Recruitment software for consulting firms
A consulting firm hires consultants, not generic “profiles”. Job postings, applications, interviews and decisions live on one portal. When the offer is accepted, the history does not stop: it feeds the HR database. That is the start of Camille’s journey, not an ATS unplugged from the rest of the firm.
How does a firm run screening, rounds and offers without a generic ATS?
Screening lists the role, identity, CV, degrees, source, owner and decision: reject, follow up, or meet. “Meet” opens the process: first, second and third round, offer made, accepted or declined. Filters and views (“to decide”, “to schedule”, priorities, availability) follow your process, not a frozen SaaS pipeline.
The calendar groups interviews by day, week or month. Slots are created or imported from Excel. Job postings are managed in the same place. The candidate base keeps everyone, whatever the outcome.
From accepted offer to HR file, with no re-keying
The recruitment record holds location, missing evaluations, target role and slots. Recruiter scores and candidate feedback stay attached. When the person joins, they are not re-created in a second file: HR base continues the thread.
What this is not
- A job board or a careers page on its own.
- LinkedIn Recruiter.
- An enterprise HCM built for industry.
Statistics (process length, sources, recruiter load) read by year, country, office or team — useful, secondary to the application-to-join thread.