What this does
The ATS layer is the spine of the snapshot. Every candidate moves through stages (sourced → screened → submitted → interviewed → offer → placed) with auto-promotion rules between stages based on actions (interview booked, scorecard submitted, offer signed).
Recruiters get a Kanban-style view of their candidates. Hiring managers get a portal showing only the candidates submitted to them, with structured scorecards to score interviews. Delivery leads get an SLA dashboard.
Why this matters
The ATS is where most agencies leak time. Candidates sit at stages because nobody manually advanced them. Hiring managers don’t return scorecards. Recruiters update statuses inconsistently. The snapshot’s auto-promotion rules and scorecard nudges cut that drift dramatically.
A typical agency we deploy this for sees time-to-fill drop 15–25% in the first 60 days — not because anyone works harder, but because candidates stop sitting at stages waiting for someone to remember to move them.
How it’s configured
Pipelines are customizable per role family. A senior-engineer pipeline has different stages than a warehouse-worker pipeline. The snapshot ships with 5 pre-built pipelines (executive, healthcare, tech, blue-collar, generic) — clone, rename, and customize.
Auto-promotion rules are the magic. Example: when a candidate’s interview scorecard hits 4.0+ and all interviewers have submitted, auto-advance to “offer pending” and notify the hiring manager + the recruiter.
What you’ll have on day 1
- 5 pre-built role-family pipelines
- Stage-by-stage auto-promotion rules
- Recruiter Kanban dashboard with WIP limits
- Hiring-manager scorecard portal
- SLA tracking with breach alerts
- Activity log per candidate (who did what, when)