Looking for a New ATS System – Advice Sought 💻

Seeking Recommendations for a New ATS System 💻

I’m reaching out for advice on finding a new ATS for my U.S.-based ERP/IT Staffing Firm. We primarily work with Fortune 2000 companies, and about 80% of our business revolves around staff augmentation, where we provide contractors to clients.

While our sales team has been happily using Salesforce for several years and plans to stick with it, the recruitment side of our operation is facing challenges. We’ve relied on the same ATS since the mid-2000s, transitioning from a Windows-based client/server application to its web/cloud version about four years ago. Unfortunately, this move was more about expedience than finding the best solution, and while the data migration was quick—taking just 24 hours— the system has become cumbersome and lacks integration with Salesforce due to its closed API.

I’m feeling the weight of this inefficiency and recognize that it’s time to consider a long-term solution.

My ideal ATS would either be built on Salesforce or integrate seamlessly with it. Managing two separate systems has become a significant operational challenge.

Here are some important details about our operation:

• Recruitment Team Size: 10 recruiters
• Candidate Database: Over 100,000 candidates
• Hiring Volume: Low to mid-volume, placing 5–15 contractors per week

I’m looking for a system that is easy to use (to encourage adoption by my team) but also has robust Boolean search functionality for resumes. While additional features are welcome, my team is experienced and can quickly adapt to new technologies, so extreme simplicity isn’t a priority.

If the ATS also includes back-office functionality, that would be a huge plus as I aim to streamline our systems.

I appreciate any recommendations you can provide. Thank you!

Recommendation for a Cloud-Based Calling System for Recruitment Business

Looking for Recommendations on a Cloud-Based Calling System for a Recruitment Startup

Hi everyone,

I’m in search of an affordable cloud-based calling system for a recruitment startup based in the UK. Ideally, the system should have the following features:

• Support multiple phone numbers.
• Allow recruiters to make calls to candidates easily.
• Enable incoming calls to be forwarded to specific team members.
• Include call recording capabilities.
• It would be a plus if it integrates seamlessly with a CRM.

I’d greatly appreciate any recommendations you might have!

Thank you!

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 should I get things like a recruiter license and open an LLC upfront? For those of you who have been in the industry for a while, could you share your experiences on how you got started and how things have turned out for you? Thank you for your insights!

Working in recruitment?

Exploring a Career in Recruitment?

Hello everyone,

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

While I’m looking through job listings—mainly focusing on sales positions similar to my current role—I’ve come across several intriguing opportunities in recruitment.

Is there something I should be aware of before diving in?

I’d love to hear your insights and experiences.

Thanks so much! 🙏

Recruiting Stack Recommendation

Recruitment Tool Recommendations Needed

I’m a recruiter focused on the healthcare sector and I’m exploring options for ATS/sourcing tool integrations. Currently, I’m using Loxo but am thinking about transitioning to another solution. I’d greatly appreciate hearing your recommendations for a recruitment stack that you find effective! Thank you in advance!

How big of a CV gap is too big?

What’s the Acceptable Length of a CV Gap?

Hi everyone,

I’m a 28-year-old graphic designer based in Melbourne, and I’m considering a move to London this April with a group of friends.

To give you some context, I spent most of last year (2024) traveling across South America, which means I’ll have been out of full-time design work for about 12 months. Currently, I’m freelancing and staying engaged with design to keep my skills sharp.

Assuming I move to London in April with a two-year work visa but can’t secure a design job (in which case I’d return to Melbourne after six months), that could extend my period without full-time employment in design to nearly two years.

For those of you who work in HR or recruitment, how significant do you think this gap would be? I believe my reason for taking time off to travel is somewhat justifiable, but I’m worried that returning to Melbourne with a long gap on my CV might hurt my chances of getting hired.

Just to add, I have 3-4 years of in-house and agency experience in design.

I’m aware that the creative job market in London is quite competitive, and I’d really appreciate your thoughts and insights!

Thank you!

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

Looking for some great LinkedIn pages that share recruiter memes or helpful tips!

Hello, fellow recruiters!

This job can often feel like an emotional rollercoaster—one minute it’s rewarding, and the next it can be quite the challenge. I’d love to find some humor and relatable content to help brighten the tough days. If you know of any LinkedIn pages featuring funny recruiter memes or helpful advice, please share! Thanks so much!!

ATS Platform for In House Recruitment

In-House Recruitment ATS Platform Inquiry

Hi everyone,

I’m hoping to get some guidance on a pressing issue. I’ve gone through several demos of different ATS platforms, but I’m still not getting the clarity I need on the process.

Here’s my situation: I want to easily post a job that automatically gets listed on Indeed. When applicants respond, I’d like to see their applications directly within the ATS. However, Loxo’s chat support mentioned that I would need to forward all applications via email, which seems inefficient. I’m not looking for an applicant sourcing tool; I simply want to manage the incoming applications efficiently. If the system can intelligently sort through the applications, that would be an added bonus.

I’m just one individual trying to streamline our hiring process for a company of about 400 people, and this is strictly for filling internal roles like caregivers and cleaners. We often receive around 600 applications for each job post, most of which are not suitable. I really need a reliable method to sift through these submissions. It feels like every ATS demo I’ve attended focuses heavily on talent sourcing, which isn’t relevant to my needs.

Currently, we’re relying on Indeed and handling everything manually, and nobody at our company has experience with ATS systems. Any advice or recommendations would be greatly appreciated!

Thanks!

Tips as VA Recruiter

Seeking Advice as a VA Recruiter

Hello everyone,

I’m reaching out for your insights as I embark on my new journey as a recruiter. Having transitioned from my role as an HR Coordinator, where I specialized in Onboarding and HR Operations, I’ve recently joined a startup. I would greatly appreciate any tips or advice you might have for recruiting Virtual Assistants, particularly for specialized roles such as PPC specialists, Supply Chain professionals, Amazon Operations Specialists, Product Developers, and others. Thanks in advance for your help!

Shady Recruiter

Questionable Recruiter Situation

Hi everyone, I could really use some guidance.

Last year, I signed a 6-month customer service contract through a recruiting agency. Before taking this position, I was working as an analyst and was training to transition into a tech role. During my interview, I expressed my interest in this temporary role and informed my recruiter that I wanted to move into tech. She assured me that I would need to complete this contract before being eligible for any tech positions they had available.

Two months into my contract, the company expressed interest in converting me to a full-time employee, and my typical response was always, “I’m glad you like me.”

Fast forward to December, seven months after starting my contract, when I reached out to my recruiter about a tech position I was interested in. She reacted very negatively! She told me she couldn’t assist me, emphasizing that I was on an active contract set to convert to full-time, so it wasn’t in her best interest to help. Her exact words were intense and made it clear she was upset.

When I sought clarification, since my contract was initially set to end in November, she mentioned that it had been extended without consulting me. When I pressed for more information, she flipped the conversation, asking aggressively if I intended to quit and warning me that doing so would classify my status as job abandonment, which would prevent me from being rehired. I ended the conversation feeling shocked.

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

While there are other tech roles with the recruiting agency that I’d like to pursue, I’m concerned this situation will impact my chances. I don’t want to accept the job offer only to give two weeks’ notice later, nor do I want to turn it down and potentially miss out on other opportunities.

As a side note, I haven’t spoken to my recruiter since our conversation in December. Any advice would be greatly appreciated!