Talent Management FAQ

Q: What problems does MachineHiring ATS solve for recruiters?

Recruiters typically struggle with: Scattered sourcing (job boards, referrals, social media, agencies) and slow time-to-first-touch Manual reporting with no visibility into KPIs like tap rate, efficiency, and conversion Duplicate candidates from multiple sources with no clear ownership Fragmented communication across email, SMS, WhatsApp, and dialers Candidate drop-off on assessments or multi-step forms Rigid workflows in legacy ATSs that don’t adapt to each recruiter’s process MachineHiring centralizes sourcing, parsing, scoring, communications, and reporting in one customizable system, cutting wasted effort and improving time-to-hire.

Q: Does MachineHiring ATS offer candidate search and talent pools?

Yes. Candidates can be tagged, filtered, and grouped into talent pools for future openings. Search works contextually (skills, seniority, location) not just keywords. Recruiters can build reusable lists and outreach campaigns.

Q: Can MachineHiring ATS manage internal job postings and mobility?

Yes. Employees can access an internal job board: Post confidential or mobility-only jobs. Track internal vs. external hire rates. Notify employees automatically of openings that match their skills.

Frequently asked questions about Talent Management and how MachineHiring's custom ATS handles these requirements.

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Does MachineHiring ATS suggest best‑fit applicants per job?

Yes. The system surfaces the most relevant profiles from your database immediately after a job is created, with score and rationale.

What problems does MachineHiring ATS solve for recruiters?

Recruiters typically struggle with:

Scattered sourcing (job boards, referrals, social media, agencies) and slow time-to-first-touch
Manual reporting with no visibility into KPIs like tap r...