As recruitment volumes grow and compliance requirements tighten, Lithuanian employers are increasingly adopting Applicant Tracking Systems (ATS) to manage hiring efficiently. While there is no Lithuania-only ATS ecosystem, companies across Lithuania actively use EU-compliant and globally adopted ATS platforms to centralize candidates, reduce manual work, and improve hiring speed.
According to ATS adoption studies, companies using structured ATS workflows reduce time-to-hire by 20–30% and significantly improve candidate communication and compliance tracking (iCIMS). This makes ATS tools a core part of recruitment operations in Lithuania in 2025.
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Top Applicant Tracking Systems Used in Lithuania (2025)
Below is a practical, employer-focused list of the top 10 ATS platforms used by recruitment teams in Lithuania, starting with Qureos.
1. Qureos
Qureos is used by employers and recruitment teams hiring across Europe, GCC, and emerging markets, including Lithuania. It focuses on structured hiring workflows, candidate matching, and recruiter efficiency rather than legacy ATS complexity. It is commonly used by companies hiring both locally and internationally.
Features
- Centralized candidate sourcing and management
- Structured screening and shortlisting workflows
- Recruiter-focused interface designed for speed
- Support for cross-border and remote hiring
Benefits
- Reduces manual candidate handling
- Improves hiring consistency across roles
- Suitable for lean recruitment teams
- Faster shortlisting for high-volume hiring
2. iCIMS
iCIMS is widely used by enterprise and mid-sized companies operating in Lithuania, particularly shared service centers, multinational employers, and regulated industries. It is known for compliance, scalability, and deep reporting capabilities.
Features
- End-to-end applicant tracking
- Interview scheduling and offer management
- Advanced analytics and reporting
- GDPR and EU compliance support
Benefits
- Strong compliance for EU hiring
- Suitable for large recruitment volumes
- Clear visibility into hiring metrics
- Reduces hiring risk for enterprises
3. Bullhorn
Bullhorn is commonly used by recruitment agencies and staffing firms operating in Lithuania and across Europe. It combines ATS and CRM functionality, making it suitable for agency-driven hiring models.
Features
- ATS + recruitment CRM in one system
- Candidate and client relationship tracking
- Pipeline and placement management
- Reporting for agency performance
Benefits
- Ideal for staffing agencies in Lithuania
- Improves recruiter productivity
- Centralizes client and candidate data
- Supports high-volume placements
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4. SmartRecruiters
SmartRecruiters is used by tech companies and international employers with offices or hiring operations in Lithuania. It focuses on modern hiring workflows and candidate experience.
Features
- Cloud-based ATS platform
- Candidate-friendly application flows
- Hiring manager collaboration tools
- Integration with job boards and HR tools
Benefits
- Strong candidate experience
- Faster hiring approvals
- Scales well for growing teams
- Suitable for distributed hiring teams
5. Workday Recruiting
Workday Recruiting is used by large enterprises and shared service centers operating in Lithuania. It is typically part of a broader Workday HCM implementation.
Features
- Integrated ATS within Workday HCM
- Workforce planning and hiring analytics
- Compliance and audit-ready workflows
- Internal mobility support
Benefits
- Ideal for enterprise environments
- Strong compliance and reporting
- Single system for HR and recruiting
- Reduces data fragmentation
6. Greenhouse
Greenhouse is used by Lithuania-based tech startups and scale-ups, particularly those hiring engineering and product roles. It emphasizes structured hiring and interview consistency.
Features
- Structured interview kits
- Candidate pipeline visibility
- Hiring scorecards and feedback
- ATS integrations with HR tools
Benefits
- Improves hiring quality
- Reduces interviewer bias
- Clear hiring accountability
- Popular in tech-driven teams
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7. Teamtailor
Teamtailor is gaining adoption among SMEs and modern employers in Lithuania, especially companies focused on employer branding and candidate engagement.
Features
- Career site builder
- Applicant tracking and messaging
- Employer branding tools
- GDPR-compliant data handling
Benefits
- Strong employer branding
- Simple and intuitive UI
- Improves candidate engagement
- Suitable for growing companies
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8. Recruitee
Recruitee is used by European SMEs and recruitment teams in Lithuania that need collaborative hiring without enterprise complexity.
Features
- Multi-user hiring collaboration
- Applicant tracking and tagging
- Job board integrations
- Hiring analytics dashboard
Benefits
- Easy adoption for small teams
- Transparent hiring workflows
- Affordable for SMEs
- Supports EU hiring needs
9. BambooHR (ATS Module)
BambooHR’s ATS is used by small and mid-sized companies in Lithuania, often as part of a broader HR management setup.
Features
- Basic ATS with HR integration
- Applicant tracking and communication
- Offer letter management
- Employee data centralization
Benefits
- Simple ATS for growing teams
- Seamless transition from hire to HR
- Reduces tool fragmentation
- Easy onboarding
10. Odoo Recruitment
Odoo Recruitment is used by cost-conscious companies and startups in Lithuania that already use Odoo ERP modules.
Features
- Open-source recruitment module
- Applicant pipeline management
- Email and interview tracking
- ERP and HR integration
Benefits
- Flexible and customizable
- Cost-effective for SMEs
- Integrated business workflows
- Suitable for internal HR teams
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Conclusion
There is no single “Lithuania-only” ATS market, but employers across Lithuania actively use EU-compliant, globally adopted ATS platforms to meet hiring demands in 2025. From enterprise systems like iCIMS and Workday to recruiter-focused platforms like Qureos and Bullhorn, the right ATS depends on hiring volume, team size, and compliance needs.
For Lithuania’s recruitment industry, success in 2025 will depend on structured hiring workflows, strong candidate experience, and data-driven decision-making. Choosing the right ATS is no longer optional, it is a core hiring infrastructure decision.
