Applicant tracking systems built around your hiring

Often, yes. If you hire in ordinary ways at ordinary volume, a mature off the shelf product will cover you faster than anything custom, and we will say so plainly. Building earns its place when your hiring has rules a product cannot express, when it must sit inside systems you already run, or when licence costs scale badly against your headcount.

Usually. Most HRIS, payroll and calendar platforms current at the time of writing expose APIs or file based imports, and we build against what your vendor actually supports rather than what a brochure promises. Where no interface exists, we design a clean import and export path so data still moves without manual retyping.

Yes. We build to WCAG 2.2 AA, which matters more in hiring than almost anywhere else: an inaccessible application form quietly excludes candidates before anyone reads a resume. That means keyboard operable forms, real labels, sensible error messages, adequate contrast, and no time limits that punish assistive technology users.

It can support fair practice: the same structured questions asked of every candidate, scorecards recorded before group discussion, audit trails on decisions, and reporting that shows where people drop out of your funnel. It cannot make hiring fair on its own. Policy, training and human judgment do that, and this page is not legal advice.

We can add assistive features such as resume parsing, duplicate detection or summarising long applications, always with a person making the decision. We do not recommend systems that reject candidates automatically without review. Automated decision making in hiring draws scrutiny in several jurisdictions, so treat it as a policy question for your counsel first.

Candidate data is personal information, so we design for that: role based access, retention rules with real deletion, consent and notice text you control, audit logs, and hosting in a region you choose, including Canadian regions. Which privacy rules apply to you is a question for your counsel. Clients own all data, code and accounts.

It depends on how many roles, stages and integrations are in scope. We work in weekly increments and show a working demo every week, so you see the careers site and application flow long before scheduling or reporting is finished. Many teams launch with posting, capture and screening, then add the rest once real candidates are moving through.