If you manage hiring at scale, you need to know what your ATS can do before you commit. Jobvite is an enterprise talent acquisition suite that covers the full recruiting lifecycle: applicant tracking, recruitment marketing, career sites, candidate sourcing and CRM, text and chatbot messaging, onboarding with compliance tools, analytics with industry benchmarking, AI-powered interviews, employee referrals, and internal mobility. This breakdown maps every feature, how it works, who it serves, and which plan unlocks it.
Jobvite's feature set has you covered if:
You run high-volume, multi-location hiring and need configurable workflows by department, role, geography, and business unit
You want recruitment marketing, a talent CRM, and career site management built into your ATS rather than stitched together from separate tools
You need compliance infrastructure (I-9, E-Verify, GDPR, CCPA, EEO) for regulated industries like healthcare, financial services, or government
You want analytics that benchmark your time-to-fill, cost-per-hire, and source effectiveness against peer companies by industry and size
You need structured, AI-assisted interviews with automatic scorecards, transcription, and bias governance
You want employee referrals and internal mobility as active sourcing channels, not afterthoughts
You'll reach the edges of its capabilities if:
You need a large-scale B2B contact database to source passive candidates by name, title, and verified direct dial, beyond the candidates already in your pipeline
You want org chart visibility into target companies to understand reporting structures and identify potential hires before reaching out
You need company intelligence signals (funding rounds, technology stacks, executive changes) to shape where and how you source
You want to enrich candidate records automatically with verified business data through APIs that connect to any recruiting system
For those needs, the reference point is ZoomInfo: a B2B intelligence platform built on 500M contacts, 100M companies, and 135M+ verified phone numbers, with department org charts, technographic profiles across 30,000+ technologies, and APIs that bring verified contact data into any workflow.
After the feature breakdown, this article covers where Jobvite's sourcing stops and how ZoomInfo provides the contact and company intelligence that powers proactive recruiting.
Jobvite Platform Overview
Jobvite is the enterprise and mid-market tier of Employ Inc.'s three-ATS portfolio, which also includes JazzHR (SMB) and Lever (growth-stage). Jobvite serves the "sophisticated hiring" segment: organizations with dedicated TA teams, complex workflows, multi-location operations, and compliance requirements that demand audit trails.
Named customers include Schneider Electric, Lenovo, Santander, and PayPal, and the combined Employ platform serves more than 23,000 customers across all three brands.
The suite is modular, built around a core ATS with paid add-ons:
Module | What It Does | Availability |
|---|---|---|
Candidate management, configurable workflows, AI screening, interview scheduling | Core platform | |
Branded career pages with AI personalization, blog, Google for Jobs | Module | |
One-click distribution to 20+ job boards and agency management | Module | |
Talent CRM, omni-channel nurture campaigns, Auto Talent Rediscovery | Module | |
Text recruiting, chatbots, text-to-apply, automated screening | Module | |
60+ dashboards, ROI benchmarking, Data Exchange for BI tools | Included in platform | |
I-9/E-Verify, AI Form Builder, Compliance Engine, eSignature | Paid add-on | |
Referral portal, incentive management, social sharing | Paid add-on | |
ML-powered internal role matching, churn risk detection | Part of suite | |
Structured interviews, AI question guides, recording, scorecards | Paid add-on |
Pricing is fully custom and quote-based, with no published tiers or dollar figures. The pricing page offers only a "Get My Quote" form, and the contract specifies an "Employee Limit" and Service Term negotiated per customer. Customers start with the core ATS and add modules based on their hiring complexity. With that structure in place, here is the full tour.
Jobvite's Applicant Tracking and Candidate Management
The ATS is the foundation of the suite, and where most buyers start. It manages the full arc from requisition creation through offer acceptance, with infrastructure for enterprise scale and compliance requirements that simpler systems cannot support.
Configurable Workflows define how candidates move through each hiring process. Workflows can be segmented by department, location, role, business unit, recruiter, and more, with custom approval chains at each stage. This is the capability Jobvite markets hardest against competitors: the platform positions it as a core advantage over Greenhouse's "limited configurability" and SmartRecruiters' "fewer customization options for enterprise-level workflows."
A hospital system can run a different workflow for nursing hires than for administrative staff, with different interview stages, approval requirements, and compliance checks at each step. Customer stats cite 40 hours saved per week through automation.
Source: Jobvite
Talent Fit AI screens incoming applications automatically, analyzing each against job requirements and surfacing the best-fit candidates. When a role attracts hundreds or thousands of applications, this keeps recruiters from drowning in manual resume review. Working alongside it, Bias Blocker strips identifying information from applications so reviewers evaluate qualifications, not demographics.
Both features run on Employ's "People-First AI" framework, developed with IBM watsonx.governance for independent bias auditing and explainability.
Smart Scheduler automates interview coordination by finding mutual availability across candidates and hiring team members, then sending proposed times. For high-volume hiring where scheduling is itself a bottleneck, this eliminates the back-and-forth emails that slow the process. Built-in video interview tools support remote screening, and on-demand video screening lets candidates record structured responses asynchronously, speeding early-stage evaluation across time zones.
Every candidate interaction is captured in a centralized profile that stores the full history of applications and communications. A native eSignature feature lets candidates sign offer letters directly within the platform. The Hiring Manager App gives non-recruiter stakeholders a dedicated mobile experience with real-time interview schedules, day-of-interview alerts, and in-app messaging (distinct from candidate-facing mobile apps or generic responsive interfaces).
Source: Jobvite
The ATS also includes AI-powered chatbots that screen candidates through pre-populated question sets and match them to appropriate roles. These bots handle initial qualification before a recruiter touches the candidate, operating around the clock. The platform integrates with 300+ partners including ADP, UKG, Infor, LinkedIn, Indeed, and ZipRecruiter, and runs on AWS infrastructure with SSO support via Azure, Okta, and OneLogin.
Compliance tooling covers GDPR and CCPA with self-service consent management, processing records, right-to-access and erasure requests, and automatic data purging.
Jobvite's Recruitment Marketing, Career Sites, and Job Distribution
The top-of-funnel layer addresses a problem Jobvite calls "post and pray": companies that rely solely on job postings miss qualified talent that will never seek them out. Recruitment Marketing, Career Sites, and Job Broadcast work together to build employer brand, attract candidates, and convert them into applicants.
Recruitment Marketing works as a continuous pipeline builder.
AI surfaces matching candidates already in the talent database and automatically invites them to apply when new roles open. A Talent CRM captures candidates who engage with content, events, or past applications and places them in nurture sequences. Recruiters run multi-channel outbound campaigns with personalized email and SMS, supported by drag-and-drop landing pages for targeted destinations.
Performance is visible across 60+ analytics dashboards covering source-of-hire, campaign ROI, email performance, and pipeline metrics. Jobvite reports that email campaigns targeting existing talent databases can drive high volumes of new applicants and career site traffic when paired with personalized outreach.
Source: Jobvite
Career Sites function as a conversion engine rather than a static job listing page.
A built-in CMS lets recruiting teams create branded pages, add employee stories, run a blog, and pull in RSS feeds without engineering help. The AI layer uses first-party cookie tracking to serve personalized job recommendations and content to each visitor, a capability more common in e-commerce than HR software. Open roles appear in Google for Jobs with recruiter-controlled formatting. The career site supports multi-language and multi-brand configurations with dynamic content targeting different audiences without creating separate pages.
Jobvite credits the career site with converting 3x more applicants than standard approaches, and customer results cite an 83% application completion rate. The career site module is also portable: it is compatible with 25+ ATS platforms, making it deployable even without switching to Jobvite's ATS.
Job Broadcast distributes job descriptions automatically to 20+ free and paid job boards, social networks, and agency partners, including LinkedIn, Indeed, Glassdoor, and ZipRecruiter. Posts auto-refresh to stay visible in jobseeker feeds. The module also centralizes agency management: staffing relationships, offers, and contracts run from the same portal without external integrations, which is unusual for an ATS to include natively.
Source: Jobvite
Jobvite's Sourcing, CRM, and Candidate Messaging
Once Jobvite has attracted candidates through marketing and career sites, two modules handle the relationship layer: Source & CRM for pipeline building and Candidate Messaging for reaching candidates on the channels where they respond.
Source & CRM turns the talent database from a passive archive into an active sourcing channel.
Recruiters publish job postings to 20+ job boards simultaneously and pull candidate information from multiple resume databases into unified profiles. Candidates are organized into segmented audience folders by role type, geography, skill set, or other criteria, then engaged with personalized outreach campaigns across email, text, web, and social channels. The CRM manages talent pools across multiple brands, geographies, and languages within a single platform.
Source: Jobvite
The feature that shifts this from a database to a recruiting tool is Auto Talent Rediscovery.
When a new role opens, the AI scans the existing CRM for matching candidates and automatically sends them invitations to apply. In practice, recruiters search for specific roles within the CRM, send targeted email invitations, and generate quick hires from candidates already in the system who would have gone unnoticed in a manual search.
The Strategic Audience Pipeline Builder goes further, automatically funneling candidates into folders for future outreach as they engage with the brand. Real-time engagement insights track messaging performance and candidate responsiveness.
Candidate Messaging (also called Intelligent Messaging) addresses a basic communication problem: recruiting texts achieve a 98% open rate versus 20% for recruiting emails, with candidates responding in an average of 90 seconds. The module works across the full recruiting lifecycle, starting with career site chatbots that answer candidate questions instantly.
Recruiters can initiate or automate text conversations: scheduled, targeted, and sequenced text campaigns sent to multiple candidates at once, while keyword-based textbots handle pre-screening by asking scripted questions and routing candidates to matching roles, including outside business hours.
Source: Jobvite
Text-to-apply converts the application process into a mobile-native interaction, meeting candidates where they already are. All conversations are logged with audit trails and organized within the recruiter's dashboard. The system addresses the brand risk of recruiters texting from personal devices by routing all candidate text communication through a centralized platform with templates, shared documents, and compliance logging.
Jobvite's Onboarding and Compliance Automation
Onboarding is a paid add-on that picks up where the ATS leaves off.
Once a candidate moves to "hired" status, the onboarding workflow triggers automatically without re-entering candidate data. Smart data management auto-fills known employee information from the recruiting process into onboarding forms. G2 recognizes the module as a Leader in Enterprise Onboarding.
The compliance layer is where Jobvite's onboarding most differs from lighter alternatives. Integrated I-9 and E-Verify process employment eligibility directly within the onboarding workflow, with no separate USCIS login and no per-verification fees. Built-in I-9 compliance safeguards guide users through compliant completion every time, reducing the documentation errors that create legal risk.
Source: Jobvite
The Compliance Engine automatically updates forms as federal, state, and local regulations change, removing the burden of monitoring regulatory updates. Smart form assignment routes each employee to the correct forms based on role, location, or other criteria. A Compliance Library provides pre-built workflows, document templates, and compliance tools ready to deploy. Native tax document support covers both US and Canadian federal and provincial/territorial tax forms, removing dependency on third-party tax form vendors.
The AI Form Builder generates custom onboarding forms from a plain-language description in minutes, replacing what has historically been a multi-hour process involving legal review. All completed documents are signed via built-in eSignature, consolidating tools and cutting per-signature costs from external providers.
On the engagement side, new hires interact with a mobile-first welcome experience that includes branded welcome pages, video introductions, team profiles, and company culture content. Pre-boarding touchpoints maintain momentum between offer acceptance and start date to reduce the reneges that erode pipeline yield.
Jobvite's Analytics, Benchmarking, and AI Companions
Two complementary capabilities form the intelligence layer: a native Analytics platform built into the ATS and the AI Interview Companion (a paid add-on).
Analytics ships with over 60 dashboards and reports out of the box, covering the full candidate and applicant journey. The module earned Hackett Group Digital World Class recognition for Analytics, Innovation, and Time to Hire. It draws on recruiting data collected over 20 years from more than 22,000 customers, enabling peer benchmarking that newer ATS vendors cannot replicate.
The Company Benchmark Report compares quarter-over-quarter hiring performance against other organizations by company size and industry. The ROI Dashboard (added Fall 2025) benchmarks time-to-fill, cost-per-hire, and source effectiveness against peer companies by industry, size, and region, giving TA leaders the data to justify tech spend to CFOs.
Source: Jobvite
For teams that need to pipe data into their own BI infrastructure, Data Exchange provides direct access to raw recruiting data for integration with tools like Tableau or Power BI. Custom reports use interactive dashboards with real-time data for deeper drill-down.
AI Interview Companion is a paid add-on that turns unstructured interviews into consistent, documented, bias-audited evaluations. Hiring teams paste a job description and the AI generates interview questions in under 5 minutes via the AI-Generated Interview Guide. Once connected, the system joins virtual interviews automatically on Zoom, Google Meet, or Microsoft Teams without a separate invite. It records, transcribes, and creates highlights of every virtual interview.
Interviewers follow structured scorecards populated with feedback from the session, achieving 90%+ scorecard completion rates (a notable outcome, since most organizations struggle with interviewers who never submit feedback). All insights push back into the connected ATS via bidirectional integration.
Source: Jobvite
The system runs on Employ's Responsible AI framework developed with IBM watsonx.governance, providing independent bias auditing and explainability for every AI recommendation. Customer results include a 32% reduction in first-year attrition and 12 minutes saved per interview through automated note-taking, scoring, and feedback capture.
The Companion integrates with 15 ATS platforms including Ashby, Greenhouse, iCIMS, Lever, Oracle, SAP, SmartRecruiters, UKG, and Workday, making it usable regardless of which ATS an organization runs.
Employ has expanded the AI Companion strategy beyond interviews. The AI Screening Companion (launched November 2025) handles proactive candidate matching, drop-off detection, and automated feedback. The AI Sourcing Companion rediscovers pipeline talent, optimizes job postings, and improves visibility. Both extend the same People-First AI governance framework.
Jobvite's Employee Referrals and Internal Mobility
Two modules activate a company's existing workforce as a sourcing channel. Both are integrated into the Talent Acquisition Suite, meaning referred and internal candidates flow through the same ATS pipeline with shared candidate records and unified analytics.
Advanced Employee Referrals (a paid add-on) deploys a self-service referral portal accessible via SSO.
Employees browse open positions, share roles through social sharing tools across personal networks, and submit contacts as referrals. The system tracks each referral through the hiring pipeline and sends status updates back to the referring employee. Automated incentive management tracks bonuses (cash, gift vouchers, time off), configurable probation periods, and referral ownership rules without manual administration. An AI-powered chatbot (Textbot) enables mobile, on-the-go referral submissions.
Source: Jobvite
What lifts this beyond a passive portal is referral campaigns: targeted pushes that direct employee attention to specific departments, locations, or hard-to-fill roles.
Rather than waiting for employees to browse open positions, recruiting teams actively engage the workforce as sourcers for the roles that need it most. Referral analytics measure program performance and help optimize which campaigns drive results. More than 62% of organizations with employee referral programs have decreased their average time to fill, and referred employees show a twofold improvement in first-year retention.
Internal Mobility addresses employee attrition caused by a lack of visible career growth paths.
The module provides an employee-facing portal where workers browse open positions and express interest in roles, with notifications going immediately to recruiters and hiring managers. Machine learning analyzes each employee's skills, location, search history, and churn risk signals to recommend relevant internal roles and send personalized notifications. HR and TA teams build talent profiles based on skills assessments, which feed the matching engine.
Source: Jobvite
The churn-risk dimension makes this a retention tool, not just a sourcing tool. Recruiters see which high-performers are most likely to leave, enabling proactive outreach with internal opportunities before those employees begin an external job search. A mobility analytics dashboard tracks internal mobility as a source of hire and retention rates of promoted employees.
Where Jobvite Stops: The Gaps
Jobvite's design centers on the talent acquisition workflow: attracting, screening, interviewing, hiring, and onboarding candidates through a configured process with compliance and analytics at every step. That focus shapes its strengths, but it also means the platform's sourcing intelligence is limited to the candidates and data already inside its system.
Sourcing is limited to the existing pipeline.
Jobvite's Source & CRM manages candidates who have already applied, been referred, or been manually entered. Auto Talent Rediscovery helps surface past applicants who match new roles, but the platform does not include a standalone B2B contact database for proactive outbound sourcing. Recruiters who need to reach passive candidates who have never interacted with the employer brand must source that contact intelligence elsewhere.
Boolean search and candidate discovery are constrained.
Multiple review sources flag limitations in Jobvite's internal search, making it harder to surface candidates by job title, skills, or complex criteria within the talent database. For sourcing-heavy teams that need to run sophisticated queries across large candidate pools, this limits the value of the data already in the system.
No company intelligence for strategic sourcing.
Jobvite does not include data on target companies' organizational structures, technology stacks, funding events, or leadership changes. When filling leadership or technical roles, understanding a company's org chart, the technologies they use, and whether they are growing or restructuring helps recruiters identify where candidates are and why they might be open to a move. This intelligence is outside Jobvite's scope.
No automated data enrichment through open APIs for candidate records.
Jobvite's API covers candidate retrieval, updates, employee sync, and job feeds, but the developer experience is constrained. API access is gated behind the commercial contract, credentials require contacting a CSM, and no self-service developer portal, interactive API explorer, or official SDK is publicly available. The Jobvite CSM team provides webhooks manually rather than letting customers self-configure.
For teams that want to enrich candidate profiles with external business data programmatically, the integration path requires significant custom work.
Requisition-centric data model fragments candidate history.
A structural limitation cited in review summaries: every new application creates a fresh candidate file, so historical notes and communication from previous requisitions do not automatically surface. This makes long-term candidate relationship management harder than buyers expect, particularly in high-volume environments with repeat applicants.
How ZoomInfo Covers the Gaps
The gaps above share a common thread: Jobvite manages talent acquisition with depth and compliance rigor, but it depends on external sources for the contact intelligence and company data that power proactive sourcing.
ZoomInfo is a B2B intelligence platform that supplies that layer, with the data scale, company context, and programmatic access to fill the sourcing gaps Jobvite's workflow tools do not address.
ZoomInfo's B2B Contact Database: The sourcing intelligence Jobvite does not include
ZoomInfo operates one of the largest B2B data platforms available: 500M contacts, 100M companies, 135M+ verified phone numbers, 120M direct-dial phone numbers, and 200M+ verified business email addresses. The data flows through a verification pipeline backed by 300+ human researchers and automated ML scanning of 28 million site domains daily, reaching up to 95% accuracy on first-party data.
Source: ZoomInfo
For recruiting teams, this fills the gap between managing candidates who have already engaged and finding the ones who have not. Jobvite's Source & CRM works with the talent pool you have built. ZoomInfo's database lets you search by 300+ company attributes, filter by job function, seniority, department, and geography, and surface verified direct dials and business emails for candidates who may never visit your career site. Job-change alerts flag when potential candidates move to new roles, a signal that often correlates with openness to new opportunities.
In a Fortune 500 competitive RFP analyzing 25 million contacts across vendors, an independent consultant concluded that "no other competitor came even close." The data quality is externally validated: Leader in the Forrester Wave for Intent Data Providers (Q1 2025), Leader in the Gartner Magic Quadrant for ABM Platforms for the second consecutive year, and the only vendor in Gartner's Customers' Choice quadrant with a 4.7/5.0 rating.
Seismic's sales team attributed 39% of active pipeline to opportunities identified or influenced by ZoomInfo signals, boosted productivity by 54%, and saved 11.5 hours per week per seller. (Seismic Case Study)
ZoomInfo's Org Charts and Company Intelligence: Understanding target companies before sourcing begins
Jobvite tells you who has applied. ZoomInfo tells you who works where, who reports to whom, and what the company looks like from the outside.
Department org charts with decision-makers' direct dials and emails let recruiters map a target company's structure before reaching out. This is particularly valuable for executive search and leadership recruiting, where understanding the reporting hierarchy, identifying the right level of candidate, and knowing who to contact directly separates outreach that lands from outreach that disappears.
Technographic profiles track 30,000+ technologies across 200+ categories for 30+ million companies from 20+ source types, with nearly 90% of active pairings updated within three months. For technical recruiting, this means identifying candidates at companies that use specific programming languages, cloud platforms, or enterprise tools without relying on self-reported profiles. A recruiter sourcing Kubernetes engineers can filter for companies running Kubernetes and target the engineering team directly.
Company-level signals add strategic context.
ZoomInfo Intent tracks signals from 210 million IP-to-Organization pairings and 6 trillion+ keyword-to-device pairings sourced monthly, surfacing companies actively researching topics that may indicate growth or transformation. A company researching "cloud migration" is likely building a team. A company with a new VP of Engineering is likely reshaping its technical organization. These signals inform sourcing strategy in ways that Jobvite's inbound-focused tools cannot.
Source: ZoomInfo
ZoomInfo APIs and MCP: Enriching candidate data in any recruiting workflow
ZoomInfo delivers its intelligence through APIs and MCP (Model Context Protocol), so the same data powering ZoomInfo's own products is accessible inside any third-party tool or custom workflow. The Enterprise API covers Search, Enrich, Copilot (AI intelligence), Marketing, and Engagements endpoints. The MCP server connects AI models directly to ZoomInfo's B2B data as a native tool, currently supporting Claude and ChatGPT.
Source: ZoomInfo
Where Jobvite's API requires contacting a CSM for credentials and offers no public developer documentation, ZoomInfo provides a Developer Portal at developer.zoominfo.com with OAuth 2.0 authentication, an interactive API explorer, and detailed endpoint documentation. API access is included in all relevant plans.
For recruiting teams, this means enriching candidate profiles with verified business data (current employer, title, direct dial, company size, technology stack) programmatically, without manual research. The ZoomInfo App Marketplace lists 172+ integrations across CRM, ATS, and other categories, including Bullhorn for recruiting workflows.
ZoomInfo's Free Entry Points: A way to evaluate the data before any commitment
ZoomInfo offers what Jobvite does not: a path into the platform without a sales conversation.
ZoomInfo Lite is a permanent free tier with access to ZoomInfo's B2B database, 10 monthly export credits, individual and company searches, a Chrome extension, and WebSights Lite with up to 10 website visitor reveals per day. A separate 7-day free trial provides broader access with no credit card required.
Source: ZoomInfo
Final Summary
Jobvite is a compliance-first talent acquisition suite: configurable workflows handle enterprise hiring complexity, recruitment marketing and career sites build pipeline without separate tools, onboarding automates I-9/E-Verify/tax form compliance with a self-updating regulatory engine, and analytics benchmarked against 22,000+ customers over 20 years prove recruiting ROI.
AI Interview Companion (built on IBM watsonx.governance) adds structured, bias-audited interviews across 15 ATS platforms. The platform fits mid-market and enterprise TA teams managing high-volume, multi-location, compliance-heavy hiring.
It is lighter on the upstream intelligence layer. Sourcing is limited to candidates already in the pipeline, internal search is constrained, and the platform includes no B2B contact database, org chart data, technographic profiles, or company intelligence signals for proactive candidate identification.
If your bottleneck is finding the right candidates before they find you, that is the ground ZoomInfo covers.
Its 500M-contact, 100M-company database provides verified emails and 120M direct dials for passive candidate sourcing. Department org charts map target companies' structures for leadership recruiting. Technographic profiles across 30,000+ technologies identify where technical talent works. And APIs and MCP bring that intelligence into any recruiting workflow, including the ATS you already use.
Start sourcing with verified contact data: try ZoomInfo Lite for free, or request a demo to see how org charts, direct dials, and company intelligence feed your recruiting pipeline.
FAQ
Does Jobvite include a B2B contact database for passive candidate sourcing?
No. Jobvite's Source & CRM manages candidates who have already applied, been referred, or been manually entered.
Auto Talent Rediscovery surfaces past candidates who match new roles, but the platform does not include a standalone contact database for identifying and reaching passive candidates who have never interacted with the employer brand. Teams that need proactive outbound sourcing at scale pair Jobvite with a B2B data platform.
Which Jobvite features require paid add-ons?
Three capabilities are sold as paid add-ons: Onboarding (paperwork, I-9/E-Verify, compliance automation), Advanced Employee Referrals (referral portal, incentive management), and AI Interview Companion (structured interviews, recording, AI scorecards).
The core ATS and other modules (Career Sites, Job Broadcast, Source & CRM, Candidate Messaging, Analytics) are distinct products, though Jobvite does not publicly confirm which are bundled with the base subscription versus sold separately.
Does Jobvite offer a free trial or free plan?
No. Jobvite does not offer a self-serve free trial or a permanent free tier. The pricing page provides only a "Get My Quote" form, and all pricing is negotiated per customer based on employee count and selected modules. Contracts auto-renew for 12-month periods and require 60 days' written notice to cancel. All fees are non-cancellable and non-refundable during the service term.
How does Jobvite handle compliance for regulated industries?
Jobvite includes compliance infrastructure across the platform. The ATS supports GDPR and CCPA with self-service consent management and data purging.
Onboarding includes integrated I-9 forms with direct E-Verify (no separate USCIS login), a Compliance Engine that auto-updates forms when regulations change, and native tax document support for US and Canadian jurisdictions. The platform holds SOC 2 Type 2 and ISO/IEC 27001 certifications, maintains a 24/7/365 Security Operations Center, and encrypts data with TLS 1.2+ in transit and AES-256 at rest.
Can Jobvite's AI Interview Companion work with other ATS platforms?
Yes. AI Interview Companion integrates with 15 ATS platforms including Ashby, Avature, Eightfold, Greenhouse, iCIMS, JazzHR, Jobvite, Lever, Oracle, SAP, SmartRecruiters, UKG, and Workday. It joins interviews automatically on Zoom, Google Meet, or Microsoft Teams, syncs with Calendly, Google Calendar, and Outlook, and pushes interview insights bidirectionally back into the connected ATS.
What integrations does Jobvite support?
Jobvite operates a marketplace listing preferred partners including LinkedIn, ADP, Indeed, UKG, and VONQ, with additional integrations across HRIS/HCM (ADP, BambooHR, UKG), background screening (Accurate Background, Asurint, Cisive), assessments (Canditech, Codility, Criteria), AI tools, sourcing, and job distribution.
The platform connects to existing HRIS infrastructure via pre-built integrations with ADP, Oracle, Workday, UKG, Infor, SAP, and BambooHR, and supports SSO via Azure, Okta, and OneLogin. No native Zapier or Make apps are publicly listed.
Does Jobvite publish its pricing?
No. Jobvite uses a custom, quote-based pricing model with no published tiers, seat prices, or dollar figures. The pricing page confirms a modular architecture (core ATS plus paid add-ons) but all specifics require contacting sales. Implementation and professional services are billed separately, training services are not included in standard support, and third-party HRIS integration support requires additional fees.
Does Jobvite include org chart or company intelligence for sourcing?
No. Jobvite's sourcing capabilities focus on managing and re-engaging candidates already in the talent pipeline. The platform does not include data on target companies' organizational structures, technology stacks, funding events, or leadership changes.
Recruiting teams that need to understand a company's internal structure, identify decision-makers, or target candidates based on the technologies their employer uses pair Jobvite with a B2B intelligence platform like ZoomInfo, which provides department org charts, 30,000+ technographic profiles, and 300+ company attributes for strategic sourcing.
