02 — What to build
Hiring stages, scorecards and roles to plan for
Requisitions with role, department, location, hiring manager and an approval for the headcount.
Candidates with source, resume, contact details and current stage.
Your pipeline stages, such as screening, interview, assessment, offer, hired and rejected, with required actions per stage.
Interview scorecards tied to the competencies for each role.
Offer approvals before an offer goes out.
Tasks and reminders for overdue feedback.
Strict roles
recruiters see all candidates, hiring managers see only their requisitions, interviewers see only the candidates they meet.
03 — How to build it
How to build an applicant tracking system with Henosia
Create a private project
Nothing is visible outside the project until you publish.
Use fictional mock data
Create sample requisitions, candidates and scorecards in CSV files with the same fields as your real process. Don't upload real candidate data at this stage.
Connect a database to hold requisitions, candidates and feedback.
Describe your process in Plan mode
The agent asks clarifying questions about stages and permissions and proposes a plan before building.
Build, then walk a test candidate through every stage as recruiter, hiring manager and interviewer.
Publish with access control based on your company email domain and app-level permissions, and decide whether external recruiters need access.
Plan an applicant tracking system using the attached requisitions, candidates and scorecards CSVs (fictional data).
Stages: Screening, Interview, Assessment, Offer, Hired, Rejected. Moving to Offer requires two completed scorecards.
Hiring managers see only candidates for their own requisitions; interviewers see only assigned candidates.
Offers need HR lead approval. Remind interviewers whose feedback is overdue.
Do not let the system reject candidates automatically.Paste it into a private Henosia project in Plan mode. The agent asks questions and proposes a plan first.
04 — Before you go live
Candidate data needs extra care
Before real applicants go in, involve HR, IT and legal. Decide who owns the candidate data, how long it is kept, who can export it, and which roles can view salary expectations or assessment results. Keep hiring decisions with people; use the app to organize the process, not to screen candidates out automatically.
If the ATS should exchange data with your HR system or job board, scope each integration per system, data direction and access level. Henosia can work with API-based data, and more point-and-click connector interfaces are on its roadmap.
Start a private Henosia project with fictional sample candidates and plan your first version. Once someone is hired, an onboarding tool can take over.
Start a private project05 — FAQ
Frequently asked questions
What is an applicant tracking system?
An applicant tracking system, or ATS, is software that manages hiring from job requisition to offer. It stores candidates, tracks their stage, collects interview feedback and coordinates approvals. A custom applicant tracking system does the same using your stages, scorecards and permission rules instead of a vendor's defaults.
Should we build a custom ATS or buy ATS software?
Buy if a standard ATS fits your process and you need a broad feature set. Build when your process has specific stages, roles or approvals that packaged tools handle poorly, or when you need a lightweight tool for one team. Many companies start with a focused internal app.
Do I need developers to build an applicant tracking system?
Not for the first version. An HR or talent lead can plan stages, scorecards and roles in Plan mode and build without writing code. Because candidate data is sensitive, involve IT and legal before publishing, and before connecting the ATS to HR systems or job boards.
How do I protect candidate data in a custom ATS?
Start with fictional mock data in a private project. When you publish, Henosia Authentication ties access to your company email domain, with app-level permissions and optional IP restrictions. Define strict roles inside the app, agree on data retention with HR and legal, and confirm your security requirements for personal data.