Added
ATS (applicant tracking system) brings every application, candidate, and job posting into one place — instead of CVs arriving scattered across e-mail, WhatsApp, and spreadsheets nobody keeps up to date.
The hiring flow in the system
A note on the flow: the system has no dedicated interview-scheduling tool. Stages such as an "interview" are tracked through customizable candidate statuses (e.g. a status named "Interview"), and the "decision" is made through the HR recommendation (Recommend / Do not recommend) with a mandatory comment. Only the flow that actually exists in the app is shown.
The problem it solves. When you hire, applications tend to come from everywhere: some CVs in the inbox, some on paper, the odd second-hand referral. It's hard to see who applied, who has already spoken with a candidate, who fits which role, and who you already turned down once. ATS keeps all of that in one place — every candidate has a profile, history, comments, and documents, and you filter, score, and compare people in a few clicks instead of digging through old e-mails.
Who it's for. The module is built for two groups: recruiters and HR teams running several openings at once who need order in their applications; and managers at companies with no dedicated hiring department — owners, directors, team leads — who don't need a heavy HR tool, just a simple way to quickly review, score, and consolidate candidates when a new hire is needed. The same module grows with you: from occasional hiring to a steady stream of applications.
What it offers.
Search, filters (category, status, position, education, skills, interest areas, blacklist) and sorting, with export to Excel.
Basic info, work experience, interest areas and preferred positions — all in one place, with inline editing.
Skill ratings (1–5) and per-position scoring — objective candidate comparison and ranking.
Upload CVs and attachments (drag-and-drop), download, describe and delete — documents always with the candidate.
Team notes by comment type and a full change history — who changed what, and when.
Create, publish and close postings from the app, with a status overview (draft / published / closed).
Your company's public careers page and a QR code you can print or share so applications start coming in.
Applications from the public page land next to the candidate; the team recommends or rejects them with a mandatory comment.
Put a candidate you don't want to consider again on the blacklist, with a reason and a visible warning.
Move a candidate who "makes the cut" to employees (HRM) in one click, with an "In HRM" badge.
Manage categories, statuses, skills, comment types, education levels and interest areas, plus the public page language and company description.
Decide which employees see candidates for which position — access control by position.
How it's used. Following the flow above: publish a Job posting and share the careers page / QR code so applications start coming in; applications land next to candidates on the Candidates list; open a Profile to review the details and add skills, documents and comments; move the candidate through statuses as they progress; make the decision through a recommendation (Recommend / Do not recommend); move the best ones to employees in one click. If you have no separate HR department, it's enough to check the list and profile now and then — everything else is already consolidated in one place.
Time saved. Less digging through e-mail and spreadsheets, a clear view of who applied and what stage they're at, faster candidate comparison through skill-based scoring, and institutional memory — when the same person applies again six months later, you immediately see the earlier contact, comments, and any blacklist entry.
Note. Some parts (e.g. registries, settings, or candidate visibility) may be available only to certain roles or companies — your administrator can confirm what you see.