Question 1

Can MachineHiring ATS customize offer letter templates by location?

Accepted Answer

Yes — MachineHiring ATS can customize offer letter templates by location. Since the platform is fully configurable, you can set up different templates that reflect local laws, compensation structures, and branding requirements for each region or division. Recruiters simply select the correct template, and the system will auto-populate candidate and job details while ensuring the offer aligns with local compliance. This creates a consistent yet flexible process, so global or multi-division teams can issue offers quickly while maintaining accuracy and professionalism.

Question 2

Does MachineHiring ATS provide two‑way email syncing?

Accepted Answer

Yes — MachineHiring ATS provides two-way email syncing.
This means all candidate and client emails sent from your regular inbox (e.g., Outlook or Gmail) automatically appear in the ATS, and any messages sent from within the ATS also show up in your inbox. Every email is logged under the candidate’s profile, giving recruiters and hiring managers a single source of truth for communication history.
With two-way sync, teams avoid missed messages, keep records fully auditable, and ensure collaboration is seamless — no more copying, pasting, or manually forwarding emails.

Question 3

Does MachineHiring ATS support Google for Jobs optimization?

Accepted Answer

Yes — MachineHiring ATS can support Google for Jobs optimization.
The system can be configured to generate job postings in the structured data format that Google requires (schema.org markup). This ensures roles published through the ATS are eligible to appear in Google for Jobs search results, increasing visibility without extra manual work.
Recruiters can also add key details such as job title, location, salary range, and employment type, which Google uses to rank and display postings. Combined with MachineHiring ATS’s ability to push jobs to multiple boards and career pages, this optimization helps companies reach more qualified candidates organically.
Because the platform is fully customizable, Google for Jobs integration can be built directly into the workflow so every posting is automatically optimized.

Question 4

Can MachineHiring ATS manage UTM tracking for job ads?

Accepted Answer

Yes — MachineHiring ATS can manage UTM tracking for job ads.
The system can be configured so every job posting or campaign link includes custom UTM parameters (such as source, medium, campaign, or recruiter). When candidates apply, those UTM tags are automatically captured in the ATS and tied to their profile.
This allows recruiters and executives to:

See exactly which job boards, ads, or campaigns are driving applicants.
Compare performance across sources (e.g., LinkedIn vs. Indeed vs. paid ads).
Attribute hires and revenue back to specific campaigns or recruiters.
Build custom reports that show ROI on recruiting spend.

Because MachineHiring ATS is fully customizable, UTM tracking can be baked into every job ad link, giving teams clear visibility into where applicants come from and which channels deliver the best results.

Question 5

Does MachineHiring ATS support programmatic advertising platforms?

Accepted Answer

Yes — MachineHiring ATS can support programmatic advertising platforms.
Because it is fully customizable, the system can integrate with programmatic job ad tools that automatically distribute openings across multiple boards and adjust spend based on performance. In practice, this means:

Automatic distribution – Jobs can be pushed from the ATS into programmatic platforms that place them across dozens of job boards and networks.
Budget optimization – Performance data (clicks, applies, hires) can feed back into the ATS so campaigns shift budget to the highest-performing channels.
Source attribution – Combined with UTM tracking, every applicant’s source is recorded, so recruiters know exactly which ad spend is delivering hires.
Custom workflows – Rules can be set so certain roles (like high-volume entry-level jobs) are sent to programmatic campaigns, while others (like executive searches) stay manual.

This turns MachineHiring ATS into the hub for performance-driven recruitment marketing, letting recruiters manage sourcing, tracking, and results without juggling extra dashboards.

Question 6

Can MachineHiring ATS integrate with Appcast, Joveo, or PandoLogic?

Accepted Answer

Yes — MachineHiring ATS can integrate with programmatic advertising platforms like Appcast, Joveo, or PandoLogic.
Since the system is built for customization, APIs or data feeds from these providers can be connected so that:

Job distribution is automated – Openings created in MachineHiring ATS can be pushed directly into Appcast, Joveo, or PandoLogic campaigns without duplicate entry.
Performance data flows back – Clicks, applications, and conversion metrics can be sent from the ad platform into the ATS for tracking and reporting.
Budget efficiency improves – Recruiters can see which campaigns are driving the most applicants and hires, then adjust spend accordingly.
Custom rules apply – For example, high-volume hourly roles could be auto-sent to programmatic ads, while niche roles stay out of automated distribution.

So, yes, MachineHiring ATS can be extended to work seamlessly with these platforms, allowing teams to manage job posting, spend, and results all in one place.

Question 7

Does MachineHiring ATS support campus recruiting events and RSVPs?

Accepted Answer

Yes — MachineHiring ATS can support campus recruiting events and RSVPs.
The system can be configured to manage the entire lifecycle of a campus event, including:

Event creation and promotion – Post campus career fairs, info sessions, or networking events directly from the ATS, with branded landing pages or links.
Student registration & RSVPs – Capture attendee sign-ups with customizable forms that feed directly into the candidate database.
Automated reminders – Send SMS/email reminders before the event and follow-up messages afterward.
Check-in tracking – Mark attendance digitally so recruiters know exactly who showed up.
Talent pipeline building – Store resumes, RSVPs, and notes in candidate profiles for future internships or full-time opportunities.
Reporting – Track event ROI, such as number of registrants, attendees, applications, and eventual hires from a specific campus.

Because MachineHiring ATS is fully customizable, these workflows can be tailored to fit each company’s university relations or early talent recruiting strategy, making it easier to engage students and convert them into applicants.

Question 8

Can MachineHiring ATS import candidates from LinkedIn profiles?

Accepted Answer

Yes — MachineHiring ATS can import candidates from LinkedIn profiles, and this can be done through LinkedIn Recruiter System Connect (RSC). This integration requires development, but once enabled, it creates a seamless bridge between LinkedIn and the ATS.
How it works:

Candidate profiles sourced in LinkedIn Recruiter can be pushed directly into MachineHiring ATS.
Updates to candidate information (like work history or contact details) can sync automatically.
InMail and LinkedIn communication history can appear within the candidate’s ATS profile.

Benefits of the integration:

Eliminates duplicate data entry — no need to manually copy LinkedIn details into the ATS.
Faster sourcing — recruiters can move candidates straight from LinkedIn searches into active pipelines.
Improved collaboration — hiring teams see LinkedIn activity alongside resumes, assessments, and notes.
Stronger compliance — all sourcing and communication activity is logged in one system, creating an auditable trail.
Better reporting — recruiters can track ROI of LinkedIn sourcing alongside other channels in ATS reports.

Question 9

Can MachineHiring ATS parse resumes from Gmail attachments?

Accepted Answer

Yes — MachineHiring ATS can be set up to parse resumes directly from Gmail attachments.
How it works:

The ATS can connect to a designated Gmail inbox (such as jobs@company.com).
When a resume arrives as an attachment, the system automatically detects it, extracts the file, and parses the content.
Candidate details — name, contact info, skills, work history, and education — are pulled into the ATS profile.
The original email and conversation thread can also be logged to keep all communication in one place.

Key benefits:

No manual uploading — resumes flow in automatically.
Faster candidate intake — applicants get into the pipeline immediately.
Fewer missed candidates — ensures emailed resumes don’t get lost.
Centralized records — resumes and emails are tied to a single candidate profile for easy tracking and compliance.

This makes MachineHiring ATS a seamless extension of your recruiting inbox, turning Gmail attachments into structured candidate records instantly.

Question 10

Does MachineHiring ATS integrate with referral networks?

Accepted Answer

Yes — MachineHiring ATS can integrate with employee referral networks, such as Teamable, RippleMatch, ERIN, or RolePoint.
Through such integrations, referrals can flow directly into the ATS with proper attribution, so recruiters don’t have to manually track who referred whom. The system can:

Capture referral submissions automatically and link them to the referrer.
Tag candidates with referral source data for easy reporting and rewards tracking.
Send automated updates to employees when their referrals advance in the hiring process.
Provide analytics showing referral-to-hire conversion rates and cost-per-hire savings compared to job boards.

Because MachineHiring ATS is customizable, referral integrations can be configured to match each organization’s program rules — whether that means employee bonuses, internal contests, or leadership dashboards. This ensures referrals remain a highly visible and easy-to-manage talent channel right inside the ATS.

Question 11

Can MachineHiring ATS handle employee referral submissions?

Accepted Answer

Yes — MachineHiring ATS can handle employee referral submissions.
Employees can be given a dedicated referral link or portal where they submit candidates directly. Those referrals are then:

Logged automatically in the ATS, tied to the referring employee.
Parsed and stored in a candidate profile, with resumes and details centralized.
Tracked through the pipeline so HR can see how referred candidates are progressing.
Included in reporting for referral-to-hire rates, bonus eligibility, and program ROI.
Integrated with notifications so employees receive updates when their referrals move forward.

This makes referral programs easy to manage and transparent, ensuring employee-sourced candidates are never lost in email inboxes or spreadsheets.

Question 12

Does MachineHiring ATS de‑duplicate candidates from multiple sources?

Accepted Answer

Yes — MachineHiring ATS can de-duplicate candidates across multiple sources, configured according to each customer’s requirements.
The system can be set to automatically detect when the same person applies through different channels — for example, LinkedIn, Indeed, Gmail, or a referral portal — and then merge those records into a single candidate profile. Rules can be customized to match on key fields such as email, phone, LinkedIn URL, or even resume content.
Benefits of de-duplication include:

Cleaner database with no redundant profiles.
Accurate reporting on pipeline volume and source effectiveness.
Better candidate experience, since recruiters don’t accidentally contact the same person multiple times.
Single source of truth — all resumes, communications, and application history are consolidated in one profile.

Question 13

Can MachineHiring ATS enrich candidate profiles with social data?

Accepted Answer

Yes — MachineHiring ATS can be configured to enrich candidate profiles with social data.
Through integrations with enrichment tools or APIs, the system can automatically pull in details from sources such as LinkedIn, GitHub, Twitter, or portfolio sites, and attach them to the candidate’s record. This can include:

Verified job history and education.
Links to public profiles and portfolios.
Skills, endorsements, or contributions (e.g., GitHub projects).
Recent activity that may indicate availability or expertise.

Benefits of social enrichment:

Recruiters gain a more complete view of each candidate without manual research.
Stronger matching when evaluating candidates for specific roles.
Improved outreach by personalizing communication with relevant insights.
Centralized records — all resume data, recruiter notes, and social insights live in one profile.

This makes MachineHiring ATS not just a resume tracker, but a smart, dynamic candidate intelligence hub.

Question 14

Does MachineHiring ATS track source‑of‑hire accurately?

Accepted Answer

Yes — MachineHiring ATS can be set up to track source-of-hire accurately.
When candidates enter the system, the ATS can automatically capture their source — whether it’s a job board (Indeed, LinkedIn, ZipRecruiter), a referral, a career site, a social campaign, or even a manual import. With proper configuration, it can also:

Use UTM parameters to attribute candidates to specific ads or campaigns.
Consolidate duplicate entries so the true original source is preserved.
Report on conversions from applicant → interview → hire per channel.
Calculate ROI by comparing sourcing costs to hires made.

This gives recruiters and executives a clear, data-driven view of which channels deliver the best candidates, making budget allocation and strategy decisions more effective.

Question 15

Does MachineHiring ATS support QR codes for job applications?

Accepted Answer

Yes — MachineHiring ATS can be set up to support QR codes for job applications.
Recruiters can generate a unique QR code that links directly to a job posting or application form. Candidates simply scan the code with their phone and are taken straight to the application page.
Use cases include:

Career fairs & campus recruiting – post QR codes on booths or flyers for instant access.
Print & outdoor ads – connect offline campaigns to digital applications.
Internal hiring posters – employees can scan and apply or refer directly.

All candidate data collected through QR code applications flows directly into the ATS, ensuring proper tracking, source attribution, and reporting. This makes it easy to bridge offline recruiting campaigns with digital pipelines while offering candidates a fast, mobile-friendly way to apply.

Question 16

Can MachineHiring ATS capture walk‑in applicants at events?

Accepted Answer

Yes — MachineHiring ATS can capture walk-in applicants at events.
The system can be set up with a mobile or tablet-friendly intake form that recruiters use at career fairs, open houses, or on-site recruiting days. Walk-ins can either:

Fill out a quick digital form on a shared device or QR code link.
Upload a resume on the spot, which the ATS parses into a candidate profile.
Be registered by a recruiter who enters basic details and attaches notes.

All submissions flow directly into the ATS, tagged to the specific event for easy tracking and follow-up. Recruiters can then send automated thank-you messages, schedule interviews, or place candidates into the right hiring pipeline.
This ensures walk-in applicants are instantly captured, organized, and followed up with, instead of relying on paper resumes or spreadsheets.

Question 17

Does MachineHiring ATS integrate with gig and hourly marketplaces?

Accepted Answer

Yes — MachineHiring ATS can integrate with gig and hourly job marketplaces to streamline high-volume hiring.
Through API or feed connections, job postings and candidate data can flow directly between the ATS and platforms such as:

Snagajob
Wonolo
Shiftgig
Instawork
Jobcase

With these integrations in place, recruiters can:

Distribute openings instantly to gig/hourly marketplaces from within the ATS.
Capture applicants automatically back into the ATS, with their profiles parsed and tagged by source.
Track performance of each marketplace via reporting and UTM tracking.
Manage compliance by storing all communication and application data in one system.

This makes MachineHiring ATS not just effective for corporate and agency recruiting, but also for fast-paced hourly, seasonal, and gig workforce hiring, where speed and automation are critical.

Question 18

Can MachineHiring ATS schedule campus interviews in bulk?

Accepted Answer

Yes — MachineHiring ATS can be configured to schedule campus interviews in bulk.
Recruiters can upload a list of candidates from a career fair or campus event, then:

Assign interview slots in batches, instead of scheduling one by one.
Send automated invites and confirmations by email or SMS.
Handle time zones and conflicts automatically, syncing with recruiter and interviewer calendars.
Provide self-scheduling links so students pick from available times.
Track attendance and outcomes directly in the ATS, tied to each candidate’s profile.

This bulk scheduling capability is especially useful for high-volume campus recruiting, where dozens or even hundreds of students need to be processed quickly and consistently. It ensures a smoother experience for both candidates and recruiters, while eliminating manual scheduling work.

Question 19

Can MachineHiring ATS manage agency contracts and placements?

Accepted Answer

Yes — MachineHiring ATS can be set up to manage agency contracts and placements alongside direct hires.
The system can:

Store agency contracts and terms inside the ATS, linked to each vendor.
Tag candidates as “agency-submitted” and track them through the hiring pipeline separately from direct applicants.
Record fees and placement details, including cost-per-hire, contract terms, or guarantee periods.
Generate reports on agency performance — hires made, fees paid, time-to-fill, and conversion rates.
Automate communication with agencies, such as status updates or rejection notices.

Because MachineHiring ATS is fully customizable, it can mirror each company’s vendor management policies, ensuring transparency in agency relationships while keeping placements, costs, and compliance centralized in one system.

Question 20

Does MachineHiring ATS provide anti‑spam protection for job forms?

Accepted Answer

Yes — MachineHiring ATS can provide anti-spam protection for job forms, and it can be configured in several ways to keep pipelines clean.
Some of the methods include:

CAPTCHA or bot filters to prevent automated spam submissions.
Email and phone validation to ensure real candidate contact details.
Duplicate detection to block multiple identical applications.
Real-time resume analysis — the ATS can check an uploaded resume against the job requirements immediately, filtering out irrelevant or low-quality submissions before they enter the pipeline.
Knockout questions that automatically screen out candidates who don’t meet basic criteria.

With these protections in place, MachineHiring ATS ensures recruiters spend time only on genuine, qualified applicants, rather than wasting effort on spam or junk submissions.

Question 21

Does MachineHiring ATS integrate with Workday HRIS?

Accepted Answer

Yes — MachineHiring ATS can integrate with Workday HRIS.
Through API or middleware connections, the two systems can exchange data so that:

New hires flow automatically from MachineHiring ATS into Workday for onboarding and payroll.
Job requisitions sync between Workday and the ATS to keep postings aligned.
Candidate status updates (offer accepted, hired, rejected) can be pushed back into Workday for accurate HR records.
Compliance data such as consent, diversity metrics, or background check confirmations can be stored in both systems.

This integration reduces duplicate data entry, improves accuracy, and ensures that recruiting and HR operations work from a single source of truth. Because MachineHiring ATS is customizable, the exact depth of integration with Workday can be tailored to each organization’s workflows and compliance needs.

Question 22

Can MachineHiring ATS connect to SAP SuccessFactors?

Accepted Answer

Yes — MachineHiring ATS can connect to SAP SuccessFactors.
Through API-based or middleware integration, the systems can exchange data so recruiters and HR teams work in sync. Typical integration points include:

Job requisitions – openings created in SuccessFactors can flow into MachineHiring ATS for candidate sourcing and pipeline management.
Candidate data – applicants tracked in the ATS can be pushed back to SuccessFactors once they reach hire stage.
Onboarding handoff – new hire records can transfer automatically, ensuring a smooth move from recruiting into HR operations.
Compliance & reporting – data such as background checks, consent, or diversity metrics can be synced between both systems for consistent governance.

Because MachineHiring ATS is designed for flexibility, the integration can be lightweight (basic data sync) or deep (full two-way updates, custom fields, and workflow triggers) depending on business needs. This makes it possible to extend SuccessFactors’ HR suite with a more customizable, recruiter-friendly front end.

Question 23

Does MachineHiring ATS integrate with Oracle Fusion or Taleo?

Accepted Answer

Yes — MachineHiring ATS can integrate with both Oracle Fusion and Oracle Taleo.

Oracle Fusion HCM – The ATS can sync job requisitions, candidate data, and hire records with Oracle Fusion, ensuring recruiting data flows smoothly into HR, payroll, and compliance modules.
Oracle Taleo – Candidate applications and statuses can be exchanged between Taleo and MachineHiring ATS, so recruiters benefit from ATS flexibility while HR keeps a consolidated system of record in Taleo.

Typical integration points include:

Job postings – requisitions in Oracle flow into the ATS for sourcing and pipeline management.
Candidate data – resumes, interview feedback, and offer statuses are pushed back to Oracle systems.
New hire handoff – once a candidate is marked as hired in the ATS, their profile automatically moves into Oracle for onboarding and payroll.
Compliance & audit – EEO, consent, and background check confirmations can be synced to keep governance centralized.

Because MachineHiring ATS is fully customizable, integrations with Oracle Fusion or Taleo can be basic one-way syncs or full two-way workflows, depending on the organization’s requirements. This ensures companies get the recruiter-friendly flexibility of MachineHiring ATS with the enterprise record-keeping strength of Oracle.

Question 24

Can MachineHiring ATS sync with BambooHR employee records?

Accepted Answer

Yes — MachineHiring ATS can sync with BambooHR employee records.
By connecting the two systems via API or middleware, organizations can streamline the flow from recruiting into HR management. Common sync points include:

New hires – once a candidate is marked as hired in MachineHiring ATS, their profile (resume, contact info, job details) can be automatically pushed into BambooHR to start onboarding.
Employee updates – changes in BambooHR (such as promotions, department moves, or terminations) can be reflected in the ATS for internal mobility or rehiring purposes.
Compliance and documents – signed offer letters, consent forms, and background check confirmations can be transferred into BambooHR for permanent recordkeeping.
Reporting alignment – syncing employee IDs and status ensures recruiting data and HR metrics line up across both platforms.

Because MachineHiring ATS is customizable, the depth of integration with BambooHR can range from simple one-way handoffs to full two-way syncing, depending on the company’s workflows and data governance needs. This makes it easy to maintain a single source of truth for employee records while keeping recruiting and HR tightly connected.

Question 25

Does MachineHiring ATS integrate with ADP Workforce Now?

Accepted Answer

Yes — MachineHiring ATS can integrate with ADP Workforce Now.
Through API or connector-based integration, recruiting data flows smoothly into payroll and HR operations. Typical sync points include:
New hire transfer – once a candidate is hired in MachineHiring ATS, their profile (personal data, job title, compensation, start date) can be sent directly into ADP Workforce Now to set up payroll and benefits.
Job requisition alignment – open positions in ADP can sync with the ATS to keep hiring needs consistent across systems.
Compliance records – background check confirmations, signed offer letters, and consent forms can be logged in both systems for governance.
Reporting consistency – employee IDs and hire dates can be aligned so recruiting and HR analytics match across platforms.
Because MachineHiring ATS is fully customizable, integration with ADP Workforce Now can be configured as a lightweight one-way sync or a full two-way workflow, depending on organizational requirements. This ensures that recruiters, HR, and payroll teams all work from a single, accurate set of data.

Question 26

Can MachineHiring ATS send hires to Rippling automatically?

Accepted Answer

Yes — MachineHiring ATS can be set up to send hires automatically to Rippling.
When a candidate is marked as “Hired” in the ATS, their profile data (such as personal details, role, manager, compensation, and start date) can flow directly into Rippling, where onboarding, payroll, IT provisioning, and benefits setup begin.
Benefits of this integration include:

No duplicate data entry — recruiters don’t have to retype candidate details into Rippling.
Faster onboarding — new hires can get accounts, equipment, and payroll activated immediately.
Improved accuracy — all data comes from a single source of truth, reducing manual errors.
Stronger compliance — offer letters, tax forms, and signed documents can transfer seamlessly into Rippling’s HR record.

Because MachineHiring ATS is fully customizable, this workflow can be tailored — from a simple one-way handoff to a two-way sync that also brings updates from Rippling back into the ATS for internal mobility or rehire tracking.

Question 27

Does MachineHiring ATS connect with UKG Pro or Ready?

Accepted Answer

Yes — MachineHiring ATS can connect with both UKG Pro and UKG Ready.
Through API or middleware integration, recruiting and HR data can be kept in sync so there’s no duplicate entry between systems. Typical integration points include:

Job requisitions – openings created in UKG can flow into MachineHiring ATS for candidate sourcing and pipeline management.
New hires – when a candidate is marked as hired in the ATS, their details (resume, contact info, compensation, start date) can be automatically sent to UKG Pro or Ready for onboarding, payroll, and benefits.
Compliance records – consent forms, background check confirmations, and signed offers can be transferred into UKG for permanent recordkeeping.
Employee updates – promotions or transfers logged in UKG can be synced back into the ATS to support internal mobility and rehiring.

Because MachineHiring ATS is fully customizable, the integration with UKG can be lightweight (simple handoffs) or deep (two-way sync with custom fields and workflows), depending on organizational needs. This ensures recruiters, HR, and payroll all work from a single, accurate set of data.

Question 28

Can MachineHiring ATS integrate with Namely HRIS?

Accepted Answer

Yes — MachineHiring ATS can integrate with Namely HRIS.
Using APIs or middleware, the two systems can exchange data to ensure a smooth handoff from recruiting to HR. Common integration points include:

New hire transfer – once a candidate is hired in MachineHiring ATS, their profile (personal info, role, manager, compensation, start date) can flow directly into Namely to begin onboarding.
Job requisitions – openings created in Namely can sync into the ATS for candidate sourcing and pipeline tracking.
Compliance & documents – signed offer letters, background check confirmations, and consent records can be stored in both systems.
Reporting alignment – syncing IDs and hire data ensures recruiting analytics and HR metrics match across platforms.

Because MachineHiring ATS is fully customizable, the integration with Namely can be as simple as a one-way data push or a two-way sync that keeps both systems updated in real time. This helps recruiters and HR teams maintain a single source of truth for employee records while streamlining onboarding.

Question 29

Does MachineHiring ATS sync with HiBob for onboarding?

Accepted Answer

Yes — MachineHiring ATS can sync with HiBob for onboarding.
Through an API or connector, once a candidate is marked as Hired in the ATS, their details (such as personal info, job title, manager, compensation, and start date) can flow directly into HiBob to start the onboarding process.
Key benefits of syncing with HiBob include:

No duplicate entry – new hire data moves seamlessly from recruiting to HR.
Faster onboarding – IT setup, payroll, and benefits enrollment can begin immediately in HiBob.
Data accuracy – all information originates from a single candidate record, reducing manual errors.
Compliance – signed offers, consent forms, and background check confirmations can also be passed into HiBob for HR recordkeeping.

Because MachineHiring ATS is customizable, the sync can be configured as a simple one-way transfer or a two-way integration that also feeds employee updates (like promotions or transfers) back into the ATS for internal mobility tracking.

Question 30

Can MachineHiring ATS integrate with Gusto payroll?

Accepted Answer

Yes — MachineHiring ATS can integrate with Gusto payroll.
When a candidate is marked as Hired in the ATS, their profile data (name, contact information, job title, start date, compensation details) can be automatically transferred into Gusto to begin payroll, tax setup, and benefits enrollment.
Benefits of this integration include:

No duplicate entry — eliminates the need for recruiters or HR to re-enter hire details.
Faster onboarding — new hires can be added to payroll and benefits in Gusto right away.
Accuracy and compliance — reduces data-entry errors and ensures records stay consistent.
Single source of truth — all candidate and employee data flows smoothly from recruiting into payroll.

Because MachineHiring ATS is fully customizable, the connection with Gusto can be designed as a straightforward one-way transfer or a two-way sync that also updates the ATS with employment details for rehires, transfers, or reporting.

Question 31

Does MachineHiring ATS support Paylocity or Paycom integrations?

Accepted Answer

Yes — MachineHiring ATS can support integrations with Paylocity or Paycom. Since the platform is fully customizable, it can be connected to these HR and payroll systems through their APIs or data exchange methods.
That means once a candidate is hired in MachineHiring ATS, their information can flow directly into Paylocity or Paycom for payroll setup, benefits enrollment, and compliance tracking. The integration can include:

Automatic new hire data transfer (name, SSN, tax forms, job details).
Custom onboarding workflows that sync with HRIS requirements.
Status updates so HR and payroll teams don’t have to re-enter data manually.
Reporting alignment across recruiting and HR/payroll systems.

Because MachineHiring ATS is not an out-of-the-box tool but a customizable platform, the exact scope of integration with Paylocity or Paycom depends on how your organization wants data to flow — from basic new hire syncing to deeper two-way updates.

Question 32

Can MachineHiring ATS export to Ceridian Dayforce?

Accepted Answer

Yes — MachineHiring ATS can be configured to export data to Ceridian Dayforce. Since the platform is built for full customization, it can map candidate and new-hire information from the ATS into the fields required by Dayforce, such as personal details, job title, compensation, and start dates.
This can be done through:

Direct API integration, where candidate records flow automatically once a hire is confirmed.
Custom export files (CSV, XML, or other formats) tailored to Dayforce’s import requirements.
Automated triggers, so when a candidate reaches the “Hired” stage, their data is instantly prepared for Dayforce.

By connecting the two systems, MachineHiring ATS eliminates duplicate data entry, ensures consistency between recruiting and HR, and helps companies move new hires smoothly from recruitment to payroll and workforce management.

Question 33

Does MachineHiring ATS integrate with Zoho People and Recruit?

Accepted Answer

Yes — MachineHiring ATS can integrate with Zoho People and Zoho Recruit. Because the platform is built around custom integrations, it can connect with Zoho’s APIs to synchronize candidate data, employee records, and workflows between systems.
Possible integration points include:

Candidate transfer – automatically push applicants from Zoho Recruit into MachineHiring ATS for advanced screening, or vice versa.
Employee records sync – align Zoho People’s HRIS data with the ATS, ensuring smooth transitions from candidate to employee.
Status updates – keep hiring managers in Zoho notified when candidates move stages in MachineHiring ATS.
Custom reporting – merge recruitment and HR data for unified analytics.

Since MachineHiring ATS is not a fixed, off-the-shelf product, integrations are scoped and built according to the client’s exact process — meaning it can function as a standalone ATS, a layer on top of Zoho, or a tightly coupled system depending on business needs.

Question 34

Can MachineHiring ATS push data to Sage HR?

Accepted Answer

Yes — MachineHiring ATS can be configured to push data to Sage HR. Since the platform is built for integrations, it can pass candidate and employee information directly into Sage HR once someone is hired or reaches a defined stage in the workflow.
For example, the system can automatically:

Transfer candidate details (name, contact info, resume data) into Sage HR’s employee records.
Push onboarding documents, compliance confirmations, or offer details for HR file-keeping.
Trigger workflows so a “hired” status in MachineHiring ATS creates or updates the profile in Sage HR.

The exact setup depends on how your organization wants data structured, but the integration is fully possible through API connections or middleware. This way, recruiters avoid manual data entry and HR teams get a seamless flow from hiring to employee management.

Question 35

Does MachineHiring ATS integrate with Personio in Europe?

Accepted Answer

Yes — MachineHiring ATS can integrate with Personio in Europe. Since the platform is built for custom integrations, it can connect with Personio’s HRIS via API or secure data exchange.
This makes it possible to:

Push hired candidates from MachineHiring ATS directly into Personio for onboarding.
Sync employee data (e.g., role, start date, department) between the two systems.
Avoid duplicate data entry by ensuring updates in one platform flow to the other.
Stay compliant with GDPR by keeping all data transfers logged and auditable.

Because every client’s workflow is different, the exact integration setup (real-time API sync vs. scheduled data transfer) can be tailored to fit organizational needs. This way, companies using Personio in Europe can still run their full recruiting pipeline inside MachineHiring ATS while keeping HR records centralized.

Question 36

Can MachineHiring ATS connect to Deel or Papaya Global?

Accepted Answer

Yes — MachineHiring ATS can connect to Deel, Papaya Global, or other HR/payroll platforms, since the system is designed for open integrations.
In practice, this means once a candidate is hired, their information can automatically flow from MachineHiring ATS into Deel or Papaya Global to kick off payroll, contracts, and compliance steps. For example:

Auto-transfer of candidate data (name, contact info, job title, start date) into the HRIS or global payroll system.
Trigger onboarding workflows such as contract generation, tax form collection, or benefits enrollment.
Maintain compliance across countries by syncing employee records into platforms built for global hiring.
Reporting alignment so both recruiting and HR operations share a single source of truth on new hires.

Since MachineHiring ATS is customizable, the exact integration can be built to match each organization’s HR stack, workflows, and compliance needs, making it possible to seamlessly connect recruiting with global employment management.

Question 37

Does MachineHiring ATS support Greenhouse or Lever migration?

Accepted Answer

Yes — MachineHiring ATS can support migration from systems like Greenhouse or Lever. Since it is a customizable platform, data such as candidates, resumes, notes, communications, and pipeline stages can be exported from Greenhouse or Lever (typically via CSV/Excel or API) and then imported into MachineHiring ATS.
The migration can include:

Candidate records with full history.
Job postings and requisitions mapped into MachineHiring ATS projects.
Pipeline stages recreated or customized to match your new workflows.
Attachments such as resumes, cover letters, and portfolios.
User accounts and permissions aligned to your new team structure.

Because MachineHiring ATS doesn’t lock users into a rigid data model, the migration can be tailored to preserve as much historical information as you need while also cleaning and restructuring data to fit more efficient workflows going forward.
In short, if you’re moving from Greenhouse, Lever, or another legacy ATS, MachineHiring ATS can be configured to seamlessly import your recruiting data and re-map it into your new system without starting from scratch.

Question 38

Can MachineHiring ATS integrate with Salesforce for recruiting?

Accepted Answer

Yes — MachineHiring ATS can integrate with Salesforce for recruiting. Because the platform is fully customizable, Salesforce can be connected either through its API or via middleware, allowing recruiting data to flow seamlessly between the two systems.
Possible integrations include:

Candidate sync – Push applicants and their details from MachineHiring ATS into Salesforce as contacts or leads.
Job and project alignment – Link open roles in MachineHiring ATS with Salesforce opportunities or accounts for staffing firms.
Activity tracking – Log recruiter communications, interviews, and status updates directly into Salesforce records.
Reporting and analytics – Combine Salesforce dashboards with MachineHiring ATS data to see recruiting performance alongside sales and revenue metrics.
Automated workflows – Trigger Salesforce tasks or notifications when candidates reach certain ATS stages (e.g., “Offer Extended” creates a Salesforce opportunity update).

This makes MachineHiring ATS a strong fit for organizations that want recruiting tightly aligned with CRM and client management, especially in staffing, consulting, or enterprise environments.

Question 39

Does MachineHiring ATS connect to HubSpot for talent marketing?

Accepted Answer

Yes — MachineHiring ATS can connect to HubSpot for talent marketing. Because the platform is fully customizable, it can be integrated so that candidate and prospect data flows seamlessly between the ATS and HubSpot.
This makes it possible to:

Nurture talent pipelines with HubSpot’s email campaigns, landing pages, and lead scoring.
Sync candidate records between MachineHiring ATS and HubSpot, ensuring consistent contact information across both systems.
Trigger automations (e.g., when a candidate applies, they’re automatically added to a HubSpot sequence or tagged in a talent pool).
Measure marketing ROI by connecting HubSpot analytics with recruiting funnels, showing which campaigns drive the best applicants.

In short, MachineHiring ATS can be set up to work hand-in-hand with HubSpot, giving recruiters the ability to treat talent attraction like a marketing funnel — from first touchpoint to hire.

Question 40

Can MachineHiring ATS export hires to an SFTP for payroll?

Accepted Answer

Yes — MachineHiring ATS can be configured to export hire data to an SFTP for payroll.
When a candidate is marked as hired, the system can automatically generate a structured data file (such as CSV, XML, or JSON) containing the required payroll fields — for example, name, start date, compensation details, tax forms, or custom fields your payroll provider needs. This file can then be securely transferred to your payroll system’s SFTP endpoint on a set schedule (daily, weekly) or triggered instantly when new hires are confirmed.
Because MachineHiring ATS is built for customization, the export can be tailored to match the exact data format, file structure, and delivery frequency your payroll provider requires. This eliminates manual re-entry, reduces errors, and ensures compliance with secure transfer protocols.

Question 41

Does MachineHiring ATS integrate with Checkr background screening?

Accepted Answer

Yes — MachineHiring ATS can integrate with Personio in Europe. Since the platform is built for custom integrations, it can connect with Personio’s HRIS via API or secure data exchange.

This makes...

Initiates a Checkr request directly from the candidate’s profile.
Captures candidate consent through digital forms before the screening is triggered.
Receives results from Checkr and attaches them securely to the candidate’s record.
Applies workflow rules — for example, moving the candidate forward only if the background check clears, or flagging exceptions for review.

This integration keeps the process centralized, auditable, and efficient, reducing the need for recruiters to log into multiple systems while ensuring compliance and faster decision-making.

Question 42

Can MachineHiring ATS connect to Sterling or First Advantage?

Accepted Answer

Yes — MachineHiring ATS can connect to background screening providers like Sterling or First Advantage. Because the platform is fully customizable, integrations can be built so that once a candidate reaches the right stage, the ATS can:

Trigger a background check request automatically with Sterling or First Advantage.
Track status updates (e.g., “in progress,” “clear,” “review required”) directly inside the candidate’s profile.
Store results securely with role-based access, ensuring compliance with company policy and data privacy regulations.
Tie results to workflow automation, such as advancing candidates only if they pass the screening.

In short, MachineHiring ATS can integrate background checks into the recruiting pipeline, eliminating manual back-and-forth and giving recruiters a centralized, auditable process for pre-employment screening.

Question 43

Does MachineHiring ATS trigger background checks automatically?

Accepted Answer

Yes — MachineHiring ATS can be configured to enrich candidate profiles with social data.

Through integrations with enrichment tools or APIs, the system can automatically pull in details from sour...

Send candidate details to your background check provider through an integration or API connection.
Capture candidate consent via digital forms before the check begins.
Track the request status (initiated, in progress, completed) inside the candidate’s profile.
Store results securely with access restricted to authorized users only.
Trigger next-step workflows (such as moving to “Cleared for Offer”) once the results are received.

Since MachineHiring ATS is customizable, you can decide whether checks happen automatically at a pipeline stage, or only after manual approval. This flexibility ensures background screening fits seamlessly into your compliance and hiring process.

Question 44

Can MachineHiring ATS manage compliance for adverse actions?

Accepted Answer

Yes — MachineHiring ATS can be configured to manage compliance for adverse actions.
The system can:

Trigger required notices (e.g., pre-adverse and post-adverse action letters) when a background check or screening result requires it.
Log candidate acknowledgments and store digital consent forms for audit purposes.
Automate timelines so notifications go out within mandated waiting periods, reducing the risk of missed deadlines.
Restrict access so only authorized users can view sensitive screening outcomes.
Maintain a full audit trail of who sent notices, when they were sent, and candidate responses, ensuring the process is transparent and defensible.

Because MachineHiring ATS is fully customizable, compliance workflows can be adapted to match local, state, or federal regulations, giving recruiters and HR teams confidence that adverse action steps are followed consistently and correctly.

Question 45

Does MachineHiring ATS integrate with HackerRank assessments?

Accepted Answer

Yes — MachineHiring ATS can integrate with HackerRank assessments. Because the system is fully customizable, it can be configured so that recruiters trigger a HackerRank test directly from within the ATS.
Typical setup would include:

Automatic test invitations – When a candidate reaches the correct stage, the ATS sends out the HackerRank link.
Centralized tracking – Completion status and results are pulled back into the candidate’s profile so recruiters don’t have to check multiple systems.
Custom workflows – Scores can trigger next steps automatically (e.g., move a candidate to the interview stage only if they meet a threshold).
Reporting – Recruiters can generate reports that include HackerRank performance alongside other pipeline metrics.

In short, MachineHiring ATS can be built to seamlessly embed HackerRank assessments into your hiring workflow, ensuring both candidates and recruiters have a smooth, connected experience.

Question 46

Can MachineHiring ATS connect to Codility or CodeSignal?

Accepted Answer

Yes — MachineHiring ATS can connect to Codility, CodeSignal, or similar coding assessment platforms. Since the system is built for full customization, integrations can be developed so that:

Recruiters trigger a Codility or CodeSignal test directly from the ATS when a candidate reaches the right stage.
Candidates receive automated invitations, with links and deadlines, via email or SMS.
Completion status and results flow back into the candidate’s profile, alongside resumes, interview notes, and other assessments.
Reports can combine technical test outcomes with other pipeline data, giving hiring teams a single view of candidate performance.

This makes it possible to centralize technical screening inside the ATS, rather than juggling separate tools, while still using best-in-class coding assessment platforms.

Question 47

Does MachineHiring ATS support SHL or Criteria assessments?

Accepted Answer

Yes — MachineHiring ATS can support integrations with SHL, Criteria, or other third-party assessment providers. Since the platform is built for customization, it can be configured so that:

Recruiters trigger an SHL or Criteria test invitation directly from within the ATS.
Candidates receive automated emails/SMS with secure links to complete the assessment.
Completion status and results are automatically pulled back into the candidate’s profile, alongside their resume, notes, and interview feedback.
Reports and scoring can be standardized so recruiters and hiring managers compare candidates consistently.

This way, assessments become part of a seamless recruiting workflow instead of a separate manual process, making evaluation faster and more consistent.

Question 48

Can MachineHiring ATS host take‑home assignments securely?

Accepted Answer

Yes — MachineHiring ATS can host take-home assignments securely as part of the recruiting workflow. The system can be configured to:

Distribute assignments: Upload role-specific tasks (documents, coding tests, case studies) and automatically send them to candidates at the right stage.
Secure access: Protect assignments with unique candidate links, expiration dates, or password requirements to ensure only the intended recipient can access them.
Submission tracking: Allow candidates to upload their completed work directly into the ATS, attaching it to their profile for review.
Audit trails: Log when assignments were sent, accessed, and submitted, creating a verifiable compliance record.
Controlled visibility: Limit who on the recruiting or hiring team can view submissions, ensuring sensitive candidate work is kept confidential.

Because MachineHiring ATS is fully customizable, the security model for take-home assignments can match your organization’s policies — whether that means encryption at rest, role-based permissions, or automated reminders to follow up on outstanding tasks.

Question 49

Does MachineHiring ATS integrate with Wonderlic or Plum?

Accepted Answer

Yes — MachineHiring ATS can integrate with assessment platforms like Wonderlic or Plum. Since the system is built for full customization, APIs or secure data connections can be set up so that:

Candidates receive automated invitations to complete their Wonderlic or Plum assessments once they reach the right stage in the pipeline.
Completion status and scores flow back into the candidate’s ATS profile, so recruiters don’t need to log into multiple systems.
Results can be used in reports, filters, or shortlists, helping hiring teams quickly compare applicants.
Recruiter and manager views can include both the assessment outcome and contextual notes, keeping all decision-making data in one place.

In short, MachineHiring ATS can be configured to make assessments from Wonderlic, Plum, or similar tools feel like a seamless part of the recruiting workflow rather than a separate process.

Question 50

Can MachineHiring ATS support psychometric testing workflows?

Accepted Answer

Yes — MachineHiring ATS can support psychometric testing workflows as part of its customizable recruiting process.
The system can be configured so that:

Psychometric tests are triggered automatically when candidates reach a specific stage in the pipeline.
Candidates receive secure test links or login instructions via email/SMS, managed through the ATS.
Completion status and scores are automatically logged in the candidate profile, alongside resumes, interview notes, and other assessments.
Recruiters and hiring managers can review results in context with other data, or apply filters (e.g., shortlist only candidates above a certain score).
Reports can track psychometric outcomes across roles, teams, or timeframes, helping refine hiring decisions and validate selection criteria.
Optional approval workflows can ensure sensitive results are only visible to authorized reviewers.

Because MachineHiring ATS is fully customizable, psychometric testing can be integrated with existing providers or handled through custom-built questionnaires, giving organizations the flexibility to create a structured, auditable, and repeatable assessment process.

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