TrustRadius Insights for Lever are summaries of user sentiment data from TrustRadius reviews and, when necessary, third party data sources.
Recommendations
Based on the user reviews, users commonly recommend the following for Lever:
Test and customize Lever thoroughly to ensure it is fully customizable for the organization's needs. They suggest taking advantage of Lever's implementation team during the first month and mapping out templates and processes before using the software.
Utilize Lever's support and training resources, as users find them accommodating and knowledgeable about Lever's features. They highly recommend attending startup sessions to properly set up Lever and maximize its capabilities.
Compare Lever with other recruitment systems to ensure it is the right fit for the organization. Users recommend trying out Lever in comparison to other software options like Greenhouse or Workable, especially for early-stage or smaller companies.
I coordinate all candidate interviews across multiple departments. Lever is our ATS and helps us get this done efficiently. We have many open roles, so to have a platform that helps with all of these meetings is incredibly helpful. It’s also pretty easy to use, and there aren’t any major complaints with the software.
Pros
Scheduling interviews
Job posts
Reminders
Cons
Typing feature (i.r autocorrect)
Likelihood to Recommend
Lever is great for scheduling interviews. That’s mostly what I used it for over the past three years. I haven’t tried it’s report feature, but I have also posted jobs and received weekly pipeline updates to share with our third party agencies.
We had two large hiring influxes over the last year that we needed a way to coordinate and funnel candidates through. Having thousands of applicants makes the funnel process super important and Lever helped us set this up. Lever also provided the job description pages that we had everyone apply through so that we had a standardized structure for applications
Pros
Funnels candidates from start to finish of the process
Allows for scheduling interview with candidates
Cons
Their scheduling tool is super rigid and doesn't support multiple interviewers very well
The product requires quite a bit of setup before it becomes as efficient as you'd like
Likelihood to Recommend
Lever probably has too much overhead for a company of our size and we would frequently run into issues that would require an outsized amount of effort to resolve
We use Lever as our Applicant Tracking System (ATS) for candidates we're reaching out to or speaking with about open roles we're trying to fill. We have it integrated with LinkedIn Recruiter, as well as ContactOut to source personal emails and phone numbers. We also use their integration with Grayscale for SMS capability. We've found Lever easy to use, pretty intuitive, and the set-up has been fairly painless.
Pros
Scrape candidates from LinkedIn Recruiter directly into Lever.
Scheduling candidates for the various steps in their interview process is easy .
Creating scorecards for interviewers to use keeps the momentum going in the interview process.
Moving candidates through the various pipeline stages is simple.
Cons
Support. It's a hit or miss and when you're a new customer, this is unacceptable.
They need a task reminder feature native to Lever. This doesn't currently exist, and we have to use a third-party tool.
Likelihood to Recommend
We don't have a large company, but based on what I've seen with Lever's capabilities, it has plenty of features and integration capability to serve a company with a hundred users or more.
Currently, we use Lever as our ATS to create a database of past, current, and future candidates we can assist with their job search. We utilize the email feature to keep all communication inside of Lever. It helps to solve the problem of being able to easily access candidates at any given time. We use Lever on a daily basis and also communicate internally using the @ mention feature. There are areas where additional features could allow us to remove the usage of supplemental software.
Pros
Allows you to track your talent pipeline according to the stage.
Communicate internally with team members
Large capacity for storing a lot of candidate data safely
Cons
We currently also use SeaTable as it allows us to see things like the date an interview was scheduled with a client. This additional feature would be amazing.
It would be great to have subcategories. For example, saying someone is at the onsite interview would be the first stage and the sub-category could be scheduling, to signify the interview is in the process of being scheduled.
We work with external clients so being able to internally track the offer details from the client would be a great additional feature so that we can have a fully comprehensive view of the candidate's interview funnel.
Likelihood to Recommend
It is a great way to have a large repository of candidate information but it is harder to see the smaller details such as the date an interview was scheduled as well as subset stages for a more granular view when pulling up a report in the Visual Insights tool. This would make it a highly viable ATS and CRM.
We use Lever to organize and track applicants and candidates as they move through our interview process. We also used Lever as a recruiting CRM to create outreach email campaigns to engage candidates. It was the repository that held all candidate information and was also used to manage processes like offers, background checks, reference checks, etc.
Pros
Visualizes where candidates are in your interview funnel
Creates and manages email campaigns to reach out to talent
Integrates well with partner platforms like job boards, background checks, eSignature, etc.
Cons
It didn't manage ad spend when I used it but I believe they're adding that functionality soon.
I would have loved to have had a dedicated account manager to work with.
Likelihood to Recommend
I would highly recommend Lever to a recruiter looking to bring on a new ATS platform. It's very well designed, visually intuitive, well-integrated with the partner ecosystem, candidates appear organized, and it has all the functionality necessary to scale as organizations get larger. One of the main reasons I prefer Lever over its competitors is that recruiter admin work in the platform goes much more quickly than in other systems. There is less clicking around to different views. One of the other main advantages Lever has is that it integrates with Gmail and Google Calendar in a way that allows 2-way sync on candidate emails and scheduled interviews arrive right on a candidate's calendar. This is not necessarily so with other ATSs.
Prior to Lever, we didn't have or use any ATS. Lever was not just a solution to a problem for us, but also the tool we planned to use to build, scale and grow our early stage, Series A startup. We went from using Airtable to track our applications and notes, to using Lever's full suite of offerings to manage top of funnel, pipeline, and hiring. We used Zenefits to send our offer letters. But Lever allowed us to create more efficient processes, provide stronger support and resources for our Hiring Managers, and most importantly, create a consistent, fair, and enjoyable experience for our candidates, whether we ended up hiring them or not.
Pros
The pipeline view for tracking our applicants is awesome - something that GreenHouse and others could work on a bit.
Reporting is strong - easy to create dashboards and ongoing reports to be sent out directly to stakeholders. Helps save a lot of time and create a data driven environment.
Onboarding and Customer Support - always the best and quickest replies. Onboarding was a breeze, they were super organized and on top of every single detail. Got us started on the right path and it was easy from there on our own!
Cons
Emails - being able to add a Signature would be massive. Not sure if that is something that has been added since we stopped using Lever (we got acquired by DoorDash, so we now use GreenHouse through their systems), but that was the reason I didn't send emails directly through Lever often at all - doesn't look professional without the signature.
Resume parsing - sometimes, it would take the incorrect info for the email or phone number, or just not pull anything at all when the info is clearly on the resume. So maybe working on how and what gets pulled from emails on applications, would be great.
The look and design of the standard career page is a bit bland. Totally understand branding it as Lever, but options to adjust or do more with it would be fun!
Likelihood to Recommend
I think Lever is great for any sized company, but especially strong for smaller, growing teams. It's a very simple system, but clean, sleek, and very useful in any scenario. They have great support whenever you need it so those with smaller HR or People teams could easily benefit from their help. Can't think of too many scenarios where Lever wouldn't be well-suited, but maybe once you grow to International growth and hiring, it may be better to have a more Enterprise style business, set up for larger scaling.
We primarily use it to track candidates and use it for an internal database for applications. It's also a place where hiring teams can collaborate and gather feedback in one centralized system
Pros
Passive candidate tracking
Candidate nurture function
Visibility across all open reqs
Cons
Lever is incredibly difficult for hiring managers to get a quick overview of their pipeline
Doesn't have great integrations with LI Recruiter
Hard to see data on pipelines
Likelihood to Recommend
Lever unfortunately is not very intuitive, in my opinion. I previously used Greenhouse and I'd recommend that over Lever if you are looking for software to allow recruiting and hiring teams to better collaborate, I believe. Lever's scheduling function isn't great but it works well integrated with Goodtime.
VU
Verified User
Employee in Human Resources (5001-10,000 employees)
Lever is our corporate ATS. All sourcers, recruiters, TA coordinators, hiring managers, and interviewers use it. We also use it as a referral tool. Lever allows us to collaborate on hiring decisions, using it as the "single source of truth" for our recruiting efforts. We also use it as a first source of candidates for new roles as they open.
Pros
single source of truth for all recruiting activities
nurture campaigns
customized tagging for easily finding candidates for future opportunities
Cons
reporting is pretty basic
searching for candidates in Lever is very painful without a 3rd party tool
the "duplicate candidate" alerts are arbitrary and often incorrect
Likelihood to Recommend
Managing pipeline and candidate communication is easy through lever. Keeping it all in one place allows the hiring teams to be in the loop real-time. The reporting is clunky and basic, however, and without a 3rd party tool, sourcing from the lever database is difficult. Also, it is very easy to have duplicate candidates since the alerts Lever gives are often incorrect.
We are using Lever as our Applicant Tracking System (ATS). We have also integrated with Checkr to run background and drug screens once the candidate has accepted the offer. Lever begins with an array of possibilities when a candidate first applies. I love the quick review feature where you can quickly move through new applicants/resumes and determine if they should move forward to the manager review or not the right fit for the position. From there you are able to place them into the archives along with the reasoning, "not a good fit", "not the right location", "position has been filled" - these are all set up according to our custom needs, which means if things change, we are also able to change with quick help from Customer Service.
Pros
Reminders to contact candidates who have not been contacted.
Ease of setting interview schedules and feedback forms within the system.
Reminders to complete interview feedback forms after the interview.
Cons
We have a couple of unique needs as far as job postings - it would be helpful to either eliminate the location or be able to use "multiple locations" as a default, but Lever has not been able to refine that for us yet.
We have not actually been using the feature of generating the offer letter yet, again because we have some unique needs and we haven't had "buy in" from all management yet. We are still sending an individualized offer letter to every candidate.
Likelihood to Recommend
Lever really is a user friendly application. It is very intuitive. I like that I can make notes within a candidates file and tag other members of management to view the resume/application without having to download everything and send in an email. Also, any emails to and from the candidate are synced which is a good way to track correspondence. We are a small volume hiring company, but I think a lot of the features would be put to great use by a larger company than ours.
We have used Lever since October 2019 as our first ATS. All hiring teams utilize Lever and it is the main tool for our recruiting efforts besides LinkedIn.
Pros
Job posting page integrates with website
Email candidates directly to set up phone screens with EasyBook Links
Schedules interviews in the platform
Cons
[In my experience,] terrible customer support - pay more to get less...
Integrations are spotty and can break without reason
Lever has so much potential, but their Roadmap is lacking in ways that will really help customers succeed
Focuses on the number of candidates and not the company's need to build talent in a cost effective, data driven and collaborative way
Overpromised and underdelivered in [the] capability of the tool. [I believe that you should] not trust your sales team.
Likelihood to Recommend
Great if you are a big company with loads of money to spend on service to support your efforts. Must have low expectations of how it will help you find better talent. Make sure you have an in-house Lever tech person to help you as [in my experience] you won't get much help from their support team.
