●Solutions
Workflows tuned to how your team actually hires.
In-house HR & People teams, recruitment agencies and founders running lean hiring all share the same tension: keep hiring structured, without drowning in process or tools. ThinkATS adapts to each setup with one core platform for jobs, pipelines, scoring and career sites.
One ATS, three common models – all compatible with multi-tenant, client-ready hiring as you grow.
In-house HR & People teams
Centralise hiring across departments and entities, keep managers aligned on priorities and get a truthful view of where each role sits. ThinkATS gives HR & People teams a single source of truth for jobs, candidates, communications and decisions.
Typical configuration
1 ThinkATS tenant · multiple departments / subsidiaries · HR / People as admins · hiring managers as collaborators · one shared careers site or separate hubs per entity.
Pain points it tackles
- • Roles scattered across email, forms and spreadsheets
- • No shared view of where candidates are stuck
- • HR leadership relying on manual status updates
- • Candidates falling between HR and hiring managers
- • Little visibility into which teams are over- or under-hiring
How ThinkATS fits into the stack
- • Clear pipelines for leadership and specialist roles, per department or entity
- • Screening & scoring that helps managers focus on the most relevant profiles first
- • Simple dashboards for HR / People leadership across all roles
- • Structured but human candidate communication that lives next to the pipeline
- • Career sites that reflect the organisation's brand, without a separate website project
Recruitment & search agencies
Run multiple client mandates from one workspace. Keep shortlists clean, scored and client-ready, and report on activity without building a new spreadsheet or slide deck for every update.
Typical configuration
1 ThinkATS tenant · client-aware mandates · each role has its own pipeline · consultants share a candidate pool with full history and scoring, scoped by client.
Pain points it tackles
- • Mandates tracked differently by each recruiter
- • No clean view of who's in which client process
- • Shortlists assembled by copy-pasting into slides
- • Candidates being reused with no central history
- • Difficult to show clients a clear funnel from sourced → shortlisted → offer
How ThinkATS fits into the stack
- • Client-aware roles and pipelines, with a clear separation between mandates
- • Screening & ranking so the top candidates for each client rise to the top automatically
- • Shared candidate records with notes, timelines and attachments across multiple mandates
- • Clean, exportable views you can drop into client reports or live review sessions
- • Branded jobs hubs per client, powered by the same ATS underneath
Founders & lean leadership teams
When you're still under 50 people, you don't need a huge HR stack. You need a reliable place to put roles, applications and decisions – with just enough structure to avoid chaos and a clear path to scale when the team grows.
Typical configuration
1 ThinkATS tenant · founders and early leaders in the ATS · simple careers page for your brand · ready to split into multiple tenants as you spin up new entities or products.
Pain points it tackles
- • Roles scattered across Notion, email and chats
- • No single view of who applied to what
- • Decisions lost in threads or calls
- • Founders spending time manually triaging CVs
- • Difficulty graduating to a more structured hiring model
How ThinkATS fits into the stack
- • Simple job creation flow with clean, shareable role links
- • CV-first applications and screening scores so founders see the strongest profiles first
- • Clear, auditable decisions per candidate and per role
- • A careers page that feels considered, not like a quick form
- • A path to multi-tenant if you later start hiring for other entities or portfolio companies