ATS includes optional AI resume screening. See the AI features →
Suntel360 ATS
ATS: A hiring pipeline from requisition to offer, synced with HRMS
A hiring pipeline your recruiters reach with their existing employee login — six stages from application to hire, with resumes scored against the role when a recruiter runs an analysis and candidate data that never leaves the system.
- Recruiters sign in against their HRMS employee record; there is no second user directory
- A recruiter-started resume analysis scores an application against the job's own required skills
- Candidate and application data never leaves ATS — only job assignments sync out
System Status
8,542 candidates active
Screen
Optional AI resume analysis, where your organisation has switched it on, on top of a rule-based skills match. A pending or failed analysis is visible rather than silently reading as a low score.
Track
A six-stage pipeline from application to offer, with rejection and hold recorded as states. Every transition writes to a separate audit log.
Sync
Recruiters authenticate against their HRMS employee record. Hiring-team assignments sync live to HRMS. Candidate data never leaves ATS.
Sound familiar?
The situations people come to us with
If two or three of these describe a normal week at your organisation, this is the conversation worth having.
Every recruiter needs another account, and when someone leaves the account is the thing everyone forgets.
There is no separate login. Every request is authenticated against that person's HRMS employee record, so removing them from HR removes their access.
The pipeline lives in a spreadsheet, so nobody can say how many candidates are at interview stage without rebuilding it.
An application moves through six defined stages, with rejection and hold recorded as states rather than rows being deleted.
Two hundred applications arrive and somebody reads them in whatever order they opened.
A recruiter starts an analysis of a resume against the skills that specific role requires, and the score is attached to the application. A failed or pending analysis is visible rather than reading as a low score.
A contract recruiter can see every open role in the company, including the confidential ones.
Access is granted as either full or limited to the requisitions someone is assigned to, and can be switched off without deleting their history.
Interview feedback is in four separate inboxes by the time a decision is needed.
Feedback is captured against the interview and the application, so the evidence behind a decision is retrievable long afterwards.
An offer goes out and nobody records whether it lapsed or was actually turned down.
An offer has its own outcome — accepted, declined or expired — so offer reporting means something.
Scenarios
Built for the way hiring actually works
Not thin modules behind one brand. Each area carries its own records, its own process, and its own access model.
Talent Pipeline
6 docsSix-stage pipeline from application to offer, with rejection and hold recorded as states — not deletions. Know where every candidate actually is.
Candidate Experience
5 docsOne candidate record shared across every job they apply for. A strong candidate rejected for one role is still findable for the next.
Interview Process
3 docsScheduling plus structured feedback attached to the application. The reasoning behind a hire or rejection survives the decision.
Offer Management
3 docsOffers with their own lifecycle — accepted, declined, or expired — so offer reporting means something real.
Hiring Governance
4 docsAssigned-only access for contract recruiters, feature- and licence-gated, so a recruiter sees only the requisitions they are on.
System Integration
2 docsHiring-team assignments sync live to HRMS. No candidate or application data ever leaves ATS. No second user directory to secure.
Documents
Document and master types across the hiring pipeline
From requisition to offer, every stage carries its own records and audit trail.
Requisition
Hiring manager opens a requisition and names the hiring team. Each member's employee record picks up the assignment automatically.
Apply
Candidates apply to the role. One candidate record per person, however many roles they apply for.
Screen & Interview
Resumes scored against the job's required skills when a recruiter runs an analysis. Applications move through screening, shortlist, and interview with every transition logged.
Offer & Hire
Offer issued and outcome recorded — accepted, declined, or expired. The evidence behind each decision stays attached.
Modules
Eight functional areas, one hiring record
Each module reads from the same candidate and application data through the same permission checks.
Job Requisitions
Job requisitions and postings that drive every downstream pipeline stage, each carrying its own status and employment type.
Candidates
A single candidate record shared across every job that candidate applies to, with its own status independent of any one application.
Applications
Application pipeline stages from submission through offer, with a full audit trail. A recruiter-started analysis adds a rule-based skills match, plus optional AI analysis.
Interviews
Interview scheduling and structured feedback capture tied to each application rather than to a calendar invite.
Offers
Offer generation and approval with its own lifecycle, including expiry, before a candidate is marked as hired.
Access Control
Full or assigned-only recruiter access, activated and deactivated per user, so a recruiter sees the requisitions they are on and no others.
Audit Log
A separate record of stage transitions and decisions, so how a hire progressed survives later edits to the application.
HRMS Directory & Job Sync
A live integration that authenticates recruiters against their HRMS employee record and keeps hiring-team job assignments in sync with HRMS. No candidate or application data is ever sent to HRMS.
What changes
What ATS is actually for
A six-stage hiring pipeline with no separate login — recruiters use their HRMS employee account, and candidate data stays in ATS while job assignments sync to HRMS.
- Give recruiters access without creating a second set of accounts to secure
- See where every candidate actually is, by stage, at any moment
- Keep good candidates findable after a rejection for one role
- Know why a hire happened months later, from structured feedback
- Have hiring-team assignments show up on the employee record automatically
Straight answers
ATS questions
Including the ones where the answer is no.
Learn how it works: ATS vs HRMS: What Each Does, How They Connect
Do recruiters need a separate ATS account?
No. ATS authenticates every request against the recruiter's HRMS employee record. There is no second password to issue, rotate, or forget to revoke. When someone leaves and their HRMS record is no longer active, ATS refuses their requests from that point on, with no separate account to remember to close.
Does a hired candidate become an employee in HRMS automatically?
Not today. Marking a candidate as hired completes the ATS pipeline and notifies them; creating the employee record in HRMS is still a deliberate HR step. Automating that handoff is on the roadmap, and we would rather say so than imply it already works.
What candidate data is shared with HRMS?
None. The only traffic to HRMS is hiring-team job assignments — job identity, team, and status. Candidate records, resumes, and application history stay inside ATS.
Can we limit a recruiter to their own requisitions?
Yes. Access is granted as either full or assigned-only, and can be deactivated without removing the recruiter's history. Hiring teams are assigned per job, and each assignment also syncs to that member's HRMS employee record. Candidate and application data never leaves ATS, whichever access level a recruiter has.
How does the resume screening work?
A recruiter starts an analysis on an application, and its resume is analysed against the skills required on that requisition, producing a score attached to the application. Every analysis includes a rule-based skills match; AI is added only where your organisation has switched it on. The analysis carries its own status, so a pending or failed run is distinguishable from a genuine low score.
Can a job be paused without losing its applications?
Yes. A requisition can be put on hold, which keeps every application and its pipeline position intact until the job is reopened or closed. Every pipeline transition is written to a separate audit log, so the history of who moved which application, and when, survives the pause.
See ATS on your own scenario
Bring your hiring pipeline, a requisition, or a candidate shortlist — and we will show you how the system handles it.