Home / Modules / Recruitment (ATS)
Hire from your own careers page, and hand every new joiner straight to HR.
Recruitment (ATS) runs hiring from the requisition to the first day: job postings, applications, tests, interviews and offers. A person makes every rejection, and a hire moves into HR & Payroll on the day they join. Staffing agencies get a full back office as well.
Senior Physics Lecturer
A candidate moves through six stages, and a person moves them.
Each stage has its own time limits and its own people. Nothing moves forward or out without a person's decision.
Applied
Applications arrive from the careers page, a phone or a job board.
Screened
Eligibility rules filter the list, and a person reviews it.
Tested
Online, coding or written tests, run through the Assessment Engine.
Interviewed
Times proposed, picked by the candidate, scorecards filled.
Offered
An offer letter accepted online with an OTP or e‑signature.
Hired
The joiner moves into HR & Payroll with the pre‑joining checklist complete.
Every part of hiring, from the first requisition to the first day.
Each block below covers one part of the module. Together they carry a vacancy from the department's request to a person at work.
A department asks for a hire, and the approvers see the request before it is posted.
A requisition records the position, the number of people, the skills and the budget. Approval follows the route the institution sets, by campus, amount or department, before any job is posted.
- Requisitions with approval routing by campus, amount or department.
- Job postings: internal, external or both.
- Academic hiring: subject, statements, publications and confidential references.
Requisition, Physics
Careers page, Physics lecturer
Candidates apply from their phone, from the institution's own careers page.
A candidate applies with a one‑time code and can save and come back later. The resume fills in the form, duplicates are caught, and each candidate's status is shared through a link.
- A branded careers page for each institution, with a public jobs API for its own website.
- A one-time-code application on mobile, with save-and-resume and a status link.
- AI resume parsing that fills in the form.
- Duplicate detection, with a plain-language reason why two records look alike, and safe merging.
- Posting to job boards.
The best matches are shown first, with the reasons, and a person decides who moves on.
AI matching ranks candidates for each job, and brings older candidates back when a new job suits them. The reasons are shown beside every match, and a recruiter chooses who moves forward.
- AI candidate matching: the best candidates for a job, and older candidates rediscovered for new jobs.
- Talent pools, kept with consent.
- Tags and red flags, with each institution's own severity levels.
- Candidate messaging, in one thread per candidate.
- Employee referrals, with bonuses.
Match, Senior Physics Lecturer
Test, Physics screening
Screening filters by the rules, and a person makes every rejection.
Knock-out questions and eligibility rules sort the list. Tests run in the Assessment Engine, and large written exams are scored and ranked, but a machine never rejects anyone on its own.
- Eligibility rules (knock-out questions).
- Online tests and coding tests, through the Assessment Engine.
- Large recruitment exams with OMR, cut-offs, reservation roster, merit list and allotment.
- Document verification, recording whether documents were only seen or checked with the issuer.
- Hiring stages with time limits and automatic moves. A machine never rejects anyone on its own.
Interviews are arranged around everyone's diary, and the candidate picks the time.
The recruiter proposes two to five times and the candidate picks one. The system checks every interviewer's diary for clashes, sends calendar invites, and reminds everyone a day and two hours before.
- Propose 2 to 5 times, and the candidate picks one.
- Clash checks against every interviewer's diary.
- Calendar invites, plus reminders 24 hours and 2 hours before.
- Interviewer pools and workload.
- Scorecards and debriefs.
- Recording only with everyone's consent.
Panel, Physics lecturer
Offer, Physics lecturer
An offer is made from a template and accepted online, and every answer is recorded.
Offer letters come from templates. A candidate accepts with an OTP or an e‑signature, counter-offers are recorded, and every decline is kept with its reason, whether it came from the candidate or the institution.
- Offer letter templates.
- Online acceptance by OTP or e‑signature.
- Counter-offer rounds.
- Decline reasons, from the candidate or the institution.
A joiner starts with the checklist done, and moves into HR on the first day.
The pre-onboarding checklist and documents are completed before the first day. When someone joins, the record moves to HR & Payroll, and the referral bonus is triggered if an employee brought them in.
- Pre-onboarding checklists.
- Joining outcome: joined or didn't join, and why.
- Handover to HR & Payroll.
- Employee referrals, with bonuses, and an internal job marketplace where employees apply for internal roles.
Joining, 1 November
Hiring funnel, this term
Every number in the hiring funnel can be traced to the candidates behind it.
Time to hire, the source of each hire and recruiter performance are shown by stage. A recruiter can open any number and see the candidates behind it, and consent and data-retention rules are kept for each country.
- A hiring funnel, time to hire, source of hire and recruiter performance.
- Drill-down to the candidates behind each number.
- Consent records and data-retention rules for each country.
Staffing agencies run their clients, candidates, contracts and commissions in one back office.
An agency keeps its clients and sub-vendors in one network, shows who submitted each candidate first, and lets clients review what was submitted. Contract staff are billed from approved timesheets, and commissions are worked out from the agreements.
- Client and vendor network, with chains of job releases.
- Candidate ownership: who submitted a candidate first, with protection periods and dispute handling.
- A client portal where clients review submitted candidates.
- Commissions: commission agreements, vendor splits, retained search fees and clawbacks.
- Contract staffing: assignments with pay rate and bill rate, timesheets approved by the client, and bills raised through Finance.
- Bench management, time limits in business hours, off-limits agreements, and vendor tiers.
Agency, this month
What sets the module apart from a job board.
Each of these is part of the module itself.
- Hiring for every kind of institution. A teacher, a professor, a coaching faculty member or a Corporate employee.
- Tests and exams built in. No separate testing tool is needed.
- From applicant to employee in one system. The new hire lands in HR & Payroll automatically.
- Fair hiring. A person decides every rejection, and every decision has a reason.
- A real agency business system, not just a job board.
Recruitment (ATS) is connected to the modules that come after it.
A hire is only complete when the person is on payroll and their test runs in the engine.
Built for the people who hire, interview, apply and place staff.
Each role sees the part of hiring that belongs to it.
HR admins and talent-acquisition heads
Set up hiring workflows, approve requisitions and watch the analytics.
You want every vacancy approved and tracked.
Recruiters and hiring managers
Post jobs, screen candidates, schedule interviews and make offers.
You want the next step clear for every candidate.
Interviewers and panel members
Fill scorecards and share feedback.
You want your feedback in one place, before the debrief.
Candidates
Apply on the careers page, take tests, pick interview slots, accept offers and finish pre‑joining steps.
You want to know where you stand, at every stage.
Employees
Refer friends and apply for internal openings.
You want a clear route to your next role.
Agencies, vendors and clients
Submit candidates, review them, and approve contract staff timesheets.
You want credit for the candidates you submitted.
Questions people ask about Recruitment (ATS).
What does the Recruitment (ATS) module do?
It runs hiring from start to finish: requisitions, job postings on the institution's own careers page, applications, screening and tests, interviews, offers and joining. When someone joins, they move straight into HR & Payroll.
Can a machine reject a candidate on its own?
No. Eligibility rules can filter applications, but a person always makes the final rejection, and every decision is recorded with a reason.
Can candidates apply from a phone?
Yes. Candidates apply on a phone with a one‑time code, can save and resume, and track their status through a link. Their resume is read to fill in the form.
Does it run tests and written exams?
Yes. Online and coding tests run through the Assessment Engine, and large written recruitment exams with OMR, cut-offs, a reservation roster, merit lists and allotment are supported.
How do candidates accept an offer?
Offers are made from a template and accepted online with an OTP or an e‑signature. Counter-offers and decline reasons are recorded.
Does it work for staffing agencies?
Yes. The Staffing Agency Back Office covers clients, vendors, candidate ownership, a client portal, commissions, contract staffing with timesheets, bench management and service-level times.