Recruitment / ATS
An applicant tracking system that runs hiring end to end — post jobs, screen candidates through a pipeline, schedule interviews, and generate offer letters.
Project snapshot
- Starting at
- ₹2,00,000$2,800
- Delivery
- 40 days
- Status
- Live
- Tech stack
- Next.js + Supabase
Per role
Pipeline
Interviews
Includes
Offer letters
Output
40 days
Build
Overview
Recruitment / ATS gives a team one place to run hiring: build and post job descriptions, collect and screen applicants, move candidates through a hiring pipeline, schedule interviews, and produce offer letters.
It is built for growing companies and recruiters juggling roles across inboxes and spreadsheets, replacing that chaos with a structured, collaborative hiring process.
The problem
Hiring across email threads and spreadsheets means lost candidates, unclear status, and slow decisions. An ATS gives every role a pipeline, every candidate a clear stage, and the whole team a shared view.
Who it's for
- Growing companies hiring across multiple roles.
- In-house recruiters and HR teams managing candidate pipelines.
- Hiring managers who need visibility into candidate status.
Features
Job description builder
Create and publish structured job posts, and collect applicants against each role.
Candidate screening pipeline
Move candidates through stages from applied to hired, with notes and ratings from the team.
Interview scheduler
Schedule interviews and coordinate interviewers so candidates progress without back-and-forth.
Offer letters
Generate offer letters from templates once a candidate is selected.
Collaborative review
The hiring team shares feedback on candidates in one place for faster, fairer decisions.
User stories
- As a recruiter, I want to post jobs and collect applicants so that candidates are in one place.
- As a hiring manager, I want a pipeline so that I can see each candidate's status.
- As a team, I want to schedule interviews so that we coordinate without email chains.
- As HR, I want offer letters generated so that closing a hire is fast.
User flow
- 1
Post a job
A recruiter builds a job description and publishes it to collect applicants.
- 2
Screen candidates
Applicants move through pipeline stages with team notes and ratings.
- 3
Interview
Interviews are scheduled and interviewers coordinated.
- 4
Make an offer
The selected candidate receives a generated offer letter.
Architecture
A Next.js front end with Supabase for data, auth, and permissions. Each role has its own candidate pipeline, and candidate records carry applications, notes, ratings, and interview schedules.
Role-based access separates recruiters, hiring managers, and interviewers, while a shared candidate view keeps everyone aligned.
Offer letters are generated from templates, and the system extends to onboarding as the next step in the hiring journey.
Tech stack
Data model
Build plan
Weeks 1–2 — Jobs & applicants
~14 daysJob builder, applicant capture, and candidate records.
Weeks 3–4 — Pipeline & interviews
~14 daysScreening pipeline, collaborative review, and interview scheduling.
Weeks 5–6 — Offers & launch
~12 daysOffer-letter generation, role-based access, QA, and deployment.
Deliverables
- Deployed applicant tracking system.
- Job posting and candidate pipeline.
- Interview scheduling and offer-letter generation.
- Full source code and setup documentation.
Integrations
- Calendar for interview scheduling.
- Email for candidate communication.
- Optional: job-board posting.
- Optional: e-signature for offers.
FAQ
Can we manage several roles at once?
Yes. Each role has its own candidate pipeline, and the team sees status across all of them.
Does it schedule interviews?
Yes. Interviews are scheduled and interviewers coordinated within the system.
Can it generate offer letters?
Yes. Offer letters are produced from templates once a candidate is selected.
Can the team collaborate on candidates?
Yes. Notes and ratings are shared so hiring decisions are faster and fairer.
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