Methodology & Disclaimer

“This report was compiled by Integral Recruiting Design (IRD) using generative AI to synthesize publicly available documentation, product guides, customer reviews, and analyst commentary on applicant tracking systems (ATS) as of 2025. IRD is not compensated by any vendors and makes no claims about the accuracy or completeness of the underlying data. The accuracy of these findings rests solely on the AI research, and all content should be interpreted as directional, not authoritative. Click here to view the original output, which includes citations and is presented here in full.

This document is intended to support thoughtful vendor evaluation, not to serve as a final judgment on either platform. We recommend that readers use the following questions as a starting point for due diligence when evaluating ATS platforms.”

Ten Key Questions to Compare iCIMS vs. Lever

When evaluating iCIMS and Lever as ATS platforms, consider the following ten questions to guide a thorough comparison:

1. System Architecture & Configurability: How flexible and configurable is each platform’s architecture? Can iCIMS and Lever adapt to our unique hiring workflows, custom fields, and multiple business units or brands without heavy IT support?

2. Integration Capabilities & APIs: What integration options do iCIMS and Lever offer for connecting with our HR tech stack (HRIS, job boards, background checks, etc.)? Do they provide open APIs or pre-built connectors, and are there any additional costs or limitations (especially noting iCIMS’s marketplace connectors and any API fees for Lever)?

3. Recruiter & Candidate User Experience: How do the day-to-day user interfaces compare for recruiters and hiring managers? Is one platform more intuitive or visually engaging for users and candidates (e.g., ease of navigating the ATS, mobile accessibility, application process for candidates)?

4. Reporting & Analytics: What reporting and analytics capabilities does each platform include out-of-the-box? Can we easily create custom reports and dashboards on hiring metrics, and do users find the insights actionable (consider any differences in reporting depth and learning curve between iCIMS and Lever)?

5. Automation & Workflow Efficiency: How do iCIMS and Lever support automation of recruiting processes (e.g. automated email/text outreach, interview scheduling, workflow rules)? Can each system streamline manual tasks and support complex approval workflows or recruiting campaigns?

6. Scalability & Global Readiness: Can the platform scale to support our growth and global hiring needs? Consider features like multi-language support, data residency (for GDPR compliance), performance with high volume requisitions, and whether iCIMS or Lever has a track record of serving large enterprise or multinational organizations.

7. Industry-Specific Features: Does either system offer specialized features or modules for our industry (for example, hourly hiring tools for retail, campus recruiting for education, healthcare compliance, etc.)? How do iCIMS’s and Lever’s offerings align with any regulatory or industry-specific requirements we have?

8. Pricing & Total Cost of Ownership: What is the pricing model for each platform (subscription per employee, per recruiter seat, or modular add-ons)? Beyond licensing, consider additional costs like implementation, integrations/APIs, support, and whether the platforms’ value justifies the cost for our size (iCIMS is generally premium-priced, and Lever is mid-market priced but may charge for certain extras).

9. Ecosystem & Marketplace: How robust is each vendor’s ecosystem of partners and add-on applications? Does iCIMS’s Marketplace or Lever’s integration network offer a wide range of third-party solutions (e.g. assessment tools, chatbots, CRM, etc.) and how easy is it to extend the platform through these integrations?

10. Customer Success & Support: What do current customers say about the quality of support and customer success for iCIMS vs. Lever? Consider factors like implementation assistance, training resources, community forums, and ongoing account management. Are there notable differences in support responsiveness or strategic guidance provided by each vendor?

These questions provide a starting framework to compare iCIMS and Lever in the context of your organization’s needs. In the sections below, we provide a scorecard and detailed analysis to address many of these considerations.

Comparison Scorecard: iCIMS vs. Lever (Key Criteria)

To summarize how iCIMS and Lever stack up, the table below evaluates five key categories, each scored out of 10, based on available data, user feedback, and platform capabilities as of 2025. Each category is weighted equally (20% each) for a total possible score of 50.

Scoring Criteria: Integration & APIs reflects the breadth and ease of connecting to other systems (both platforms offer extensive integrations; iCIMS has a large marketplace while Lever offers modern APIs and 300+ partners). User Experience considers interface intuitiveness and adoption (Lever’s UI is widely praised as clean and user-friendly, whereas iCIMS’s UI, though improved, is sometimes seen as dated). Automation & Configurability measures workflow automation features and flexibility to configure complex processes (iCIMS excels in configurability for complex enterprise needs, and both platforms provide automation tools like chatbots or email sequences). Reporting & Insights evaluates analytics capabilities (Lever’s analytics/dashboard offerings have been rated very highly by users, while iCIMS’s reporting is powerful but can have a learning curve). Global/Volume Hiring assesses support for multinational, high-volume recruiting (iCIMS is an enterprise-grade solution proven in large global organizations, offering multi-language and compliance features; Lever, although scalable for many mid-sized companies, is less optimized for non-English locales and extremely large-scale operations).

Each platform ends up with a comparable total score (41/50 each in our assessment), but for different reasons – their strengths lie in different areas. These scores are a directional guide and should be weighed against your organization’s specific priorities. For example, a company that values a polished user experience and built-in CRM might lean towards Lever, while one requiring extensive configurability, global support, and a broad feature set might favor iCIMS. The criteria and weighting can be adjusted based on which factors matter most to you.

Platform Fit Summaries

iCIMS Talent Cloud – Fit and Ideal Use Cases

iCIMS Talent Cloud is best suited for large and enterprise organizations with complex recruiting operations. Companies with multiple business units, high-volume hiring, or specialized workflows will appreciate iCIMS’s high configurability and breadth of functionality. It’s an enterprise-grade, comprehensive talent acquisition suite that goes beyond a basic ATS. iCIMS can handle complex hiring workflows, multiple brands, and diverse requirements with configurable user permissions and tailored processes. It comes with a full spectrum of modules (ATS, CRM/Candidate Experience (CXM), texting, onboarding, etc.), making it a one-stop solution for organizations that want an integrated platform. iCIMS’s robust integration marketplace allows it to fit into a large enterprise HR tech stack seamlessly, connecting to HRIS, job boards, background check services and more.

However, iCIMS is a premium-priced platform and may not be the best fit for smaller organizations or those with simple hiring needs. Its user interface is functional but less modern, and administrative users might face a learning curve to fully leverage advanced features like reporting. Ideal candidates for iCIMS are enterprises that need extensive customization, global recruiting capabilities, and a vendor with a long track record in the industry. Many Fortune 500 and global companies use iCIMS, indicating its suitability for organizations that require scalability, compliance (e.g., data security, EEOC/OFCCP reporting), and support for hiring at scale.

Lever TRM – Fit and Ideal Use Cases

Lever (often referred to as Lever TRM for Talent Relationship Management) is a strong fit for mid-market and high-growth companies that prioritize ease of use, modern design, and built-in CRM capabilities. Lever is widely regarded as a user-friendly, intuitive ATS with a sleek interface that recruiters and hiring managers find easy to navigate. It was designed with collaboration in mind – features like email integration, @ mentions, and sharing candidate profiles with hiring managers are built into the system. Lever’s natively integrated CRM (Lever Nurture) and automation tools for outreach and scheduling make it ideal for teams focused on proactive talent engagement and streamlined workflows. It also offers dedicated diversity, equity, and inclusion (DEI) tools and dashboards to help track and improve hiring diversity metrics, which can be particularly attractive for organizations with strong DEI initiatives.

Lever is often recommended for small to mid-sized HR teams and tech-savvy companies that want a quick-to-implement, low-training solution. Its strengths in candidate relationship management and ease of adoption shine in competitive hiring markets (e.g., tech startups, professional services) where engaging passive talent and moving fast are crucial. While Lever can scale up to serve larger companies and has enterprise clients, extremely large or global organizations should evaluate whether Lever meets needs for deep customization and internationalization. Some reviewers note that Lever may not be as scalable or customizable for very large, complex enterprises – for example, it is primarily an English-language platform and may lack some advanced configurability that older enterprise-focused systems have. Overall, ideal candidates for Lever are those who value a modern user experience, built-in CRM capabilities for nurturing candidates, and an ATS that can be deployed with relatively lighter configuration effort – typically mid-market companies or smaller enterprises looking to elevate their recruiting tech without the complexity of a heavy enterprise system.

(The following sections provide a deep-dive evaluation of each platform’s capabilities, features, user experience, and other considerations.)

Deep-Dive Evaluation: iCIMS Talent Cloud

Integration Capabilities

One of iCIMS’s standout strengths is its integration ecosystem. The platform has a well-established Marketplace of integrations and an API framework that allows it to connect with a wide array of third-party systems. iCIMS offers multiple integration approaches: out-of-the-box embedded integrations for common tools, pre-built API connectors developed by partners to iCIMS’s specifications, and the option for custom integrations using fully documented APIs. This means that whether you need to plug in a background check provider, sync with an HRIS like Workday/ADP, or connect to a sourcing tool, iCIMS likely has an available connector or the ability to build one. In fact, iCIMS’s marketplace and partner community have made it easier to “bring your talent applications and workflows together,” offering flexible integration types to match different needs.

Enterprise users often note that iCIMS can be configured to integrate smoothly into complex environments. For example, an iCIMS client in the healthcare industry praised that “iCIMS is configured to integrate and run smoothly with other providers while delivering a consistent experience for our end-users”. This speaks to iCIMS’s ability to act as a hub in the talent tech stack – crucial for larger organizations that might use specialized systems for assessments, video interviewing, etc., alongside the ATS.

It’s worth noting that iCIMS’s platform has grown through acquisitions (e.g., TextRecruit for texting, Jibe for career sites, etc.), and while these additions expanded capabilities, some internal integration challenges have been mentioned. The combination of multiple acquired modules means certain parts of the iCIMS suite, like the CRM (Candidate Experience Manager) or texting tool, might not feel as seamlessly unified as a single built-from-scratch system. However, from an external integration perspective, iCIMS is very robust. Its UNIFi API and developer resources allow custom integrations, and many customers use iCIMS with other enterprise systems successfully. Overall, iCIMS is highly regarded for integrating with HR ecosystems – it provides the “glue” to connect recruiting with core HR, payroll, and other services, which is a key reason it appeals to enterprise IT and HRIS teams.

Core Features & Differentiators

As a true enterprise Talent Acquisition suite, iCIMS offers a broad range of core features and some unique differentiators. At its heart, iCIMS includes a powerful ATS (requisition and candidate management, applicant workflow, etc.), but it also encompasses modules for almost every part of the hiring lifecycle. Key components include:

• Candidate Relationship Management (CRM/CXM): Branded as Candidate Experience Management (CXM), iCIMS’s CRM module helps companies engage talent pipelines. It enables targeted recruitment marketing campaigns, talent pools, and automated outreach to candidates over time. This is a differentiator for iCIMS, as not all ATS platforms have a fully integrated CRM capability; iCIMS’s CXM is designed to go beyond traditional CRM by using AI to identify engaged candidates and run campaigns “on autopilot”. (Note: iCIMS’s CRM was formerly an add-on called iCIMS Connect; it has evolved into the CXM solution with advanced marketing automation).

• Text Messaging and Communication Tools: iCIMS includes Text Recruiting (Text Engagement) tools, stemming from its acquisition of TextRecruit. This allows recruiters to communicate with candidates via SMS and popular messaging apps – all within the platform. Recent updates even integrate WhatsApp and WeChat for global texting, so recruiters can reach candidates on their preferred channels. These messaging capabilities are directly in the workflow (for instance, one can trigger texts to candidates at certain stages), which is a strong differentiator, especially for high-volume hiring and campus/seasonal recruiting. (By contrast, some ATS require third-party texting add-ons; iCIMS offers it natively.)

• AI and Automation: iCIMS has been investing in AI features. In 2025, they introduced a GenAI-powered Digital Assistant (chatbot) to enhance the candidate experience on career sites. This chatbot can converse with candidates, answer FAQs, and even help guide them to jobs, leveraging generative AI to hold context-aware dialogues. Additionally, iCIMS’s AI is used for resume parsing, candidate ranking, and matching (e.g., AI-driven Talent Matching to suggest candidates for open reqs). Workflow automation rules can be configured too – for example, triggering emails or activities when candidates move stages. While iCIMS’s AI features are evolving, user feedback on early AI text generation was mixed (G2 users rated iCIMS’s generative AI text feature 5.9/10 versus Lever’s 8.0, indicating room for improvement). Nonetheless, features like “role fit” scoring and the AI chatbot add modern automation to iCIMS’s feature set.

• Interview Scheduling and Workflow Tools: The platform supports automated interview scheduling (including a new “batch invite” feature to invite multiple candidates at once to self-schedule). This is important for recruiter efficiency – iCIMS added it in 2024 to save users from individually clicking through dozens of candidates, a quality-of-life improvement responding to customer feedback. iCIMS also has an integrated Offer Management module and a full Onboarding module (for managing new hire paperwork, e-signatures, etc.), which many ATS competitors do not include in one platform.

• Internal Mobility & Employee Referrals: A differentiator for iCIMS is its focus on internal talent mobility via the Opportunity Marketplace. This module allows current employees to find and apply to internal job openings and for recruiters to source internal candidates. In 2024, iCIMS even introduced analytics specifically for internal hiring (e.g., internal vs external hire rates, time-to-hire internally). This indicates a mature approach to talent management beyond just external applicants. (Lever does not have a dedicated internal mobility module; it can track internal candidates, but iCIMS provides a more structured solution for this use case.)

• Industry Solutions and Compliance: iCIMS has features or configurations tailored to certain industries. For example, it offers out-of-the-box workflows for high-volume hiring (retail, hospitality) and supports compliance needs like EEO/OFCCP reporting for U.S. federal contractors, GDPR compliance tools for EU (including data deletion and consent capture), and language packs for global use. The platform is offered in many languages (25+ languages for recruiters and even more for candidate-facing parts), which is critical for multinational companies. iCIMS also includes a built-in video interviewing tool (branded as Video Studio) for creating video content or one-way interview questions, and assessment integrations (including its own SkillSurvey for reference checking). These comprehensive features make iCIMS a versatile choice across different industries and geographies.

In summary, iCIMS’s differentiators lie in being an all-in-one talent platform: it has the ATS foundation and layers on CRM, robust communication tools, onboarding, internal mobility, and more. Its marketplace of third-party extensions further adds specialized capabilities as needed. While historically some of its modules (acquired components) weren’t perfectly unified in user experience, iCIMS has been actively refining the platform to deliver a more seamless feel. The breadth of features is a major selling point – for a company that wants a single solution for recruiting that can be configured to do almost anything (at a corporate level), iCIMS is often on the shortlist.

Candidate & Recruiter Experience

When it comes to user experience, iCIMS provides a powerful but somewhat traditional interface. Recruiters and coordinators working in iCIMS have access to rich functionality – there are many menus, options, and configuration settings – but this can also make the interface feel busy or unintuitive for new users. Users often comment that iCIMS’s UI is not as sleek or modern as newer ATS platforms. The design prioritizes function over form; for example, users can create complex boolean searches, custom workflows, and reports, but the steps to do so may involve navigating through several screens or even getting admin support. The learning curve is real: one OutSail review noted that while iCIMS is straightforward in basic usage, it “does not have the sleek, modern interface” of some competitors and that advanced self-service (like building reports or mass emailing) could be challenging without training.

That said, iCIMS has made recent UX improvements. In late 2024 and 2025 updates, iCIMS rolled out a refreshed interface with easier navigation (including a new persistent back button, carousel navigation, etc.) and more self-service tools for recruiters (like the aforementioned scheduling improvements). These updates are aimed at streamlining common tasks and reducing clicks. iCIMS also introduced a Mobile Hiring App for recruiters in prior years, and the 2025 releases enhanced mobile management of career sites (allowing admins to edit their career page layouts in a mobile view). This is important as today’s recruiting workflows often happen on the go.

For candidates, the experience with iCIMS largely depends on how the company configures its career site and application process. iCIMS powers many large employer career portals, and it offers a Candidate Experience suite (including dynamic career site content, a mobile-responsive application process, and the AI chatbot). A notable enhancement is the **iCIMS Apply **(or “Apply Anywhere”) network which allows candidates to apply on job boards like Indeed or LinkedIn without being forced to click out to the corporate site. iCIMS built this to reduce drop-off, and it gives admins control to map those external apply flows into iCIMS. This shows iCIMS’s commitment to improving candidate conversion rates. Additionally, the digital assistant (chatbot) can guide candidates, answer questions, and even help schedule interviews, contributing to a more engaging candidate experience.

One area of feedback is communication and outreach usability. While iCIMS has strong tools (email templates, texting, etc.), some recruiters find sending mass communications or managing email campaigns less intuitive in iCIMS. There may be multiple steps or quirks in how email templates are set up, which can hinder quick outreach. iCIMS is addressing some of this with the CRM/CXM product, but if a recruiting team heavily emphasizes drip campaigns and one-to-one nurturing, they’ll want to ensure they are comfortable with iCIMS’s interface for those tasks or consider additional training.

In terms of performance and reliability, iCIMS is known to be stable and can handle large datasets (millions of candidates). Enterprise users often stick with iCIMS because it can reliably manage their volume without slowing down significantly. Support for recruiter productivity features like one-click posting to multiple job boards, Outlook calendar integration for interview scheduling, and in-app prompts for next steps all contribute positively to the recruiter experience.

Finally, when comparing support and customer service as part of the experience: Some reviews indicate that iCIMS’s support can be hit or miss. For example, users on TrustRadius gave iCIMS support a modest rating (6.0/10) and have noted that Lever’s support was often more responsive. iCIMS does provide dedicated account managers for many customers and has a community portal with documentation. But large enterprise software vendors like iCIMS sometimes have slower support response times or require fee-based consulting for advanced configurations. When planning an iCIMS implementation, having internal admins or an implementation partner is common to ensure the system is tuned to deliver a good experience for end users.

In summary, recruiters and hiring teams using iCIMS get a very feature-rich experience but may sacrifice a bit of ease-of-use. Once configured to an organization’s needs, iCIMS can be efficient (automating many tasks), but casual users or new hiring managers might find the interface less intuitive without guidance. The candidate experience is highly configurable in iCIMS – a well-implemented iCIMS career site can be smooth and engaging, but it’s incumbent on each organization to leverage the tools provided (like mobile optimization, quick apply, chatbot, etc.) to avoid a clunky candidate journey.

Industry Use Cases

iCIMS has a significant presence across many industries, and the platform’s flexibility allows it to adapt to different sector requirements. Here are a few industry-specific notes and use cases where iCIMS tends to shine:

• Retail, Hospitality, and High-Volume Hiring: These industries often deal with large applicant flows, seasonal hiring spikes, and many hourly positions. iCIMS’s capabilities for high-volume hiring (like texting campaigns, automated interview scheduling, and easy apply processes) are very beneficial here. For instance, retailers can use texting (SMS, WhatsApp) to quickly engage hourly workers, and iCIMS supports kiosks or tablet applications for in-store applicants. The system’s ability to handle bulk actions (e.g., inviting dozens of candidates to interviews in one go) saves time for high-volume scenarios. Additionally, iCIMS integrates with background check and assessment tools commonly used in these industries (e.g., personality assessments for retail candidates), streamlining those processes.

• Healthcare: Healthcare organizations value iCIMS for its compliance and specialization. iCIMS can track license/certification expirations, integrates with healthcare HR systems (like Lawson or PeopleSoft used in hospitals), and supports complex approval chains (for example, requisitions needing multiple approvals). The quote from Hackensack Meridian Health (a large hospital system) highlighted iCIMS’s ability to integrate with other providers without glitches – integration with credentialing systems or scheduling systems can be crucial in healthcare. Also, iCIMS’s scheduling tools help coordinate multi-panel interviews or practical assessments that healthcare hiring might require.

• Financial Services and Government Contractors: These organizations have strict compliance requirements (OFCCP, EEO). iCIMS has strong audit trails and reporting to ensure every candidate action is logged – useful for compliance audits. It supports complex requisition approvals and internal mobility which are often needed in large financial institutions. Also, the ability to segregate data by division or region helps multinational banks manage recruiting in different countries within one system while respecting local rules.

• Technology and Professional Services: Tech companies appreciate Lever for its modern approach, but many large tech enterprises also use iCIMS, especially as they scale. iCIMS’s CRM/CXM can be used for proactive sourcing at a large scale – tech firms can nurture passive candidates with automated campaigns. iCIMS also supports integration with LinkedIn Recruiter System Connect (RSC), meaning recruiters can InMail candidates on LinkedIn and have those interactions recorded in iCIMS. Professional services firms (consulting, Big4, etc.) benefit from iCIMS’s flexibility to handle multiple job application workflows (e.g., for campus recruiting vs experienced hires) and integration to onboarding and HR systems for smoothly bringing new hires on board once offers are accepted.

• Manufacturing and Industry: Manufacturing companies often hire both white-collar and blue-collar roles, sometimes across global plants. iCIMS’s multi-language support (including languages like German, Mandarin, Spanish, etc. for candidate portals) helps these companies offer localized career sites. They can also utilize iCIMS’s integration to recruiting agencies or staffing firms (common in manufacturing hiring) by exchanging data or using agency portals.

In marketing materials, iCIMS explicitly calls out solutions “by industry” – for example, it highlights use cases in Retail, Healthcare & Hospitals, Manufacturing, Finance & Insurance on its website. This indicates that iCIMS has go-to-market strategies and possibly pre-configured templates for those segments. For a prospective customer, it means iCIMS is likely familiar with the unique challenges in your industry and can bring best practices from similar clients.

Overall, iCIMS’s industry versatility is a selling point. Its configurability allows it to be tailored: a staffing agency can use it in a very different way than a government entity, for example. The platform’s ability to handle large scale and complex rules makes it especially popular in highly regulated or large-scale hiring environments.

Pricing Model

iCIMS is known to be on the premium end of ATS pricing. It typically sells as an annual SaaS subscription, often priced per employee or per “seat” (recruiter seat licenses), depending on the deal structure. According to industry sources, iCIMS pricing usually ranges around $6–9 per employee per month (PEPM). This means if you have 1,000 employees, an iCIMS Talent Cloud subscription could cost on the order of $72,000 – $108,000 per year (though exact pricing can vary based on modules and negotiations). For larger enterprises, iCIMS might offer volume discounts or enterprise license agreements. The pricing is higher than some mid-market ATS solutions, but customers are paying for the extensive feature set and the ability to scale.

It’s important to note that iCIMS often prices its modules somewhat separately. Historically, core ATS might be one component, and then you could add on CRM (Connect/CXM), onboarding, text recruiting, etc. However, as of 2025 iCIMS has been moving to a “solution-based” pricing model rather than selling individual point products. This likely means bundling features into packages (for example, a Talent Acquisition suite bundle). Existing customers have noted that adding modules (like iCIMS Text Engagement or new AI features) can increase costs, so you’d want to clarify what’s included.

Aside from subscription fees, consider the following in total cost of ownership:

• Implementation Fees: iCIMS has an in-house professional services team and also works with certified partners for implementation. While iCIMS does sometimes offer basic implementation included, complex setups (integrations, data migration from a legacy ATS) often incur services fees. These could be a fixed project fee or time-and-materials if extensive customization is needed.

• Support Levels: The standard support is included, but iCIMS may charge more for premium support or a dedicated support rep, especially for very large clients. Ensure to check if things like a dedicated account manager are included (often for enterprise customers, they are).

• Integration Costs: If you use an out-of-the-box connector from the marketplace, there might be a one-time or annual fee for that connector (either payable to iCIMS or the partner). For custom API integrations, you might need developer resources. The good news is iCIMS’s API is open (they don’t usually charge customers for API access itself, beyond the platform fee), in contrast to some vendors that do. This is a notable difference: for instance, Lever has been reported to charge high fees for API access to its system, whereas iCIMS’s pricing already accounts for integrations and they encourage use of their marketplace.

• Scaling and Multi-year Contracts: Large enterprises typically sign multi-year agreements with iCIMS, which can lock in pricing but also come with annual price escalators. iCIMS’s contract might have a base employee count; if your employee count grows significantly, you may move into a higher pricing bracket or incur additional fees. On the flip side, if you reduce headcount, it’s worth negotiating flexibility in the contract.

In summary, iCIMS is an investment – it might cost more than 1.5x some competitors’ price – but it positions itself as delivering enterprise-grade value for that cost. When calculating ROI, consider that iCIMS could potentially replace several point solutions (since it includes so many features in one). Companies that fully leverage iCIMS’s suite (ATS+CRM+onboarding+analytics) may find it cost-effective compared to buying separate systems for each. But for organizations on a tighter budget or with simpler needs, the cost of iCIMS may be prohibitive. Always obtain a tailored quote, as prices can vary widely based on the number of users, offices, and optional modules. And be sure to factor in the indirect costs of administration and training due to the platform’s complexity.

iCIMS Pricing Summary: Approximately $6–9 PEPM on annual contracts (enterprise-level pricing). Premium features and modules incur higher costs. Aimed at mid-to-large enterprises with budget to invest in a comprehensive talent platform. Total cost of ownership should account for implementation and any add-on services, but the result is a highly capable system that, if utilized fully, can justify the expense by consolidating recruiting technologies.

Deep-Dive Evaluation: Lever Talent Acquisition Suite (Lever TRM)

Integration Capabilities

Lever, being a more modern cloud ATS, has built its reputation on having a flexible and developer-friendly integration approach. The platform provides an open RESTful API and emphasizes ease of integration with other tools in the recruiting tech stack. Lever’s philosophy is to be a system of record for recruiting while playing nicely with surrounding systems (HRIS, sourcing tools, etc.). In practice, Lever offers a robust set of pre-built integrations and a partner ecosystem: as of 2025, Lever advertises 300+ integration partners and 2-way API syncs for data. These include common integrations like background check providers (e.g., Checkr), assessment tools (HackerRank, Wonderlic), HRIS systems (Workday, BambooHR), productivity tools (Slack, Gmail/Outlook), and more. The Lever Partner Integrations portal provides a menu of connectors that can often be enabled with configuration rather than custom code.

One of Lever’s integration differentiators is its native email and calendar integration. Out of the box, Lever can sync with Gmail and Outlook to log communications – for example, any emails to a candidate can be captured in Lever’s timeline, and interviews scheduled in Lever appear on Google or Office 365 calendars automatically. A user highlighted this benefit: “Great integration: keeps a list of Outlook email communication along with LinkedIn and other data sources”. Lever also provides a Chrome extension that integrates with LinkedIn and other sites, allowing recruiters to import candidate profiles directly from a webpage with one click. This tight integration with recruiters’ daily tools (email, browser, LinkedIn) streamlines workflows and is something iCIMS doesn’t do natively (iCIMS relies more on its own interface or third-party plugins).

Lever’s open API means customers and third-party developers can build on it freely, but there is a caveat: Lever charges a fee for advanced API access in some cases. Some mid-sized customers have reported that to fully use Lever’s API (for custom integrations or data exports beyond the basics), they had to purchase a higher tier or pay extra. This is important to clarify with Lever’s sales team – basic integrations through their partner network might be included, but if you plan to heavily use the API for a custom integration (say, integrating with a proprietary in-house system or doing complex data synchronization), check if there are cost implications.

In terms of integration reliability, user feedback has been mostly positive, though not without issues. Given Lever’s frequent updates, integrations are generally well-maintained. There have been anecdotes on TrustRadius like one user mentioning “integrations are spotty and can break without reason”, suggesting that on occasion some connectors (possibly unofficial ones) might require attention. However, these seem to be exceptions; overall, Lever’s customers often praise how easy it is to plug the ATS into their stack. Lever is part of the Employ Inc. family (alongside Jobvite and JazzHR), and this might further expand integration capabilities (for example, sharing marketplace partners across those platforms).

A specific integration highlight in 2025 is Lever’s work with job boards like Indeed. Lever launched an Indeed Apply integration that captures EEO and screening questions when candidates apply via Indeed, and an Indeed Disposition Sync that pushes candidate statuses back to Indeed so candidates see updates on their Indeed account. These types of integrations demonstrate Lever’s commitment to a connected experience, ensuring data flows where it needs to without manual work.

In summary, Lever offers a rich integration ecosystem and modern API that appeals to organizations who want a plug-and-play ATS. It covers most common needs via ready partners (reducing the need for custom builds). Just be mindful of potential costs and plan integration testing when rolling out new connectors. Compared to iCIMS, which has an older but extensive integration framework, Lever’s approach is more lightweight and quick to deploy – one might say iCIMS has breadth of integrations, while Lever focuses on ease of integrations. Both platforms recognize that integration is key; Lever’s advantage is often the simplicity and modern documentation for tech teams hooking into it.

Core Features & Differentiators

Lever markets itself not just as an ATS but as a Talent Relationship Management (TRM) platform, which reflects its combined ATS + CRM capabilities. Here are core features of Lever and what differentiates it in the ATS landscape:

• ATS + CRM in One: Lever was one of the first ATS platforms to natively include candidate CRM functionality. This means in Lever you have a single database for both active applicants and passive leads, and you can nurture those leads over time. The feature set called Lever Nurture allows users to set up email drip campaigns to talent pools and track responses, much like a marketing automation tool for recruiting. This is a key differentiator – whereas iCIMS offers a CRM as a separate module, Lever’s CRM is built-in for all TRM customers. Users can tag candidates, set reminders to follow up, and use bulk email templates to engage silver medalists or sourced candidates easily. Lever’s unified pipeline means recruiters see all interactions (applications, notes, and nurture activities) in one profile, which is great for relationship management.

• Intuitive, Collaborative Design: The user interface and experience are often cited as Lever’s strongest asset. The platform is designed to be intuitive, with a clean layout and straightforward workflows. Recruiters can drag-and-drop candidates between pipeline stages, quickly submit feedback forms, and navigate without feeling overwhelmed. One G2 review calls Lever “the best ATS on the market” highlighting “I love the UI and collaborative approach to Lever’s platform design.” This review described how a complex business with 800+ recruiting users found Lever’s UI and robust functionality to meet their needs. The collaborative nature includes features like @-mentioning colleagues in comments, sharing candidate profiles with hiring managers through a simple link (with controlled access), and real-time updates (e.g., seeing someone else’s feedback as soon as they submit it). For hiring managers and interviewers, Lever provides an easy interface to submit interview feedback without needing heavy training, which increases adoption across teams.

• Automation & Workflow Helpers: Lever has invested in features to automate repetitive tasks and improve efficiency. For instance, it has automatic interview scheduling tools – recruiters can set their calendar availability and let candidates pick a slot, or use one-click scheduling with integrated calendars. It also recently introduced “Talent Fit”, an AI feature that automatically grades and ranks incoming applicants against job requirements. This helps recruiters focus on top-matched candidates quickly, which is especially useful if you get a high volume of applicants. In the spring 2025 release, Lever added an ROI Dashboard in its analytics suite to automatically calculate metrics like time-to-fill, cost-per-hire, and hiring velocity for leadership visibility. These kinds of features reduce manual work to compile data. Additionally, Lever’s workflows support triggers – for example, auto-tagging candidates from certain sources, or sending an automated email to references when a candidate reaches the reference check stage (via integration with reference check tools).

• DEI Tools: As mentioned, Lever has purpose-built diversity, equity, and inclusion features. This includes diversity analytics (tracking diversity metrics at each hiring stage to identify drop-off of underrepresented groups) and tools like the Diversity Tagging or Blind Hiring Mode (Lever allows hiding names or other identifying info in early stages to reduce bias, according to some sources). Lever’s DEI dashboard helps companies monitor their hiring diversity goals. Few ATS platforms in mid-market emphasize this as much, making it a differentiator for organizations with strong DEI commitments.

• Offer Management: Lever covers the offer stage with e-offers that candidates can review and accept electronically. It’s relatively basic – generating an offer letter template and capturing the e-signature. Unlike iCIMS, Lever does not have a full onboarding module beyond the offer letter. This is why OutSail notes “Lever’s onboarding capabilities are minimal, with digital offer letters as the main feature”. Companies that need robust new hire onboarding (forms, I-9, equipment provisioning etc.) will use a separate HRIS or onboarding system alongside Lever.

• Analytics and Insights: Lever provides a reporting suite called Lever Analytics/Visual Insights. Users praise the out-of-the-box dashboards and the ease of use of these reports. In fact, G2 users rated Lever’s reporting capabilities very highly (Lever scored 9.1 in reporting vs iCIMS’s 7.9), citing that Lever provides comprehensive insights. The Visual Insights include dashboards for pipeline metrics, source quality, interview panel feedback scores, etc., presented in an accessible way. In 2025, as mentioned, they added an ROI dashboard for higher-level metrics and a Consolidated “Opportunities” Data Model to make custom report building easier. Lever’s approach to analytics is more plug-and-play compared to iCIMS (which can produce very advanced reports but often needs more user effort).

• Extensions and Platform Updates: Lever is cloud-based with quarterly releases. It continually rolls out improvements (customers in premium support tiers even get previews). For example, beyond what we’ve listed, Lever added an Employee Referral enhancement in 2025 that automates tracking of referral bonuses and expiration of referrals – showing they are addressing customer requests around internal referral programs. Lever’s product trajectory indicates a commitment to keep the software up-to-date with modern recruiting trends (they even launched a built-in texting feature in 2023 to keep up with industry demand for SMS communication).

In summary, Lever’s core differentiators are its ease of use, integrated CRM, and collaborative features. It may not tick every box that a large enterprise ATS does (for instance, it lacks a native onboarding module and might have slightly less depth in some configuration options), but it offers what most recruiting teams need in a very accessible package. Lever stands out in making adoption easy – a new recruiter can get up to speed quickly, and even occasional users (like a hiring manager who logs in to review candidates) find the system approachable. This user-centric design, combined with enough power features like automation and AI matching, is what makes Lever a popular alternative to heavier systems. It’s often described as “built by recruiters, for recruiters” due to its understanding of recruiting workflows.

Candidate & Recruiter Experience

Lever’s user experience is frequently lauded as one of the best in ATS software for both recruiters and hiring managers. For recruiters and coordinators, the interface is modern, clean, and fast. The navigation and search functions are straightforward – for example, a global search bar lets you quickly find candidates or jobs by name, and the candidate profile view provides a clear timeline of all interactions. Recruiters benefit from features like drag-and-drop pipeline management, easy creation of email templates, and one-click actions (like advancing a candidate or sending a questionnaire). This reduces the time spent on administrative clicks. As one user put it, “Lever is super intuitive to use… tracking and processing [candidates is] really straightforward and simple”. New team members can often start using Lever with minimal training, which can’t be said for all enterprise ATS.

A standout aspect is how Lever centralizes communication. Recruiters can email candidates directly from Lever, and if those candidates reply via email, the replies are captured in Lever without the recruiter needing to copy/paste or log it. This tight email integration (with Gmail/Outlook) means recruiters can work out of their normal email client and still have a complete record in the ATS – a very user-friendly approach. The same goes for scheduling: when a recruiter sets up an interview in Lever, the integration with calendars means invites go out seamlessly, interviewers get calendar events, and reminders can be automated.

From the hiring manager perspective, Lever is welcoming and not over-complicated. Hiring managers get guided to do things like provide feedback through simple web forms (Lever’s feedback forms are customizable, so you can have scorecards for interviews that the manager fills out). They can easily see their open roles and candidates in process without being overwhelmed by extraneous data. Many companies choose Lever specifically because they want higher hiring manager engagement – a friendly UI encourages managers to log in, thumb through candidates, and take action, rather than relying on recruiters to do it all. The mobile experience of Lever is via responsive design; there isn’t a separate mobile app for Lever, but the web interface works on mobile browsers decently for quick tasks like reviewing a candidate or giving feedback.

For candidates, Lever provides a solid experience as well. Lever-powered career sites are mobile-optimized and typically have a clean application flow. Candidates can apply with LinkedIn or upload resumes, and because Lever supports custom application questions, employers can gather necessary info without making it too tedious. There is an optional feature for candidates to self-schedule interviews if a recruiter sends them a link (useful for phone screens, etc.). In 2023, Lever added the Candidate Texting feature which allows recruiters to send SMS messages to candidates from within Lever. From the candidate’s perspective, that means they might get timely text reminders or updates, which can improve their experience (faster response times, feeling the company is communicative). It’s not an AI chatbot like iCIMS has, but rather a direct messaging tool – still quite useful for coordination and engagement, especially with hourly or on-the-go candidates.

One area where the Lever candidate experience shines is the personal touch. Because Lever encourages keeping notes and past communications in one thread, recruiters can easily personalize their outreach. And with the CRM functionality, candidates who aren’t a fit now can be kept warm with periodic check-ins or newsletters. This helps create a positive employer brand impression over time, as candidates don’t fall into a “black hole” as easily.

On the flip side, where might the Lever experience be less ideal? For extremely complex workflows, recruiters might find some limitations. For example, Lever’s interface, while simple, might not allow as much on-screen customization (like adding a ton of custom fields or reordering information) as iCIMS would. Some power-user recruiters who love building intricate processes might feel Lever is a bit opinionated in its simplicity. Also, as mentioned, Lever’s support experience has had mixed reviews recently. Earlier, many users raved about Lever’s customer support quality; however, after Lever’s acquisition by Employ, there were reports of turnover in support and customer success teams leading to some decline in service quality. On TrustRadius, a small number of users gave Lever’s support a very low rating (even though the sample size is small). This suggests that while day-to-day usage is great, if you encounter a technical issue or need help, the experience might vary. Lever does offer a knowledge base (as evidenced by their detailed help articles) and maintains a customer community slack/forum where users often share tips.

In terms of performance, Lever’s cloud application is generally quick. It doesn’t have the bloat of older systems, so loading candidate profiles or search results is snappy. The system’s design also prevents you from having to open multiple tabs for multiple candidates; you can often review everyone in one list view by clicking next, which is user-friendly.

Finally, regarding international usage as part of the user experience: One must note that Lever’s interface is English-only (not localized). This can affect recruiter and candidate experience for non-English speakers. If you need hiring managers in France or recruiters in Japan to use the system, they’ll have to use it in English. That is a disadvantage for truly global teams and could impact adoption in non-English-dominant offices. Candidates can still input data in other languages (Unicode text is supported), but the application pages and system emails are in English by default. If a diverse language experience is needed, this could hamper the candidate experience for those regions.

Overall, Lever’s experience is geared toward making the hiring process as pleasant and efficient as possible for all human participants (recruiters, hiring managers, candidates). It simplifies and humanizes the technology part of recruiting, which is a significant reason for its strong reputation in the talent acquisition community.

Industry Use Cases

Lever began its life largely serving tech startups and mid-sized companies, and it remains very popular in those circles. However, it has expanded into various industries and even some larger enterprises. Let’s consider how Lever fits certain industry scenarios:

• Technology & Startups: This is where Lever is often seen as a go-to ATS. High-growth tech companies (especially those in Silicon Valley) have adopted Lever to harness its collaborative and CRM features. In these environments, competition for talent is fierce, so the ability to nurture candidates and provide a great experience is crucial. Lever’s DEI focus also resonates in tech, where diversity hiring is a known challenge and priority. The fact that Lever can scale with a company as it grows (e.g., from 50 to 5,000 employees) means startups don’t necessarily have to switch ATS as they become mid-size. The case study of Samba TV (a tech company) switching to LeverTRM for enterprise needs exemplifies that even as companies grow, Lever can handle more complexity. That said, some extremely large tech firms with very particular processes might eventually gravitate to bigger systems or custom solutions; but many stay with Lever because of its usability.

• Professional Services & Creative Industries: Companies like marketing agencies, consulting firms, or design studios often prefer a user-friendly ATS since their recruiters might not be specialists by trade. Lever’s intuitive design and strong search (talent database) help these firms quickly find past applicants for new roles. The CRM aspect is great for keeping in touch with former interns or previous silver-medalist candidates for future openings, which is a common strategy in these fields.

• Retail/Hospitality (Mid-market Chains): Lever has customers in retail and hospitality, particularly those that are growing and want a modern tool but maybe aren’t at the scale of a Walmart (which would require a massive enterprise system). For example, a regional restaurant chain or a retail brand with a few hundred stores might use Lever to manage hiring across all locations. Lever’s high-volume hiring solution (they have a solution page for it) suggests they have features like bulk resume imports, quick screening, and easy interview scheduling suited for hourly hiring. The addition of SMS texting in Lever was likely driven by needs from these industries to reach candidates who may not check email frequently. However, if a company has to hire tens of thousands of seasonal workers, Lever might feel strained or require integration with a specialized mass hiring tool. It’s best for moderate volume.

• Healthcare and Education: These sectors often have specific needs (healthcare: credential tracking, education: faculty hiring committees). Lever doesn’t specifically cater to these with unique modules, but it can be configured to some extent. Smaller healthcare organizations and ed-tech companies have used Lever, especially if they value ease of use over heavy compliance tracking. But a large hospital system might lean to iCIMS or Taleo for their deep compliance features. Still, healthcare startups or clinics have reportedly used Lever because it’s easier for their staff and integrates with common HR systems.

• International & Multi-Lingual Organizations: As noted, Lever isn’t optimized for multiple languages. Therefore, a truly global company that needs recruiters in, say, Latin America and Europe using the system in local language may not find Lever ideal unless English is accepted as the working language. Some global companies do use Lever as a single English-language system company-wide (often those with a U.S.-centric HQ). Lever does support data compliance like GDPR (it has features to anonymize or delete candidate data on request), so it can be used in Europe from a legal standpoint, but the user experience will be English. There are examples of companies in EMEA and APAC using Lever – for instance, a case study of Autify, a Tokyo-based software company, using LeverTRM to simplify hiring shows that even non-US companies adopt it due to its simplicity. They might trade off the language issue because the platform’s benefits outweigh that for them.

• Recruitment Agencies or RPOs: Lever is generally targeted at in-house corporate recruiting rather than agencies. Some smaller staffing firms have used it because of the CRM component, but large agencies tend to use systems specifically built for agency workflows. Lever doesn’t have built-in contractor timesheets or client billing features that some agency-tailored ATS have.

In summary, Lever fits best in industries and organizations that emphasize a positive candidate experience, close recruiter-hiring manager collaboration, and data-driven recruiting with a personal touch (like maintaining talent pools). Mid-sized companies across tech, retail, finance, and others have successfully used Lever to improve their recruiting outcomes by engaging candidates better and streamlining hiring. Companies with extremely high compliance or localization needs, or extremely high-volume transactional hiring, might find Lever less directly tailored, but many still adopt it and possibly supplement it with a couple of specialized tools (for example, using a separate onboarding system or a local job board integration for certain countries). The versatility of a solid core ATS+CRM with good integration means Lever can be molded to different scenarios up to a point. It’s telling that Lever’s customer base is quite diverse – from startups to large enterprises like Netflix (an early Lever customer) – indicating that industry is not a barrier as long as the company’s recruiting philosophy aligns with what Lever provides.

Pricing Model

Lever’s pricing model is typically subscription-based, aimed at the mid-market segment but creeping into enterprise pricing for larger accounts. Lever does not publicly list prices, but various sources and reviews provide insight into the cost structure. OutSail suggests that Lever’s pricing falls around $6–8 per employee per month (PEPM) for its core offering. This would put it in a similar range or slightly lower than iCIMS on a per-employee basis, making it competitively priced for the capabilities it offers. For example, a 500-employee company might expect an annual Lever cost on the order of $36,000 – $48,000 under that model.

However, Lever’s pricing can depend on what is included:

• Lever TRM vs. Modules: Lever historically had two main products: Lever Hire (the ATS) and Lever Nurture (the CRM add-on), plus Lever Analytics. Nowadays, they often sell LeverTRM as an all-in-one, but it’s worth confirming. If a customer only wants the ATS without the CRM functionalities, there might be a lower tier (though most mid-size buyers opt for the full TRM to get CRM and analytics). In 2024–2025, Lever also introduced add-ons like the Advanced Analytics (Visual Insights) and Talent Intelligence (AI features) which could be tiered offerings.

• User or Employee-Based Pricing: Lever tends to use an employee count or sometimes a recruiter seat count for pricing. Many SaaS ATS for mid-market do per-employee pricing (PEPM) which is straightforward and scales with company size. It appears Lever does the same. They might have minimum contract values, so a very small company might pay a flat minimum rather than purely per employee.

A key point is the mention of additional fees. OutSail’s review noted “Lever charges high fees for API access”. This implies that if you need extensive API usage (for custom integrations or extracting data to a data warehouse, for instance), Lever might require an add-on package or higher subscription tier. It’s a somewhat unusual practice, but not unheard of – some ATS vendors tier their packages such that only enterprise or premium plans allow full API use. If integration is critical for you, you’ll want to negotiate that into the contract or ensure you have the right plan.

Additionally, Employ Inc. (Lever’s parent) might offer bundle deals if you were to buy multiple products, but that’s more relevant to those also considering Jobvite or JazzHR (Lever’s sister products) – for most, Lever will be bought standalone as the ATS.

Other cost considerations:

• Implementation: Lever is known for relatively quick implementation times for an ATS. They have an in-house onboarding team. Often, the implementation fee is either baked into the first-year cost or charged separately as a fixed fee (depending on your contract). Some sources indicate that Lever can sometimes waive or include standard implementation for smaller deals, but enterprise implementations (with data migration, complex configuration) could have a fee. The complexity of migrating data from a previous ATS (especially if coming from a system like iCIMS or Taleo) might increase cost.

• Support Tiers: Lever offers standard support in its subscription, but they also have premium support offerings. For example, they mention “Care, Preferred, Premium” tiers for support in their documentation – higher tiers notify customers of releases earlier, provide faster response SLAs, etc. These might come at an extra cost. Given the notes about support team turnover, some customers might consider paying for a higher support tier to ensure better service.

• Contract Terms: Lever’s contracts are typically annual subscriptions (with multi-year discounts possible). OutSail pegs it in the mid-market cost band, meaning they’re used to dealing with year-to-year SaaS (no perpetual licenses or on-prem costs – Lever is cloud-only). Ensure you understand if the price can increase after the first year; sometimes vendors give a first-year discount and then list a standard price for renewal.

In terms of value, Lever’s mid-range pricing aims to provide a good ROI for growing companies. You get ATS + CRM + decent analytics for that price, which if compared to iCIMS, is often cheaper overall for a mid-size business (given iCIMS might have higher base fees). One review characterizes Lever’s pricing as “cost-effective for candidate engagement and recruiting efficiency” for what it delivers. Of course, if a company doesn’t use the CRM features or the DEI dashboards, one could argue if they are paying for more than they need. That’s why it’s important to match the package to your needs.

Total Cost of Ownership for Lever tends to be straightforward: the subscription covers most functionality. You might spend less on admin overhead because the system is easier to maintain (less need for a dedicated ATS administrator than with a more complex system). If you do need to integrate some niche tool and Lever’s marketplace doesn’t cover it, you might incur some development cost – but again, many common tools are already integrated.

To summarize Lever’s pricing: It is generally mid-market friendly, subscription-based, with a ballpark of $6-8 PEPM (or equivalent pricing model). It can scale upward for larger enterprises, but those evaluating it against enterprise ATS should ensure that any “hidden” costs like API access or premium support are factored in. Compared to iCIMS, many customers will find Lever’s pricing more predictable and possibly lower for similar employee counts, but the decision should hinge on whether Lever’s feature set meets your needs without extensive custom work. Always request a detailed quote and clarify what’s included (CRM, number of users, integrations, etc.) so that you can do an apples-to-apples comparison with competitors.

Feature Comparison Grid

Finally, to provide a side-by-side snapshot, the table below compares iCIMS and Lever on several key features and capabilities commonly considered in ATS selection. This highlights where each platform offers native support or strengths.

Key: “Yes” indicates the feature is available natively; “Partial/Limited” indicates support with notable limitations or via add-on; and lack of mention implies not available or requires third-party solution.

As seen above, both iCIMS and Lever cover core ATS needs, but they differ in focus. iCIMS offers a more all-encompassing platform (with onboarding, deep internal mobility, multi-language support, etc.), aligning with large enterprise requirements. Lever, on the other hand, covers ATS and CRM needs within a clean, modern system but relies on simplicity (offering less in areas like onboarding or internationalization). Evaluating these features against your organization’s priorities will help determine which platform’s strengths map best to your needs.

Sources

1. iCIMS vs Lever comparison – TrustRadius (user review highlights)

2. G2 Crowd – Comparison of Lever vs iCIMS (user ratings on features like reporting, scheduling, integration)

3. TrustRadius – Detailed feature ratings for iCIMS and Lever (reporting, support, etc.)

4. OutSail HR Tech Consulting – iCIMS Reviews – Pricing, Pros/Cons, and User Feedback (analysis of iCIMS strengths, challenges, and pricing)

5. OutSail HR Tech Consulting – Lever Reviews – Pricing, Pros/Cons, and User Feedback (analysis of Lever strengths, challenges, and pricing)

6. iCIMS Official Website – Recruiting software integrations (description of iCIMS integration types and marketplace)

7. Lever Official Website – Lever for Enterprise page (high-level overview of Lever’s enterprise capabilities and G2 testimonials)

8. iCIMS Blog – Summer 2024 Release Highlights (new features like CXM, scheduling, internal mobility analytics)

9. iCIMS Blog – Winter 2025 Release Highlights (UI improvements, GenAI chatbot, Apply flow enhancements)

10. Lever Help Center – Lever language support (note on English-only interface and Unicode support for other languages)

11. iSmartRecruit (ATS directory) – iCIMS Overview (supported languages and global client stats)

12. TrustRadius – Lever user testimonial (Lever fit for smaller teams and note on large-scale suitability)

13. BusinessWire Press Release – Lever Announces Candidate Texting (Lever’s addition of built-in SMS messaging)

14. Lever Help Center – Spring 2025 Release Notes (new Lever features: Talent Fit, ROI dashboard, Indeed integrations, referrals)

15. iCIMS Official Site – Industry Solutions pages (industries served by iCIMS: retail, healthcare, manufacturing, finance)