GITNUXSOFTWARE ADVICE
HR In IndustryTop 10 Best Applicant Testing Software of 2026
Ranked roundup of Applicant Testing Software for hiring teams, comparing Workable, Greenhouse, and Lever plus eight other tools.
How we ranked these tools
Core product claims cross-referenced against official documentation, changelogs, and independent technical reviews.
Analyzed video reviews and hundreds of written evaluations to capture real-world user experiences with each tool.
AI persona simulations modeled how different user types would experience each tool across common use cases and workflows.
Final rankings reviewed and approved by our editorial team with authority to override AI-generated scores based on domain expertise.
Score: Features 40% · Ease 30% · Value 30%
Gitnux may earn a commission through links on this page — this does not influence rankings. Editorial policy
Editor’s top 3 picks
Three quick recommendations before you dive into the full comparison below — each one leads on a different dimension.
Workable
Interview scheduling with structured scorecards and feedback captured per candidate
Built for recruiting teams needing structured screening and interview workflows in one ATS.
Greenhouse
Editor pickScorecards with standardized feedback tied to structured interview workflows
Built for mid-market and enterprise teams needing structured, collaborative hiring workflows.
Lever
Editor pickScorecards and structured evaluation rubrics tied to candidate stages
Built for teams standardizing evaluations with workflow automation across multiple roles.
Related reading
Comparison Table
The comparison table ranks leading applicant testing tools and maps how each vendor handles integration depth, its underlying data model and schema, and the automation plus API surface used for workflows. It also compares admin and governance controls, including RBAC options and audit log coverage, so teams can assess configuration, extensibility, and data consistency under real throughput needs.
Workable
ATS all-in-oneWorkable provides applicant tracking, job posting, candidate sourcing, and interview scheduling in one recruiting workflow.
Interview scheduling with structured scorecards and feedback captured per candidate
Workable provides a recruiter-first applicant pipeline that links job requisitions, candidate progression, and interview scheduling in a single workflow. Hiring teams can configure screening stages, collect evaluations with scorecards, and keep candidate statuses synchronized through automated updates triggered by stage changes. Collaboration features tie shared notes and team activity history directly to each candidate record, which reduces context switching during screening and interviewing.
The platform’s structured screening and scorecards work best when a team agrees on stage definitions and evaluation criteria upfront. The main tradeoff is that highly bespoke assessment methods can require additional configuration or manual steps to map into the standard stages and fields. Workable fits best for teams running recurring roles where consistent evaluation and audit trails across multiple interviewers matter for each hiring cycle.
- +Configurable hiring pipeline with stages and automated candidate status updates
- +Interview scheduling and feedback collection tied to candidates
- +Custom scorecards and structured screening to standardize evaluation
- +Team collaboration with shared notes and centralized candidate activity history
- –Reporting depth can feel limited versus full ATS analytics suites
- –Some automation and customization require more setup than basic forms
- –Candidate search and filtering can be less granular for complex criteria
In-house recruiters managing multiple roles at once
Coordinating applicant screening for several concurrent openings with consistent stage progression
Shorter time spent on manual pipeline updates and fewer missed handoffs between screening and interview panels.
Hiring managers and interview panels that collaborate across departments
Running panel interviews with shared context and standardized evaluation
More consistent interview evaluations across interviewers and clearer traceability of decision rationale.
Show 1 more scenario
Talent teams that need auditable screening decisions and structured process control
Maintaining governance over applicant screening and interview outcomes across hiring cycles
Improved compliance readiness through a clear record of evaluation stages and decision artifacts.
Teams can enforce process consistency by using defined stages and structured scoring inputs for candidate review. Candidate updates remain aligned with stage movements, which supports reliable reporting on where candidates were evaluated and why.
Best for: Recruiting teams needing structured screening and interview workflows in one ATS
More related reading
Greenhouse
enterprise ATSGreenhouse delivers an enterprise applicant tracking system with structured hiring workflows, scorecards, and hiring analytics.
Scorecards with standardized feedback tied to structured interview workflows
Greenhouse stands out with structured recruiting workflows built around configurable stages and interview pipelines. It supports end-to-end applicant tracking with job requisitions, candidate profiles, scorecards, and collaborative feedback across hiring teams.
The platform also provides robust interview scheduling and strong reporting for funnel performance and hiring outcomes. Search, import, and automation features reduce manual coordination during high-volume hiring cycles.
- +Configurable hiring stages and interview plans enforce consistent evaluation workflows
- +Scorecards and structured feedback improve comparability across candidates
- +Advanced reporting tracks pipeline conversion and hiring team performance
- +Automation reduces manual status updates and scheduling back-and-forth
- –Setup of workflows and permissions takes time for new organizations
- –Complex configuration can slow iteration for frequently changing roles
- –Bulk data operations and custom views can feel less flexible than standalone tools
Talent acquisition teams supporting multiple open roles
Manage applicant flow from job requisition through interviews and offer decisions across shared hiring pipelines
Faster handoffs between recruiters and hiring managers with fewer lost candidate updates across roles.
Hiring managers running structured interviews with scorecards
Standardize interview criteria by using scorecards and capturing collaborative feedback from interview panels
More consistent candidate comparisons that reduce subjective decision variance across interviewers.
Show 2 more scenarios
Recruiting operations teams managing high-volume hiring and workflows
Use automation and search tools to reduce manual coordination during large applicant volumes
Lower recruiter workload while maintaining steady throughput through the hiring funnel.
Greenhouse supports importing and searching for candidates and applying workflow-driven actions. Teams can automate repetitive steps to keep candidates moving through stages.
HR analytics and recruiting leadership focused on funnel performance
Report on sourcing, stage conversion, interview outcomes, and time-based metrics for hiring teams
Improved hiring process decisions based on measurable conversion and outcome trends across roles.
Greenhouse provides reporting that connects applicant stage movement and interview results to recruiting outcomes. Teams can use the data to identify where candidates stall or drop off.
Best for: Mid-market and enterprise teams needing structured, collaborative hiring workflows
Lever
workflow-first ATSLever offers applicant tracking with configurable pipelines, recruiting collaboration, and analytics for hiring teams.
Scorecards and structured evaluation rubrics tied to candidate stages
Lever stands out for combining structured applicant workflows with a configurable evaluation process. It supports job intake, candidate stages, and scorecards to standardize how teams assess applicants.
Automation helps move candidates through stages based on triggers, and reporting tracks funnel progress across roles. Strong configuration reduces reliance on custom engineering for many recruiting operations.
- +Configurable scorecards support consistent candidate evaluation
- +Automation moves applicants through stages based on workflow triggers
- +Reporting covers pipeline stages and evaluation outcomes
- –Workflow configuration complexity can slow initial setup
- –Advanced customization can require admin-level process design
- –Less granular reporting for niche recruiting metrics without added work
Recruiting teams at mid-market companies running repeatable hiring processes
Standardizing intake, interview stages, and evaluation scorecards across multiple roles while keeping stage criteria configurable by role
More consistent candidate assessments across roles and fewer process variations between recruiters.
High-volume hiring organizations managing large candidate funnels
Using workflow automation to advance candidates through stages when they meet triggers like completion of screening steps or submission of required feedback
Reduced recruiter admin work and fewer delayed candidates caused by missed stage transitions.
Show 1 more scenario
Talent acquisition teams supporting multiple business units or hiring managers
Collecting standardized interview feedback from stakeholders while maintaining stage ownership and scorecard requirements for each hiring manager group
Better coordination across interviewers and faster identification of where handoffs fail.
Lever’s configurable evaluation workflow supports consistent feedback collection and scoring expectations for stakeholders involved in interviews. Reporting helps teams identify bottlenecks tied to specific roles or stages.
Best for: Teams standardizing evaluations with workflow automation across multiple roles
iCIMS Talent Cloud
enterprise recruiting suiteiCIMS provides a talent acquisition platform with applicant tracking, recruiting automation, and candidate assessment integrations.
Structured assessment and evaluation workflows integrated into the iCIMS recruiting talent suite
iCIMS Talent Cloud stands out by combining applicant testing workflows with a broader enterprise talent suite for recruiting, interviews, and analytics. Applicant testing is supported through configurable assessments and structured evaluation so teams can screen candidates consistently across roles. It also fits organizations that need governance, auditability, and centralized candidate data management alongside testing results.
- +Configurable assessment workflows aligned with enterprise recruiting processes
- +Structured evaluation helps standardize scoring across hiring teams
- +Centralized talent data links test results to applicants and job requisitions
- –Assessment setup requires more configuration effort than lightweight testing tools
- –User experience can feel complex for teams managing only simple screenings
- –Advanced reporting depends on proper configuration and data mapping
Best for: Enterprise recruiting teams standardizing assessments across multiple roles
BambooHR Recruiting
HR-linked ATSBambooHR Recruiting adds applicant tracking, job intake, and candidate pipeline management to the BambooHR HR system.
Configurable recruiting pipeline in BambooHR that keeps candidates synced with HR records
BambooHR Recruiting stands out by connecting candidate pipelines directly to a broader HR platform used for HR records. It supports structured requisitions, configurable application stages, and basic screening workflows to move applicants toward interviews.
Recruiting adds signal collection like notes, tags, and interview scheduling, but its applicant testing coverage is narrower than dedicated assessment platforms. For testing, teams typically rely on lightweight screening inputs rather than advanced test libraries and proctoring-style controls.
- +Clean candidate pipeline with configurable stages and statuses
- +Strong HRIS integration so hiring context follows candidates
- +Fast setup of job workflows with minimal administration
- –Limited built-in assessment content for complex testing needs
- –Scoring and analytics for tests lag specialized testing tools
- –Testing workflows require extra process beyond core recruiting
Best for: HR teams needing simple screening workflows linked to HR records
SmartRecruiters
mid-market ATSSmartRecruiters provides an applicant tracking system with job distribution, candidate collaboration, and structured hiring tools.
Workflow-driven candidate stages with centralized evaluation and feedback tracking
SmartRecruiters focuses on structured recruiting workflows that connect job postings, applications, and assessment steps inside a single hiring suite. The applicant testing experience centers on configurable screening and evaluation workflows, with tools to route candidates, capture feedback, and standardize decisions across interviews.
SmartRecruiters also supports collaboration among recruiters and hiring teams through role-based views and status tracking, which helps keep assessments organized. The platform’s strength is workflow cohesion rather than advanced, test-builder-centric assessments.
- +Structured candidate stages and consistent assessment workflow tracking
- +Collaboration tools support hiring team feedback and decision logging
- +Role-based views keep recruiters and interviewers aligned
- –Applicant testing lacks specialized, high-fidelity test authoring focus
- –Advanced assessment customization can feel constrained versus dedicated testing tools
- –Setup complexity increases for multi-role workflows and approvals
Best for: Recruiting teams needing standardized screening workflows with team collaboration
Ashby
modern ATSAshby supplies an ATS built around configurable hiring pipelines, candidate management, and interview workflows.
Scorecards for structured interview evaluation per role and hiring stage
Ashby stands out with a unified hiring platform that combines recruiting workflows, structured evaluation, and configurable pipelines. It supports applicant tracking with job requisitions, candidate stages, interview scheduling, and team collaboration inside the same system.
Role-specific scorecards help standardize assessments across interviewers while keeping feedback attached to each candidate and stage. Automation tools route candidates and reminders through configurable hiring steps.
- +Configurable hiring pipelines with stage-based workflows and automation
- +Structured scorecards and reusable evaluation templates
- +Strong collaboration with interview feedback tied to candidate records
- +Facilities interview scheduling and process consistency across teams
- –Complex workflows can require admin tuning to stay clean
- –Reporting depth may feel limited for highly customized analytics needs
- –Candidate importing and edge-case data mapping can add setup time
Best for: Recruiting teams standardizing evaluations and automating candidate workflows
SmartJobBoard
screening ATSSmartJobBoard provides applicant screening and recruiting workflow tools focused on managing candidate pipelines and job applications.
Configurable screening questions integrated directly into the job application flow
SmartJobBoard focuses on applicant intake and screening workflows tied to job postings, with automated evaluation steps to reduce manual review. It supports building structured application forms and capturing candidate responses for consistent comparisons across applicants. The tool emphasizes configurable screening questions and review flows rather than advanced assessment analytics found in specialized testing suites.
- +Structured application forms enforce consistent candidate responses across roles
- +Configurable screening questions streamline shortlist building
- +Workflow-driven review reduces repetitive manual evaluation work
- +Job-posting centric setup keeps screening aligned to open positions
- –Assessment scoring and analytics are limited versus dedicated testing platforms
- –Less support for complex test designs like multistage adaptive assessments
- –Candidate reporting is more operational than deeply diagnostic
- –Customization relies on workflow configuration rather than rich assessment authoring
Best for: Teams screening applicants with structured questions and workflow automation
Zoho Recruit
budget-friendly ATSZoho Recruit is an applicant tracking system with candidate database, interview scheduling, and hiring pipeline management.
Customizable hiring stages with candidate scoring and evaluation templates
Zoho Recruit stands out by combining applicant tracking with Zoho’s broader business ecosystem and workflow automation. Core capabilities include role-based hiring pipelines, customizable job posting intake, candidate scoring, and structured interview stages.
The platform supports collaboration through internal notes, tasks, and recruiter-to-hiring-manager visibility, while reporting tracks funnel movement and recruiter activity. Candidate communication and assessment workflows can be organized around stages instead of manual spreadsheets.
- +Configurable hiring pipeline stages for consistent candidate progression
- +Candidate scoring and templates support repeatable screening workflows
- +Reporting shows funnel performance across jobs and recruiters
- +Zoho ecosystem integrations reduce duplicate data entry
- –Advanced assessment and scoring depth lags specialized recruiting suites
- –Workflow customization can require admin setup and ongoing maintenance
- –Search and bulk operations feel limited for very large applicant volumes
Best for: Mid-market teams managing structured pipelines with Zoho-aligned workflows
recruitCRM
recruiting CRMRecruitCRM combines applicant tracking with a recruiting CRM for managing candidates and automating follow-ups.
Stage-based screening forms with results carried through the recruitment pipeline
RecruitCRM stands out for combining applicant tracking with structured testing workflows inside a single recruitment hub. It supports configurable pipelines, candidate communication, and application stage tracking while keeping test status visible throughout the process.
Core testing features include screening forms and scoring aligned to stages, plus team collaboration that links feedback to candidates. Workflow control centers on routing applicants through predefined steps rather than managing tests as standalone assessments.
- +Stage-linked screening keeps test results tied to each pipeline step
- +Candidate profiles centralize applications, notes, and testing outcomes
- +Workflow routing automates next-step progression based on status
- –Assessment tooling focuses on screening forms rather than robust test authoring
- –Reporting depth for test analytics is limited compared with specialized platforms
- –Advanced customization for complex multi-round assessments takes extra setup
Best for: Teams running simple pre-employment screening within a visual recruiting pipeline
Conclusion
After evaluating 10 hr in industry, Workable stands out as our overall top pick — it scored highest across our combined criteria of features, ease of use, and value, which is why it sits at #1 in the rankings above.
Use the comparison table and detailed reviews above to validate the fit against your own requirements before committing to a tool.
How to Choose the Right Applicant Testing Software
This buyer's guide covers Workable, Greenhouse, Lever, iCIMS Talent Cloud, BambooHR Recruiting, SmartRecruiters, Ashby, SmartJobBoard, Zoho Recruit, and recruitCRM. It focuses on integration depth, data model design, automation and API surface, admin and governance controls, and how those mechanics affect throughput during structured screening.
The guide explains how candidate stages, scorecards, and workflow routing behave in daily recruiting operations across these tools. It also maps common implementation traps like complex configuration, limited analytics, and constrained assessment authoring to specific products.
Applicant testing workflows that combine candidate screening data with ATS stage progression
Applicant testing software manages structured screening and assessment inputs while keeping results attached to a candidate record and a job requisition workflow. Most tools implement this through a data model built around roles, stages, scorecards, and evaluation templates, then connect stage changes to status updates and routing.
Workable and Greenhouse both tie interview scheduling and structured scorecards to candidate records so feedback becomes part of the same workflow state. Lever and iCIMS Talent Cloud extend that model with configurable evaluation rubrics and assessment workflows that support standardized decisions across multiple roles.
Evaluation criteria for applicant testing data model, integrations, and governed automation
Buyer success depends on whether the tool treats screening outputs as structured data inside the ATS workflow rather than as standalone forms. Integration depth determines whether candidate and job context stays consistent across systems, while automation controls determine whether stage changes trigger reliable routing and status synchronization. Admin and governance controls matter when multiple interviewers, permissions, and audit trails must stay correct across hiring cycles.
These criteria also indicate where an integration-heavy setup can raise configuration work, especially in tools with complex workflow permissions and advanced configuration.
Stage-linked scorecards and structured feedback capture
Workable, Greenhouse, Lever, Ashby, and Zoho Recruit all emphasize scorecards tied to candidate stages so evaluation data stays organized per step. This matters because it supports consistent decisions across interviewers and keeps feedback attached to the right candidate state instead of scattered notes.
Workflow-triggered candidate status synchronization
Workable and Lever move candidates through stages based on configured triggers that update statuses automatically. Greenhouse also reduces manual status updates by pairing structured workflows with automation around interview plans and pipeline conversion.
Automation and extensibility surface for evaluation routing
Tools that concentrate routing and reminders inside the hiring workflow reduce operational overhead when screening steps change frequently. Lever, Workable, and Ashby use workflow routing and configurable steps that route applicants and reminders through the defined hiring process.
Integration depth across ATS, interview scheduling, and HR context
BambooHR Recruiting keeps candidates synced with HR records so hiring context follows the same person object. iCIMS Talent Cloud integrates applicant testing workflows into a broader enterprise talent suite so assessment results map to centralized talent data tied to requisitions.
Admin governance via permissions and workflow setup controls
Greenhouse highlights that setup of workflows and permissions takes time in new organizations, which indicates stronger governance around who can configure and operate pipelines. iCIMS Talent Cloud also focuses on governance and auditability with centralized candidate data linking test results to job requisitions.
Data model expressiveness for complex filtering and reporting
Greenhouse provides advanced reporting for funnel performance and hiring outcomes, which supports analysis across pipeline conversion and team performance. Workable and Ashby deliver structured evaluation workflows, but Workable reports limited depth versus full ATS analytics suites and Ashby reports limited depth for highly customized analytics.
A workflow-first decision framework for applicant testing tools
Choosing the right tool starts with the candidate lifecycle data model and ends with whether automation remains correct when workflows evolve. The aim is to keep stage definitions, evaluation criteria, and feedback capture consistent across interviewers and roles.
The decision steps below focus on integration depth, automation mechanics, schema alignment, and admin control behaviors that show up in Workable, Greenhouse, Lever, iCIMS Talent Cloud, and the other ranked tools.
Map evaluation criteria to stages using scorecards
If structured scorecards must drive comparability across interviewers, prioritize Greenhouse, Workable, Lever, and Ashby because they tie standardized scorecard feedback to stage-based workflows. For teams that mainly need structured application questions, SmartJobBoard and BambooHR Recruiting fit better because screening forms and pipeline stages remain the core model.
Verify stage changes drive reliable routing and status updates
Workable and Lever handle automated candidate status updates triggered by stage changes, which prevents manual coordination during high-volume screening. For multi-step workflow cohesion, SmartRecruiters and recruitCRM also center routing through predefined steps with feedback linked to candidates.
Assess integration targets and data ownership across systems
For HR-governed hiring where candidate context must live in HR records, BambooHR Recruiting keeps the pipeline synced with HR data. For enterprise recruiting programs that require centralized talent suite data linking job requisitions and assessment results, iCIMS Talent Cloud is designed around that broader suite integration.
Stress-test admin governance and workflow permission setup
If multiple teams need controlled configuration, Greenhouse’s emphasis on workflow permissions and setup time points to stronger governance. If governance needs align with centralized auditability and structured assessment workflows, iCIMS Talent Cloud is positioned for that enterprise control model.
Validate reporting depth for funnel and evaluation outcomes
For teams that measure pipeline conversion and hiring outcomes, Greenhouse provides advanced reporting for funnel performance and hiring team performance. For teams that value a consistent structured workflow but accept lighter analytics, Workable, Lever, and Ashby may still fit, but Workable’s reporting depth can feel limited versus full ATS analytics suites.
Applicant testing tool audiences by workflow maturity and data governance needs
Different applicant testing tools target different workflow complexity levels and governance expectations. The best match depends on whether screening must be standardized by stage and scorecards, or whether structured forms and workflow routing are sufficient.
The segments below reflect which tools each type of team fits best based on the stated best-for use cases.
Recruiting teams running recurring roles that need structured screening plus audit-friendly workflow history
Workable fits teams that want configurable hiring stages, structured screening with scorecards, and collaboration with centralized candidate activity history tied to each candidate. This combination supports consistent evaluation across multiple interviewers while reducing context switching during screening.
Mid-market and enterprise teams standardizing collaborative hiring pipelines across roles
Greenhouse is aimed at teams that need configurable stages, scorecards, collaborative feedback, and reporting for funnel performance and hiring outcomes. It also reduces manual scheduling and status back-and-forth through automation around structured interview workflows.
Teams standardizing evaluation rubrics and using automation triggers for stage progression
Lever is built for workflow triggers that move candidates through stages and for scorecards tied to candidate stages. It suits teams that want standardized evaluation without requiring heavy bespoke assessment mapping.
Enterprise recruiting programs that require assessment workflows integrated into a broader talent suite with governance and centralized data
iCIMS Talent Cloud targets enterprise teams that align structured assessments with enterprise recruiting processes and centralized talent data management. It is positioned for auditability and governance that links assessment outcomes to applicants and job requisitions.
HR-centric teams that need simple screening workflows linked directly to HR records
BambooHR Recruiting best supports HR teams that want candidate pipelines with configurable application stages that stay synced with HR data. Its testing coverage is narrower than dedicated assessment platforms, which fits teams relying on lightweight screening inputs.
Pitfalls that derail applicant testing rollouts across stages, scoring, and reporting
Applicant testing projects fail most often when the screening data model does not match the intended workflow automation or when reporting depth is overpromised. Several tools also trade off customization effort against speed of setup, especially when workflows and permissions must be carefully designed.
The pitfalls below map concrete mistakes to product behaviors described in the reviewed tool profiles.
Building bespoke assessment logic that does not map cleanly to stage and field structures
Workable notes that highly bespoke assessment methods can require additional configuration or manual steps to map into standard stages and fields. Lever and iCIMS Talent Cloud similarly center structured evaluation workflows, so custom test designs that exceed the rubric model can create setup overhead.
Underestimating workflow and permission configuration time in a governed environment
Greenhouse flags that setup of workflows and permissions takes time for new organizations and that complex configuration can slow iteration. SmartRecruiters also reports setup complexity for multi-role workflows and approvals, which increases configuration work when governance is tight.
Expecting dedicated test analytics or high-fidelity test authoring from ATS workflow tools
SmartJobBoard emphasizes structured application forms and screening questions with limited assessment scoring and analytics compared with specialized testing platforms. recruitCRM and BambooHR Recruiting also focus on screening forms and pipeline routing rather than robust test authoring and deep test analytics.
Choosing a reporting scope that cannot support pipeline and evaluation decisions
Workable notes limited reporting depth versus full ATS analytics suites and Ashby notes reporting depth limitations for highly customized analytics needs. If funnel performance and team outcome reporting are required, Greenhouse’s advanced reporting for pipeline conversion and hiring outcomes is a stronger fit.
How We Selected and Ranked These Tools
We evaluated Workable, Greenhouse, Lever, iCIMS Talent Cloud, BambooHR Recruiting, SmartRecruiters, Ashby, SmartJobBoard, Zoho Recruit, and recruitCRM on features, ease of use, and value using the provided tool profiles and ratings. Each tool received a weighted overall score in which features carried the largest share at 40 percent, while ease of use and value each contributed 30 percent.
This ranking reflects criteria-based scoring tied to mechanisms like stage-linked scorecards, workflow-triggered status updates, automation behavior, and the stated limits around reporting depth or assessment authoring. Workable stands apart by combining interview scheduling with structured scorecards and feedback captured per candidate, which directly lifted features weight and also supported higher ease-of-use alignment through a recruiter-first workflow built around stages and centralized candidate activity history.
Frequently Asked Questions About Applicant Testing Software
How do Workable, Greenhouse, and Lever handle stage-based scorecards in applicant testing?
Which tool is better for standardized testing across many roles without custom building blocks?
What integration and API options matter most for applicant testing workflows?
How does SSO and RBAC typically affect access to applicant testing results?
What migration approach works when moving existing assessments and candidate history into a new system?
Which platforms offer the most admin controls for defining testing steps and routing?
When teams have custom evaluation logic, which tool requires more configuration work?
How do collaboration features connect interviewer feedback to candidate records across the testing process?
What common failure mode occurs with applicant testing automation, and how do top tools mitigate it?
Tools reviewed
Primary sources checked during evaluation.
Referenced in the comparison table and product reviews above.
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