CATS review

CATS is a cloud-based applicant tracking system (ATS) with recruiting CRM tools for managing candidates, jobs, client relationships, and the hiring process. It is aimed at recruiters, staffing agencies, and in-house HR and talent acquisition teams. The feature set spans candidate sourcing, job distribution, workflow automation, communications, and reporting.

Recruiters can capture candidate profiles with a Chrome extension, parse resumes, search with Boolean terms, and detect duplicates. Jobs can be published to job boards and hosted career sites, or embedded on a company website. Teams can set custom hiring pipelines and automate actions when applicants change stages. CATS also brings client relationship records alongside applicant records, and supports synced email and calendars, templates, mass email, and two-way SMS in the US and Canada. Dashboards, custom fields, role-based access, and EEO compliance reporting round out the controls. It is a broad recruiting workspace, not just a place to store resumes.

The appeal is breadth: CATS combines ATS and recruiting CRM functions, so staffing teams can manage candidate and client records in the same system. That may reduce the need to keep separate tools for applicant tracking and relationship management, though the published information does not say which other systems it replaces or integrates with.

Its sourcing and workflow features cover several routine recruiting tasks. The Chrome extension captures candidate profiles, while resume parsing, Boolean search, and duplicate detection help recruiters organize and find records. Custom pipelines and stage-triggered actions let teams shape the process around their hiring workflow rather than use only a fixed sequence.

• Job distribution includes publishing to job boards and hosted career sites, plus embedding listings on a website.
• Candidate communication includes email and calendar syncing, templates, mass email, and two-way SMS in the US and Canada.
• Dashboards, custom fields, role-based access, and EEO compliance reporting provide reporting and access controls.

The combination is useful to evaluate if a switch means consolidating recruiting work across candidates, clients, and communications. The published feature information does not specify supported job boards, automation limits, or reporting plan tiers, so those details need confirming before you migrate.

The clearest trade-off is per-user pricing. The published pricing notes list $115 per user per month, or $95 per user per month when billed annually. That annual rate is a $20 monthly difference per seat, but the total bill still scales with the number of users. The plan name is not published, and the notes do not say which features, support, or usage allowances are included at either rate.

There is no free plan listed. Trial availability and terms are not published on the vendor's site, so teams should confirm whether they can evaluate the product before committing. The pricing notes are marked medium confidence, which is another reason to verify current rates directly before building a switch budget.

The feature list does not publish caps for candidate records, jobs, users, email volume, SMS, automations, or storage. It also does not name supported job boards or explain integration coverage. Those limits are unknown, not proof that CATS has none. Ask for the plan’s precise allowances and export options before moving recruiting records or budgeting for a larger team.

According to the pricing notes, CATS lists one standard offering: $115 per user per month with monthly billing, or $95 per user per month when billed annually. That is a $20 per-seat monthly difference. At 12 months, the annual option totals $1,140 per user, compared with $1,380 at the monthly rate—a $240 difference per seat, assuming you keep the subscription for a full year.

There is no published tier ladder in the published pricing information, so we can’t show a jump between tiers. Add-ons are also not listed; that does not establish that none are available. The pricing notes say there is no free plan, while trial terms are not published. Confirm the billing commitment, seat minimums, and any extra charges directly with CATS before switching. The listed price is per user, so total cost rises with the number of people who need access. Pricing confidence is marked medium.

Plan the move around more than candidate profiles. CATS combines applicant tracking and recruiting CRM, so a migration checklist should cover jobs, candidate and client records, custom fields, pipeline stages, communications, and reports. The product information describes these features, but does not specify import or export formats, migration services, contract terms, or data-retention rules. Ask CATS how those records transfer—and what happens to attachments, activity history, and email or calendar data—before you commit.

The price is another switching consideration: CATS lists a per-user charge, so count everyone who needs access and compare the annual and monthly rates. We can’t substantiate a typical reason customers leave from the published material: it includes no Reddit user reports. Treat claims about common migration pain or churn reasons as unverified unless you find specific user accounts. If you’re leaving CATS, confirm export options and timing with the vendor rather than assuming your data will move cleanly.