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Your Applicant Tracking System, Set Up Right and Kept Running
We implement, migrate, integrate, and maintain your applicant tracking system — so your recruiters get a tool that actually works the way your hiring process needs it to, not the other way around.
Maintained
Trusted by talent teams at growth-stage and enterprise companies
Everything Your ATS Needs, From Day One Onward
Most ATS rollouts fail not because the platform is bad, but because implementation is rushed and nobody owns it afterward. We handle both ends — the setup and the upkeep.
Configured Around Your Actual Hiring Process
We set up pipelines, stages, scorecards, permissions, and approval workflows to match how your team actually hires — not the platform's default template.
- Pipeline & stage architecture
- Roles, permissions & approval chains
- Careers page & job board setup
- Scorecards & structured interview kits
Move Platforms Without Losing Your History
Switching systems? We migrate candidates, requisitions, notes, and historical data cleanly — with validation checks so nothing gets lost or duplicated.
- Candidate & requisition data migration
- Duplicate detection & data cleansing
- Historical reporting preserved
- Parallel-run validation before cutover
Connected to the Rest of Your HR Stack
Your ATS shouldn't be an island. We integrate it with your HRIS, background check provider, assessment tools, calendar systems, and Slack — end to end.
- HRIS & payroll system sync
- Assessment & background check tools
- Calendar & scheduling integration
- Custom API connections as needed
Someone Actually Owns It After Launch
Job requisitions get added, hiring managers change, workflows drift. We provide a monthly maintenance retainer so your ATS stays configured correctly as your team scales.
- Monthly configuration audits
- New role & workflow updates
- Admin support & troubleshooting
- Recruiter training & onboarding
ATS Implementations Delivered
Platform Uptime Maintained
Weeks Average Time to Go Live
Fewer Reqs Stuck Mid-Pipeline
From Kickoff to Fully Live in 2–4 Weeks
No lengthy discovery cycles. We move at the pace your hiring team needs.
Process Audit & Discovery
We map your current hiring workflow, stakeholders, and pain points to design a configuration that fits — not a generic template.
Build & Configure
Pipelines, permissions, scorecards, careers page, and integrations are built out and tested against real hiring scenarios.
Migrate & Train
Historical data is migrated and validated. Recruiters and hiring managers get hands-on training before go-live.
Go Live & Maintain
We cut over to the new system and stay on as your ongoing admin — monthly audits, updates, and support included.
Systems & Hiring Models We Support
We aren't tied to one platform. Whatever system you're on or evaluating, we've configured it for teams with your hiring model.
Enterprise & Corporate ATS
Complex approval chains, multi-department hiring, and compliance-heavy workflows across large organizations.
Recruiting Agency Platforms
Client-facing pipelines, split-fee tracking, and candidate submission workflows built for agency-side recruiting.
High-Volume & Hourly Hiring
Text-to-apply flows, mobile-first scheduling, and rapid-screening workflows for retail, hospitality, and warehouse hiring.
Executive Search
Confidential search workflows, senior stakeholder scorecards, and board-level reporting configured for retained search.
Campus & Early Career
Cohort-based pipelines, university partnerships, and internship-to-full-time conversion tracking.
Custom & Niche Platforms
Less common or purpose-built systems — if it has an admin panel and an API, we can configure and maintain it.
Built for Teams Whose ATS Isn't Working the Way It Should
If any of these sound familiar, we built this for you.
You just signed with a new platform and need it configured properly
Vendor onboarding usually gets you a default template, not a system built around how your team actually hires. We close that gap.
Your current ATS is a mess of outdated workflows
Years of ad-hoc changes have left pipelines, permissions, and stages that no longer match your process. We audit and rebuild it properly.
You're scaling and your ATS can't keep up
More requisitions, more hiring managers, more approval layers. We reconfigure the system so it scales with your headcount, not against it.
Nobody internally actually owns the ATS
It was set up once, by someone who's since left, and no one's touched the config since. We become that owner, on retainer.
You're evaluating platforms and need a migration partner
Switching systems is high-risk without the right process. We plan, migrate, and validate the move so nothing breaks and no data is lost.
Sound like you?
Let's fix your ATS and get your recruiters the tool they actually need.
Book a Free ATS AuditNot a Vendor Onboarding Call. A Team That Owns Your ATS.
Your platform's onboarding team sets you up once and moves on. We stay — configuring, maintaining, and adapting your system as your hiring evolves.
Platform-agnostic, not vendor-biased
We're not a reseller and we don't get a commission on which platform you choose. Our recommendations are based on your hiring model, not a sales quota.
We configure for your process, not the default
Every implementation starts with mapping your actual hiring workflow — approval chains, scorecards, and stage logic — instead of accepting the platform's out-of-the-box template.
Someone actually owns it after go-live
Most implementation partners disappear after launch. Our maintenance retainer means one team stays accountable for your ATS long-term.
Deep integration expertise
HRIS, background checks, assessments, calendars — we've connected ATS platforms to the rest of the HR stack dozens of times over, and know where the edge cases break.
Migration without the horror stories
We run parallel validation before any cutover, so historical candidate data, notes, and reporting move over clean — no surprises three months later.
If any migrated data is lost or corrupted during cutover, we fix it at no cost — full stop.
30 minutes · No commitment · Instant clarity
Set It Up Once. Keep It Sharp.
A one-time setup fee gets your ATS built right. A monthly retainer keeps it right as your team, roles and hiring managers change.
- Setup includes
- ATS audit & full configuration
- Pipelines for up to 3 role types
- Scorecards & email templates
- Job boards, careers page & calendar sync
- 2 hiring manager training sessions
- Retainer includes
- Monthly health check
- Up to 4 hrs of changes a month
- Everything in Launch, plus
- ATS selection research & vendor scorecard
- Full data migration & de-duplication
- Parallel run with zero hiring downtime
- Up to 5 integrations, including HRIS
- Automated scheduling & candidate updates
- Retainer includes
- Dedicated ATS admin, up to 12 hrs a month
- Monthly time-to-hire & pipeline report
- Everything in Scale, plus
- Multi-entity & multi-location setup
- High-volume workflows, knockouts & texting
- AI screening & automation rules
- Executive hiring dashboard
- Hiring manager adoption program
- Retainer includes
- Unlimited admin requests, priority response
- Weekly check-ins & quarterly reviews
That's what a single agency placement often costs. A properly built ATS helps you hire more roles directly, so for many teams the setup fee pays for itself within the first few hires.
Not sure which plan fits? Book a free ATS audit and we'll recommend one →
How We Stack Up
See exactly what you get — compared to doing it yourself or relying on standard vendor onboarding.
| Feature | Internal IT/HR Team | Vendor's Standard Onboarding | Skillfi Us |
|---|---|---|---|
| Process mapped to your actual workflow | ✕ | Default template | ✓ |
| Data migration with validation | Manual, risky | ✕ | ✓ |
| Custom integrations built | Depends on skillset | Basic only | ✓ |
| Recruiter & hiring manager training | ✕ | One session | ✓ Ongoing |
| Ongoing configuration ownership | ✕ | ✕ | ✓ |
| Time to full launch | 3–6 months | 1–2 weeks (default only) | 2–4 weeks |
| Ongoing cost | Internal salary time | Included in license | From $600/mo |
Talent Teams Who've Been There
"We'd outgrown our original setup completely. Skillfi rebuilt our entire configuration around our current hiring volume — pipelines, approvals, everything — in under three weeks."
"Migrating three years of candidate data terrified us. Skillfi ran a parallel validation period before cutover and we didn't lose a single record."
"The monthly maintenance retainer has paid for itself. Every time we open a new office or add a hiring manager, our config just gets updated — no scrambling."
"We integrated our ATS with our HRIS, assessment provider, and background check tool — all in the same rollout. It's the first time everything actually talks to each other."
"We switched platforms entirely and honestly expected chaos. Skillfi made it the least stressful part of our whole quarter."
"Our recruiters actually use the scorecards now because they were built around how our hiring managers already think, not a generic template."
Proof from real ATS projects
See how Skillfi helps growing teams choose the right ATS, move to it without losing a day of hiring and turn it into a pipeline that fills roles faster.
How a 220-person SaaS company chose the right ATS and cut time-to-hire by 21 days
- $310K+ estimated annual savings
- 34% less agency spend
How a 140-person property management company moved off spreadsheets and a legacy ATS in 5 weeks
- 0 days of hiring downtime
- 18,000 candidate records cleaned
How a fintech built a warm bench of senior engineers before roles opened
- 35% of hires from the community
- −95% agency fees
Common Questions
We work with all major modern applicant tracking platforms used by growth-stage and enterprise companies. During your audit call we'll confirm your specific platform and whether any special configuration considerations apply.
Most implementations go live in 2–4 weeks, depending on the complexity of your hiring process and the number of integrations required. Migrations from an existing system typically add 1–2 weeks for data validation.
We start with your team, not vendor demos. We survey and interview recruiters, hiring managers and leadership, put a cost on your current process, then score shortlisted vendors against the problems that actually slow your hiring down. You get a clear recommendation and a business case your CFO can sign off on. See how this worked in our ATS selection case study.
Not required, but strongly recommended. ATS configurations drift as teams grow — new roles, new hiring managers, and new workflows all need updates. Without ongoing ownership, most systems degrade within 6 months.
Yes. We handle candidate records, requisition history, notes, and reporting data with validation checks and a parallel-run period before full cutover, so nothing is lost in the switch.
Yes. We connect your ATS to your HRIS, job boards, calendars, background checks and e-signature tools, so new hires move from offer to onboarding without anyone re-typing data. If you're also changing HR systems, our HRIS implementation team can run both projects together.
Let's Get Your Applicant Tracking System Working For You.
Book a free 30-minute audit. We'll review your current setup (or your target platform if you're starting fresh) and show you exactly what a proper implementation looks like.