Looking to make an ATS update? Read on to learn the key
features of ATS software!
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An applicant tracking system (ATS) automates an organization’s recruiting and staffing operations, providing a central repository for candidate data—including résumés and applications. An ATS is built to help you better manage every stage in the recruiting process, from application to hire, while delivering greater overall efficiency.
A good ATS has the power to overhaul your entire staffing operation into the most productive, profitable and efficient business it can be. With proper implementation, they increase recruiter productivity, save time, and provide organization and structure for your staffing operations.
Sourcing candidates and adding them into an ATS should only be one part of growing your candidate base. The true value in an ATS comes in fostering and maintaining those candidate relationships for positions you have now, and ones that you'll have down the road.
Whether the positions you are placing are Contract or Direct Hire, there is still a need to create a database of candidates that cannot be found by your competitors on the Job Boards.
How are we doing? Whether your business is a one-person shop or a multi-million dollar agency, you need to understand your past, present, and future performance. Tracking your placements and candidates on a spreadsheet may be cost-effective, but is that sustainable for the next 2 years? 5 years? 10 years? And does it tell you anything truly meaningful about your business?
You need a tool that is going to allow you to see (and provide your clients insight on) how you are doing from a revenue, efficiency and growth trend perspective.
Sending emails, making calls, and scheduling interviews are 3 of the most routine functions in your day as a Recruiter. If you can streamline and track these activities in a system, you can save hours off of your day and week.
Finding a solution which allow you to send Mass emails and track that activity in the same system; make a call and add your prescreen notes so that they are searchable in the future; or scheduling interviews so that they also appear on your calendar will bring so much value in way of insight as well as organization.
In the ever-changing world we live in, automation and speed can be the differentiator between whether you land the client, place the candidate, or book the interview.
Using features of an ATS like VMS integrations, Back Office and Onboarding solutions, and Appointment reminders will take what was manual work and create a seamless, automated process.
Whether your idea of expansion is of headcount or revenue, an ATS is an integral part of either. To expand, you need to know how you are performing. What have been the trends in the past? What clients are your top clients? What are the most valuable sources you are finding candidates from? Utilizing an ATS can provide you this information at the click of a button rather than requiring manual calculations, filtering and record tracking.
Before you begin looking at different ATS software systems, you must compile a list of requirements for your ATS software. Review your recruiting process and document all steps, interactions, and points of frustration. Once your current process is clearly defined, map out your budget, goals and needs of your new software. As you evaluate ATS software, make sure their features and functionality meet these requirements.
In today's competitive landscape, you can't solely rely on your current pool of candidates and clients. A staffing-centric Customer Relationship Management (CRM) Software provides the insights and intelligence needed to build and foster your candidate and client relationships. When your ATS software and CRM work together, you'll unlock complete visibility into candidate and client activity.
Live Demo of Bullhorn's ATS + CRM
Your ATS software should be flexible enough to provide your firm with not only a platform that remains state-of-the-art through consistent updates, but also the kind of individual attention you expect to make sure your firm's specialized needs are met at all times. A Software-as-a-Service (SaaS) model has the highest flexibility and security when compared to an on-premise or hosted models.
With a SaaS ATS software, multiple customers can securely use the same web-based application. A SaaS ATS software can also provide upgrades to all of its customers without interrupting their service and implementations require less time and resources.
With mobile access to your ATS software, your recruiters and salespeople will be armed with up-to-the-second information about clients and candidates, giving them better insight for offsite meetings and interviews. Since recruiters are constantly on the go, mobile access and mobile recruiting capabilities are crucial for your firm's success and help to provide a better client service as well as a better candidate experience.
ATS software provides an all-in-one dashboard for managing the entire recruiting process – from job submission to candidate placement. With the right ats update, you should enjoy an efficiency advantage that enhances your existing workflow, leading to higher and faster levels of user adoption.
To manage the entire workflow, your ATS software should work seamlessly with the solutions that extend the capabilities of your applicant tracking system, including: Customer Relationship Management, Onboarding, Back Office, VMS and Reporting solutions.
See Bullhorn's Recruiting Solutions
Bullhorn has the product suite, infrastructure, and expertise to help your firm grow. Bullhorn's ATS & CRM will help you optimize business processes and generate more revenue. The full Bullhorn product line – including Bullhorn’s mobile-optimized Applicant Tracking System, Sales CRM, VMS Access, Onboarding, Back Office, and the Bullhorn Marketplace – will help take your business to the next level.
Bullhorn's software can help your firm expand relationships, optimize sales processes, and maximize growth.
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SVP of Product and Salesforce
Jonathan Novich is SVP of Product and Salesforce for Bullhorn, the global leader in CRM and operations software for the recruitment industry. A staffing technology innovator, he has developed broad and deep product and technical experience consulting to staffing firms over the past 15 years. Jonathan has acted as an independent consultant for some of the largest staffing companies in the world and advised companies on acquisition targets.
At Bullhorn, he oversees product initiatives as more than 10,000 staffing companies rely on Bullhorn’s cloud-based platform to drive sales, build relationships, and power their recruitment processes from end to end. He graduated with honors from Princeton University, earning a Bachelor of Science in Engineering in Computer Science and a certificate in Operations Research.
SVP, Workforce & Revenue Cloud
As Bullhorn’s SVP of Workforce & Revenue Cloud, Ed drives the company’s middle office strategy and overall product offering. Ed joined Bullhorn as part of the Peoplenet acquisition where he spent 7 years as the President/CEO leading up to the acquisition in late 2017. Prior to joining the Bullhorn family, Ed has spent his career designing, building and managing technology solutions for numerous Fortune 500 companies. He has been a Partner in an ERP-focused consulting firm, a CIO for a global pharmaceutical company, a supply-chain leader for a retail company and the leader of a services company from its inception to $50MM in revenue. Ed was born in Florida but has spent the last 20+ years in Atlanta, GA. Ed loves to play golf, tennis and basketball and occasionally gets out kite boarding when the wind is just right.
Ed holds a Bachelor of Science in Industrial and Systems Engineering from the Georgia Institute of Technology and an MBA from Goizueta Business School at Emory University.
Brian Sylvester is Bullhorn’s Chief Financial Officer (CFO) with more than 15 years of financial leadership experience. Brian leads Bullhorn’s financial, accounting, and legal functions. Prior to becoming CFO, Brian spent three years at Bullhorn in various finance & accounting roles. Prior to Bullhorn, Brian was Corporate Controller at Pegasystems, a global provider of business process management software where he scaled the finance organization during a period of 2.5x revenue growth. Brian began his career at PricewaterhouseCoopers in their technology audit practice.
Brian is a CPA in Massachusetts, has a Master’s of Science in Accounting from Boston College and a Bachelor’s of Science in Accounting from Bryant University.
SVP, Customer Success
As the Senior Vice President of Customer Success, Tamsyn leads Bullhorn’s Services and Customer Success teams. She is responsible for the successful delivery of all products and services globally and is committed to creating and maintaining incredible long-term customer experiences in the Candidate to Cash process. Tamsyn has been delivering implementations for over 25 years with companies such as SAP, Ariba, Zuora and Apttus: specializing in HR, Payroll, Procurement and Quote To Cash capability. She trained as a software engineer after studying Maths, Statistics, and Computing in England.
Founder & CEO
Art Papas is the Founder and CEO of Bullhorn, Inc, the global leader in software for the staffing & recruitment industry. Art was the original architect of Bullhorn’s flagship Customer Relationship Management (CRM) system, which now helps more than 8,000 companies around the world run their businesses. Art is the Chairman of the Board at Career Collaborative, an organization that teaches unemployed and underemployed adults how to build careers that change lives and strengthen families. In 2014, Ernst & Young named Art an EY Entrepreneur of the Year Award Winner in New England. Prior to starting Bullhorn, Art started his career as a software engineer at Thomson Reuters. Art is a graduate of Tufts University, holding a Bachelor of Science degree in Mathematics.
President and Chief Technology Officer
As President and CTO, Matt leads Bullhorn’s architectural, technical, and software design and development efforts. He also directs the product management team’s work defining product strategy, and global customer support and success. Since joining Bullhorn in 2004, Matt has held a variety of leadership positions managing the growth of various technical and services teams, including Vice President of Professional Services. Prior to Bullhorn, Matt worked at PricewaterhouseCoopers, specializing in systems process assurance for such companies as Fidelity and State Street Global Advisors. Matt holds a Bachelor of Science in Business Administration with a concentration in Finance from Boston University’s School of Management.
Chief Revenue Officer
As Bullhorn’s Chief Revenue Officer, Mike drives the company’s global revenue growth. Mike was one of the first 15 team members of Bullhorn Inc. in Boston and relocated to London in 2010 to start up the International team. In his 6 years in London, Mike drove regional expansion into the Netherlands, Germany, Singapore, and Australia. He has supplied cloud-based solutions to recruitment consultancies in over 50 different countries worldwide for the past 10 years. Mike was born and raised in the Boston-area where he grew up an avid sport fan. He earned his Bachelor of Science in Business Management from Babson College.
Chief People Officer
Kristin oversees Bullhorn’s human resources function in her role as Chief People Officer. Kristin joined Bullhorn in 2020 and is responsible for helping Bullhorn scale to the next level, build leadership capacity, and accelerate growth in global markets. Kristin brings to the role over 20 years of experience leading high-potential companies through breakthrough growth and brings a depth of knowledge in organizational design, scalable processes, and flexible systems culled from some of the most successful global companies in the world. Leary joins Bullhorn from Hitachi Vantara, where she served as Chief Human Resources Officer, and before that she worked as Chief Human Resources Officer at Forcepoint, a private equity-backed company with 3,000 employees operating in more than 45 countries. She has also worked at high-growth enterprise technology companies like Alphatec Spine, Boston Scientific, and Hewlett-Packard.
Executive Vice President of Corporate Development and International
Peter oversees Bullhorn’s international operations across EMEA and APAC in his role as Executive Vice President of Corporate Development and International. Peter joined Bullhorn in 2009 and was responsible for its highly successful UK launch. In addition to growing the international team to over 50 staff and establishing Bullhorn as the UK’s market leading recruitment software in fewer than three years, Peter has expanded Bullhorn’s reach into EMEA and APAC and achieved a user base of more than 10,000 international users. Prior to taking on the launch of Bullhorn in the UK, Peter spent 20 years working in the recruitment industry and held a number of senior director roles before moving into the technology space.
Executive Vice President of Enterprise and Salesforce
Ryan Murphy is the Executive Vice President of Enterprise and Salesforce. He began his 10-year career at Bullhorn as a finance and sales intern, affording him a 360-degree view of the software-as-a-service industry and Bullhorn’s business model. Prior to his current role, Ryan served as an Enterprise Account Executive where he honed his customer-first leadership style and championed Bullhorn’s offerings to its most strategic clients. Today, Murphy is charged with leading the enterprise strategy and go to market for both Bullhorn and Bullhorn for Salesforce, enabling customers to maximize their investments on both platforms and deliver an incredible experience to their customers and candidates. Ryan has a Bachelor of Arts in Business Administration from Boston University.
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