Applicant Tracking System Development

Job requisition workflow from the hiring manager's initial request through finance and HR approval to the live job posting -- the full approval chain configured to your organisation's headcount governance requirements. Position tracking against your hiring plan and approved headcount budget so HR always knows which roles are funded, which are in approval, and which are open for candidates. Requisition details flowing automatically to the job posting -- title, salary band, location, employment type, and job description -- so there is no manual data re-entry between the approval and the posting. Requisition history for audit and workforce planning, with the time spent in each approval stage recorded for process improvement.

Pipeline view configured to your interview stages rather than a generic five-stage funnel. Each stage has the actions relevant to it -- screening call scheduling, assignment sending, interview scheduling, reference check initiation -- available directly from the candidate card. Bulk actions for high-volume roles where recruiters need to move or communicate with multiple candidates simultaneously. Candidate status visible to the hiring manager in their own view without giving them access to recruiter-only data. Pipeline velocity reporting showing how long candidates spend at each stage, where drop-off is highest, and how the current pipeline converts against historical benchmarks.

Interview scorecards configured to your competency framework -- the specific competencies assessed at each interview stage, the rating scale used by your organisation, and any mandatory questions required for compliance or consistency. Interview guides for each stage and role type, accessible to the interviewer before the interview and in the feedback form after it. Feedback collection with a structured form that prevents interviewers from seeing each other's feedback before they submit their own. Aggregate feedback view for the hiring manager and recruiter showing all interview scores and comments in one place after the feedback window closes. Calibration functionality for roles where the panel needs to discuss assessments before making a decision.

Offer generation from a template library configured to your employment contracts -- the fields populated from the candidate and requisition records, the offer letter produced without manual editing for standard offers. Offer approval workflow routing the offer terms to the appropriate approvers before it is sent to the candidate -- compensation, role title, start date, and any non-standard terms reviewed by HR, finance, or legal depending on the seniority of the role. E-signature with a tracked signing link sent to the candidate and co-signed by the authorised signatory in your organisation. Offer acceptance triggering the pre-boarding workflow and the HRMS record creation so the candidate moves from hired to onboarding without a manual handoff.

Job posting to multiple job boards from a single form -- LinkedIn, Indeed, Glassdoor, and specialist boards for your industry -- with the application tracking the source so every candidate in the pipeline has a recorded origin. Career site integration so applications made directly through your own website arrive in the ATS in the same format as job board applications, with the same pipeline and workflow. Sourcing analytics at the role level: which channels produce candidates who reach the interview stage, which produce candidates who accept offers, and which cost the most per successful hire. Referral programme management where employee referrals are submitted through the ATS, tracked against the referring employee, and flagged for priority screening.

Time-to-hire and time-to-fill at the role, team, department, and hiring manager level -- the data your HR leadership needs to assess recruiting capacity and identify bottlenecks. Source-of-hire analysis with cost-per-hire calculated against your sourcing spend per channel. Pipeline conversion rates at each stage for each role type and team, so recruiters can see where their process is losing candidates and adjust. Diversity reporting on application, interview, and offer outcomes by the demographic dimensions your organisation tracks -- with the data structured to support your D&I reporting requirements. GDPR and data retention compliance with candidate data deletion after the configured retention period and a data access log for subject access requests.