How ATS Platforms Are Using DEI AI Capabilities to Improve Diversity in Hiring

A diverse team brings fresh ideas, stronger collaboration, and better results. Today, building an inclusive workforce is a smart move for any business.

Still, hiring fairly isn’t always easy. Bias—often unintentional—can influence job descriptions, resume reviews, and shortlisting. That’s where AI-powered Applicant Tracking Systems (ATS) help.

These tools remove personal details, standardize evaluations, and focus on skills. By using AI to reduce bias, companies can find top talent more fairly—and build teams that reflect their values.

What Is a Diversity-Focused ATS?

• An Applicant Tracking System (ATS) helps teams handle hiring tasks like posting jobs, reviewing resumes, and scheduling interviews.
• A diversity-focused ATS goes a step further by supporting fair, unbiased hiring through built-in DEI (Diversity, Equity, and Inclusion) features.
• These tools are designed to help companies focus on skills and experience, not names, backgrounds, or assumptions.

How Bias Can Slip into Traditional Hiring

• Unconscious bias can affect decisions based on:
  • A candidate’s name or photo
  • Educational background or previous employers
  • Language style or resume formatting
• Job descriptions might use words that discourage some groups from applying.

Key AI Features Supporting Diversity

Feature	How It Supports Diversity
Blind Resume Screening	Hides personal details to avoid bias in early-stage screening.
Bias Detection	Flags biased terms in job posts and suggests inclusive alternatives.
Diverse Talent Sourcing	Surfaces candidates from underrepresented groups using data insights.
Skill-Based Matching	Ranks candidates by ability, not pedigree or past employers.
Standardized Evaluation	Uses scorecards and assessments for fair, consistent interviews.
Multi-Language & Accessibility	Supports diverse candidates with local languages and inclusive UX.

Why It Matters for Employers

Hiring for diversity isn’t just about doing the right thing—it’s a smart business strategy. Companies that invest in inclusive hiring tools, like AI-powered ATS platforms, often see better outcomes across the board.

Drives Innovation and Performance

Teams made up of people from different backgrounds bring fresh perspectives to the table. They’re more likely to approach problems creatively, challenge groupthink, and build solutions that resonate with a wider audience. This diversity of thought often leads to stronger innovation and better business performance.

Builds a Stronger Employer Brand

Today’s job seekers care about more than just salary—they want to work for companies that reflect their values. When candidates see that your hiring process is fair and inclusive, it builds trust. A transparent and bias-aware approach shows your commitment to equality, which strengthens your employer brand and helps attract top talent.

Supports ESG and DEI Goals

Many companies are setting clear goals around environmental, social, and governance (ESG), as well as Diversity, Equity, and Inclusion (DEI). A diversity-focused ATS helps track and report on hiring practices, making it easier to stay accountable and demonstrate progress to leadership, boards, or investors.

Improves Retention and Engagement

Inclusive hiring sets the foundation for a more welcoming workplace culture. When employees feel valued and represented, they’re more likely to stay. This sense of belonging boosts engagement, reduces turnover, and creates a more resilient team over time.

Top ATS Platforms with DEI AI Capabilities (2025)

Ashby

Ashby helps fast-scaling teams build fair, data-driven hiring processes. Its blind resume screening, structured scorecards, and DEI dashboards reduce bias early in the funnel.

The platform is ideal for startups that want automation without losing control over quality and equity. It also offers analytics that help track hiring outcomes by stage and source.

Key Features

Feature	What It Helps With
AI-Assisted Application Review	Streamlines the screening process by highlighting top candidates based on predefined criteria.
Customizable Workflows	Allows teams to tailor the recruitment process to fit their unique hiring needs.
Advanced Analytics	Provides insights into hiring metrics to inform strategic decisions.
Integrated Scheduling	Facilitates interview coordination with calendar integrations and timezone support.
Collaborative Tools	Enables team collaboration through shared notes, feedback, and role-based access.

Pricing

Ashby Pricing offers the following pricing plan

• Foundations Plan – Starts at $360/month for up to 10 employees.
• Plus Plan – Custom pricing for 101–1000 employees.
• Enterprise Plan – Custom pricing for organizations with over 1000 employees.​

Pricing is based on company size, usage, and commitment, with discounts available for annual commitments. ​

Pros & Cons

Pros	Cons
AI-powered tools streamline sourcing and screening Excellent reporting and analytics capabilities Highly customizable workflows and interview plans Built-in scheduling with timezone support Clean, modern interface suitable for fast-moving teams	No free trial currently available Higher starting price compared to entry-level ATS tools Some features may require onboarding or training to use effectively

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Recruitee

Recruitee offers collaborative workflows that support fairness across hiring stages. Features like evaluation scorecards, feedback flags, and customizable pipelines help small and mid-sized teams maintain inclusive processes with minimal complexity.

A solid choice for distributed teams focused on transparency.
It’s also easy to roll out across departments with minimal training.

Key Features

Feature	What It Helps With
Custom Hiring Pipelines	Visualize and control each hiring stage for different roles and teams.
Role-Based Access	Control what each team member sees and contributes in the hiring process.
Collaborative Tools	Share notes, assign tasks, and collect structured feedback across teams.
Automated Scheduling	Let candidates schedule interviews based on availability, with timezone support.
Multi-Channel Job Posting	Post jobs to multiple boards and manage responses in one central dashboard.

Pricing

Recruitee pricing offers the following plans

• Start Plan – Starts at $270/month (billed annually), ideal for smaller teams
• Grow Plan – Starts at $343/month, includes advanced analytics, workflows, and custom roles
• Optimize Plan – Custom pricing for enterprises with high-volume hiring needs

Free Trial

18-day free trial with access to core features and integrations.

Pros & Cons

Pros	Cons
Clean and modern interface Great for collaborative hiring across departments Flexible pipelines for different roles Strong job board posting capabilities Built-in scheduling with timezone detection	Pricing starts higher than some alternatives Some learning curve for new users Advanced features limited to higher plans

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SmartRecruiters

SmartRecruiters supports enterprise-level hiring with a strong focus on compliance and accessibility. Its DEI analytics, multi-language experience, and reporting tools help large companies meet diversity goals while maintaining global consistency.

Ideal for multinational organizations that value scalable inclusion. It also enables seamless collaboration across regional HR and recruitment teams.

Key Features

Feature	What It Helps With
AI Matching Engine	Suggests top candidates based on job criteria and recruiter behavior.
Structured Collaboration	Enables multi-user feedback with scoring, notes, and stage controls.
Candidate Relationship Management	Helps nurture talent pipelines through branded campaigns and tagging.
Multi-language & Global Hiring	Supports international teams with compliance tools and localizations.
Mobile Recruiting App	Manage job posts, candidates, and interviews from anywhere.
Integrated Offer Management	Send, track, and manage offer letters from within the platform.
Advanced Reporting & Analytics	Provides insight into time-to-hire, funnel performance, and team activity.

Pricing

SmartRecruiters pricing uses custom pricing based on company size and hiring volume.

Free Trial

SmartRecruiters offers demos and sandbox environments upon request, but no publicly listed free trial.

Pros & Cons

Pros	Cons
Built for global, enterprise-scale hiring AI tools improve match accuracy Native CRM for talent nurturing Full offer-to-hire functionality	Pricing not transparent Feature-rich but may feel complex Requires onboarding support for setup

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Lever

Lever combines ATS and CRM capabilities to help teams build long-term, diverse talent pipelines. It supports structured hiring and delivers DEI insights through customizable surveys and analytics.

Best suited for organizations that want to nurture inclusive hiring while growing strategically. Lever’s talent relationship management tools help re-engage past applicants effectively.

Key Features

Feature	What It Helps With
ATS + CRM in One	Track applicants and manage ongoing candidate relationships.
Automated Hiring Stages	Move candidates through custom pipelines with less manual work.
Built-in Analytics	Monitor recruiter activity, time-to-hire, and conversion trends.
Interview Coordination	Schedule across calendars without back-and-forth emails.
Pipeline Customization	Create workflows by role, department, or location.
DEI Support Tools	Structure hiring processes to promote fair evaluations.
App Integrations	Connect with other HR tools to create a seamless stack.

Pricing

Lever pricing offers customization pricing based on team size, features needed, and hiring volume. Plans typically include ATS + CRM functionality with optional add-ons.

Free Trial

You can request a guided demo to see how Lever supports high-volume recruiting scenarios.

Pros & Cons

Pros	Cons
– Combines recruiting and pipeline nurturing – Easy to use and organize workflows – Strong reporting for hiring visibility – Integrates well with HR and scheduling tools	– Custom pricing requires a demo – Learning curve for CRM features – May need configuration to match complex needs

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Greenhouse

Greenhouse is a top pick for enterprises focused on structured, inclusive hiring. With features like inclusive job post checking, anonymous testing, and strong integration options, it enables consistency and fairness across high-volume hiring.

Great for global teams prioritizing equity at scale. Its ecosystem of add-ons makes it highly adaptable to unique DEI strategies.

Key Features

Feature	What It Helps With
Structured Hiring Flows	Creates a consistent interview process across all roles and departments.
Recruitment Analytics	Delivers insights on pipeline health, time-to-hire, and team activity.
Third-Party Integrations	Connects with HR, assessment, and onboarding tools to centralize your hiring stack.
Diversity Support Tools	Provides built-in features to help teams hire inclusively and remove bias.
Candidate Management CRM	Helps keep in touch with talent even before a role opens up.

Pricing

Greenhouse pricing offers tiered pricing plans that scale with your hiring volume and feature needs:

• Essential Plan: Includes core ATS functionality for growing teams
• Advanced Plan: Adds deeper reporting, automation, and more integrations
• Expert Plan: Ideal for large teams with security, compliance, and onboarding needs

Final pricing is customized based on company size and selected tools.

Free Trial

Greenhouse does not offer a free trial. However, companies can request a demo to understand features and evaluate how the platform fits their hiring process.

Pros & Cons

Pros	Cons
Helps teams build a consistent, scalable hiring process Provides detailed insights to guide decision-making Extensive integration options with other HR tools Built-in features to support inclusive hiring	Requires setup and training to unlock full value No transparent pricing on the website May feel too feature-heavy for small teams

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Comparison of the Top ATS Platforms with DEI AI Capabilities

Platform	DEI Strength	Key Features	Pricing	Best For
Ashby	Fair, structured hiring for scaling teams	Blind screening, DEI dashboards	From $500/month	Startups
Greenhouse	Built-in bias reduction tools	Inclusive posts, anonymous tests	Custom	Enterprises
Lever	Diverse pipeline building	Diversity surveys, CRM tools	Custom	Growth teams
Recruitee	Collaborative, bias-aware hiring	Scorecards, feedback flags	From $269/month	SMBs
SmartRecruiters	Compliance-focused global hiring	DEI analytics, multilingual UX	Custom	Global orgs

Challenges and Limitations

While AI-powered ATS platforms bring significant advantages, they’re not without challenges. It’s important for hiring teams to understand where limitations exist—so the technology can be used responsibly and effectively.

Risk of Biased Training Data

AI systems learn from historical data, and if that data reflects existing bias, the system may unintentionally carry those patterns forward. For example, if past hiring favored specific demographics, the AI might initially prioritize similar profiles unless properly calibrated.

Over-Reliance on Automation

Automation can simplify screening and evaluation, but it shouldn’t replace human judgment. Candidates are more than keywords and scores—context, communication, and adaptability often come through best in personal interactions. Over-dependence on AI may cause great candidates to be overlooked.

Lack of Transparency in Decision-Making

Some platforms don’t clearly explain how scoring decisions are made, which can create uncertainty for both hiring managers and candidates. This lack of visibility can make it harder to evaluate whether the process is truly fair.

Limited Flexibility for Nuanced Roles

Roles that require soft skills, creative thinking, or a cultural fit can’t always be captured through automation alone. While AI can shortlist candidates efficiently, the final decision still benefits from human insight.

The Best Approach: Human + AI Collaboration

The most effective hiring outcomes happen when AI is used to assist, not replace, the recruiting team. AI can speed up early screening, flag inconsistencies, and suggest improvements. However, final decisions, interviews, and context-based judgments are best handled by people who understand the broader goals of the business and team.

How to Choose the Right Tool

Choosing an ATS with strong diversity-focused capabilities goes beyond looking at feature lists. It’s about making sure the platform supports fair, inclusive, and measurable hiring practices right out of the box. Here are a few things to look out for during the selection process:

1. Ask About DEI-Specific Features

Not all ATS platforms prioritize inclusive hiring. During demos or product walkthroughs, ask direct questions about features like blind resume screening, inclusive language support, and diversity analytics. These tools should be easy to use, not hidden behind complex configurations.

2. Evaluate How the Platform Handles Anonymized Applications

Blind screening is one of the most effective ways to reduce early-stage bias. Request a live demo or test account where you can see how candidate data is anonymized. Pay attention to whether critical details (like name, location, or photos) are hidden during initial reviews.

3. Look for AI Transparency

Ask the vendor how their AI works. Can they explain how candidates are scored or ranked? Do they offer visibility into the criteria being used? A platform that clearly outlines its scoring methods is better suited for building trust with hiring managers and with candidates.

4. Check for Bias Mitigation Strategies

Reputable platforms should have built-in measures to monitor and reduce algorithmic bias. This could include model updates, bias detection alerts, or regular audits. Make sure you’re choosing a tool that doesn’t just rely on AI, but actively works to improve it.

5. Involve Both HR and DEI Teams

Before making a final decision, both recruiters and DEI stakeholders should be involved in the review process. Each team will bring a different perspective, ensuring the tool supports compliance, user experience, and diversity goals in a practical way.

Choosing the right ATS is a strategic move. When the right balance of automation and fairness is built in, it becomes much easier to build a workforce that reflects both company values and long-term goals.

Implementation Advice

Rolling out a diversity-focused ATS is a great step—but how your team uses it daily makes the real difference. A thoughtful approach during and after implementation ensures the tool supports your hiring goals effectively.

Train, Don’t Rely on AI

Use AI to guide—not decide. Recruiters should interpret insights, not take them at face value.

Track Diversity Metrics

Monitor demographic trends across each stage to identify where bias may still exist.

Audit AI Behavior

Run routine checks to ensure the system continues aligning with DEI goals over time.

Keep DEI Goals Visible

Make inclusion a shared responsibility—from recruiters to leadership—by embedding goals into training and KPIs.

Train recruiters to use AI as guidance, not a final decision-maker

AI can help rank candidates, flag biased language, and highlight strong matches—but it can’t fully understand context or potential. Recruiters should view AI insights as helpful input while using their own experience to make the final call.

Track diversity-related hiring metrics

After implementation, it’s helpful to monitor how candidate demographics flow through the hiring process. Tracking patterns across application, interview, and offer stages can show where improvements are happening—and where further adjustments may be needed.

Audit AI behavior regularly

Over time, AI models may shift or show new patterns. It’s a good idea to run routine checks to ensure the system remains aligned with your inclusion goals. Look for any signs of imbalance, like certain groups consistently dropping out at the same stage, and investigate further.

Keep DEI goals visible across the team

Treat the platform rollout as part of a broader inclusion strategy. Keep DEI priorities front and center during recruiter training, and make sure leaders are aligned on how success will be measured. When everyone is invested, the impact is far greater.

A thoughtful rollout helps ensure the technology works in your favor, supporting not just efficiency but fairness at every stage.

Conclusion

AI-powered ATS platforms are shaping the future of hiring, making it faster, smarter, and more inclusive. When used well, these tools help remove bias, expand access to opportunity, and ensure candidates are evaluated based on what truly matters: their skills, experience, and potential.

But AI is not a standalone solution. It works best when paired with thoughtful strategy, transparent processes, and human judgment. By choosing a platform with strong diversity features—and using it with care—teams can make meaningful progress toward building a fair, inclusive hiring process that reflects their values.

The right technology, in the hands of the right people, can help move hiring forward for everyone.

Frequently Asked Questions