Lever Reviews – Pricing, Pros/Cons, and User Feedback

Lever is a modern ATS platform with a natively built CRM, designed to streamline the recruiting process for growing companies. Lever’s user-friendly design and candidate relationship management (CRM) features make it a strong choice for organizations focused on engaging talent beyond the active hiring phase. With tools supporting DEI initiatives and automated scheduling, Lever is well-suited for companies looking to improve candidate engagement and reduce bias in the recruitment process. This review outlines Lever’s strengths and considerations to help determine if it aligns with your hiring needs.

Overview of Lever

Lever is a user-centred ATS platform known for its intuitive design and integrated CRM that keeps candidates engaged, even outside of the active interview cycle. The platform includes automation for scheduling and candidate management, reducing the manual workload for talent acquisition teams. Lever also emphasizes diversity, equity, and inclusion (DEI) through purpose-built tools and dashboards, supporting companies in tracking equal employment opportunity (EEO) data and promoting fair hiring practices.

However, Lever’s recent acquisition by Employ has resulted in some service turnover, and the platform may lack scalability for larger enterprises. Additionally, Lever’s pricing for API access can increase the cost of integration, making it an important factor for companies considering custom setups.

The Strengths of Lever

1. Natively Built Candidate Relationship Management (CRM)

Lever’s natively built CRM is a standout feature that allows companies to keep candidates engaged, even if they’re not actively interviewing. This functionality is particularly valuable for companies in competitive hiring markets, as it helps maintain relationships with passive candidates, improving the chances of filling future roles.

2. Intuitive and User-Friendly Interface

Lever’s simple, clean interface makes it easy for applicants, hiring managers, and talent acquisition teams to navigate. The design encourages usage across all user groups, reducing training needs and enhancing the candidate experience.

3. Candidate Management and Scheduling Automation

Lever offers automation for candidate management and scheduling, saving time for hiring teams by streamlining administrative tasks. This automation helps recruiters and hiring managers focus more on engaging with candidates and less on scheduling logistics.

4. Purpose-built DEI Tools and Dashboards

Lever’s DEI tools and dashboards allow companies to track EEO data, reduce bias in the hiring process, and promote a fair and inclusive environment. These tools are especially beneficial for companies focused on building diverse teams and ensuring equitable hiring practices.

Learn More: Compare Lever and other leading HR Tech platforms on OutSail's marketplace

Points to Consider with Lever

1. Limited Onboarding Functionality

Lever’s onboarding capabilities are minimal, with digital offer letters as the main feature in this area. Companies seeking a full onboarding solution may need to integrate Lever with another HRIS platform that provides more robust onboarding tools.

2. High Fees for API Access

Lever charges high fees for API access, which can make integrations more costly for companies looking to connect Lever with other HR tools. Businesses should factor in these additional costs when evaluating Lever’s compatibility with their tech stack.

3. Service Turnover Following Acquisition

Following Lever’s acquisition by Employ, there has been some turnover in their customer service and sales teams, impacting support quality. Companies should consider their need for support when evaluating Lever, especially if they require reliable customer assistance.

4. Limited Scalability and Customization Options

Lever may not be as scalable as some of its enterprise-focused peers, which can limit its suitability for larger companies with complex recruiting workflows. Smaller and mid-sized businesses should review Lever’s capabilities to ensure it meets their needs as they grow.

Pricing Structure

Lever’s pricing falls in the mid-market range at approximately $6-8 per employee per month (PEPM). While the platform provides a cost-effective solution for candidate engagement and recruiting efficiency, companies should consider the additional costs associated with API access and integrations.

Deciding if Lever is Right for Your Business

When evaluating Lever, consider its candidate CRM, DEI tools, and intuitive interface, as well as potential challenges with integration costs, scalability, and customer support.

Leveraging Strengths:

• Candidate Engagement via CRM: Lever’s natively built CRM is ideal for companies in competitive markets, helping them maintain relationships with passive candidates for future opportunities.
• User-Friendly Design: Lever’s interface supports easy adoption, making it accessible for all user groups with minimal training requirements.
• Automated Candidate Management and DEI Tracking: Lever’s automation reduce administrative tasks, while DEI tools promote fair hiring practices and EEO tracking.

Addressing Challenges:

• Minimal Onboarding Tools: For companies seeking comprehensive onboarding capabilities, Lever may require integration with other platforms to fill this gap.
• High API Fees: Lever’s costs for API access can increase integration expenses, which may impact companies needing a fully integrated HR tech stack.
• Scalability Limitations: Lever’s features and customization options may not fully meet the needs of larger, more complex organizations.

Conclusion

Lever is a flexible ATS platform designed for mid-sized companies focused on candidate engagement, collaboration, and diversity in hiring. The platform’s candidate CRM and DEI tools offer unique value for companies that prioritize building strong candidate relationships and promoting equitable hiring practices. With a simple, clean interface and robust automation, Lever reduces the workload for recruiting teams and enhances the candidate experience.

However, Lever’s limited scalability, minimal onboarding capabilities, and high API access fees may pose challenges for larger companies or those with specific integration needs. For organizations looking for a user-friendly ATS with CRM capabilities, Lever is a solid choice, especially if they aim to maintain relationships with passive candidates and support DEI initiatives.

For companies with more complex needs or a preference for highly scalable solutions, alternative ATS options may better fit their long-term goals.

FAQs

1. What are the core strengths of Lever?
   Lever’s strengths include its candidate CRM, DEI tools, user-friendly design, and automation for scheduling and candidate management.
2. What are the challenges of Lever?
   Lever lacks extensive onboarding functionality, charges high fees for API access, and has experienced support turnover since its acquisition, which may impact service quality.
3. What is the pricing structure for Lever?
   Lever costs approximately $6-8 per employee per month (PEPM), offering a mid-market ATS solution for companies focused on candidate engagement and efficient recruiting.
4. Who is Lever best suited for?
   Lever is best for mid-sized companies seeking a user-friendly ATS with CRM capabilities, DEI tracking, and collaborative candidate management.

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