Applicant Tracking Systems

Corporate Performance Management (CPM)

Nonprofit Constituent Relationship Management

Customer Relationship Management (CRM)

Security Information and Event Management (SIEM)

Supports enterprise-wide recruiting processes from job application to hiring.

iCIMS Talent Acquisition Software Suite

PeopleFluent Mirror Suite for Talent Management

Top Rated Applicant Tracking Systems

include:&32JobDiva,&32Greenhouse,&32SmartRecruiters,&32JazzHR,&32Oracle HCM Cloud,&32LinkedIn Talent,&32and&32PeopleFluent Mirror Suite for Talent Management.

on the TrustMap include:&32iCIMS,&32PCRecruiter,&32Bullhorn Recruitment CRM,&32ZipRecruiter,&32Jobvite,&32and&32Kenexa.

A complete list ofApplicant Tracking Systemsis availablehere.

TrustMapsare two-dimensional charts that compare products based on satisfaction ratings and research frequency by prospective buyers. Products must have 30 or more ratings to appear on this TrustMap, and those above the median line are considered Top Rated.

What is an Applicant Tracking System?An Applicant Tracking System (ATS) is a type of software used to manage recruiting operations. It is generally available as a cloud or web-based service. The hub of the software is a database of candidates. Connected to the hub are job listings on job boards and the company website, which feed candidates applications into the hub. Recruiters can post and manage job listings from within the hub. Recruiters can also communicate with candidates from within the hub via email or social networks like LinkedIn.

However, since its associated with old-school passive recruitment methods, the term ATS has fallen out of favor somewhat. Many modern vendors now refer to their solutions as recruiting software rather than applicant tracking systems, to indicate a broader feature set and a more active approach to recruiting.

Recruiting software allows recruiters to better manage the recruitment process, from recruitment marketing to job applications and hiring. It typically has three major functions:

Today, ATS may refer to the whole recruiting platform, or just the piece that stores submitted applications.

Applicant Tracking System Features and CapabilitiesATS and recruiting platforms assist with each stage of finding and hiring new employees. Basic ATS platforms aggregate and manage resumes. More advanced recruiting tools may include additional features, such as:

Integration with onboarding/talent management software

Today, its typical for recruiting software to include features around:

Email templates for communication with candidates

Notifications and alerts (particularly for interviews

Standard reports on key recruiting metrics

Recruiting is a core component oftalent management. All the platforms listed in ourBuyers Guide to Talent Management Softwareoffer recruiting capabilities as part of a broader suite that includes onboarding, performance management, compensation, learning, etc.

Recruitment ManagementThis is the core functionality that allows users to manage the recruitment process. Common capabilities include:

Analytics and reporting (to assess which approaches work)

CRM-type features for keeping tabs on passive job candidates

For a higher price, recruiting software vendors can accommodate larger companies needs. This includes:

More simultaneous users of the system

More customer support and implementation help

Advanced Analytics & Big Data Insights

Measuring the recruiting process can provide a significant competitive advantage. The hiring success rate is dependent on understanding:

Best combinations of experience and education

Which sourcing channels provide stellar candidates

What kind of approach creates engagement

Recruitment data vendors provide the big data mining solutions to understand these factors.BroadbeanandBurningGlassboth offer advanced recruiting analytics, for example. HCM and talent management suite vendors also offer more advanced analytics that can tie in later-stage information about employees, such as retention, performance, compensation, etc. to guide recruiting efforts.Applicant Tracking Systems (ATS) vs. Active RecruitmentTaking a customer relationship management approach to recruiting changes the paradigm of hiring. It holds that candidates should be treated much the same way as customers. Its the job of recruiters to actively market to prospective employees, to get them interested and make sure they have a smooth experience with the company.

Most traditional applicant tracking systems (ATS) simplify the hiring process for the employer. At the same time, some make it more difficult for the applicant. This is where the candidate experience and engagement strategies of modern recruiting software come in. Presenting an attractive brand and proactively reaching out to candidates to build a relationship with them (rather than just waiting for them to apply) helps attract the best talent.

This is a slightly different approach to hiring. Tools designed for an active recruitment strategy focus on searching for and communicating with candidates who might not have applied yet, or even be actively seeking a new job yet. Software solutions likeSmashFlyact as a kind of recruiting CRM platform, to store candidates contact information and a history of past communications.LinkedIn Talentis another major player in this arena. The site can be mined for passive candidates who fit recruitment qualifications, using advanced search criteria. Other sites that recruiters can use to find candidates are Facebook, Twitter, StackOvervflow, Quora, etc. Some vendors specialize in aggregating this information to make it easily searchable, including:

Pricing for ATS and recruitment software varies depending on the focus of the vendor and the size of the company/candidate pool. Specific pricing is available by custom quote from most vendors. Costs can range from thousands of dollars per year to hundreds of thousands of dollars per year, depending on the number of features, integrations, recruiting users, and applicants you need in the system.

Excerpts from TrustRadiusBuyers Guide to Recruiting/ATS Software

There are many kinds of recruiting software clustered around the HR task of finding and hiring the best people. Applicant Tracking Systems (ATS) are designed to automate the hiring process by, for example, posting job openings, managing screening questions, generating interview requests, allowing resumes to be searched by keywords, and other administrative tasks. These tools are mainly about managing the hiring process and are focused on the resume as the centrally important hiring artifact. ATS platforms are used by companies as a way of managing direct job applications, and also by recruiting agencies for the same purpose. Some agency-oriented tools also have CRM capabilities build in to manage account relationships.

The focus of this guide is primarily on ATS tools even as they continue to evolve to meet the needs of the modern hiring environment by moving away from resume management and adding exciting new capabilities that would not have been conceivable even ten years ago.

The primary features of most recruiting / ATS platforms include:

Job requisition management: This allows job postings to be created quickly and easily

Company website postings: Jobs can be posted and displayed on the company website

Publish to social media: Software provides ability to publish postings to social media sites

Job search site posting: Software provides ability to publish postings to top job search sites

Customized application form: Present applicants with a form to capture required information

Resume management: Allowing resumes to be uploaded in bulk, and often providing some information parsing capabilities, like, for example, the ability to harvest contact data

Duplicate candidate prevention: Preventing candidates already in the system from being added a second time

Candidate search: Search capabilities allowing candidates with certain attributes such as location or competencies to be located

Applicant tracking: Tracking capabilities allow allows recruiters to assign applicants to various stages so others can see an applicants status at a glance

Collaboration: The ability share notes and evaluations on candidates

Create and delegate tasks: Ability to create recruitment process tasks and assign them to others

Canned email responses: Creation of standard email templates for communication with candidates

User permissions: Permissions allow administrators to decide which information is viewable or editable by others

Notifications and alerts: Notifications when a candidate is added or reminders of tasks to be completed keep everyone on task

Reporting: Comprehensive standard reports on key recruiting metrics such as time-to-fill

The TrustRadiusBuyers Guide to Talent Management Softwarecovered a number of suite products, which contained recruiting as a component. Indeed, recruiting has now come to be understood as a core component of talent management products. Products like IBM Kenexa and Oracle Taleo have a strong recruiting orientation as they began with that functionality and expended out to provide a full set of capabilities covering performance management, onboarding, succession management, and learning.

All of the talent management platforms discussed in the companion Buyers Guide to Talent Management, offer at least some recruiting capabilities, and this functionality has become an essential feature of the talent management portfolio.

Ultimate Softwares UltiPro and Workday are recent entrants into this space having introduced brand new products in 2014, which have both been highly anticipated. This is a mature market and incumbent products have very complete feature sets and large numbers of customers. But starting fresh with a focus on the most strategic functions like employee sourcing and mobile has advantages over adding new features to old platforms.

Although many of the biggest ATS platforms have long been acquired and integrated as components of broad talent suites, there is still a significant number of independent vendors selling this technology as stand-alone products.

Since talent management suites have largely been designed for enterprises, stand-alone vendors are increasingly focusing on the mid-market to find new customers. The mid-market is vast and these vendors should be able to thrive in focusing on that sector of the market alone.

These more focused mid-market vendors are also much faster to add required new features to their platforms. The large suite vendors like SAP, IBM, and Oracle have been, and continue to be, very focused on building effective integrations between their talent suites and back end ERP applications, which tends to consume their development efforts. Pure-play recruiting/ATS vendors are uniquely focused on recruiting, and their product roadmaps tend to be built around new recruiting features.

Although virtually all talent management products include recruiting as a capability, not all talent management products are covered in this guide. The reason for this omission is that we do not have adequate data on the recruiting capabilities of these products to discuss them here in that context. The exception is IBM Kenexa and Oracle Taleo, both of which are talent management platforms with a very strong recruiting legacy. Kenexas BrassRing acquisition in 2005 really put Kenexa on the map as a recruiting solution and, to this day, people think of it as a recruiting product. Virtually all Kenexa reviews on TrustRadius are for the BrassRing ATS capabilities. Oracles Taleo has a similar lineage and the fact that most reviews specifically discuss the recruiting aspects of the platform means that it can be included here. SIlkRoads OpenHire is a separate product (although included in the LifeSuite platform) and is also featured in the guide.

TrustRadius has begun to collect feature ratings on individual components of suite products, and a future update to this guide will include feature-rating data on the talent management recruiting components, which will allow us to discuss these products from a purely recruiting standpoint. Ultimate Softwares UltiPro and Workday will also be featured in an update.

The following table lists the vendors appearing in this guide with an indication of whether they have an SMB or enterprise focus and whether they are standalone or one component of a suite. As might be expected, standalone tools are mostly SMB-focused.

The standard ATS as a tool for managing resumes, has been under pressure for some years now as hiring organizations understand that, while tools designed to simplify the hiring process make life easier for the employer, they often present significant barriers to candidates. Job applicants are often forced to complete complex forms, or conform to a tiresomely bureaucratic process that is apt to deter the most talented employees who tend to resent such a heavyhanded approach. There is an increasing view that the post-and-pray approach to recruiting is ultimately self-defeating and that applicants should be treated much the same way as customers. The emphasis shifts towards finding passive candidates and gradually nurturing them over time. Candidates should be reeled in though engagement strategies that are commonplace in customer relationship marketing. Presenting an attractive brand that encourages engagement and attracts the best talent a slightly different approach to hiring. A recruiting platform like SmashFly has been designed specifically as a kind of recruiting CRM platform that integrates directly to ATS systems to help put this strategy into practice.

Another potential problem with ATS platforms is that they frequently use resume-parsing technology in order to sort through large volumes of resumes by looking for key words to winnow the applicants down to a manageable number. While this approach makes some sense given the very large volumes of resumes typically received in response to an ad, candidates have now been trained to game the system: They use keywords taken from the original job ad and play them back in resumes laden with key phrases likely to be picked up by these systems.

More sophisticated job/candidate matching capabilities are required.

In recent years there has been more emphasis on using more sophisticated technologies than revenue parsing to find candidates that are a good match for open positions. Mining the vast quantity of publicly available social data in order to source potential candidates is one such strategy.

Obviously, LinkedIn has emerged as a inescapable presence in the recruiting arena and, in conjunction with the vast quantity of social media data freely available to anyone with a web browser, can be mined for use as a gigantic sourcing repository to find passive candidates who may not be looking but have the skills and aptitudes you might need. From the candidate point-of-view, peer-to-peer social sites like Glassdoor, Yelp and others have also had a significant impact by providing job seekers with invaluable data on the day-to-day experience of working for a particular company.

The most recent innovations in sourcing go beyond unstructured browsing to a more data-driven approach to uncovering the best candidates. One social approach is sometimes referred to as People Aggregator Sourcing. There is an entire cluster of software vendors focused on using social data to improve candidate sourcing and matching. These tools usually extend well beyond the white-collar confines of LinkedIn to source candidates in a very broad range of fields where potential candidates have a social presence, even if its just a Facebook page. Companies like TalentBin, Entelo, Identified, Dice OpenWeb and 3Sourcing all aggregate unstructured profiles of individuals across a large number of social websites including, in addition to Facebook, LinkedIn and Twitter, some more niche sites like StackOverflow, , GitHub, Quora, etc. The profile data collected is structured into an easily searchable database of composite social profiles on individuals and is then made available to corporate recruiters.

Additionally, most firms now understand that the ability to measure everything related to the recruiting process can provide significant competitive advantage. Once companies understand things like the best combinations of experience and education that typically lead to the most successful hires, or which sourcing channels are most likely to provide stellar candidates, the hiring success rate can improve dramatically. The ability to mine recruiting data for insight is a crucial factor in making good hiring decisions. There are now several recruitment data vendors like Broadbean and BurningGlass providing big data mining recruiting solutions.

Big Data sourcing is not the only trend transforming the recruiting technology sector, however.

: Mobile-enabled software applications have been exploding for a number of years as smartphone use skyrockets and vendors scramble to build mobile-friendly versions of their products for an increasingly global and mobile workforce. Large numbers of job applicants already use mobile devices to search and even apply for jobs, although mobile applications are still not mainstream. HR vendors, including the large enterprise vendors, have been unaccountably slow in developing mobile versions of their recruiting platforms, particularly the ability for candidates to apply for a job on a mobile device . This is starting to change with the emergence of mobile technology platforms like iMomentous, which is designed to solve this problem.

: Employers want to gather as much data as possible before interviewing, as one-to-one interviews are very time consuming and can be highly inefficient if too many unsuitable candidates make it to the interview stage. Behavioral assessments and job skill testing can help employers do a better job of matching applicants to the skills and competencies they will need for the job.

: With the proliferation of built-in webcams in phones and laptops, video interviewing is a fast-growing trend. Although it is quite possible to do this independently of any recruiting software, increasingly video-interviewing technology is being integrated with ATS software so that job interviews can be stored and linked to candidate profiles.

: Job boards have been a feature of the recruiting landscape for many years and are still critically important. Most ATS platforms can syndicate job listings to a broad range of job boards, but not all are free. There are general-purpose job boards that advertise a vast number of jobs in multiple sectors and geographies like Monster, SimplyHired, and CareerBuilder. But the real focus today is shifting away from general purpose boards towards ones with a narrower scope like niche or regional job boards that may specialize in certain vertical industries or geographies, as well as career portals on company websites and social channels. Most ATS platforms syndicate job ads to the major job boards to ensure the widest possible audience. Some platforms suggest the job boards likely to generate the best response. The biggest development though in job boards has been the emergence of job board aggregators like Indeed, which, from the candidate viewpoint, is an extremely useful way of being able to access jobs posted on all other boards and corporate websites with a single very easy to use search interface. GlassDoor and Simply Hired have also entered the job board aggregator market. Aggregation on the massive scale that Indeed has accomplished means that any single companys jobs will quickly be lost among the flood of job ads unless recruiters abandon the old tired job descriptions of the past, and create differentiated, engaging ads that include visuals and an emphasis on what its like to actually work at a company. After all, any candidates clicking on the Apply button will be routed back to your ATS without ever having seen the recruiting page of your website. Writing job ads now requires creativity and marketing sills in order to make them stand out in the crowd.

Integration with Background Checking

: Background checking is an entirely separate category and firms supplying background-checking software are specialists in checking candidates against criminal record databases. These products usually integrate with several ATS platforms, and integration with one of these services is an important pre-requisite for selecting a solution.

Although the recruiting technology market is constantly changing, it does appear that the current focus has shifted from resume management and applicant tracking capabilities, towards sourcing, analytics, assessment and interview technologies. But this does not mean that the ATS platform is redundant. In fact, many of these new trends are simply being absorbed by ATS platforms as new features.

There have been a number of strategic acquisitions in this area. For example, in the area of People Aggregator sourcing, Workday acquired Identified in 2014 and Monster bought TalentBin the same year. LinkedIn also made a highly strategic acquisition in this area last year by snapping up for $120m. Bright is not exactly a People Aggregator, but is a matching tool that goes beyond keywords by using data mining and machine learning techniques to provide better candidate matches. Jobvite has already incorporated native video interviewing capabilities directly into their ATS product and companies like HireVue integrate their video interview product with third-party ATS platforms. Workdays new recruiting platform integrates the HireVue video recruiting functionality and background checking from HireRight.

Clearly, there are many buying criteria to consider before investing in a recruiting platform. many of which are common to selecting software in other domains. For example, usability, mobility, and sophisticated reporting are all crucially important. However, there has been rapid evolution in this area over the last few years that have altered the center of gravity of these systems away from resume management or traditional ATS functionality. In this context, there are three important factors to consider which might not be quite so obvious.

Recruitment is now a standard component of all talent management suites and the advantages of integration are quite clear. Newly hired candidates can be automatically directed to an onboarding portal to complete paperwork and subsequently to a Learning Management System for required training before starting work. But the really big advantage of a suite solution for large enterprises comes from the predictive power of talent data from all the different functions with which candidates and employees interact. For example, from a recruiting standpoint, a standalone system usually provides very good metrics around crucially important things like time-to-fill and cost-per-hire. But standalone systems are less adept at providing information about the quality of hires made. For that, it is essential to combine this data with data from the performance management system and even the succession management system to determine which candidate profiles produce the best employees over the long term. However, talent suites are expensive and can be inconsistent across modules. For smaller companies, a good ATS may be a an excellent investment to dramatically simplify the mechanics of the hiring process and find better talent at a moderate cost.

As we have seen, matching strategies have become more important than ever, and development of passive candidates by building profiles based on social data is a promising avenue towards closing the skill-matching gap. For example, if you are looking for a developer with a difficult-to-find skill set, you should in theory be able to search the social web to find developers in a specific geographical area who have exhibited strong competence by writing top-rated answers on StackOverflow, contributing to GitHub, etc., along with contact information.

The core capabilities of a good ATS platform are well understood: bulk resume upload, duplicate elimination, task management and candidate communication capabilities, to name a few. But beyond these standard features, a broad range of new capabilities like video interviewing, candidate relationship management, assessments, and background checking are now being incorporated into ATS platforms and are perhaps more strategic than the more commoditized features of a standard ATS.

Pages 3-16 are available in the complete TrustRadiusBuyers Guide to Recruiting/ATS Softwareand cover

The Best Recruiting/ATS Software for Small and Medium-Sized Businesses

The Best Recruiting/ATS Software for Enterprises

Bullhorn ATS OnDemand Ratings & User Feedback

CATS OnDemand Ratings & User Feedback

Hyrell OnDemand Ratings & User Feedback

iApplicants OnDemand Ratings & User Feedback

IBM Kenexa OnDemand Ratings & User Feedback

iCIMS OnDemand Ratings & User Feedback

JobDiva OnDemand Ratings & User Feedback

Jobvite OnDemand Ratings & User Feedback

Oracle Taleo OnDemand Ratings & User Feedback

PC Recruiter OnDemand Ratings & User Feedback

SilkRoad OpenHire OnDemand Ratings & User Feedback

SmartSearch ATS OnDemand Ratings & User Feedback

HireVue is a video, mobile and social recruiting platform.

SmartRecruiters Talent Acquisition Suite is used by high-performance organizations for making the best hires. It has full functionality for recruitment marketing and collaborative hiring built on a cloud platform with an open marketplace for third party recruitment services. The vendor says,…

JobDiva is a global Applicant Tracking System and front-to-back Talent Management solution. The vendor says their solution serves more than 27,000 global staffing professionals who support the Fortune 500. JobDiva combines a CRM, synchronization with all major job boards and VMS providers, BI…

Workday Human Capital Management is built as a single system with a single source of data, single security model, and single user experience. Workday offers organizations a cloud-based system that evolves to meet changing business needs today and into the future. The user-friendly, global system…

iCIMS is an applicant tracking software for companies of all sizes. The tools talent recruiting and management functions include a wide range of features such as social recruiting, talent sourcing and onboarding.

Jobvite is a full recruiting platform. It takes businesses through the recruiting funnel – from sourcing candidates and managing workflows to communicating with hiring managers and reporting through custom dashboards and reports.

SilkRoads OpenHire is an applicant tracking system and is a component of the Life Suite platform.

Bullhorn Recruitment CRM is a SaaS based solution that offers a full suite of features typical of applicant tracking systems: a user-friendly interface and mobile app, batch or mass communication with potential candidates via multiple channels such as email and commonly used applications (e.g….

CATS is a full-featured, web-based recruiting software that is designed to make it easy to track and hire talent. Accessible from any browser or mobile device, users can manage the entire recruiting process from creating custom job applications to posting jobs to leading job sites to generating…

Greenhouse is an applicant tracking and recruiting solution that includes a comprehensive recruiting performance improvement system. Some key features include: Applicant Scorecard, Interview Kits and Robust Analytics.

PeopleFluent provides a cloud-based talent management suite comprised of applications for Recruiting, Performance Management, Compensation, Learning, Succession and Vendor Management as well as Workforce Planning and Diversity. Available as singular products or bundled together as integrated…

PCRecruiter is a web-based applicant tracking system designed for recruiters, staffing professionals, HR sourcing, RPO, and other sourcing and tracking roles. It offers a complete suite of recruitment CRM functions, including email and job board integrations, as well as telephony and API…

SmartSearch is the flagship web-based talent acquisition and staffing management software from Advanced Personnel Systems Inc, that, while not as broadly used as some other software suites, is capable of delivering all of the features and capabilities (e.g. integration with outside services like…

LinkedIn Talent is a recruiting software solution offered by LinkedIn.

JazzHR is a powerful, user-friendly and affordable ATS and recruiting software. JazzHR aims to replace antiquated hiring processes like email and spreadsheets with an intuitive applicant tracking system that helps recruiters and hiring managers build a scalable and effective recruiting process that…

HireRight is an application tracking and recruiting software solution offered by HireRight, LLC.

Zoho Recruit is a cloud-based ATS available from Zoho Corp, formerly AdventNet, based on California.This product offers the full suite of features typical of applicant tracking systems: a user-frie

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If, for any reason whatsoever, the Seller fails to deliver an awarded lot or any portion thereof, the Sellers and Auctioneer sole liability shall be the return of any deposit or monies paid on such non-delivered lot or portion thereof, and Buyer shall have no further claim with respect thereto. 10. In the event of a tie or other dispute between Buyers, Auctioneer at its sole discretion may reopen the bidding to determine the highest bidder. Auctioneers decision shall be final and absolute. The record of sale kept by Auctioneer will be taken as final in the event of any dispute. 11. In the event the Buyer fails to make payment in full by the Payment Date, fails to remove Equipment by the Removal Date or otherwise defaults in its obligations regarding the Equipment purchased, Seller or Auctioneer may resell or otherwise dispose of such Equipment without notice to and at the Buyers sole risk and expense and recover from Buyer any loss and costs of resale, including reasonable attorneys fees and cost of suit. Seller or Auctioneer, at their sole option, may elect to retain for Seller all monies deposited in part payment by Buyer as liquidated damages and cancel Buyers agreement of purchase. Auctioneer is acting as an independent contractor retained by Seller and is not responsible for the acts of Seller or any other principals. Seller is not responsible for acts of Auctioneer or any of their service providers or agents. 12. Buyer shall examine or inspect equipment prior to the day of the auction. All equipment is used and is sold as-is, where-is and with all faults. Seller and auctioneer make no warranty, express or implied, as to the nature, quality, value or condition of any equipment. Auctioneer and seller expressly disclaim all warranties express or implied, including, but not limited to, any implied warranty of merchantability, non-infringement of third party rights or fitness for particular purpose. Buyer acknowledges and agrees that any sale is a sale of hardware items only and does not include any program code, software, firmware or data (software) whatsoever, in any form or medium, regardless of whether such software has been packaged with, installed on, integrated or imbedded into or otherwise included with the equipment. Any such software, and any copyrights, patents, trade secrets, trademarks or other intellectual property rights in such software and the equipment may be the property of the manufacturer of the equipment or one or more other third parties. No sale shall grant or convey to buyer any license or rights whatsoever in or to any such third-party software or intellectual property, and as a condition to any use thereof buyer agrees to obtain the appropriate licenses and authorizations from such third parties. No oral or written information or advice given by seller or auctioneer, or any representative thereof shall create a warranty or in any way increase the scope of this warranty. Buyer accepts the risks of use and except as otherwise stated herein such risks fall solely on buyer. In no event shall seller, auctioneer or auctioneer be liable for any indirect, special, incidental or consequential damages resulting from their performance or failure to perform under this auction or the furnishing, performance or use of any equipment sold pursuant hereto, whether due to a breach of contract, breach of warranty, strict liability, negligence or otherwise. 13. Seller and Auctioneer make no representation or warranty concerning the truth or completeness of information provided to Buyer regarding the Equipment subject to Auction. Photographs are provided solely for the Buyers convenience and shall not be construed to create representation or warranties of any kind pertaining to the Equipment. Buyer acknowledges that it has had the full opportunity to physically inspect all Equipment prior to tendering its bid and agrees that, to the extent that Buyer elects not to physically inspect the Equipment, that Buyer hereby expressively waives any right it may have, if any, to seek any recourse for any claim that such inspection would have revealed. Buyer waives any and all claims against Auctioneer and/or Seller relating to photographs or descriptions of such Equipment. And, while quantities and descriptions are believed to be correct, there are no guarantees and neither Auctioneer, Seller, nor their representatives will be held responsible for advertising discrepancies, inaccuracies or failure of the Equipment to correspond with any standard expected. No Equipment shall be sold or deemed to be sold by description. A Buyer shall not be entitled to rely on any representations made either in writing or orally by or on behalf of the Seller or Auctioneer. The description, measurements, dimensions, serial and Equipment numbers, year, model, quantities and weights set out in the auction brochures, catalogues and/or invoices are believed to be accurate, but such information is given by way of identification only and no warranty, condition or guarantee is given or is to be implied as to the accuracy of such descriptions, measurements, serial and Equipment numbers, year, models, quantities or weights or other particulars or the genuineness or authenticity of any lot of Equipment and neither the Seller or Auctioneer will be responsible for any damage or loss (consequential or otherwise) arising as a result of any inaccuracy in respect thereof. 14. All Equipment must be removed by the posted removal date. All removal is at the Buyers cost, unless otherwise noted. There shall be no removal of Equipment until the Auction is completed and the Buyer has paid in full the final purchase price, including the Buyers Premium and all applicable taxes. Auctioneer may restrict removal of Equipment in whatever manner they deem necessary in order to maintain the operation and security of the premises and Equipment. Buyer shall be responsible to completely remove all Equipment purchased and shall proceed diligently in the removal of the Equipment. Any Equipment not removed by the posted removal date may be subject to daily storage charges. No forklifts, tools or material handling equipment located at the auction site may be used by Buyers during removal. Auctioneer takes no responsibility or any liability resulting from claims for loss or damage to equipment due to removal by Buyer. Auctioneer makes no warranty about damage free transport and takes no responsibility or any liability resulting from claims for loss or damage to equipment during transport to Buyers location. During removal of Equipment, no liability can be accepted by the Seller or Auctioneer for any loss or damage arising from strikes, industrial disputes, war, acts of God, and other things beyond Sellers or Auctioneer control. 15. Each Buyer or their agent should inspect the purchased Equipment at the Sellers applicable facility before the Equipment is removed from Sellers premises and determine the removal and shipping requirements of said Equipment. This may be done by the Buyer and/or their agent. Seller and Auctioneer take no responsibility for shortages or differences in piece counts or any liability resulting from claims for loss of or damage to and/or missing pieces of the Equipment upon arrival at Buyers destination. 16. Buyer shall assume that hazardous materials may have been used in the Equipment and that it may not have been completely removed and ensure that people coming in contact with the Equipment use proper protective equipment and clothing until the actual condition of the Equipment is determined. Buyer acknowledges having been notified that proper protective gear and clothing, and proper safety methods should be used at all times when handling and/or using the Equipment. If applicable, Material Safety Data Sheets for the hazardous materials listed will be provided upon written request. Buyer, for itself and for any other recipient on Buyers behalf, agrees that in the event the Equipment is transferred to a third party prior to being used by the Buyer or other recipient, Buyer will attach disclosure information, if applicable, to the Equipment and to the documentation covering the transfer of the Equipment. Buyer agrees to require that the disclosure information be continuously passed on to subsequent recipients until the Equipment has reached the final recipient or end user. 17. Buyer agrees that, upon taking possession of the Equipment, it will be Buyers responsibility and duty to inspect and monitor all Equipment on a continuing basis, to provide proper safety devices and Equipment and all means necessary to safeguard the operator from any harm for any particular use or operation or setup of the Equipment. Buyer accepts full responsibility for any further duty to adequately install, operate or safeguard all Equipment and meet all applicable government safety standards, which may be imposed from time-to-time. 18. Buyer shall bear all risk of loss, property damage, environmental damage and personal injury caused by removal and transportation of Equipment purchased hereunder. Seller warrants that upon Sellers receipt of the payment of agreed purchasing price from Auctioneer, title and risk of loss or damage will pass to Buyer. A certificate of insurance reflecting adequate insurance coverage, holding Auctioneer and Seller harmless against any damage must be furnished to the Seller prior to such removal. Buyers obligations with regard to removal of Equipment purchased further include the obligation to repair and restore any damage to the real property or permanent improvements where the Equipment is located caused by the removal of Equipment. This includes repairing any external openings created by such removal where the item removed constituted a portion of the external shell of the building, i.e., a tank that protrudes through the roof. In the event of any question, Seller shall make the final determination as to what repairs Buyer must make. In the event any of the repairs described herein are necessary they must be made, if possible, prior to the Equipment being removed. Buyer agrees to defend, indemnify and hold Seller and Auctioneer harmless from any claims, liabilities, penalties, forfeitures, and associated costs and expenses (including attorneys fees and costs), which they may incur due to Buyers purchase or use of the Equipment. 19. Buyer must remove Equipment from Sellers location by the designated removal date. The removal date (Removal Date) will be determined and agreed to by Seller and Buyer, subject to Sellers de-installation schedule, unless an exception is posted at the Auction sale, online in the case of web-cast Auction events or announced by Auctioneer, or an arrangement is made between Seller and Buyer and approved in writing by Seller and Buyer. Any Equipment not removed by Buyer from the Sellers storage location by the Removal Date will result in Buyer being in violation of these Auction Terms and Conditions, giving Seller and Auctioneer the right to exercise any options under these Terms and Conditions, including, but not limited to, resale or other disposal of such Equipment pursuant to Section 9., and Buyer hereby agrees to pay Seller a late charge of $500.00 per day, plus additional expenses incurred by Seller, or Auctioneer to remove, resell or dispose of such Equipment. 20. In the event of problems resulting from online or webcast auction software malfunctions, internet connection disruptions or other computer related malfunctions, Auctioneer reserves the right to cancel any sale. Auctioneer at its sole discretion may reopen the bidding to determine the highest bidder. Auctioneers decision shall be final and absolute. The record of sale kept by Auctioneer will be taken as final in the event of any dispute. 21. Certain items of Equipment offered for sale at the Auction may constitute Restricted Technology. Under federal law, such items may not be shipped outside of the United States. Seller and Auctioneer make no representation or warranty concerning, and has conducted no investigation to ascertain the Equipment, if any, that constitutes Restricted Technology. Buyer acknowledges and agrees and further represents and warrants that: (i) it is solely responsible for determining all licensing/legal requirements and obtaining all licenses and legal authorizations required to purchase, import or export any Equipment; (ii) it will not request or make any regulatory certifications or applications in the name of or on behalf of Seller or Auctioneer; (iii) it will not, unless specifically authorized by appropriate government license or regulation, transfer, export or re-export, directly or indirectly, any Equipment, including without limitation any technology, software, or components purchased hereunder or its direct product to any countries or to their assimilated entities (i.e. Embassies, Consulates, Controlled In Fact Entities) or to the nationals of any country which are subject to the United States or other countries export control laws and regulations, as applicable, including the Export Administration Regulations. Such restricted countries include, but may not be limited to, Afghanistan, Cuba, Iran, Iraq, North Korea, Libya, Sudan or Syria, as well as any other country subject to restriction under applicable laws and regulations; (iv) it is not located in, under control of, or a national or resident of any such country; (v) it and any party it represents are not legally barred from buying, exporting or importing Equipment and that it and any party it represents are not identified on any end-user list maintained by the United States government, including but not limited to the following lists: Debarred Parties List (U.S. Dept. of Commerce); Denied Persons List (U.S. Dept. of Commerce); Entity List (U.S. Dept. of Commerce); Unverified Users List (U.S. Dept. of Commerce); Specially Designated Nations List (U.S. Dept. of Treasury, Office of Foreign Asset Control); and/or Parties of Non-Proliferation Concern List (U.S. Departments of State and Commerce); (vi) it will not use the Equipment in any activity related to the development, production, use or maintenance of Weapons of Mass Destruction including without limitation, uses related to nuclear, missile, and/or chemical/biological development; and (vii) it will not transfer, export or re-export, directly or indirectly, the Equipment to any third party engaged in any such activity. Buyer agrees to defend, indemnify and hold Seller, Auctioneer and Auctioneer harmless from any claims, liabilities, penalties, forfeitures, and associated costs and expenses (including attorneys fees and costs), which they may incur due to Buyers failure to comply fully with all applicable federal, state, and local laws and regulations, and the laws and regulations of other countries to the extent that such may be applicable, including, but not limited to, the export control laws of the United States of America or other applicable countries. 22. This shall be a Connecticut contract and shall be deemed to have been made in Connecticut. Any claim relating to the contract or to the sale or use of the Equipment shall be governed by and construed in accordance with the laws of the State of Connecticut (regardless of the laws that might be applicable under principles of conflicts of law). The terms and provisions of the United Nations Convention on Contracts for the International Sale of Goods are expressly agreed to be not applicable to any contract between Buyer and Seller relating to the Equipment. 23. Any Dispute shall be settled by binding arbitration in accordance with the Commercial Arbitration Rules of the American Arbitration Association. Such arbitration shall be conducted in Connecticut. The arbitration shall be conducted by a single arbitrator, selected in accordance with the applicable rules of the association. Any award rendered by the arbitrator may be entered as a judgment or order and confirmed or enforced by either the Buyer or the Seller in any state or federal court having competent jurisdiction thereof. If these terms and conditions are found not to be subject to arbitration, the parties knowingly and willingly waive any right they have under applicable law to a trial by jury in any dispute arising out of or in any way related to this agreement or the issues raises by that dispute. 24. These Auction Terms and Conditions along with the price to be paid as accepted at the Auction, the identifying information for the specific Equipment purchased by such Buyer, and any other specific terms and conditions relating to the removal/crating/shipping of such Equipment as disclosed by Seller or Auctioneer represent the entire agreement between the parties as to the subject matter hereof. 25. In the event of a conflict between these Auction Terms and Conditions and any other agreement, understanding or other document relating to the sale of the Equipment, these Auction Terms and Conditions shall govern. 26. All sales transactions are to be conducted in US Dollars.

Your bid must adhere to the bid increment schedule.

15% Buyers Premium Charged On All Sale

Invoices Will Be Emailed to Successful Bidders After The Auction is Over Payment Due In Full: Friday, September 26, 2014 NO EXCEPTIONS Payment Types: Certified Check or Wire Transfer

Removal: Final date for removal Friday, October 10, 2014. Buyers are fully responsible for all rigging and transportation costs. In some cases equipment consignors may be available to provide truck loading services (fees apply), but buyers should be prepared to coordinate packaging and rigging of their purchases. Please get rigging quotes prior to bidding and bid accordingly.

In the case of a tie bid, precedence is given to the earliest bid

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