진출기업 프로파일 등의 정보를 정리하여 전해드립니다.

목차

제1장 서론

제2장 조사 방법

제3장 주요 요약

제4장 프리미엄 인사이트

제5장 시장 개요와 업계 동향(정량적인 의미를 가지는 전략적 촉진요인)

• 서론
• 시장 역학
• 사례 연구 분석
• 생태계 분석
• 공급망 분석
• 가격 분석
• 특허 분석
• 기술 분석
• 규제 상황
• Porter의 Five Forces 분석
• 2025년-2026년 주요 컨퍼런스 및 이벤트
• 고객의 비즈니스에 영향을 미치는 동향/혼란
• 주요 이해관계자와 구입 기준
• 투자 및 자금조달 시나리오
• AI/생성형 AI가 지원자 추적 시스템 시장에 미치는 영향
• 지원자 추적 시스템, 제품 유형별
• 지원자 추적 시스템, 최종사용자별

제6장 지원자 추적 시스템 시장(제공 제품별, 시장 규모 및 2030년까지 예측-금액)

• 서론
• 솔루션
• 서비스

제7장 지원자 추적 시스템 시장, 용도별(시장 규모 및 2030년까지 예측-금액)

• 서론
• 구인 배포와 게재
• 이력서 분석 및 후보자 발굴
• 면접 관리
• 후보자 관계 관리(CRM)
• 보고서 및 분석
• 기타

제8장 지원자 추적 시스템 시장, 전개 유형별(시장 규모 및 2030년까지 예측-금액)

• 서론
• On-Premise
• 클라우드

제9장 지원자 추적 시스템 시장, 조직 규모별(시장 규모 및 2030년까지 예측-금액)

• 서론
• 대기업
• 중규모 기업
• 중소기업

제10장 지원자 추적 시스템 시장, 업계별(시장 규모 및 2030년까지 예측-금액)

• 서론
• IT 및 통신
• 소매 및 소비재
• 은행, 금융서비스 및 보험(BFSI)
• 헬스케어 및 생명과학
• 제조
• 운송 및 물류
• 정부 및 방위
• 교육
• 에너지 및 유틸리티
• 기타

제11장 지원자 추적 시스템 시장(지역별)

• 서론
• 북미
• 유럽
• 아시아태평양
• 중동 및 아프리카
• 라틴아메리카

제12장 경쟁 구도

• 서론
• 주요 시장 진출기업이 채택한 전략
• 매출 분석, 2020년-2024년
• 시장 점유율 분석
• 제품/브랜드 비교
• 기업 평가 매트릭스 : 주요 시장 진출기업, 2024년
• 기업 평가 매트릭스 : 스타트업/중소기업, 2024년
• 주요 벤더 기업 평가와 재무 지표
• 경쟁 시나리오

제13장 기업 개요

• 서론
• 주요 시장 진출기업
  • ORACLE
  • ICIMS
  • SAP
  • WORKDAY, INC.
  • BULLHORN
  • GREENHOUSE SOFTWARE
  • SMARTRECRUITERS
  • UKG INC.
  • ADP
  • JOBVITE
• 기타 기업
  • PEOPLEFLUENT
  • PAYCHEX INC.
  • CORNERSTONE
  • CLEARCOMPANY
  • BAMBOOHR
  • INFOR
  • ZOHO CORPORATION
  • JAZZHR
  • CEIPAL
  • BREEZYHR
  • LEVER
  • OORWIN
  • SKEELED
  • MANATAL
  • HIRELOGY
  • PINPOINT

제14장 인접 시장과 관련 시장

제15장 부록

영문목차

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