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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 and candidate data that never leaves the system.
- Recruiters sign in against their HRMS employee record; there is no second user directory
- Resume screening scores an application against the job's own required skills
- Candidate and application data never leaves ATS — only job assignments sync out
System Status
0 candidates active
Screen
AI-assisted resume analysis scored against each requisition's required skills. 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.
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. 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 and AI-assisted resume analysis attached to each one.
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.
Straight answers
ATS questions
Including the ones where the answer is no.
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.
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.
How does the resume screening work?
Each application's resume is analysed against the skills required on that requisition, producing a score attached to the application. 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.
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.