Looking for a New ATS System – Advice Sought 💻

Seeking Recommendations for a New ATS System 💻

Hello, everyone!

I’m reaching out for advice as my company, a smaller ERP/IT Staffing Firm based in the U.S., is looking to upgrade our ATS system. We primarily serve Fortune 2000 clients in the U.S., with about 80% of our business focused on staff augmentation and contractor placements.

While our sales team has found success with Salesforce over the years and plans to continue using it, our recruitment team is facing challenges with our current system. We have been using the same ATS since the mid-2000s. Although we transitioned to a web/cloud version about four years ago to streamline our data migration, the system has become quite outdated and doesn’t integrate with Salesforce due to its restrictive API.

I’m feeling increasingly frustrated and recognize that it’s time to explore a more effective, long-term solution.

What I’m looking for: An ATS that is either built on Salesforce or integrates seamlessly with it. Having two separate systems has created operational difficulties.

Here are some specifics about our needs:

• Recruitment team size: 10 recruiters
• Candidate database: Over 100,000 candidates
• Hiring volume: Low to mid-volume; we typically place 5–15 contractors per week

I’m seeking a user-friendly system that my team can easily adopt, along with robust Boolean resume search functionality. While I’m open to additional features, my experienced team can adapt quickly to new technologies, so overly simplified systems are not necessary.

If there’s also back-office functionality included, that would be a major plus, as I aim to streamline our operations further.

I appreciate any recommendations you can offer!

Thank you!

Recommendation for a Cloud-Based Calling System for Recruitment Business

Suggestions for a Cloud-Based Calling System for a Recruitment Startup

Hello everyone!

I’m on the hunt for a cost-effective cloud-based calling system tailored for a recruitment business startup in the UK. Ideally, the system should:

• Support multiple phone numbers.
• Allow recruiters to call candidates directly.
• Enable incoming calls to be forwarded to designated team members.
• Feature call recording capabilities.
• Integrate with a CRM would be a plus!

I would greatly appreciate any recommendations you may have.

Thank you in advance for your help!

Thinking of starting my own agency, where do I start?

I’m considering launching my own agency and would love some guidance on where to begin. Should I focus on securing clients and requirements first, or is it better to tackle other essentials like obtaining a recruiter license and establishing an LLC first? For those of you who have been in the industry for a while, could you please share how you got started and how things are going for you now? I appreciate any insights you can offer! Thank you!

Working in recruitment?

Exploring New Career Paths in Recruitment

Hello everyone,

I’ve been working at an independent mortgage brokerage for the past three years, and to be honest, I’m starting to question if it’s the right fit for me.

While searching for sales jobs similar to what I’m doing now, I’ve come across many intriguing opportunities in recruitment.

Is there something I should be aware of before making the switch?

I’d love to hear your thoughts and experiences!

Thank you! 🙏

Recruiting Stack Recommendation

Recruitment Stack Suggestions Needed

As a recruiting agency focused on healthcare, I’m looking for recommendations on the best ATS and sourcing tool integrations. I’m currently using Loxo but am thinking about transitioning to a different solution. I would greatly appreciate hearing about the recruitment stacks that you prefer or currently use! Thank you!

How big of a CV gap is too big?

Is a Long CV Gap a Dealbreaker?

Hey everyone,

I’m a 28-year-old graphic designer from Melbourne, and I’m considering a move to London this April with six friends.

Here’s my situation: I spent most of last year (2024) traveling across South America, which means I currently have a 12-month gap from traditional design employment. I’m freelancing to stay sharp, but I’m wary of how this break might affect my job prospects.

If I go to London with a two-year work visa and don’t land a design job (and I’ll return to Melbourne after six months if that happens), I’ll end up with almost a two-year gap in full-time design work.

For those of you in HR or recruiting, how significant is this gap? I left my last job to travel, which I believe is a valid reason, but I worry that a lengthy absence might hurt my chances of being hired back in Melbourne.

I do have 3-4 years of experience working in both in-house and agency settings, just to give some context.

I’ve heard the London creative market is pretty competitive, so I’d really appreciate any insights you might have!

Thanks in advance!

Any good LinkedIn pages for recruiter memes (or) tips?

Looking for some laughter and insight in the recruitment world!

Hey fellow recruiters! This job can be a wild ride—one moment it’s incredibly rewarding, and the next it feels quite tough. I could really use some humor and relatable content to brighten up those challenging days. If you know any LinkedIn pages that share funny recruiter memes or useful tips, please share! I appreciate it! Thanks!

ATS Platform for In House Recruitment

Seeking Advice on ATS for In-House Recruitment

Hello everyone,

I could really use your insights! I’ve recently had several demos with different Applicant Tracking Systems (ATS), but I’m still struggling to find a solution that meets my needs.

Here’s the situation: I just want to post a job, have it automatically shared on Indeed, and receive applications directly within the ATS. I was informed by Loxo’s chatbot that I would need to manually forward each application via email. That can’t be right, can it? My goal isn’t to source candidates but simply to import those who apply. If the system can intelligently sort through them, even better.

I’m working solo for a company with around 400 employees. We’re not a recruitment agency, and this is for our internal hires. We frequently post roles for caregivers and cleaners, often receiving around 600 applications per listing, with many being irrelevant. I need a more efficient way to manage this influx of applications.

Every ATS I’ve seen seems focused on talent sourcing, but that’s not what I need. Tools like LinkedIn and talent sourcing won’t help in my situation.

Unfortunately, I have no experience in this area, and no one in our business does either. Right now, we’re just using Indeed and handling everything manually.

Any recommendations or tips would be greatly appreciated! Thank you!

Tips as VA Recruiter

Advice for VA Recruitment
Hello everyone,

I’m reaching out for your guidance as I embark on my journey as a recruiter. My background is in HR Coordination, where I specialized in Onboarding and HR Operations, but I’ve recently joined a startup. I’d love to hear any tips you might have for recruiting Virtual Assistants, especially for specialized roles like PPC, Supply Chain, Amazon Operations Specialist, and Product Developer. Thank you in advance for your insights!

Shady Recruiter

Troubling Experience with a Recruiter

Hi everyone, I’m looking for some advice.

Last year, I accepted a 6-month customer service contract through a recruiting agency. Before taking this role, I was working as an analyst and training to transition into tech. During the interview, I mentioned my interest in the temporary nature of the role and expressed my desire to move into tech. My recruiter told me I would need to complete the contract before I could apply for any tech positions they had available.

Two months into the contract, the company expressed interest in converting me to a full-time position, to which I always replied, “I’m glad you like me.”

In December, seven months into my contract, I reached out to my recruiter about a tech role that caught my eye. She had a very strong negative reaction, claiming she couldn’t assist me because I was currently on an active contract that was transitioning to full-time. Her response was quite intense; she stated that it wasn’t in her best interest to help me.

When I sought clarification about why my contract was extended (it was originally set to end in November), she told me that the extension was already in place and there was nothing that could be done. When I probed further about not being consulted on the extension, she turned the conversation hostile and began questioning me aggressively, asking if I planned to quit and warning that doing so would mark my status as job abandonment, which would prevent future rehire. The conversation ended abruptly as I was taken aback by her demeanor.

Yesterday, I received a job offer from the company with a start date of tomorrow, and I’m at a crossroads about what to do.

I’m interested in other tech roles that this recruiting firm has, but I’m concerned that this situation might impact my chances. I don’t want to accept the job offer only to need to give a two-weeks notice right after, but I also don’t want to reject the offer and miss out on potential tech opportunities.

For the record, I haven’t spoken to my recruiter since our December conversation. Any thoughts or advice would be greatly appreciated.