ATS White-Label Client Offer (Delivery)

ATS White-Label Client Offer (Delivery)

1. 01

   Confirm the client's hiring volume and workflow before proposing any ATS product

   Ask how many roles they fill per quarter, whether they use external recruiters, and which job boards they already post to. This determines whether a white-label platform like GoHire fits or whether they need a recruiter-native system such as Top Echelon or Harbor.

2. 02

   Map the client's current hiring funnel to the ATS stages

   Document where candidates enter, how they are screened, and who makes the final decision. Align the ATS pipeline stages to this process so the tool mirrors reality instead of forcing a new workflow.

3. 03

   Configure the ATS with the client's branding and job templates

   Set up the client's logo, color scheme, and standard job post templates. For white-label platforms, this is the core value proposition; for others, it ensures the tool feels like an extension of the client's brand.

4. 04

   Set up job board distribution and automated screening rules

   Connect the client's preferred job boards (Indeed, LinkedIn, etc.) and define screening questions or AI filters that match their must-have criteria. This reduces time-to-fill and manual review effort.

5. 05

   Train the client's hiring team on the ATS interface and reporting

   Run a live walkthrough of candidate management, scheduling, and reporting. Provide a one-page cheat sheet for common tasks and clarify how to interpret pipeline metrics like time-to-hire and source quality.

6. 06

   Define the handoff cadence for ongoing support and optimization

   Agree on a monthly or quarterly review where you analyze pipeline data, adjust screening criteria, and recommend improvements. This keeps the ATS aligned with the client's evolving hiring needs and justifies your retainer.