ATS Evaluation and Selection (Onboarding)

ATS Evaluation and Selection (Onboarding)

1. 01

   Map the client's hiring workflow before comparing any platform

   Document the stages from job requisition to offer acceptance, including who touches each step. A tool that fits the workflow beats one with more features.

2. 02

   Define must-have integrations against the client's existing stack

   List the job boards, HRIS, calendar, and email systems the ATS must connect to. GoHire, for example, advertises integration with 15+ job boards, but verify each against the client's actual posting destinations.

3. 03

   Score candidate screening and AI features on the client's real job types

   Run sample job descriptions through each candidate tool to test ranking quality. AI-assisted screening varies widely; a tool that excels at technical roles may fail on hourly or clinical positions.

4. 04

   Check white-label and resale terms if the agency plans to offer the ATS to clients

   Some platforms, like GoHire, support full white-labeling, which lets an agency package hiring software as its own productized offer. Others, such as Top Echelon, are built for internal agency use only.

5. 05

   Estimate total cost per hire, not just the monthly subscription

   Include per-job posting fees, per-seat charges, and any costs for premium support or additional modules. A $99 per month plan can still carry hidden costs that change the per-hire economics.

6. 06

   Run a two-week pilot with a live job posting before committing

   Use a real open role to test posting distribution, candidate flow, and scheduling. A pilot reveals usability gaps that vendor demos rarely surface.

7. 07

   Document the decision criteria and scores for the client's records

   Create a comparison matrix with weighted scores for workflow fit, integrations, AI quality, white-label options, and cost. This gives the client a defensible rationale and a baseline for future re-evaluation.