BambooHR vs Greenhouse Comparison

I liked the fact that you were able to track applicants pretty easy. This software is always compared to Greenhouse.

I thought in comparison to Greenhouse, this software could use an interface facelift. It looks outdated in comparison.

Easy to use, good for building org charts, tracking HR/onboarding documents, tracking employee PTO, and changes to compensation/promotions/title changes/salary increases. Has great integrations through other software such as Greenhouse and ADP. Overall a great HRIS. The interface is straight forward and easy to use.

I haven't had too many negatives with my minimal experience using the BambooHR platform as an employee and recruiter. I guess if I had to nit-pick, it would be that it's not as easy to take integrations from Greenhouse and set the right notifications when a new employee is created-- it seemed to really confuse our HR team and create extra work to cleanup, so we ended up turning that feature off-but might not be a knock on BambooHR--maybe just the integration itself.

Employee self-service feature is cool. Ability to adjust different access levels, great time-off tracking, onboarding and offboarding. Mobile app, files storage.

In Org Chart it's not possible to set up a matrix structure (when 1 person has a few managers). Also, it would be good to make ATS an optional feature, not included in basic price. In comparison with other ATS (Greenhouse, BreezyHR, Workable etc) this one is rather limited, so we don't use it.

Bamboo HR is in league with other HRIS that serves mid sized firms. It's easy plag and play service with defines SOPs and user roles for most of the HR transactions makes it a good choice for the companies looking to streamline their HR operations quickly and with less complexity. The interface is easy and intuitive to use especially for the employees and can automate few HR transactions. Also it can be connected with most of the available ATS like Greenhouse and payroll vendors.

Though it's best feature lies in simplicity, this HRIS is not suitable for large organisations say more than 3000+ employees. Reporting and analytics functionality is also not very robust.

Greenhouse was a comprehensive ATS that had everything we needed from job postings and job boards, tracking applicants through the hiring process, scheduling interviews, gathering feedback and sending offers. Greenhouse also had a lot of integrations with other tools (like BambooHR).

Greenhouse is on the pricier side compared to other ATS's. Would only consider if there was high recruiting volume. At the time I used Greenhouse their HRIS integration (we used BambooHR) wasn't super helpful - it only transferred a few things like the candidate's name, but we still had to input a lot manually. Not sure if this has changed by now.

Customer onboarding provides you with a checklist of the steps on setting up your tool. I liked that enables collaboration within the hiring teams, Google Spreadsheets reporting feature, scorecards customizable for all positions, automatic integration with Glassdoor, Indeed and LinkedIn jobs, customizable interview and offer templates, approval process, integrations (BambooHR, Join, Small Improvements, G Suite).

Reporting is not customized, basic careers page could be much better looking, I would wish teams could adjust the view (list of candidates or Kanban board view), tagging and CRM feature could be more recruiting team not individual focused (fee applies with every new CRM feature user), reporting could be more visual. It has a hefty price tag.

No glaring holes in the tools a small-to-medium sized organization needs to track, manage, evaluate, and hire candidates. Lots of push-button integration partners to drive downstream workflows, such as Background Screening, and HRIS export.

Heavy configureability means heavy variation between customer setups. This is true in nearly every software solution, not just Greenhouse. It would be great to see Greenhouse take more of a lead in providing good examples of objective candidate evaluations. Scorecards that coach interviewers on how to objectively evaluate certain attributes, etc...there's plenty of research out there on preventing...

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