LinkedIn Ads Targeting: Applicant Tracking Software Interest
Target LinkedIn members who engage with applicant tracking software content and communities. Reach B2B buyers when they're in the right mindset.
What "Applicant Tracking Software" Interest Means
LinkedIn identifies users interested in Applicant Tracking Software when they engage with content about ATS platforms like Greenhouse, Lever, and Workable that manage the recruiting pipeline from job posting to offer. These professionals focus on candidate sourcing, interview scheduling, hiring workflows, and recruiting analytics. They include talent acquisition managers, recruiting operations leaders, and HR directors overseeing hiring processes.
ATS interest signals investment in structured recruiting operations. These professionals evaluate tools for candidate tracking, interview scheduling, and hiring analytics — indicating they are building or upgrading their recruiting technology stack.
Who Should Target This Interest?
Create campaigns targeting ATS interest at companies showing growth signals — recent funding rounds, job posting volume, and headcount increases. Use messaging about scaling hiring processes, reducing time-to-fill, and improving candidate experience. Growth-stage companies have the most urgent ATS needs.
Publish benchmark data on time-to-fill, cost-per-hire, and candidate experience scores. Target talent acquisition leaders who are under constant pressure to hire faster and better. Gate the benchmark report to capture prospects actively measuring their recruiting performance.
Target ATS interest with messaging about EEOC compliance, OFCCP reporting, and hiring audit readiness. Compliance is a mandatory requirement for ATS platforms, and messaging about automated compliance reporting resonates with HR leaders in regulated industries.
Recommended Targeting Combinations
This combination creates a highly qualified recruiting technology buyer audience. They evaluate tools across the full recruiting workflow — sourcing, tracking, interviewing, and onboarding. Ideal for platforms offering end-to-end recruiting solutions.
Combining ATS with HRM interest targets professionals building integrated people operations stacks. They want recruiting tools that connect seamlessly with HRIS platforms for smooth candidate-to-employee transitions. Ideal for unified HR and recruiting platforms.
This targets fast-growing tech companies with the most active hiring programs. Technology companies adopt ATS platforms earlier than most industries and are willing to invest in premium tools that accelerate their hiring velocity.
- Pair this interest with the Recruiting Software interest and seniority filters to reach talent acquisition leaders with direct purchasing authority.
- Target this audience with content about reducing time-to-hire, improving candidate experience, or building structured interview processes.
- Use seasonal targeting during high-hiring periods like Q1 and Q3 when companies are most actively ramping up their recruiting infrastructure.
Who This Audience Is
Typical Roles & Seniority
Talent acquisition managers, recruiting directors, VP of People, and HR operations managers responsible for hiring processes. This audience manages job postings, candidate pipelines, and hiring workflows across their organizations.
Company Types
Companies with active hiring programs and 50+ employees. Technology, healthcare, and professional services companies with high-volume recruiting needs are heavily represented. Companies growing 20%+ annually are the most active buyers.
Common Mistakes When Targeting Applicant Tracking Software
Targeting Recruiters Instead of TA Leaders
ATS interest includes individual recruiters who use tools daily but do not select platforms. Filter for Manager+, Director, and VP seniority to reach the talent acquisition leaders who make ATS purchasing decisions for their organizations.
Ignoring the Candidate Experience Factor
Modern ATS buyers evaluate platforms based on candidate experience — application ease, communication flow, and branded career pages. Ads that focus only on recruiter efficiency without addressing candidate-facing features miss a primary evaluation criterion.
Not Segmenting by Company Growth Stage
A 50-person startup's ATS needs differ dramatically from a 5,000-person enterprise. Startups want simplicity and speed while enterprises need compliance, customization, and integration. Running one campaign for both reduces relevance significantly.
Frequently Asked Questions
How competitive is LinkedIn advertising for ATS software?
Moderately competitive. Major ATS vendors advertise on LinkedIn, but the audience is large enough to find efficient segments. Target specific company sizes or industries to reduce competition. Feature-specific messaging about compliance, candidate experience, or integration also differentiates effectively.
What content works best for ATS audiences?
Recruiting benchmark reports, interview process frameworks, and candidate experience guides generate strong engagement. Talent acquisition professionals are data-driven and want actionable insights to improve their hiring metrics. Case studies showing reduced time-to-fill and improved offer acceptance rates are particularly compelling.
When do companies typically evaluate ATS platforms?
ATS evaluation peaks when companies hit growth inflection points — typically after securing funding, during rapid hiring ramps, or when existing tools become bottlenecks. Budget planning in Q4 also triggers evaluations. Target companies showing hiring growth signals with timely messaging about scaling recruiting operations.