Used For

• +**Good candidates slip through cracks between roles** → Build nurture campaigns that keep promising people engaged for future opportunities instead of starting from scratch every time
• +**Your hiring managers give useless feedback like 'not a culture fit'** → Structured interview scorecards and feedback forms force specific, actionable responses
• +**You're posting jobs blindly and hoping for the best** → AI sourcing shows which job boards actually work for your roles and helps you tap existing candidate pools
• +Unified pipeline management - track both active applicants and sourced prospects in one place instead of juggling multiple systems
• +Connects to your payroll system so new hire data transfers automatically instead of manual re-entry

Best For

• >You're hiring 10+ people per month and losing track of good candidates who weren't quite right for previous roles
• >Your recruiting team is drowning in spreadsheets trying to manage active applications and passive prospects
• >You need to show executives actual hiring metrics instead of gut feelings about what's working

Not For

• -Small teams hiring 1-2 people per year — you're paying enterprise prices for pipeline management you don't need
• -Anyone wanting simple, cheap applicant tracking — this is built for relationship management and comes with that complexity
• -Companies under 50 employees unless you're in hypergrowth mode — the nurture campaigns and CRM features are overkill

Pairs With

• *BambooHR or Workday (where new hire data flows automatically so you're not re-entering employee info)
• *Slack (where recruiting teams get notifications about hot candidates and coordinate interview feedback)
• *DocuSign (for offer letters and background check authorizations instead of chasing signatures)
• *LinkedIn Recruiter (for initial sourcing before moving prospects into Lever's nurture campaigns)
• *Calendly (for seamless interview scheduling without the back-and-forth email dance)
• *Greenhouse or other ATS (what teams often migrate from when they outgrow basic applicant tracking)

The Catch

• !The pricing is completely custom and modular — expect sticker shock and a long sales process to even get a quote
• !Basic tiers lock down customization heavily, so you'll likely need higher tiers than initially planned
• !Your recruiters will spend significant time building and maintaining nurture campaigns, which is great if they buy in but painful if they just want simple applicant tracking

Bottom Line

The recruiter's CRM that costs like enterprise software but actually works for building talent pipelines.