Meet ATS Expert
ATS Expert is the AI agent who helps you manage your entire recruitment pipeline from start to finish. At your command, ATS Expert can pull reports, build shortlists, conduct interviews, reject candidates, and even answer questions about any applicant or vacancy.
Watch this 4-minute video to learn more about ATS Expert
See How ATS Expert Works
ATS Expert can operate your entire Applicant Tracking System using plain English prompts, to help you find top candidates faster.
Criteria-Based Ranking
Set your criteria once, and ATS Expert builds the shortlists and comparisons that will help your hiring managers compare like-for-like.
- Build ShortlistsATS Expert looks at all active candidates in any of your vacancy pipelines, and scores them based on criteria you've defined, to build shortlists and leaderboards.
- Compare CandidatesATS Expert displays shortlisted candidates side by side, and summarises their strengths and weaknesses to help you analyse and compare different contenders.
- Applicant ScoringATS Expert can assign each candidate a score, and a percentage for how well they match the vacancy, based on skills, qualifications, experience, and answers to screening questions.
Improve Your Recruitment Process
ATS Expert helps you to understand what's happening inside your recruitment pipelines, including board-ready reports, pipeline diagnostics, and customisable criteria.
- Smart ReportingBuild any chart or report with a simple prompt. ATS Expert uses data from your ATS to build performance charts, leaderboards, and demographic summaries that you can export.
- Pipeline DiagnosticsATS Expert shows you how to improve your recruitment processes, by revealing insights such as where candidates drop out, or which channels deliver the strongest hires.
- Customisable Screening CriteriaATS Expert lets you create vacancy-specific screening questions, assign scores and weighting criteria to different traits or skills, and describe how new applicants should be assessed.
Meet ATS Expert in Person!
Share your contact details and one of our HR experts will be in touch to show you how ATS Expert can help you and your hiring managers find the best applicants for each new vacancy.
Common questions
ATS Expert is an AI agent within Sense HR that manages a company's entire recruitment pipeline using plain English commands, including posting vacancies, building shortlists, comparing candidates, and generating recruitment reports.
Quizzy focuses specifically on screening candidates and conducting first-round interviews for a vacancy. ATS Expert manages the wider recruitment pipeline around that, including posting jobs, comparing shortlisted candidates, tracking pipeline performance, and generating reports, and it uses Quizzy for the early-stage screening and interview work.
ATS Expert scores active candidates in a vacancy pipeline against criteria the hiring team has defined, such as skills, qualifications, experience and screening question answers, and can display shortlisted candidates side by side with a summary of their relative strengths and weaknesses.
Yes. ATS Expert can answer questions drawn from a candidate's CV or application, or from data about a specific vacancy, without a recruiter needing to search through the pipeline manually.
Yes. ATS Expert can build charts, leaderboards and demographic summaries from ATS data using a plain English prompt, and can export these for committee or board review.
Yes. ATS Expert can automatically push vacancies to a company's careers site and to job boards such as Indeed and LinkedIn.
An applicant tracking system is software used by employers to collect, organise and manage job applications as candidates move through the stages of a recruitment pipeline, from application through to interview and offer. Many modern systems now add AI to screen, score and compare candidates automatically as part of that process.
Common ways to reduce time-to-hire include automating early-stage screening so recruiters only spend time on qualified candidates, giving hiring managers a ranked shortlist rather than a raw pile of applications, and identifying where candidates are dropping out of the pipeline so that specific bottleneck can be fixed.
Keeping candidates updated at each stage, responding quickly after they apply, and giving clear feedback even when they're unsuccessful, all help reduce the number of good candidates who drop out or lose interest during a slow recruitment process.
Common causes include slow or inconsistent screening of new applicants, delays getting candidates in front of the right hiring manager, unclear or inconsistent criteria between different reviewers, and a lack of visibility into where in the pipeline candidates are dropping out.