Recruiting & Applicant Tracking Software with AI

We cover the entire hiring process in one place: we write and publish the job postings, screen candidates, compare finalists and measure what works and what does not in each process.

More than 30,000 recruiters use Bizneo, we have managed over 32 million candidates and published more than one million job postings. We are the only ATS with AI agents that publish, screen, interview and rank candidates for you, and you decide in each process how much of that work to automate.

Yes. The ATS works independently, and many customers start with it alone. If you add another tool later, existing candidate and job data connects without duplicating anything.

The recruitment AI agents are available from the advanced plan. If that automation layer is your priority, it is the first thing to check when choosing your plan.

We publish to more than 200 job boards and 400 universities from a single form, with free posting on LinkedIn and Indeed and over 60 additional paid job boards. You can also create your own careers site to centralize applications under your brand, and run an employee referral program so your own team can recommend candidates.

If you do not want to wait for new applications, we re-engage the candidates already in your database via WhatsApp: the response rate is three times higher than email.

When a CV comes in, AI extracts the data automatically and fills in the candidate profile, with no manual typing. Throughout the process, we send automated, personalized communications, and you can run the entire conversation over WhatsApp with quick-reply buttons: the candidate accepts or declines the offer and, if they accept, receives the video interview, chatbot or form in the same chat.

With scorecards that assess predefined skills, to reduce first-impression bias. They are complemented by knockout questions and psychometric tests configured for each role, and the screening chatbot automatically scores each answer against the goal you set when creating the job posting.

On top of that manual base, AI calculates each candidate's match with the job and ranks the list by fit, so screening combines your rules with automated analysis. For manual filtering, you have more than 50 search and exclusion filters and bulk actions to move or reject hundreds of candidates at once. And you can automate the next step: if a candidate reaches the scorecard score you set, for example 4 or higher, they move to the next stage automatically, or the recruiter you choose is notified by email.

We have five: one that writes the full job posting from a title, one that screens by chat with automatic questions and scoring, one that analyzes and compares candidates by match, one that runs the phone interview, and one that takes notes and fills in the scorecard during the video call. The note-taker also works in group interviews, with a separate assessment for each candidate.

The match calculation does not stop at the candidate's last job: it analyzes their whole career and recognizes equivalences between roles with different titles but the same requirements. That is why it finds suitable profiles that a keyword search would miss.

You switch each agent on or off depending on what that process needs: it is not all or nothing. For voice interviews, you can launch calls immediately or up to 25 in parallel, each with automatic rescheduling if the candidate cannot answer, and always with the reasoning behind each score available for you to review before deciding. The call takes place in the language of the job posting and supports knockout questions: if the candidate does not meet a minimum requirement, the interview ends and they are rejected.

With independent permissions per report: you can give some users full visibility and others only the data for their own team. A manager can see the candidates hired for a request without accessing every candidate's full profile, and collaborative hiring lets several people assess the same candidate without losing track of who said what.

To decide between finalists, you can request feedback on up to 25 candidates at once from internal or external reviewers: they receive a link by email with a deadline, score on the same scorecard, and you see the average and each person's comments.

Teams are created by duplicating the permissions of an existing one, so adding the team from another office does not mean reconfiguring anything from scratch.

They stay in your talent pool, so they are not lost, for the retention period you set. When you open a new position, AI automatically suggests candidates from your own database with a 60% or higher match, looking at equivalent job postings and nearby locations, before you search externally. You add them to the process with one click, and their source stays identified.

And if you want to re-engage them for a specific job opening, you can do it via WhatsApp.

Activity and productivity per recruiter, candidate database profile by gender, age and location, the stage where each job posting stalls, analysis of your published postings, pass-through rate overall and per recruiter, and which recruitment sources actually convert and which only generate volume.

The pass-through rate per recruiter is the most widely used for leveling team performance: it shows what percentage of candidates each person moves forward at each stage, so you can see, with data, who rejects too early and who rejects too late.

Yes. The voice agent can run up to 25 phone interviews in parallel, multiposting reaches more than 200 job boards in one go, and bulk actions let you move, reject or tag hundreds of candidates at once instead of one by one, even filtering by position within the same pipeline.

That said, high-volume hiring and specialist hiring are different problems. In retail or logistics, the bottleneck is volume: hundreds of applications to screen in a few days, which is where parallel calls and bulk actions make the difference. For technical or healthcare roles, the problem is the opposite: finding the few people who fit, so match scoring and searching your own database matter more.

Yes. You can publish job postings in several languages and run several careers sites, each linked to a brand, which is how most of our customers with multiple brands or companies use the platform. If your structure requires it, you can also work with a separate platform per country; that model is defined with your consultant during implementation.

We comply with the GDPR across the entire application process, and the configuration can be adapted to the data protection rules of each country. Candidates receive the consent request by email and can also renew or withdraw it from a WhatsApp conversation, without you having to manage it by hand. Campaigns always respect consent status: nothing is ever sent to anyone who has declined.

You can also schedule candidate deletion and set how long data stays in your talent pool, in line with the storage limitation principle. When a candidate is deleted, we anonymize their personal data rather than erasing the whole record, so you keep your process statistics without holding identifiable information. And if you need an extra layer of access security, we enable two-factor authentication on request.

Yes. It is something we do routinely: we have already migrated more than 10 million candidates from other recruitment systems without companies losing their history.

And you don't have to adapt to a fixed process: pipeline stages and statuses are configurable per position, so you can replicate the one you already follow. Screening fields can also be customized to whatever you need to filter for each role, and rejection reasons can be made mandatory only for the positions where you want to track them.

ATS pricing is based on the number of recruiters who use it: it starts at US$88 per recruiter per month and drops to US$65 per recruiter from 10 recruiters, and adding extra features to the ATS improves the overall terms.

As for implementation, Bizneo ATS can be up and running in a few days. The full project, which includes consultant-guided configuration, import of your processes and open positions, and hands-on training for your recruitment team, takes around 2 months on average, depending on the scope of each project.

Get in touch and we will prepare a quote based on your hiring volume.