7 Best Greenhouse Alternatives in 2026 (Free & Paid)

Lever is the closest peer to Greenhouse in terms of power, but it feels more intuitive and recruiter-friendly. The big difference is CRM depth: Lever treats candidates as relationships, not just applicants, with pipelines that mix inbound applicants and sourced talent in one view. If your recruiters live in LinkedIn and spend their day nurturing talent pools, Lever is a stronger fit than Greenhouse.

Workflow customization is flexible without being overwhelming. You can create stage templates, scorecards, and automated email sequences while keeping the interface clean. Hiring managers get a simpler, more guided experience, which improves feedback turnaround. The analytics are strong too, with pipeline conversion rates, source quality, and time-to-fill tracking built in.

Lever also includes robust automation for scheduling and candidate follow-ups, with native calendar integrations and solid interview coordination tools. The candidate experience is smoother than Greenhouse, with mobile-friendly applications and well-designed communication flows. The platform supports multi-role requisitions and internal mobility as well.

Downsides? Pricing is still mid-market, and the customization depth isn't as limitless as Greenhouse for enterprise workflows. But for growth-stage teams that want power without painful setup, Lever strikes the best balance.

JazzHR is the anti-Greenhouse: it focuses on simplicity, affordability, and getting you from job post to hire without a recruiting ops team. If you have one HR generalist and a few hiring managers, JazzHR is easy to roll out and won't feel like a second job to manage.

You get all the essentials: branded job postings, a clean candidate pipeline, interview scheduling, and collaborative feedback. It also supports offer letter templates, e-signatures, and basic compliance features. The platform integrates with common job boards and can post to multiple channels in one click, which saves time for lean teams.

Reporting is straightforward: time-to-fill, source effectiveness, and candidate flow. That might feel light compared to Greenhouse, but it’s enough for most SMBs to make smarter hiring decisions. The candidate experience is smooth and mobile-friendly, and the application process is fast—important when you're competing for talent.

The tradeoff is depth. JazzHR doesn't have advanced automation, complex workflows, or deep CRM capabilities. But if Greenhouse feels too heavy and too expensive, JazzHR is a smart, practical alternative that just works.

Workable is a popular alternative to Greenhouse for teams that want a more self-serve, all-in-one hiring suite. It blends ATS fundamentals with sourcing, outreach, and candidate management features, so recruiters can do more without extra tools. For SMBs and mid-market companies, Workable hits the sweet spot between power and ease of use.

What stands out is built-in sourcing: Workable includes a candidate database, AI-assisted resume search, and the ability to source directly from its internal talent pool. It also integrates tightly with major job boards and social channels, and the pipeline view is clean and manager-friendly. Hiring managers can easily leave feedback, approve offers, and see status updates without extensive training.

Workable's automation features include auto-messaging, interview scheduling, and customizable stage actions. The reporting suite is more robust than JazzHR but less complex than Greenhouse. It provides funnel analytics, source quality, and time-to-hire trends. The candidate experience is modern and mobile-ready, which helps reduce drop-off rates.

Workable isn't perfect: pricing climbs as you add seats and job slots, and advanced integrations are more limited than Greenhouse's large ecosystem. But for teams that want a strong ATS with built-in sourcing and automation, it's one of the most balanced options available.

BreezyHR takes a visual, kanban-style approach to hiring that feels refreshingly simple compared to Greenhouse. It’s built for busy teams that want a clear view of every candidate stage without a steep learning curve. If your hiring managers hate complex ATS software, Breezy is a great compromise.

The standout feature is the drag-and-drop pipeline. You can move candidates between stages, trigger automated emails, and assign tasks in a couple of clicks. Breezy also offers texting, video interviewing integrations, and scheduling tools baked into the platform. The interface is friendly and modern, which helps adoption across non-technical hiring teams.

For sourcing, Breezy supports job board distribution and a simple candidate database. You won’t get the deep CRM features of Lever or the enterprise reporting of Greenhouse, but the basics are covered. The reporting is light yet useful: pipeline conversion, source performance, and time-to-hire metrics are easy to access.

Where Breezy falls short is enterprise complexity: multi-department workflows, advanced permissions, and global compliance features are limited. But for SMBs or distributed teams that want a fast, visual ATS, BreezyHR is a strong alternative.

Ashby is the analytics-first alternative to Greenhouse. It’s built for teams that want recruiting decisions backed by data, with deep reporting and structured workflows that mirror enterprise ATS capabilities without the clunkiness. If your leadership wants metrics like pipeline velocity, stage conversion, and interviewer calibration, Ashby shines.

The reporting suite is best-in-class. You can build dashboards around hiring goals, diversity metrics, and pipeline health, and export granular data to BI tools. Ashby also includes a powerful scheduling engine, scorecards, and automated email templates that keep candidate communication consistent across teams.

Another standout is its structured approach to interviews. Ashby makes it easy to standardize scorecards, enforce interview rubrics, and spot bias in the evaluation process. This is especially useful for growing companies that need consistency across multiple hiring managers.

The tradeoff is a steeper learning curve and a more enterprise-leaning setup. Pricing is higher than SMB-oriented tools, and small teams might find the feature depth unnecessary. But if you want a data powerhouse that makes recruiting measurable, Ashby is a compelling Greenhouse alternative.

SmartRecruiters is the enterprise-grade alternative to Greenhouse for companies with global hiring complexity. It’s designed for large organizations hiring across multiple regions, with localization, compliance controls, and a huge partner ecosystem. If Greenhouse feels too mid-market for your needs, SmartRecruiters is the step up.

The platform is modular, with a marketplace of integrations for background checks, assessments, job boards, and onboarding tools. The user experience is more modern than many legacy enterprise ATS options, and hiring managers get a consumer-like interface for reviewing candidates and leaving feedback.

SmartRecruiters also emphasizes a strong candidate experience, with branded career sites and mobile-friendly applications. It includes high-volume hiring tools, multi-language support, and compliance features that help global HR teams manage local requirements across countries.

However, all that power comes at a cost. SmartRecruiters is expensive, requires a longer implementation, and is far too complex for small teams. It’s an excellent tool for enterprises, but SMBs should look elsewhere.

Recruitee is built around collaboration. It’s ideal for teams that want hiring managers, recruiters, and executives all in one shared workflow without heavy configuration. Compared to Greenhouse, Recruitee feels lighter and easier to implement, while still offering enough depth for structured hiring.

The interface is clean, with a kanban pipeline and clear stage actions. You can set up scorecards, assign interview tasks, and automate candidate communication. The hiring manager experience is one of the best in the category—reviews, feedback, and approvals are fast and intuitive, which reduces back-and-forth.

Recruitee includes branded career pages and job posting distribution, plus a talent pool for internal sourcing. Reporting is solid, especially for time-to-hire and pipeline metrics, though not as advanced as Ashby or Greenhouse. The pricing is more transparent and SMB-friendly than enterprise ATS platforms.

The downside is scale: if you’re hiring across multiple regions with complex compliance needs, Recruitee may fall short. But for SMBs and mid-market companies that want a collaborative, easy-to-use ATS, it’s an excellent choice.