Candidates scattered everywhere
The CV is in an email, the conversation on WhatsApp, the status in a sheet: to know where someone stands you have to ask.
Hiring
Every candidate, every opening, every decision in one place
Candidates come in from WhatsApp, your careers page, Indeed and email, and end up in different sheets and inboxes. The ATS gathers them in one database, puts each in the pipeline of their opening and gives the team evaluations, notes and emails in the same place, with reports to see what works.
ATS · Warehouse operative
● New
Giulia Rossi
Marco Bianchi
Indeed
● Interview
Sara Conti
Careers page
● Hired
Luca Neri
Referral
The problem
Hiring gets lost between inboxes, sheets and messages
Every opening brings candidates from different channels, and each person on the team knows a piece of it. When the information doesn’t sit together, decisions are made from memory.
No shared history
Who spoke to them, what was said, why they were turned down: it stays in the head of whoever was there.
Evaluations without common criteria
Everyone judges their own way, out loud: comparing two candidates becomes a matter of impressions.
Sources nobody measures
You pay for ads on several channels without knowing which ones bring the people you end up hiring.
The result
Candidates lost along the way, decisions hard to explain and budget spent blind.
What it does
The whole hiring process, from opening to hire
An opening, its pipeline and the database of everyone you have met: every step leaves a trace and the team works on the same data.
Complete openings, published in one click
Department, location, workplace, openings to fill, hiring team and scorecard. Once published, the opening goes on your careers page and Google for Jobs.
One pipeline per opening
Drag candidates from stage to stage. Each application has one stage, the same one Prescreening and Bidwise see: the whole team works on the same status.
A database of people, not applications
One person, all their applications and their history. Search by name, source, tag or stage — inside the CVs’ text too — and export to CSV.
Team evaluations on the scorecard
Each member gives their judgement stage by stage on the opening’s criteria. People decide: no automatic score ranks or rejects anyone.
Emails from ready templates
Application received, interview invitation, rejection, offer: the candidate’s details fill in by themselves and the email leaves from your own inbox.
Reports that say what works
The hiring funnel, time to hire and the sources that actually bring hires, by period and by opening.
How it works
From first opening to first report in an afternoon
- 1
Create the opening
Title, location, openings, hiring team and the scorecard’s criteria.
- 2
Publish
Careers page and Google for Jobs; for WhatsApp, the screening questions are set up in Prescreening.
- 3
Select
Move candidates through the pipeline, the team evaluates, emails go out from templates.
- 4
Measure
Reports show where candidates drop out and which sources bring hires.
Veii, the boost for your company
Inside Veii, the ATS receives candidates and passes them on
It doesn’t start from scratch: candidates come in from the other apps, and the state of hiring serves them too.
- PrescreeningWhoever applies on WhatsApp or from the careers page lands in the ATS by themselves, with the conversation one click away. The screening questions stay in Prescreening.
- OperationsHiring happens in the ATS; whoever follows the team’s work from Operations finds the same pipeline on the Recruiting board, and every move counts in both places.
01Do I have to move the candidates I already have in Prescreening?
No. Whoever applied on WhatsApp or from the careers page becomes an ATS candidate by themselves, with their opening, their source and the linked conversation.
02Does an algorithm reject or rank candidates?
No. Evaluations are the team’s, criterion by criterion; nothing sorts, filters or rejects automatically. The AI reading of CVs in Prescreening stays a reading aid.
03Where do emails to candidates come from?
From the inbox you connected to Veii; if you have none, from Veii with replies addressed to you. The limit is 100 emails a day.
04What happens when I reject a candidate?
They leave the pipeline with the reason written in their history and stay in the database. You can bring them back into the process whenever you like, or apply them to another opening.
05Can I take the data out?
Yes: the candidate list, with the filters you applied, exports to CSV.
Included in your workspace
Bring hiring into one place
Switch the ATS on in Settings → Apps, create your first opening and publish it: candidates arrive in its pipeline.