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 UKG Recruiting (formerly UltiPro) ATS and iCIMS as of 2025. IRD is not compensated by either vendor and makes no claims about the accuracy or completeness of the underlying data. The veracity of these findings rests solely on the AI research, and all content should be interpreted as directional, not authoritative.

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 UKG Recruiting (formerly UltiPro) ATS as a potential replacement for iCIMS.

Sourcing & CRM

iCIMS Talent Cloud includes a dedicated Candidate Relationship Management (CRM) module for sourcing and nurturing talent pools, along with integrated texting (iCIMS TextRecruit) and candidate engagement tools. These allow recruiters to build pipelines, run email campaigns, text candidates, and host events directly within iCIMS. By contrast, UKG Pro Recruiting does not provide a native CRM or text-messaging solution – customers must integrate third-party tools for talent marketing, SMS, or AI chatbots. iCIMS users moving to UKG would lose out-of-the-box capabilities for managing passive candidates and automated outreach. For example, iCIMS’s drag-and-drop email campaign builder and event management features enable targeted talent nurturing (e.g. campus recruiting events, silver medalist re-engagement), whereas UKG offers only basic “candidate pools” without campaign workflows. This gap means fewer proactive sourcing options in UKG unless extra modules are added. iCIMS’s TextRecruit integration also provides two-way texting and chatbot screening natively, which UKG lacks without a partner add-on. In high-volume or hourly hiring (retail, hospitality, etc.), the absence of built-in text recruiting and “join our talent community” features in UKG could hamper candidate engagement speed. Additionally, iCIMS recently introduced AI-powered candidate matching and outreach (e.g. iCIMS “Talent Logic” and Digital Assistant), giving recruiters suggestions and automations across their talent pipeline. UKG’s current AI capabilities for sourcing are nascent – UKG offers a “Candidate Match” predictor to recommend applicants for a given job, but more advanced automation (like personalized email/SMS nurture sequences or AI chatbots) rely on external solutions. This difference in sourcing toolsets is a major consideration for iCIMS users who heavily leverage CRM functionality.

Key Due Diligence Questions – Sourcing & CRM:

• Does UKG Pro Recruiting have any built-in talent community portal or CRM features for cultivating passive candidates? If not, what third-party CRM integrations are certified, and at what cost/complexity?
• How are email campaigns, talent newsletters, or event invitations handled in UKG’s ATS – can recruiters execute these natively, or would marketing outreach require an external platform?
• What options exist in UKG for text messaging candidates (e.g. interview reminders or bulk outreach)? Is there an official texting partner (such as Emissary or Grayscale) and how seamless is that integration?
• Can UKG support “talent pools” or pipelines similar to iCIMS Connect? Specifically, ask how recruiters search, tag, and rediscover past applicants in UKG. (Note: iCIMS users praise its ability to revisit and search old applicants easily, whereas UKG’s search functionality has been criticized as limited.)
• For organizations with specialized sourcing needs (e.g. campus recruiting, executive search, diversity sourcing), what built-in tools or partner solutions on UKG’s roadmap will address these needs so as not to regress from iCIMS’s capabilities?

Job Distribution

Both iCIMS and UKG offer job posting distribution, but the breadth and automation differ. iCIMS integrates with numerous job boards and aggregators (often via partners like eQuest or direct integrations) to allow one-click multi-posting of jobs across platforms. It also supports social media distribution and employee referral portals natively or through its ecosystem. UKG Pro Recruiting can post jobs to multiple boards as well, but largely through marketplace partners or add-ons rather than an in-built network. For example, UKG relies on integrations with providers like eQuest and Appcast to reach “3,000+ job boards,” which may involve additional fees or setup. An iCIMS client switching to UKG should verify if any automatic job feed integrations they use (LinkedIn Limited Listings, Indeed, Glassdoor, state workforce sites for compliance, etc.) will carry over. UKG does have “seamless integration with LinkedIn” advertised, and it supports social sharing (candidates can share opportunities via Twitter/Facebook) as part of the candidate experience. However, advanced programmatic advertising or AI-based job promotion that iCIMS might enable via integrations (e.g. job slot optimization through programmatic partners) would similarly require UKG marketplace solutions. Essentially, UKG’s core posting workflow covers the basics (LinkedIn, major boards via feed, manual posting) but may not match the breadth of iCIMS’ distribution options without augmentation. This could impact time-to-fill if jobs get less exposure by default.

Industry-specific distribution needs are another angle: For instance, federal contractors using iCIMS often rely on an integration to automatically send job postings to state career sites or veteran job boards for OFCCP compliance. An iCIMS user should confirm if UKG offers an equivalent automated compliance posting service or if it must be done via a third party. Similarly, if the organization leverages niche boards (healthcare boards, education job sites, etc.), it’s key to ensure UKG can connect to those either natively or via its API.

Key Due Diligence Questions – Job Distribution:

• Which job boards and aggregators are directly integrated with UKG Pro Recruiting? (Confirm coverage of major free boards like Indeed/Glassdoor, LinkedIn, plus any industry-specific boards your company relies on.)
• Does UKG support programmatic job advertising or “performance-based” posting (through Appcast, etc.) and is this included or an add-on?
• How are social postings and employee referrals handled? (E.g., can UKG automatically push new jobs to LinkedIn or allow one-click employee referral sharing as iCIMS does?)
• Ask about compliance job posting: If you’re a federal contractor, can UKG automatically send job listings to state employment agencies and diversity sites to meet OFCCP requirements, or will that process change from how iCIMS manages it?
• What roadmap improvements are coming in 2025 for UKG’s job distribution? (For example, any plans for built-in programmatic advertising or expanded one-click posting partnerships beyond current offerings.)

Interview Scheduling

iCIMS provides robust interview scheduling tools – including calendar integrations (Outlook/Office 365 and Google), the ability for candidates to self-schedule in some cases, and automated reminders through email or text. In iCIMS, recruiters can define interview slots or “appointment blocks” and allow candidates to pick a time, significantly reducing back-and-forth scheduling. This is often augmented by TextRecruit’s calendar integration for SMS-based scheduling. UKG’s scheduling capabilities are somewhat more basic out-of-the-box, though they cover standard needs. UKG Pro Recruiting lets recruiters add multiple interviewers to an interview, view interviewer availability via calendar sync, and send calendar invites to candidates from within the ATS. It supports integration with Google Calendar, Microsoft Exchange, and Outlook for real-time availability and posting events. Thus, core interview scheduling – coordinating times and sending invites – is possible in UKG.

However, UKG does not currently include a self-service scheduling portal for candidates by default. This means features like self-schedule links or automated interview bots (which iCIMS can offer through TextRecruit or partners like GoodTime) would not be present unless a third-party tool is integrated. An iCIMS user who relies on candidates picking their own interview slots or on AI to schedule interviews might find UKG’s native scheduling slower. Additionally, any texting of interview details or reminders in UKG would require a texting integration (whereas iCIMS could text details natively). On the positive side, UKG’s UI does display interview schedules on the candidate’s profile for easy tracking, similar to iCIMS. Both systems offer calendar sync, but recruiters report that UKG’s integration may require careful setup and lacks some nuance (for example, ensuring time zones align, or scheduling across multiple interviewer calendars might not be as smooth without an add-on). It’s worth noting that some UKG customers extend scheduling via partners – e.g., Phenom’s integration can automate interview scheduling on top of UKG – which implies the native experience might not be fully automated.

Key Due Diligence Questions – Interview Scheduling:

• Can UKG automatically propose interview times to candidates or allow self-scheduling? If not natively, what partner solutions (e.g., Kronos/UKG “People Assist” or third-party scheduling apps) are available and how do they integrate?
• How does UKG handle multiple interviewer scheduling (panel interviews or back-to-back rounds)? Is interviewer availability visible in real-time and can the system suggest optimal time slots?
• Ask if UKG’s calendar integration supports two-way sync and updates. For instance, if an interviewer declines a meeting or a candidate reschedules, does UKG update everyone automatically as iCIMS would via Outlook integration?
• Are there any limitations reported by users around scheduling in UKG – e.g., difficulties with time zones, lack of buffer times, or no-show tracking? (This can surface subtle gaps that iCIMS might handle via configuration.)
• If your recruiters heavily use text or WhatsApp for scheduling (common in high-volume hiring), how can UKG accommodate that? (This ties back to texting capabilities: e.g., would a recruiter need to manually text outside the system or use a tool like Paradox to integrate a chatbot scheduler?)

Offer Management

iCIMS has a well-developed Offer Management module that enables creating offer letter templates, configurable approval workflows, and e-signature integration (often through DocuSign or Adobe Sign) so candidates can accept offers online. It tracks offer status (draft -> extended -> accepted/declined) and captures reasons for rejection or comments, providing robust analytics on offer acceptance rates. When moving to UKG, an iCIMS customer should examine what might be lost or different in the offer stage. UKG Pro Recruiting does include basic offer functionality: you can generate offer letters from templates and, according to UKG’s product info, “instantly generate offer letters within Pro Recruiting, and enable candidates to accept via electronic signature”. This suggests UKG has an integrated e-signature capability for offers (likely using the platform’s native document signing or a tightly embedded partner). In practice, some UKG clients have noted challenges – for example, one user mentioned needing to send offer letters through DocuSign separately because their UKG system didn’t integrate with it. It’s possible that e-sign is available but was not implemented in that scenario or requires an add-on. Thus, clarity is needed on whether UKG provides out-of-the-box e-signature for offers or if it requires a separate license/service.

Beyond signing, consider offer approvals and complexity: iCIMS allows multi-step approvals (e.g. hiring manager, HR, compensation analyst sequential approvals) with tracking. UKG’s flexibility here should be verified – it likely can route offers for approval within the system, but are those workflows easily configurable by admins? Also, iCIMS can merge fields (like salary, start date, etc.) into templated PDF or Word offers; UKG presumably has similar mail-merge capability given it’s a unified HCM (the data is within UKG Core). One functional gap might be in exploding offers or complex contingencies: for instance, if your organization does automated offer expiration or handles counter-offers within the ATS, can UKG support that? UKG’s documentation doesn’t highlight advanced offer features such as multiple version tracking or competitive offer analysis, so assume it covers the basics but not much beyond.

Anecdotally, some recruiters have raised concerns about UKG’s offer process speed and support. For example, there was an instance where a recruiter could not send an offer letter on a Friday because the system/vendor support was unavailable off-hours – while that might be an extreme case, it underscores potential downtime or support dependence issues that were not present with iCIMS (where the user has full control to send offers anytime). It’s crucial to ensure that UKG’s offer module is fully self-service after implementation (no reliance on vendor to enable templates or make changes during critical periods).

Key Due Diligence Questions – Offer Management:

• What is the offer letter template management like in UKG? Can we create and edit our own templates easily, and does it support dynamic fields (e.g., auto-populating compensation, job title, etc.) similar to iCIMS?
• Confirm the process for electronic signatures: is there a built-in e-sign for candidates to accept offers in the UKG portal, and does it require any third-party subscription? (Ask for clarity on any limitations, such as candidates needing to create a login to sign, or whether mobile signing is supported out-of-box.)
• How does UKG handle offer approvals and complex workflows? For example, can we configure multiple approval paths based on role or salary thresholds, and are approvers notified via email similar to iCIMS?
• Ask if UKG’s reporting can easily show offer metrics – like time to accept, offer acceptance rate, reasons for declines – and whether those are standard reports or custom builds.
• If our organization uses contingent offers or offer contingencies (background check clearance, etc.), can UKG track those statuses? And does the candidate’s core HR record get created only upon acceptance (to avoid “pre-hire” data issues)? Understanding the integration between UKG Recruiting and UKG Onboarding for accepted offers will be key here.

Workflow Customization

One of iCIMS’s strengths is its highly configurable workflow. Users can tailor hiring stages, create custom recruiting workflows per job family or location, add custom fields/forms at different stages, and set up automated actions (like emails or tasks) triggered by status changes. iCIMS also allows complex permission controls (e.g., who can view or move candidates in certain steps) which many large organizations rely on. When evaluating UKG, it’s important to gauge how much of this workflow flexibility carries over and where UKG might be more rigid.

UKG Pro Recruiting does support some configuration: it allows multiple internal and external career sites, and you can “configure recruiting processes by job type, location, etc.” according to product info. This implies you can have different requisition templates or workflows for, say, hourly vs. salaried roles (similar to iCIMS’ workflow groups). UKG also lets you define screening questions per job and knockout criteria. Custom fields can be added in UKG as well – one user mentioned they could add fields and that overall the system “can be customized in terms of workflows, fields” and that they’ve always been able to get the info needed via reports. So, the basic configurability is there.

The gaps may lie in depth and ease of customization. iCIMS provides an admin console where many aspects can be modified without IT intervention; however, its depth can make it complex (some iCIMS users note it “hasn’t kept pace with tech but is very customizable”). UKG, on the other hand, might require more assistance to do heavy config. Indeed, several UKG clients report needing technical resources for certain changes – for instance, one Reddit discussion noted having a half-time IT analyst dedicated to UKG configuration due to its complexity and the vendor’s limited support post-implementation. This suggests that while UKG is customizable, it may not be as admin-friendly for making iterative tweaks as iCIMS.

Another consideration: automation and extensibility. iCIMS allows setting up some automated emails or integrations triggered by status changes (e.g., send rejection email when candidate is dispositioned, or trigger background check when moved to “Offer” stage via its workflow integrations). It also has an API and webhooks that third-party developers use. UKG has an API as well, but out-of-the-box automation (like auto-emails or auto-disposition rules) may be less extensive. UKG’s roadmap emphasizes integration of AI (e.g., “UKG Bryte” AI platform) which could eventually add more dynamic workflow steps, but as of 2025 those are mostly conceptual or in pilot. For now, an iCIMS user might find UKG’s recruiting workflow sufficient for standard processes but less malleable for unique scenarios. For example, if your process involves complex branching (different steps if internal candidate vs. external, or skip certain interviews for certain roles), check if UKG can accommodate that logic.

Key Due Diligence Questions – Workflow Customization:

• Can UKG match our current hiring stages one-for-one? (List your iCIMS stages and ask if each can be reflected in UKG, and whether labels are editable. Ensure statuses like “Hiring Manager Review” or “Executive Interview” aren’t constrained by UKG’s system.)
• How are different workflows by role or location configured in UKG? For instance, if we have a separate process for union roles vs. corporate roles, will UKG support multiple templates or require workarounds?
• Ask about adding custom fields or forms: Is it possible to capture the same data we collect in iCIMS (such as candidate questionnaire responses, license numbers, source details) in UKG Recruiting? Any known limits on number of custom fields or any fields that can’t be added to offers, etc.?
• What level of automation can be configured without coding in UKG? (E.g., auto-trigger an email to a candidate who hasn’t responded in 5 days, or automatically advance a candidate to Background Check stage when they accept an offer.) Identify if any manual steps in UKG will replace automated ones in iCIMS.
• For unique scenarios like internal mobility hiring or re-hiring former employees, how flexible is the workflow? (One user comment mentioned UKG had quirks with rehires – e.g., not allowing certain steps and requiring manual data transfers – this is a warning to investigate how UKG handles non-standard hiring cases that iCIMS might have supported via configuration.)

Compliance & Reporting

Compliance: iCIMS is often favored by large employers and federal contractors for its robust compliance features in recruiting. It can capture EEOC self-ID data, disability and veteran status forms, track disposition reasons for each candidate (critical for OFCCP audits), and generate the required compliance reports (hiring logs, adverse impact analysis, etc.) with relative ease. iCIMS also supports GDPR compliance by offering consent management and data retention rules (e.g., auto-deletion of candidate data after X months if not hired). When moving to UKG, it’s vital to ensure none of these compliance capabilities are lost.

UKG Pro Recruiting, being part of an HCM suite, does include compliance tracking as well. Basic features like EEO/OFCCP data collection are present – UKG allows configuring questions for race, gender, veteran, disability at application, and it can produce reports to ensure nondiscrimination law compliance. One advantage UKG might have is tight integration with the HR side: once a candidate is hired, that EEO data flows into the core HR system for ongoing reporting. That said, we have to scrutinize reporting and auditing tools. UKG uses Cognos-based Business Intelligence for reporting, which is powerful but may require expertise to create custom compliance reports (one user noted BI is powerful “but not terribly intuitive unless you have a decent grasp of programming joins/queries”). iCIMS, conversely, offers out-of-the-box compliance reports and a simpler interface for recruitment metrics.

A key area is audit trail and data retention. Does UKG’s ATS maintain a detailed audit log of all candidate actions and changes (for legal defensibility)? iCIMS provides audit trails on candidate records and system changes. UKG should be queried on how it handles audit logs in Recruiting – especially since the platform is unified, is there a way to isolate recruiting-specific audits? Additionally, confirm if UKG has GDPR tools for candidates to self-service delete data or if recruiters can anonymize candidate data on request (features iCIMS added for European compliance).

For industry-specific compliance:

• Healthcare: If hiring in healthcare, credentials and license expiration tracking may be important. iCIMS might integrate with credential management systems or at least allow storing license info. UKG’s recruiting module might rely on the Core HR license tracking after hire, so ensure there’s no gap pre-hire in verifying licenses or certifications.
• Public Sector: Public sector or government contractors might need strict adherence to rules (like using USAJOBS or tracking competitive vs non-competitive hiring processes). iCIMS has customers in these areas and often provides configurable fields for eligibility, clearance level, etc. UKG’s flexibility to add those fields and report on them must be confirmed.
• Union or Civil Service compliance: Does UKG support rule of three, seniority ordering, or other specialized hiring rules if applicable? These might not be standard, but worth asking if relevant.

Reporting: In terms of general reporting, iCIMS offers both standard recruiting dashboards (time-to-fill, pipeline metrics, source performance) and an ad-hoc reporting tool that is user-friendly for recruiters/HR (drag-and-drop in newer versions). UKG’s reporting will cover similar metrics but might require more involvement from an analyst to design custom reports. Some users have praised UKG’s real-time analytics embedded in the system, and since UKG can combine data across modules (recruiting, onboarding, HR, payroll), it could deliver holistic insights (like cost-per-hire that includes actual payroll data). The trade-off is usability: iCIMS is purpose-built for recruiter reporting, whereas UKG’s reports engine is shared with HRIS reporting which can be complex. One reviewer on Gartner Peer Insights summarized it as “Great HR/payroll system but lacking overall flexibility and functionality in the ATS”, hinting that reporting and analytics in recruiting may be one such area of inflexibility unless carefully configured.

Key Due Diligence Questions – Compliance & Reporting:

• Does UKG provide standard compliance reports out-of-the-box (e.g., an “Applicant Flow Log” for OFCCP, diversity metrics at each hiring stage, etc.) similar to iCIMS? If not, who is responsible for building those – will UKG assist or is it on our reporting team?
• How are EEO, veteran, disability disclosures managed in UKG’s application flow? Verify that candidates can self-identify and that the data can be pulled into a report by requisition, by hire, etc., for annual reporting.
• Ask how audit logs are accessed in UKG. For instance, if a candidate is deleted or a hiring manager changes a status, can you see who did it and when (and is this reportable if auditors ask)?
• Confirm the process for GDPR or data privacy compliance: Can candidates request deletion and can we fulfill that within UKG easily? Does UKG allow setting data retention rules (auto-purge of older candidate data) as iCIMS does?
• In terms of reporting ease: If end-users (recruiters) want to run simple reports (like “show me all open reqs and number of candidates in each stage”), can they do that without IT support? Have your team ask for a demo of building a custom report or dashboard, and compare that effort to what they do in iCIMS.
• For any industry-specific regulations your recruiting must follow (e.g., healthcare credentialing, teacher certification checks, FINRA background attestations), ask if UKG has built-in fields or workflows to capture those pre-hire, or will it require customization.

Talent Pools / Talent Communities

This category overlaps with Sourcing & CRM, but focuses on maintaining and engaging a database of warm candidates (not tied to an open job). In iCIMS, the Connect (CRM) module allows creating talent pools (e.g., “Software Engineers in NYC” or “Seasonal Retail Talent Community”) and candidates can join these communities via a front-end form. Recruiters then nurture these pools with content. iCIMS also lets you tag candidates with attributes and search community members easily. When moving to UKG, a significant loss is the absence of an integrated talent community portal. UKG’s career site for candidates primarily supports job applications, not general talent network sign-ups (unless a company uses a third-party career site like Phenom that provides that functionality on top of UKG).

UKG Pro Recruiting does allow creating “candidate pools” internally for recruiters – you can manually group candidates (UKG docs mention the ability to “create multiple candidate pools” and “rank candidates”). This suggests a basic segmentation feature, but it’s likely not as feature-rich as iCIMS’s CRM. For instance, UKG candidate pools probably don’t have dedicated landing pages for self-registration or separate communication workflows; they are more like folders or saved lists of candidates. As a result, an iCIMS user who is accustomed to running campaigns to a talent community or automatically piping in leads from events might need to invest in an add-on with UKG (such as Phenom People or SmashFly if it were still separate, etc.) to regain that functionality.

Loss of TextRecruit integration also impacts talent community engagement – iCIMS could use TextRecruit to periodically text a pool of candidates about new opportunities or hiring events. UKG would require an integrated texting solution to do the same, and maintaining talent communities without a communication tool is difficult.

Additionally, job alerts: iCIMS allows candidates to sign up for job alerts (notifications when new jobs match their interests). UKG on its own has limited job alert capabilities; it may let applicants register for alerts during the apply process, but we should confirm. Often, companies using UKG rely on their career site overlay (e.g., Phenom) to handle job alerts and talent community sign-ups.

From an extensibility perspective, iCIMS’s ecosystem might offer specialized talent community tools (like AI sourcing tools, CRM analytics) that plug in readily. UKG’s marketplace does list some CRM-oriented partners (Jobvite’s CRM, Phenom CRM, etc.), which indicates UKG knows this is a gap and fills it via partners. Keep in mind that adding a third-party CRM means additional cost and complexity, and possibly a less seamless experience (data sync considerations, etc.).

Key Due Diligence Questions – Talent Pools/Communities:

• How can candidates join a talent network in the UKG environment? Is there a mechanism for a candidate to drop a resume or contact info without applying, and can we search those people later?
• Does UKG support sending bulk communications (emails or texts) to groups of candidates not tied to a req? If not, what add-on tools are recommended?
• For our existing iCIMS talent pools (if you have thousands of prospects), ask how that data could be migrated or leveraged in UKG. Will those candidates need to reapply to something, or can they be imported as prospects in UKG (and if so, where do they live in the system)?
• Are job alert emails to candidates available in UKG Pro Recruiting? If a candidate wants notifications of new jobs in their field, how does UKG handle that subscription and messaging?
• If your organization hosts recruiting events or career fairs, can UKG assist in capturing and engaging those leads? (iCIMS’s CRM has an events module; if UKG doesn’t, you might need a third-party event capture solution. Ask if UKG’s roadmap includes anything for event management or campus recruiting.)

Implementation

Implementing a new ATS is always complex, but the experiences can differ greatly. iCIMS implementations are typically managed either by iCIMS or certified partners, and because iCIMS is ATS-focused, the implementation team usually has deep recruiting knowledge. Many iCIMS users report a smooth deployment for the ATS itself (though integrations and customizations can take time). UKG’s implementation, as part of a full HCM suite, can be more challenging and resource-intensive for a recruiting team. In fact, a common theme from UKG customers is that you should have strong internal technical support during and after the implementation. UKG might assign general consultants who handle Core HR, Payroll, and Recruiting together, and if they lack recruiting-specific expertise, certain features could be mis-configured or underutilized. One Reddit reviewer recounted that their UKG ATS was purchased and implemented without experienced recruiters in the process, leading to a lot of missing functionality and regret. This highlights the importance of involving seasoned TA professionals in the project and perhaps even engaging an external consultant who specializes in UKG Recruiting.

For an iCIMS customer, data migration is a key implementation aspect. You’ll want to migrate candidate records, requisition histories, and talent pools from iCIMS to UKG. UKG has APIs and tools for data import, but probe the effort required. In previous transitions, companies sometimes keep the old ATS read-only for historical data because migrating everything (especially old candidates who aren’t active) can be costly. Understanding UKG’s capability to import not just basic fields but also attachments (resumes, offer letters), notes, and activity logs is crucial if you don’t want to lose historical context.

Another consideration is time to implement and “go-live” support. iCIMS implementations for just the ATS might take a few months. UKG, if you’re implementing multiple modules (Recruiting, Onboarding, Core HR), often is a multi-phase project extending to 6+ months. Ensure UKG provides a realistic timeline specific to the recruiting module. Also, UKG’s support model post-implementation has been criticized – users have cited getting different answers from different support reps and slow response times. During implementation you might have a dedicated team, but afterward, support might go to a ticket model. This means your in-house team must be prepared to handle a lot more “care and feeding” of the system than they might have with iCIMS. Indeed, one user stated: “They barely get it functioning for you and then ignore all calls… we’ve had 6 different reps this year because everyone keeps leaving. It’s a beast.”. While harsh, it underscores potential pitfalls in the implementation and support process.

Key Due Diligence Questions – Implementation:

• What is the expected implementation timeline for UKG Recruiting for an organization of our size, and what are the key milestones? (Have UKG outline the steps: design, configuration, data migration, testing, training, etc., and who is responsible for each.)
• Who from the UKG side will handle our project – do we get a dedicated recruiting module expert? Ensure that the people configuring requisition workflows and career sites know recruiting best practices (ask for their background or certifications).
• Ask UKG about data migration: which data can be brought over from iCIMS? Specifically, confirm if they can import resumes, candidate profiles, requisition status history, and attachments. If not all data will be migrated, plan for how recruiters will access old information when needed.
• How does UKG support customers immediately after go-live (is there a hyper-care period with quicker support)? Given the reports of support challenges, it’s fair to ask how they are improving support for the recruiting module.
• Inquire if any UKG implementation accelerators or templates exist for customers coming from standalone ATS like iCIMS. For example, do they have best practice configurations for recruiting that they can show, so you don’t start from scratch?
• Finally, consider doing reference checks: ask UKG to connect you with a similar-sized client who implemented UKG Pro Recruiting in the last year, ideally one who migrated from iCIMS. Speaking to them can provide candid insight on the implementation hurdles and how they overcame them.

Integrations

iCIMS Talent Cloud is known for its large integration marketplace – everything from background check providers, assessment tests, HRIS connections, to point solutions like video interviewing or scheduling tools. As an iCIMS customer, you likely have a set of integrations feeding into or out of your ATS (e.g., HRIS integration to send hires, Single Sign-On, recruiting marketing tools, etc.). Moving to UKG will change the integration landscape. The biggest difference is that if you adopt UKG as a full-suite (Core HR + Recruiting + Onboarding), some integrations disappear (for example, iCIMS-to-HRIS integration is replaced by native module linkage). But other third-party tools you still use – like a coding test platform or a reference check service – will need to integrate with UKG.

UKG has its own Marketplace and integration APIs. Many popular vendors have built UKG connectors (we saw evidence of background check vendors like PeopleG2, assessment vendors like Criteria (which mentions video interviews), etc.). However, the breadth of pre-built integrations may be smaller than iCIMS. For instance, iCIMS might offer 300+ integrations in its marketplace, whereas UKG’s marketplace has fewer in the talent acquisition category. If your recruiting process relies on a niche vendor (say a specialized assessment for healthcare or a chatbot), verify its compatibility with UKG. We noticed UKG Marketplace listings for Greenhouse and Jobvite integrations – meaning some customers actually integrate other ATS/CRM tools with UKG, possibly to compensate for UKG’s recruiting gaps. This is telling: UKG is open to data exchange with competitors to satisfy clients’ needs.

One integration that will likely go away (because it becomes internal) is the onboarding/New Hire integration. In iCIMS, you may send new hire data to an HRIS or onboarding system. If you use UKG Pro Onboarding, that handoff is built-in (one less point of failure). But double-check: if you plan to keep any external systems (for example, if you decide to keep iCIMS Onboarding or another onboarding tool while using UKG ATS, which some do via UKG’s API), ensure UKG can support that integration scenario.

Another point: third-party ecosystem innovation. iCIMS’s open ecosystem means many HR tech startups ensure their product works with iCIMS first (due to its large client base in ATS). UKG being more of an HCM might not always be the first priority for specialized TA tool integrations. Over time this could mean fewer cutting-edge plugins readily available. You might find yourself waiting for UKG certifications of new tools or having to build custom integrations if you want to use a new technology in recruiting.

Security and method of integration also matter: iCIMS integrations often use secure file transfer or API calls (with iCIMS offering an integration platform service). UKG’s integration can be API-based (they have a robust API framework) but the process to set up might involve UKG’s services team or a certified partner (potentially at extra cost). Clarify if integrations you consider “part of the package” with iCIMS (like a background check feed) will incur services fees to set up in UKG.

Key Due Diligence Questions – Integrations:

• Make a list of all systems currently connected to iCIMS (HRIS, background screening, assessments, sourcing tools, etc.) and ask UKG for each: Is there a pre-built integration available? Who provides/maintains it (UKG or the third-party)?
• For any integration that doesn’t have a standard connector, what are the options? (For example, does UKG support flat file integrations or an API toolkit that your IT can use? And will UKG assist in building those?)
• If you use a recruitment marketing platform (like a Phenom career site or SmashFly CRM), ask how it will integrate. The Phenom example is straightforward: Phenom has certified integrations that improve UKG’s capabilities. But if you were to consider another vendor, ensure it can sync with UKG ATS for real-time job and applicant data.
• Ask about webhooks or real-time triggers from UKG. iCIMS can send webhooks on certain events; can UKG do the same to update other systems instantly (for example, notify your onboarding system when a candidate status changes to “hired”)?
• How are Single Sign-On (SSO) and user provisioning handled in UKG for the recruiting module? (This is an integration with your identity management – iCIMS admins might be familiar with setting up SSO for recruiters; check that UKG supports your SSO method so recruiters have a seamless login.)
• Finally, inquire if staying on iCIMS for certain modules is an option. Some organizations choose to keep iCIMS CRM or iCIMS Talent Acquisition and just integrate with UKG for HR. If you wanted a “hybrid” approach (though not the intent of this question, it could come up), ask UKG how their integration with iCIMS works and what functionality you’d gain or lose with such a setup.

Recruiter Experience

Perhaps the most subjective category, “recruiter experience” covers the day-to-day usability, interface, and efficiency of the system for recruiters and sourcers. Many iCIMS users have a love/hate relationship with it – they appreciate its power but sometimes lament the clunky UI or slow performance if not tuned. iCIMS has improved its UI in recent releases (introducing a more modern interface and workflows), but some still find it “bulky”. That said, recruiters who have used both systems often prefer iCIMS over UKG when it comes to pure recruiting needs. Comments on public forums illustrate this: “As a recruiter, I hate the [UKG] ATS. Search within your ATS is trash, you need something on top like Lever or Gem to make it usable.”. In another discussion, an experienced recruiter implored: “do not, do not, do not get [UKG] if you intend to use the ATS… it’s the worst ATS I’ve used and basically does nothing we need.”. These strong opinions come from the perception that UKG’s recruiter interface was an afterthought (the phrase “UKG… threw together an ATS as an afterthought” was used).

Specific pain points mentioned include: limited search/filter capabilities, cumbersome navigation, and lack of certain recruiter-centric features. For example, iCIMS allows very granular searches (by keyword, by custom field, within talent pools, etc.) and has an advanced search builder. If recruiters frequently sourced their own database in iCIMS, they might find UKG’s search too basic. Indeed, a user compared that Workday’s ATS had “zero searchable capabilities” and said iCIMS was much better in that regard – and UKG’s search is generally not seen as stronger than Workday’s. On the flipside, some HR users have said UKG is “user friendly” for basic tasks and managers. The difference could be that hiring managers and HR generalists might prefer UKG’s unified feel (one system for everything, fewer logins), whereas recruiters who live in the system all day feel constrained by UKG’s limited TA focus.

Another factor: User Interface and Navigation. iCIMS gives a lot of configurability in dashboards and quick access menus. UKG’s UI has improved over time (it’s web-based, mobile-responsive for candidates, etc.), but it might require more clicks for some actions. Recruiters used to iCIMS might miss certain conveniences – e.g., in iCIMS you can open multiple candidate profiles in tabs easily, or mass update statuses with a few clicks. It’s worth asking UKG to demonstrate typical recruiter workflows: posting a job, screening candidates, sending emails, scheduling interviews, extending offer – and have your recruiters judge the number of steps and intuitiveness.

Speed and performance is also part of experience. TrustRadius ratings indicate iCIMS and UKG might have similar performance scores, but anecdotal feedback suggests UKG’s reporting or certain pages could be slow unless optimized. Ensure UKG can meet your usage volumes (number of concurrent recruiters, candidates, etc.) without lag.

Lastly, consider the mobile experience for recruiters. iCIMS has mobile-friendly hiring manager portals and some recruiter mobile capability, but is mostly desktop-oriented for power users. UKG being a full HCM, has a mobile app more geared toward employees/managers for HR tasks. It’s unclear if recruiters can use the UKG mobile app to do recruiting tasks (like advancing candidates or sending feedback). If iCIMS offered your hiring managers a dedicated app or easy web portal to review candidates, see if UKG’s manager self-service for recruiting is equally convenient (this will affect adoption by busy managers).

Key Due Diligence Questions – Recruiter Experience:

• Ask the teams who demo UKG to walk through daily recruiter tasks and compare clicks vs. iCIMS. For instance, “Show me how you find candidates in UKG by skill keyword and location” – is the search result relevant and fast? (Test a known query you use in iCIMS.)
• What do recruiters lose in terms of visualizing the pipeline? (Does UKG have a candidate pipeline dashboard or kanban view? iCIMS has some visualization of stages; ensure UKG can provide similar insight into where all candidates are in the process at a glance.)
• Are there any productivity tools in UKG for recruiters, such as email templates, bulk actions, or AI assistance (e.g. AI suggestions for interview feedback or next steps)? iCIMS has begun adding AI copilot features in 2025; check if UKG has equivalent plans so recruiters aren’t stuck doing everything manually.
• Get feedback from any recruiters who have used both systems (perhaps within your industry). What did they identify as the biggest day-to-day frustration in UKG vs iCIMS? For example, if they mention poor search, ask UKG how they are improving search relevancy. If it’s UI, ask about upcoming UI/UX enhancements.
• Hiring manager experience: since that overlaps, inquire if managers can easily review candidates and provide feedback in UKG’s system. If your hiring managers were used to iCIMS Candidate Review Portal or emails, ensure UKG’s method (perhaps via the main UKG Pro portal) is not too convoluted, otherwise recruiter workload might increase (as noted by some iCIMS users who had to do more work because managers wouldn’t use a clunky system). You want to avoid replicating that scenario.

Onboarding (Post-Hire)

If your organization utilizes iCIMS Onboarding (the module that handles post-offer paperwork, new hire forms, task management, etc.), switching to UKG means you will likely move to UKG Pro Onboarding (unless you keep an external onboarding tool). UKG Pro Onboarding is part of the same suite and has the advantage of feeding directly into payroll/HR once the new hire process is done. It includes features for electronic forms (W-4, I-9 in the US), task checklists, and new hire portals. However, customers have pointed out that it’s not very flexible for complex onboarding scenarios. One user said their “complicated onboarding process… UKG barely handles it, but it technically does” – implying that if you have many custom onboarding steps or unique sequencing, UKG might struggle without custom work. iCIMS Onboarding, being a standalone TA-focused tool, often allowed more customization of the welcome portal, custom new hire workflows by role, etc. It’s important to map your current onboarding requirements to UKG’s capabilities.

Potential losses in functionality might include:

• New hire portal content: iCIMS lets you create a branded portal with videos, policies, and personalized messages. UKG’s onboarding portal may be more utilitarian (mostly forms and a standard welcome page).
• Task management: Both systems have task lists for IT setup, benefits meetings, etc. Confirm if UKG can assign tasks to non-HR personnel (like hiring managers or IT team) and track them, as iCIMS does. UKG likely can, but double-check the ease of sending reminders or escalating incomplete tasks.
• Rehires and internal transfers: iCIMS Onboarding can handle rehires by populating prior info and letting them update it. The Reddit discussion highlighted UKG Onboarding’s odd behavior with rehires (needing to choose between an “instant rehire” with no info review, or a full re-onboarding that locked out some functionality). So ask how UKG handles rehires – will they go through onboarding again or a slimmed process? For internal moves, is there a process in UKG to transition an internal hire smoothly without redundant data entry?
• Integration with recruiting: In iCIMS, once a candidate accepts an offer, their data flows to Onboarding and you can trigger welcome emails automatically. In UKG, since recruiting and onboarding are unified, this might be seamless (a plus). But ensure that whatever automated triggers you had (like sending an offer acceptance packet) are equivalent in UKG.

Another angle is compliance in onboarding: UKG being an HR system of record ensures things like I-9/E-Verify, WOTC (Work Opportunity Tax Credit) integrations, etc., are solid. iCIMS Onboarding often had to integrate with a third-party for E-Verify. With UKG, check if E-Verify is built-in or still external. This could actually be a gain if UKG has it embedded. However, do note one comment from a user that UKG had issues with some state tax withholding configurations and required a paid service request for what seemed like a basic legal update. While that was payroll-related, it signals to ask if any onboarding compliance changes (like new form versions or regulatory changes) are handled by UKG or if you must manage updates.

Key Due Diligence Questions – Onboarding:

• Ask for a walkthrough of UKG’s onboarding portal from the new hire perspective. What will a new hire see and do? Compare that to your current iCIMS portal. If you have specific content (videos, surveys, mentorship sign-ups), verify you can include those in UKG’s workflow.
• Can UKG customize onboarding workflows based on criteria (department, location, etc.)? For example, if union hires need one set of forms vs. corporate hires another, can the system automate that assignment?
• How are forms and e-signatures handled in onboarding? (Likely UKG uses digital form completion for W-4, direct deposit, etc., but confirm if they have esign for custom forms and if new hires get a copy of all signed documents easily.)
• Investigate the re-hire process in UKG. If you rehire an employee, does UKG’s ATS recognize the previous record and merge or prompt any special handling? Will onboarding skip already obtained info or force re-entry?
• If you use iCIMS to send a new hire survey or track Day 1 readiness, see if UKG has similar features or if that would need a separate tool.
• Finally, since onboarding bridges into HR, ask how seamless the handoff is. When a candidate is marked hired in Recruiting, does all their info flow to Core HR without manual steps? And at what point are they visible to other parts of UKG (some users noted issues with when a new hire becomes “active” for managers to see them, depending on I-9 completion). Understanding these details will help avoid surprises where something worked smoothly in iCIMS but is a hiccup in UKG.

Marketplace Integrations & Ecosystem

The “marketplace and ecosystem” category is about the broader network of partners and add-ons each platform offers. iCIMS, as a best-of-breed recruiting platform, cultivated a large ecosystem of tech partners: assessments, video interviewing, reference checks, chatbots, and more are readily available and often plug-and-play. iCIMS users benefit from this because you can extend functionality easily (for example, if you wanted to add an AI interview scheduling tool, there’s likely a pre-built integration for iCIMS). UKG’s marketplace spans the full HCM spectrum – it has many partners but not all are focused on talent acquisition. Key UKG marketplace partners for recruiting include the likes of Phenom (for CRM/career sites), Paradox (for chatbot and hourly hiring automation), various background check vendors, etc. This means UKG customers can achieve similar breadth of functionality, but sometimes by purchasing these third-party products.

One notable difference: iCIMS acquired or built some of these functionalities in-house (TextRecruit, VideoStudio, etc.), so as an iCIMS client you might not have been paying extra for texting or video capabilities. With UKG, since those are not native, you’d have to invest in marketplace solutions to get equivalent functionality. This can impact total cost and vendor management overhead.

However, UKG’s strategy might be appealing if you prefer one throat to choke – UKG provides the core and you selectively add certified partners. The question to consider is how well integrated those partners are. Just being on the marketplace doesn’t guarantee a seamless experience. For example, using a third-party CRM like Phenom on top of UKG means recruiters possibly work out of two interfaces: the CRM for sourcing and UKG for the hiring process. In iCIMS, CRM and ATS were within one UI. That’s a trade-off of moving to a suite.

Another ecosystem consideration is community and resources. iCIMS has user groups and resources focused on talent acquisition. UKG’s community will have a broader HRIS audience; you might get answers to core HR questions more than recruiting specifics. We have seen that UKG’s online community is considered “top notch” by some, but for recruiting-specific tips, the volume might be lower.

Roadmap and innovation in the ecosystem: iCIMS has been adding AI features (like its new genAI Copilot) and expanding partner integrations continually. UKG, post-merger of Ultimate and Kronos, has been investing in a unified platform and recently announced an AI platform (“UKG Bryte”) to add more intelligence across the suite. For now, a former iCIMS user might find UKG’s recruiting tech ecosystem a step back in sophistication – but UKG’s roadmap could close some gaps (for instance, if UKG decides to build or acquire a native CRM or native texting, that would be a game-changer, though nothing public as of 2025 indicates a native CRM yet).

Key Due Diligence Questions – Marketplace & Ecosystem:

• Identify which iCIMS Marketplace apps or built-in features you rely on (e.g., scheduling tools, assessment providers, etc.) and ask if each is available and certified in the UKG Marketplace.
• For any crucial partner integration (say, a custom assessment or a specific CRM like Beamery, etc.), if it’s not in UKG’s marketplace, ask how integrations with custom providers work. Is there an API or flat file option and who would build it?
• Ask UKG about the cost model for integrations. Some marketplaces have additional fees or require higher subscription tiers for API access. Ensure you understand if connecting a new partner in UKG will cost extra in services or subscriptions.
• How does UKG ensure a seamless user experience when using a marketplace partner? For example, if a chatbot is integrated, will candidates feel it’s one system? If a recruiter uses an assessment tool via UKG, do they leave UKG’s interface or is it embedded?
• Inquire about the roadmap: Are there plans for UKG to internally deliver capabilities that are currently only via partners? (E.g., “Is UKG considering building out CRM or texting natively?” Even if they won’t fully disclose, the response can be telling. They might say they are working closely with X partner instead.)
• Community support: Ask if UKG has user groups or events specifically about talent acquisition. Connecting with other UKG recruiting users will help you adapt, so gauge how active that community is. IRD’s research shows many UKG clients discussing payroll or timekeeping, but fewer discussing recruiting – so pushing UKG for access to recruiting customer references or forums is valuable.

Executive Summary

Major Deltas Between iCIMS and UKG Recruiting (UltiPro) ATS:

• Candidate Relationship Management & Engagement: iCIMS offers a built-in CRM with talent pools, campaigns, texting (TextRecruit), and even video engagement (Video Studio). UKG lacks a native CRM and texting – recruiters would lose these integrated tools and need third-party solutions for similar capabilities. In practice, this means less ability to nurture passive candidates and automate outreach in UKG without bolting on another product. Due Diligence Tip: Ask UKG how you will replicate your current talent community nurture streams; don’t accept vague “on the roadmap” answers if it’s critical to your strategy.
• ATS Functionality Depth: iCIMS is a dedicated ATS with deep features (advanced search, extensive custom fields, robust workflows). UKG’s ATS is comparatively “barebones,” designed as part of a broader HCM suite. Recruiters may find UKG’s search and filtering limited (many have complained about difficulty finding candidates in UKG) and note that some functionality iCIMS had (like self-scheduling interviews or complex offer approvals) isn’t as developed in UKG. Action: Identify any “power user” features your recruiters rely on and verify their presence in UKG – e.g., keyword boolean search, mass emailing candidates, etc.
• Third-Party Integrations & Ecosystem: An iCIMS customer likely leveraged its large integration ecosystem (background checks, assessments, etc.). UKG has equivalents, but often via its Marketplace partners rather than natively. Many of iCIMS’s acquisitions (TextRecruit, Altru Video) are separate products you’d need to source anew with UKG. This not only adds cost but also complexity in user experience. Key Question: “Which of our current integrations will be plug-and-play with UKG, and which will require new contracts or custom work?” Ensure UKG provides a mapping of each integration and any additional costs.
• Reporting & Compliance: iCIMS excels in recruiting-specific reporting and compliance tracking (OFCCP, EEO). UKG’s reporting is powerful but generalized – it may require more effort to get equivalent recruiting analytics. That means losing some out-of-the-box reports and possibly needing an internal report writer for what iCIMS gave you with one click. On compliance, confirm that no key compliance feature is missing – e.g., iCIMS’s easy capture of candidate decline reasons or audit trails. UKG should match most, but subtle differences (like how it logs changes or handles GDPR) could be gotchas. Due Diligence: Ask UKG to demo pulling an OFCCP report or diversity metrics by stage, and compare it to your current process.
• User Experience (Recruiters & Hiring Managers): Recruiters moving from iCIMS to UKG often feel a loss of efficiency. iCIMS, while not the prettiest UI, is purpose-built for TA – power users know how to navigate it quickly. UKG’s interface might be cleaner at first glance, but seasoned recruiters describe it as “not built by recruiters”, citing extra clicks and missing conveniences. For hiring managers, UKG’s unified system could be a plus (one login for HR and recruiting tasks), but ensure it’s intuitive enough or managers will revert to email, putting more burden on recruiters. Suggestion: Conduct a hands-on trial if possible – have recruiters simulate their daily work in the UKG test environment to gauge friction points.
• Onboarding Transition: If iCIMS Onboarding was in use, note that UKG Onboarding will differ. UKG’s onboarding is tightly integrated (which is good for HR data flow), but any rich content or custom workflow from iCIMS might not directly translate. For example, iCIMS’s welcome portal with videos versus UKG’s standard portal – new hires might get a more basic experience if you don’t rebuild those touches. Also, some process nuances like rehire handling need careful review in UKG. Plan: Map out each step of your onboarding journey and review it with UKG consultants to ensure nothing falls through (e.g., equipment provisioning tasks, ID badge photos, etc., that you had configured in iCIMS).
• System Maturity & Roadmap: iCIMS is a mature ATS (20+ years in market), whereas UKG’s recruiting module, historically UltiPro Recruiting, has had a reputation for being an “80% solution”. UKG is investing in it, but customers as of 2025 still report missing functionality and needed enhancements. It’s critical to differentiate between what UKG can do today vs. what’s on the roadmap. For instance, UKG may tout upcoming AI features or a refreshed user interface – note those, but base your decision on current-state features since roadmap items can be delayed or change. Pro Tip: During evaluation, have UKG put in writing any promises of future features you’re counting on, and ideally negotiate contract terms around their delivery if they were a factor in choosing UKG.

Key Due Diligence Question: What specific recruiting features will we lose by switching to UKG, and how will we compensate for them? (Ask this frankly to the vendor – a good vendor will acknowledge known gaps and point to workarounds or upcoming fixes. Watch out for any inability or unwillingness to discuss this; it can be a red flag.)

Key Due Diligence Question: How does UKG ensure that the recruiting module receives the same level of innovation and support as the core HR product? (This addresses the concern that recruiting might be an “afterthought.” You want to hear about dedicated R&D, user groups, or investment in talent acquisition tech specifically.)

Key Due Diligence Question: Can UKG provide reference clients – ideally former iCIMS users – to speak about their experience, especially in areas like sourcing/CRM and reporting? (Peer insights will validate vendor claims and highlight any everyday challenges they faced in the transition.)

Executive Summary Conclusion: Switching from iCIMS to UKG Pro Recruiting will involve trade-offs. UKG offers an all-in-one platform that could streamline HR operations and improve data flow from recruit to hire to payroll. Yet, that convenience comes at the potential cost of losing some specialized recruiting functionality that iCIMS excelled at. Organizations must weigh the importance of those iCIMS features (CRM, advanced analytics, flexible workflows, etc.) against the benefits of unification. Many iCIMS customers would likely miss the rich ecosystem and depth of configuration, so the decision should factor in the effort required to fill those gaps via UKG’s partners or process changes. By asking tough due diligence questions up front – especially around functional gaps, user experience, and support – you can develop a clear plan to either mitigate these losses or decide if they are deal-breakers. Remember that no ATS is perfect, but the goal is to ensure UKG can meet your critical recruiting needs without a significant drop in productivity or results. Use the categories and questions above as a blueprint to drive candid conversations with UKG (and your own stakeholders) before making the switch.

Sources

1. Reddit – HR Professionals discussing downsides of UKG (general support and payroll issues, with some ATS mentions).
2. Reddit – “Downsides of UKG” thread, featuring recruiter opinions on UKG Pro Recruiting being insufficient compared to dedicated ATS.
3. Reddit – “Why is UKG Pro the absolute worst ATS…?” thread, multiple user comments on missing functionality and frustration with UKG’s ATS and support.
4. Reddit – iCIMS vs UKG discussions, where users who migrated from iCIMS highlight lost capabilities (e.g., lack of texting integration, weaker reporting).
5. TrustRadius Review – Verified user review praising iCIMS’s TextRecruit (texting) and AI features, indicating an advantage over UKG.
6. UKG Pro Recruiting Product Profile – UKG’s own product sheet outlining features (integration with LinkedIn, job board posting via partners, calendar integration, e-sign offers, etc.).
7. Phenom Blog – Announcement of Phenom integrations for UKG (Job Sync, Hosted Apply, CRM features), implying UKG’s need for enhanced career site and automation via partners.
8. Gartner Peer Insights – Summary comment: UKG Pro is a strong HR/payroll system but “lacking overall flexibility and functionality in the ATS.”.
9. Reddit – “Which ATS sucks the least?” discussion, with comments noting “ICIMS is great for reporting and customization… able to revisit old applicants easier” and contrasting experiences of ATSs.
10. UKG Marketplace Listings – e.g., Emissary texting for UKG and Jobvite CRM for UKG, illustrating that UKG relies on third parties for CRM, texting, etc..

Tags: ICIMS, UKG, ATS, RECRUITING, TALENT ACQUISITION, CRM, ONBOARDING, COMPLIANCE, HR TECHNOLOGY, INTEGRATIONS

Extract (50 words):
iCIMS’s Talent Cloud delivers specialized recruiting tools – CRM talent pools, text engagement, video interviewing, and flexible workflows – that many UKG Pro Recruiting users find lacking. This comprehensive report details the functional gaps an iCIMS customer may face switching to UKG in 2025, covering sourcing, automation, reporting, and user experience.

Focus Keyphrase: UKG Recruiting vs iCIMS

Meta Description: A detailed 2025 analysis comparing UKG Pro Recruiting (formerly UltiPro ATS) to iCIMS Talent Cloud. Discover which iCIMS features – from CRM and texting to compliance reporting – might be lost when switching to UKG, with due diligence questions and insights on sourcing, workflow, integrations, recruiter experience, and more.