Cyber Recruiter
Applicant tracking systems (ATS)
Recruiting software
Talent acquisition suites software
- Features
- Ease of use
- Ease of management
- Quality of support
- Affordability
- Market presence
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Medium
Large
- Public sector and nonprofit organizations
- Energy and utilities
- Manufacturing
What is Cyber Recruiter
Cyber Recruiter is an applicant tracking system used to manage recruiting workflows from requisition intake through candidate tracking and hiring decisions. It supports HR and recruiting teams that need centralized candidate records, job posting management, and reporting across open roles. The product is typically positioned for organizations that want a configurable ATS with structured workflows rather than a broader HR suite.
Configurable recruiting workflows
The system is designed around configurable steps and statuses to reflect an organization’s recruiting process. This can help standardize how recruiters and hiring managers move candidates through stages. It is useful for teams that need repeatable workflows across multiple requisitions and departments.
Centralized candidate tracking
Cyber Recruiter maintains candidate profiles and activity history in one place, supporting resume capture and ongoing communication tracking. Centralization reduces reliance on spreadsheets and email threads for candidate status. It also supports continuity when multiple recruiters work on the same requisition.
Reporting for requisitions and pipeline
ATS-focused reporting helps teams monitor pipeline volume, stage aging, and requisition status. These reports support operational oversight and basic compliance documentation needs. Compared with general-purpose form tools, the reporting is oriented to recruiting lifecycle metrics.
Limited HR suite breadth
Cyber Recruiter is primarily an ATS rather than a full HRIS/payroll platform. Organizations looking for tightly integrated payroll, time tracking, and core HR modules may need additional systems. This can increase integration and administration effort compared with all-in-one HR platforms.
Integration ecosystem may vary
The breadth of prebuilt integrations (HRIS, background checks, assessments, and identity providers) may be narrower than platforms with large app marketplaces. Where native connectors are not available, teams may rely on custom integrations or manual processes. This can affect implementation time and ongoing maintenance.
Modern candidate experience uncertainty
Candidate-facing features such as mobile-first applications, automated scheduling, and conversational screening are not always core to traditional ATS products. If these capabilities are required, buyers should validate them in the current product version and confirm what is native versus add-on. Gaps here can impact application completion rates and recruiter efficiency.
Plan & Pricing
| Plan | Price | Key features & notes |
|---|---|---|
| Lite | Custom / Not listed (contact sales) | Fundamental tools to manage recruiting, training information, and configurable workflows. |
| Standard | Custom / Not listed (contact sales) | Adds more advanced functionality such as employee referral management and extended features. |
| Advanced | Custom / Not listed (contact sales) | Most comprehensive package with onboarding functionality and multi-company capabilities. |
Note: Visibility Software states it does not publish traditional pricing tables and instead offers two options to get pricing: (A) a "Talent Improvement Session" that results in a clear cost for the project, or (B) request a realistic budget range via a short form. Pricing is therefore provided per-organization after consultation.
Seller details
Cyber Recruiter
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