See the decision
Give managers a clear view of the next hiring action.
For growing hiring teams
Keep hiring decisions moving as your company grows
When several managers and recruiters work on open roles, hiring progress can disappear into email and messages. HRBS Automated ATS provides a requisition-to-joining workflow with visibility, structured decisions and approval controls for employers in India.
The practical difference
Every hiring stage needs a visible decision.
Record approvals
Agree who can prepare, review and approve an offer.
Separate the scope
Distinguish portal features from HRBS staff services.
Workflow at a glance
From the first input to the next decision
A process overview to discuss in your demonstration—not a product screenshot or a performance forecast.
- 01Open requisition
- 02Review shortlist
- 03Record interview
- 04Approve offer
- 05Follow joining
Scope map
See how the pieces connect
Recruitment visibility
RecruiterCandidate records · progress
Hiring managerShortlist · interview decision
ApproverOffer review · approval chain
Candidate journeyAgreed updates · joining follow-up
Make the comparison
What changes in the working day?
| Task | A common manual approach | The HRBS approach to evaluate |
|---|---|---|
| Progress | Status requests in email | Shared requisition-to-joining workflow |
| Interview decisions | Feedback scattered across messages | Structured assessment and recorded decisions |
| Offer control | Approval chain unclear | Agreed review and approval workflow |
| Implementation | One process assumed for everyone | Subscription or scoped custom implementation |
Scope and setup
Details worth agreeing before you start
Give each hiring stage a clear owner
Use a common view of requisitions and candidate progress so managers know which decision is needed next. Agree your stages and responsibilities before rollout. Start with a role that your team hires regularly rather than trying to redesign every hiring process at once.
Bring managers into shortlist and interview decisions
Review how managers see shortlisted candidates, record interview assessments and make decisions. A useful demonstration should show the actual tasks your managers will perform, not only the recruiter dashboard. Confirm device support and training needs for your users.
Record offer approval before release
Ask to see the offer approval chain and the record of the decision. Confirm which users may prepare, review and approve an offer, and how exceptions are handled. Hiring judgment and approval remain with authorised people.
Keep candidates informed through joining
The ATS supports candidate updates and joining follow-up. Agree message wording, milestones and messaging permissions before activation. Software can organise the workflow, but it cannot guarantee candidate acceptance or joining.
Separate software from recruitment services
The portal provides software workflows and visibility. Dossiers, verification sign-off and CHRO advice involve HRBS staff and are scoped separately. If you also need sourcing or delivery support, discuss recruitment services alongside the software quote.
Subscription or custom implementation
A subscription suits teams that can work with the HRBS portal’s standard process. Custom implementation may suit employers with different stages, forms or integrations. Pricing is quote-based: agree the software, custom work, training and HRBS services as separate scope items.
Frequently asked questions
Do we need to hire through HRBS to use the ATS?
No. The product is offered to employers as a subscription or custom implementation. It is most relevant for recurring hiring rather than a single one-off vacancy.
What should we test before choosing an ATS?
Walk through a real requisition, shortlist, interview decision, offer approval and joining follow-up. Confirm who owns every step and which functions are included in your quote.
Does the ATS replace hiring managers?
No. It supports records, workflow and approvals. People remain responsible for assessment, hiring decisions and employment commitments.
What data controls should we confirm?
Review candidate consent tracking, role-based access, audit trails, export, retention and deletion terms for your deployment. Compliance depends on how the organisation operates the system as well as product controls.
Bring one real scenario. See the fit.
Tell us your team, current process and the problem you want to solve. Confirm capabilities, costs and responsibilities in writing.
Request a tailored demo