min Read

Save this article for future use

Summary. Selecting the right applicant tracking system (ATS) is critical for small and growing businesses in Singapore that want to scale efficiently. The best applicant tracking systems for small businesses do more than keep resumes organized; the right ATS software streamlines hiring, automates admin tasks, supports collaboration, and ensures compliance with local regulations like PDPA. From lightweight tools that simplify recruiting to all-in-one solutions like Omni HR, today’s options cater to different team sizes and budgets. At its core, the true ATS meaning is simple: a system designed to help you hire faster, smarter, and with less complexity.

You already know the value of an applicant tracking system; the question now is which one fits your team best. With more small businesses in Singapore adopting modern, integrated ATS software, the pressure to choose the right ATS that’s not only functional but also scalable has never been higher.

You’re likely weighing ease of use, integrations with your existing stack, and whether the platform can support you as you grow without any complexity.

We’ve selected the best applicant tracking systems for small businesses in Singapore, focusing on tools that deliver real ROI, not just flashy dashboards to choose from. If you’re switching platforms or implementing your first ATS, let’s help you make the right call.

Best Applicant Tracking Systems for Small Businesses

When evaluating ATS options, we considered tools that are popular among startups and enterprises, especially those with a local presence or support in Singapore. Let’s get into it.

Omni HR: Best Enterprise Applicant Tracking System for Scaling Teams

Omni HR stands out as an all-in-one ATS and HR suite tailored for Asia-based companies, making it ideal for fast-growing teams in Singapore. Unlike standalone ATS products, Omni is a comprehensive HRIS that encompasses the entire employee lifecycle, from recruiting and applicant tracking to core HR, payroll, and performance management.

Convert a candidate to an employee with a few clicks

When you hire a candidate through Omni’s ATS, you can seamlessly convert them into an onboarded employee without manual data re-entry. Omni automatically transfers a hired candidate’s details (resume, employment contacts, job offer, etc.) into a new employee record in the system, creating a smooth handoff to onboarding and payroll with zero duplication.

Customizable hiring pipelines and automation

Omni HR’s applicant tracking system provides customizable hiring pipelines and robust workflow automation. HR teams can configure role-based approval workflows and interview stages that fit their business, whether a 10-person startup or a 500-person enterprise.

Our platform supports collaborative hiring with tools like scorecards and feedback forms team members can share interview notes and rate candidates in real time.

Get your free interview scorecard template

Built-in compliance with Singapore regulations

best applicant tracking systems for small businesses

Omni emphasizes compliance and security, which is important for many Singapore businesses. Our ATS software includes built-in PDPA compliance features such as consent collection, data anonymization, retention policies, and audit trails to handle personal data properly. All sensitive data is safeguarded with AES-256 encryption, and we adhere strictly to ISO 27001 standards to ensure enterprise-grade data security.

Smooth integration with existing HR and productivity tools

Omni’s ATS natively integrates with our broader modules such as employee database, leave management, payroll, performance management, and more. Additionally, our external integrations enable seamless synchronization with calendars like Google Calendar for automated interview scheduling and email communication, as well as internal communication tools such as Slack and Microsoft Teams.

With pricing starting at just US$3 per employee per month for the core platform, Omni is budget-friendly for SMEs yet capable of supporting enterprise-scale workflows. It is ideal for companies planning to scale regionally and wanting a single system to handle multi-country HR operations. Omni is used across 190+ countries, supports 10+ languages, and is recognized for our local compliance expertise.

Breezy HR: Great Visual Pipeline for Small Teams

Breezy HR is another ATS software known for its intuitive, visual approach to candidate tracking. It features a drag-and-drop interface that allows recruiters and hiring managers to easily view each candidate’s status and progress applicants through stages using a Trello-like board.

You can quickly spot where each applicant is (Screening, Interview, Offer) and take action by literally dragging cards between stages. For small teams or hiring managers new to ATS tools, Breezy’s user-friendly design is a major plus.

Despite its simplicity, Breezy HR offers a solid set of recruiting features. You can post job openings to multiple job boards in one go, receive applications, and have the system automatically pre-screen or parse resumes to extract key info. There’s a free plan for 1-9 employees and a paid plan starting from $83/month for 10-49 employees.

Workable: Best for Job Post Distribution

Workable is a well-established recruitment platform that doubles as an applicant tracking system and a basic HR management system. It’s especially known for its extensive job posting and sourcing capabilities. If getting your job ads in front of as many candidates as possible is a priority, you can post a job listing to 200+ job boards simultaneously (including global boards and local sites).

Workable also gives access to a database of over 400 million candidate profiles for proactive sourcing, plus AI tools that recommend candidates based on your job requirements. In short, it’s built to help small businesses cast a wide net in talent acquisition.

However, all these robust features come at a cost. Workable is priced higher than many SMB-focused ATS products. As of 2025, its paid plans for small businesses (up to 20 employees) start around $299 per month and can range to $500+ per month for standard packages, although they offer a 15-day free trial

Greenhouse: Great for Structured Hiring at Scale

Greenhouse is a go-to ATS software for larger startups and teams that take hiring seriously. It’s built around structured interviews and scorecards, helping your team evaluate candidates consistently and fairly. You get deep features from resume parsing and interview scheduling to offer letters and compliance tools (including PDPA support for Singapore).

That said, the setup can feel heavy with a lot of clicks to get things done, and there’s a learning curve. Pricing isn’t transparent either; they ask you to book a demo before sharing any numbers.

If you’re a small team with occasional hiring needs, Greenhouse might be more than you need (and more than you want to pay). But for fast-growing companies that want to systematize hiring at scale, it’s a solid option.

What is an applicant tracking system, and why is it important?

An applicant tracking system is software that helps you manage hiring from end to end. This includes posting jobs, reviewing resumes, scheduling interviews, collecting feedback, and sending out offers.

But more than that, your ATS software keeps your recruitment process from turning into a mess of spreadsheets, scattered emails, and forgotten follow-ups.

Here’s why using an ATS matters, especially for small and growing teams:

It brings everything into one place: You can see all your hiring details in one place without going between job boards, inboxes, and Google Sheets. An ATS gives you one clean dashboard to track candidates from application to offer.
It speeds things up: From automated emails to resume screening and interview scheduling, a good ATS helps you move faster than you would with hiring.
It improves collaboration: Your team can leave feedback, score candidates, and approve hires in the same system, without long email threads that can get lost in communication.
It protects your time and reputation: You can also access automated reminders and rejection emails, leading to fewer ghosted candidates, smoother interviews, and a better brand experience for applicants.
It solves real hiring pain: For many hiring processes, the resumes can be a lot, disorganized feedback, or missed follow-ups; an ATS brings structure to what often feels chaotic.

For Singapore-based companies, there’s even more reason to choose carefully:

Compliance matters: You’ll want an ATS that supports PDPA requirements and helps you handle personal data responsibly.
MoM documentation and local hiring practices: Some tools like Omni HR are built with Singapore’s employment landscape in mind, which means less admin work and fewer compliance headaches.
Scalability without the bloat: The best applicant tracking systems for small businesses give you just what you need, not complexity that slows you down.

The right applicant tracking system helps you hire better, faster, and with less stress, and when it’s built for your region, it’s one less thing to worry about when you’re tracking hiring.

Must-Have Features in an ATS for Singapore

After reviewing the best applicant tracking systems for small businesses in Singapore, it’s worth stepping back to understand what makes an ATS software truly effective.

Beyond flashy dashboards, the right ATS software should streamline your hiring process, support compliance, and scale with your business. Here are the core features to prioritize when evaluating your options:

Resume parsing and smart candidate ranking

A reliable applicant tracking system should automatically extract key information and rank candidates based on fit, so you can focus on the most promising candidates. Many modern systems also use AI for ranking or scoring, saving hours of screening time.

Automated communications

Consistent communication sets the best applicant tracking systems for small businesses apart. Look for an ATS software that handles the back-and-forth from interview invites, reminders, and rejection notes automatically. It not only improves candidate experience but also reduces admin burden on your team.

Calendar and interview scheduling integration

Your ATS software should connect with platforms like Google Calendar or Outlook to simplify scheduling. The best systems allow candidates to pick interview slots, send reminders automatically, and even adjust for time zones, minimizing the back-and-forth.

Collaboration tools

Hiring involves multiple stakeholders, and your ATS should make it easy. Look for features like comments, scorecards, and shared feedback so everyone stays in sync without drowning in email threads. Also, consider role-based permissions; the ATS should allow you to set who can view or edit certain info, ensuring a secure and orderly review process.

Local compliance support

For Singapore-based businesses, PDPA and MoM compliance are must-haves. Strong ATS software will have compliance features built in, such as consent collection, audit trails, and data anonymization, helping you stay aligned with local regulations without added complexity.

Analytics and hiring velocity tracking

The right ATS software shows you what’s working and what’s slowing you down. Track things like time-to-hire, drop-off rates, and source performance so you can spot bottlenecks and improve your process. In Singapore’s fast-paced market, tracking hiring velocity (how quickly offers are accepted) can be a real advantage.

Practical buying tips & questions to ask

Before you choose an applicant tracking system, you need to be clear on what you need, what problems you’re solving, and how the software will fit into your workflow. Stick to systems that cover the essentials, integrate easily, and offer real support, not just features on a pricing page. Also, if the tool offers trials, you can test it with a real role and real users within the company

Here are a few questions you can ask before you commit:

How many hires do we make a year, and do we need just an ATS or a broader HR solution?
Does it support resume screening, interview scheduling, and internal feedback collection?
Will it integrate with our current tools, HR, payroll, email, and calendars?
Does it support PDPA compliance, and is local customer support available if we need help?

How Endowus Transformed Their Hiring with Omni’s Applicant Tracking System

When Endowus adopted Omni, their HR team was able to cut onboarding time by 40%, reducing what used to take a full week down to just three days. Omni’s automated workflows and centralized database eliminated the need for repetitive tasks, freeing the team to focus on people instead of paperwork.

"[With Omni], we've been able to reduce our onboarding time from one week to three days."
— Arissa Wong, People Operations at Endowus