InterviewWatch ATS: Applicant Tracking Without the Setup Project

A full applicant tracking system: jobs, a six-stage candidate pipeline, a careers apply API for your own site, CSV import, resume storage with full-text search, custom fields taken from your own form, and interview scheduling with scorecards from the candidate card. It is aimed at teams who have outgrown a spreadsheet and a shared inbox but do not want a rollout project to fix it.

Free is $0 with unlimited seats and two active jobs. ATS Starter is $29 per month for five active jobs and fifteen seats. ATS Growth is $49 per month for fifteen active jobs and one hundred seats. Candidates are unlimited on every plan. Interview monitoring is a separate $5-per-interview add-on, with your first five free, not part of any plan price.

Applied, Phone screen, Onsite, Offer, Hired and Rejected. Hired and Rejected are terminal. The stages themselves are fixed on purpose, which is what keeps the board learnable in one sitting; the things that actually differ between companies live on the card instead, as your own fields, the resume and the scorecards. If your process depends on a custom stage designer or an approval chain, this is not the tool for it.

Yes, if you want one. Claim an address in settings and your page is live at app.interviewwatch.com/careers/your-company immediately, listing your open jobs with an apply form that files onto the board. No DNS, no certificate, nothing to deploy. It stays off until somebody turns it on. If you already have a careers page, keep it: it posts to the same apply API and candidates never leave your domain. There is also a CSV import for bulk loads and a manual add for sourced candidates. Careers page setup.

No. It sits at a shared address, which is exactly what lets it go live in a minute with no DNS record and no certificate. There is no theme editor and no custom CSS either: it is one clean shared layout carrying your company name, your roles and your questions. If the page has to be on your domain and carry your design, keep your own careers page and post to the apply API. Custom domains and job-board syndication are not offered.

Only when you ask us to, one candidate at a time. When a card lands in Rejected you are asked whether to tell the person, with a default message you can edit before it goes; the card then records that it was sent, so nobody is emailed the same rejection twice. Candidates also get their interview invitation when you send it. What you will not find here is bulk mailing, drip sequences or anything that goes out automatically because a card moved.

Yes to both. A resume arrives with the application from your careers form, or you drop one on the card, and it opens in the panel next to the interview notes. PDF, Word, ODT, RTF and text, up to 10 MB. We read the text so you can search every resume you hold, including candidates you turned down two years ago, and a few values come off it onto the card: years of experience, skills, location. Those are suggestions, marked as ours rather than the candidate's, and a recruiter can overwrite any of them. What we never do is score, rank or reject anybody automatically.

Yes. Each interview carries a scorecard: notes and a recommendation, filed by the interviewer assigned to that round. Only that person can file it, so every recommendation carries a name rather than appearing as the team's anonymous opinion. If the write-up is never coming, an admin waives it and the stage moves on. The whole hiring team can read what has been filed from the candidate card.

Yes, from either careers page. On the hosted page you tick a field to have the form ask for it, mark it required or optional, and put the questions in the order you want them asked. From your own form you configure nothing first: post it as it is and a question nobody has answered before becomes a field on the card the first time somebody does. Afterwards you rename it, give it a type (text, long text, number, date, choice, yes/no or link), pin it to the board card, or filter the board by it. Whether a field shows on the card and whether the form asks for it are separate switches, so an internal note never reaches a candidate. Up to 50 fields per company.

No. Monitoring is opt-in per interview, not part of any plan. Scheduling from a card still records the interview, its time, the interviewer and the meeting link either way, but without turning monitoring on, no candidate join link is issued and nothing is charged. Turn it on and it is $5 when that interview completes, with your first five free.

Keep it. Connect Greenhouse on an Enterprise plan and the built-in pipeline hides itself, so you never run two pipelines side by side: candidates stay in Greenhouse and interview reports are written back to them there. Other platforms are connected by scope.

Sign up, add a job, and the board exists. Turning on the hosted careers page is one field in settings and about a minute. Wiring your own careers page to the apply API instead is one POST request, usually an afternoon for whoever owns your website. There is no implementation project, no onboarding fee and no data migration.

There is very little to unwind. Your pipeline exports as a list with your form answers on it, resumes download from the cards, and any interview reports stand on their own. The one thing worth planning is the hosted careers page, if you used it: those links live at our address, so a job post pointing at one goes dead when you leave. Your own careers page has no such problem, which is the strongest argument for route two.