Home > Talent Management Systems > ClearCompany > ClearCompany vs Avature

ClearCompany vs Avature

Last Updated: November 18th, 2024

Our analysts compared ClearCompany vs Avature based on data from our 400+ point analysis of Talent Management Systems, user reviews and our own crowdsourced data from our free software selection platform.

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Product Basics

ClearCompany is a Talent Management software designed to streamline the employee lifecycle, from recruitment to performance management. It caters to businesses of all sizes, particularly those seeking to optimize their HR processes and enhance employee engagement. ClearCompany offers a comprehensive suite of features, including applicant tracking, onboarding, performance management, goal alignment, and employee engagement tools. Users appreciate its user-friendly interface, robust reporting capabilities, and seamless integrations with other HR systems.

ClearCompany's pricing structure is typically based on the number of employees and the specific modules selected, with options for monthly or annual subscriptions. While it may not be the most budget-friendly option on the market, many users find the value and comprehensive features justify the investment.

Avature is a talent management system and part of a more comprehensive HR suite. It helps with the entire hiring process by enabling departments to find, attract, hire, keep and develop the right staff. As an organization that serves over 650 companies, its capabilities include sourcing, recruitment marketing and candidate engagement. In terms of recruiting, it can manage candidates, post to career sites, manage recruiting events, host video interviews and track potential hires through the entire process. It’s useful as an ATS, or users can take advantage of other HR functions and integrate with legacy programs. Other uses include performance management, employee referrals, employee engagement, succession management and more.

$60/User, Monthly

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$49 Monthly

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Tailored to your specific needs

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Product Insights

Workforce Analytics: Gain meaningful insights into the employee and business performance drivers, such as employee engagement, workforce diversity, equity pay, tenure, attrition, gender balance and key attributes of top performers. It helps employers build their workforce based on real-time insights and metrics.
Hiring Plan: Design a robust hiring plan to model business needs, anticipate employee attrition and future talent pipeline requirements across the organization. It enables employers to execute the optimal workforce plan and meet business goals.
Employee Engagement: Send messages of appreciation to the employees who have performed well, allowing coworkers to publicly recognize their peers. Rewarding employees allows managers to encourage top performers and inspire other employees.
Real-Time Feedback: Provide real-time, consistent feedback to the employees. Continuous feedback ensures employees and managers are aligned on key priorities, goals and objectives. It empowers employees to track comments concerning their progress towards organizational objectives and adjust their performance accordingly.
Onboarding Experience: Create a seamless onboarding experience for the employees, making it easy for the new hires to complete the onboarding tasks electronically. It ensures efficiency and consistency in the onboarding process.
Interview Scheduling: Send interview invitations, reminders and updates directly through the platform to keep interviewers and candidates on track. It eliminates the need for back and forth communication between the interviewers and the interviewees.
Mobile Recruiting: Leverage mobile recruiting capabilities, making it easy for hiring managers to pull-out candidate information and resumes right from their phones. Skim through the interview guides with questions specific to the role to ask the right questions to the candidates.

More Flexibility in Recruiting: Allows users to hire the right workers tailored to the job with customizable workflows, APIs and a portal builder. Customers can even reconfigure their tech needs during production, allowing managers to respond quickly to staffing changes.
Better Security: Store data on a private cloud-based server that’s secure, meets high-performance standards and follows industry standards to the letter of the law. Keep proprietary data safe, as well as the personal details of employees.
Greater Data Integrity: Cut down on bias and keep track of the most critical KPIs. Advanced analytics allows managers to track the progress of employees. Visualize how candidates are moving through the recruitment process. Connect to other systems for a seamless flow of information.
Excellent Team Cohesion: Combine talent management, recruiting, performance management and other HR initiatives to create a positive company culture. The advanced analytics track over and underperformers and give managers valuable insights. Other social and engagement features provide a fun and engaged team that works together well.

Reviews: It provides users with four different review functionalities. Users can implement traditional, peer, 360 and time-based reviews. The solution offers unlimited peer and 360 reviews, and users can coordinate 30-, 60- and 90-day performance reviews for new employees.
Automated Reminders: Real-time feedback can be imported automatically into a review, providing HR managers with a high-level view of an individual employee’s performance.
Reporting: The system’s nine-box reporting feature helps managers save time by automatically analyzing numbers and plotting data. Automated reporting allows users to collect and leverage candidate data. This gives managers a bird’s eye view of candidate performance and can help influence hiring practices.
Continuous Workforce Planning: Use workforce planning to change budget and headcount assumptions and model real-time staffing scenarios. Users can see the implications on budget and teams immediately so they can optimize and execute headcount recommendations for successful workforce planning.
Collaboration Tool: It provides a centralized collaboration tool for HR managers, business leaders and recruiters for proactive workforce planning. It ensures all the stakeholders are on the same page with respect to aligning headcount and hiring plans with real-time business needs.
Data-Visualization Tools: Leverage interactive dashboards, time-series reporting and filters to visualize and assess talent data. Drill-down to gain clear visibility into the progress of talent initiatives. Identify trends, outliers and patterns within the data to make accurate predictions and help users identify where they need to take action.
Device and Equipment Management: Manage all physical assets, including devices and workplace equipment, from a centralized database. It enables users to gain a clear picture of all organizational assets and the employees using them. It allows users to make timely device provisions for the new hires.
Employee Engagement Surveys: Leverage pre-built survey templates curated by experts to understand employee sentiments and improve the workplace culture with engagement and pulse surveys. Users have the option to choose from expert-designed questions or create their own.

Recruiting and Hiring: Facilitates a wide range of tools to tackle recruiting and hiring strategies in the workplace.

Talent Sourcing: Import leads through a WebSources interface across dozens of sites to automatically add candidates and their resumes to an automated talent pipeline. Leads are entered into the system and plugged into short, medium and long-engagement strategies. Specific conditions create automated and personalized messages to keep candidates engaged.
Video Interviews: Provide live video, integrated into the solution. It’s easier to judge top candidates compared side by side. Recruiters can review the videos to make more informed decisions. The candidate doesn’t have to keep track of multiple links and sites.
Candidate Experience: Customize and personalize relevant content for candidates to increase engagement. Ensure a smooth transition from ATS to the rest of your systems, so potential hires don’t drop off in frustration. Provides candidate profile pages that deliver all the needed information to job seekers.
Search Function: Use an index-based search that includes Boolean operators, zip code and postal code radius, AI-driven semantic search, keyword matching and auto-correction to screen candidates and resumes. Streamlines the process for job seekers and employers alike.
Marketing Tools: Help attract candidates with customizable microsites and landing pages that are mobile-optimized. Delivers targeted content to potential hires. It also stores an email template library that users can use to build, share, reuse and manage messaging. Advertise benefits packages, work culture and other perks to attract the best talent. Link to social media such as Facebook, LinkedIn and Twitter. Methods are SEO optimized so managers can keep track of what’s working best.
Recruiting Events: Manage job fairs, career days and online events to gather leads on talent. Create pages to manage registration, promote events, schedule interviews, monitor the number of expected candidates and make a successful talent pipeline.

Customization: Create custom workflows to ensure the best experience possible. Tweak the website and add in branded content or colors with a CMS that’s easy to use and keep up. Use professional services to make your content even better if you have no in-house staff. Post on social media sites such as Facebook, LinkedIn, Monster and Xing.
Integrations: Connect the platform to your existing tech stack through the RESTful API. Works with ATSs, job aggregators and boards, interview systems and SMS providers. Work with legacy products to integrate more seamlessly into the current system.
Analytics: Measure various metrics to build a solid foundation for learning and development research. KPIs include the analysis of portals, email campaigns, social media and other essential points in the recruiting cycle. See a quick shot of the most relevant numbers on a dashboard or portal. Pull data from other programs to ensure a clear view across systems. Send reports to investors and other stakeholders. Works well with Google Analytics.
Onboarding: Cut down on training time and get employees to fill out the necessary paperwork in advance of their first day. Keep workers engaged and make sure they don’t slip through the cracks. Manage initial events such as training or interviews.
Employee Engagement: Launch health and wellness initiatives and talent management policies with Avature DNA. Organizes employee data such as work experience, education, hobbies, projects and more. Use a system of recommendations and endorsements to encourage employee cooperation and collaboration. Pull data from resumes, an HRIS, an LMS and other programs. Keep everyone up to take on the latest pushes for the workplace.
Performance Management: Motivate and monitor employees with easily traceable goals that are transparent and can be modified as things change. Use video to enable check-ins between bosses and employees.
Succession Management: Plan for employee turnover, locate future leaders and push for internal mobility. Allows managers to see employee profiles to make more informed decisions about who belongs in the leadership chair.

Product Ranking

#21

among all
Talent Management Systems

#33

among all
Talent Management Systems

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Analyst Rating Summary

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User Sentiment Summary

91%

of users recommend this product

ClearCompany has a 'excellent' User Satisfaction Rating of 91% when considering 580 user reviews from 5 recognized software review sites.

88%

of users recommend this product

Avature has a 'great' User Satisfaction Rating of 88% when considering 125 user reviews from 4 recognized software review sites.

5.0 (13)

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4.6 (247)

4.3 (49)

4.5 (282)

4.5 (28)

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4.5 (41)

4.2 (6)

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4.2 (32)

4.1 (7)

Awards

Recruitment and Applicant Tracking Award

Synopsis of User Ratings and Reviews

User Interface: The solution has an intuitive user interface, according to 100% of users. The system is easy to navigate and it takes a few minutes to train new users to use the system.

Customer Support: According to 71% of users who reviewed this pro, it has excellent customer support. The online chat feature and a dedicated customer success manager ensures user queries are answered within a stipulated time frame.

Scorecards: About 100% of users who mentioned this pro said scorecards are incredibly helpful for accumulating relevant employee information and useful interview notes in one place.

Interview Scheduling: Regarding this feature, approximately 67% of users said that the ability to schedule interviews directly through the system is helpful. The calendar integration allows users to keep track of the upcoming interviews with ease.

Great Recruiting Tools: Over 90% of users who talked about the recruiting tools were pleased with the platform.

Easy to Use: When reviewers discussed the ease of use, over 90% found it intuitive and easy to navigate.

Good Functionality: More than 90% of people who commented on the system’s features were impressed with the functionality.

Excellent Support: Users felt customer service was competent, helpful and friendly in over 80% of reviews that discussed it.

Helpful Customization Options: Over 70% of reviewers who discussed the customization options had their needs met.

Usability Challenges: The platform's interface can feel clunky and outdated, leading to a steeper learning curve for new users. Some users report difficulty navigating between different features and finding the information they need quickly.

Customization Limitations: ClearCompany may not offer the level of customization that some larger organizations with complex workflows require. This can lead to workarounds and inefficiencies in tailoring the platform to specific needs.

Reporting Functionality: Generating custom reports or extracting specific data points can be cumbersome. The reporting tools may lack the flexibility and depth needed for in-depth workforce analytics.

Users Must Understand Requirements: While many reviewers were pleased with the product, over 90% of commenters who discussed the requirements said potential users should understand their needs before seeing if this platform was a good fit.

Poor Resume Management: Just under 90% of users who talked about the resume function disliked the way it managed these candidate assets.

Inadequate Integrations: Commenters who discussed integration said they ran into over 60% of reviews.

The solution has an intuitive user interface, and it’s easy for novice users to navigate the system. Users can create and manage workflows and set-up recruiting, goal-setting and performance evaluation functions. It has an excellent support team that addresses user queries within a given time frame. It has various options to regroup the candidates by categories or profiles, schedule interviews, view candidate profiles, make interview notes and much more. On the other hand, some users feel that the solution has limited reporting capabilities and it doesn’t allow scheduling interviews with multiple interviewers or a conference call. In addition, it doesn’t offer integration with the background checking system.

Avature is a talent management, recruiting and HR solution. Reviewers were most pleased with the recruiting tools saying it was easy to reach out to candidates, send automated emails, analyze the candidate pool and easily access past employment. They liked the dashboard and felt the system was easy to navigate with sophisticated search functionality. Most felt the support was adequate and the customer service was responsive, leading to easy setup and implementation. Many customized it to fit their specific workflows and found it useful. Other well-reviewed features included reporting and automation. One standard warning from reviewers was that Avature is a platform with robust features. They advised potential users to understand their priorities and requirements list inside and out before adopting the platform. Otherwise, this could lead to using a platform with more features than a smaller or less complicated business might need. Reviewers reported some issues with integrations and found the resume management somewhat unwieldy. Overall, Avature is an appropriate choice for medium and large enterprise ventures with complex recruiting needs. It’s beneficial for companies who screen large talent pools and want a broader HR suite.

Screenshots

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FAQ

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