A full-cycle ATS for in-house teams
Expert and mass hiring, approval chains, tasks with SLA, analytics and AI agents. Hiring decisions on real-time numbers, from request to the employee's first day in one perimeter.
A Consort Group product, in recruiting since 1992.
approved in 2 hours
Request. The hiring manager creates a request, it is approved along the chain in two hours
For the price of a standard ATS you get a full-cycle hiring system
No ATS
Excel · email · chats
Standard ATS
the ones you use today
Consort ATS
Not sure it fits? We will walk through your case on the presentation →
Process under control
Finalist approval
Expert hiring
Vacancy route
Mass hiring
Mini-test on application
Growing expertise
The recruiter sees the bottlenecks of their own funnel, works with advanced tools and learns to make hiring decisions on numbers.
Recruiter expertise profile
The funnel, stage timings and the comparison with the department average are open to the recruiter. The problem is visible before the stand-up and fixed the same day.
Search map, CV parser, competency scorecard, templates and stage deadlines are mastered in the first weeks in the system.
Stage conversion, cost per source, the hiring manager's decision time: the argument with the hiring manager becomes concrete.
Sourcing, interview transcription and the first call go to agents. The recruiter keeps assessment, negotiation and the decision.
Analytics
Funnel · all vacancies
Slices: vacancy · department · manager · period
Data-driven hiring
One engine counts every metric: each event in the funnel immediately changes the numbers for everyone who decides.
Analytics · company · 30 days
22 d
time to hire −3 d this quarter
5 d
hiring manager decision was 5 d
−0 %
cost per hire this quarter
64 %
applications answered all sources
Funnel by stage
Hires and cost by source
Days per stage
Interview: 9 d, department 3
Compared with the department
The funnel and timings update on their own; a deviation is highlighted and goes to the manager.
The hiring manager sees the vacancy, timings and their own decisions in the cabinet: the argument about delays ends on the screen.
Channel budgets and the team's labour are broken down by vacancy. Channels without hires are switched off on numbers.
One metric is counted the same way everywhere. The Insight Agent points out where the deviation is and what to do.
AI agents
Search, interview, first call and reading analytics. They share the system data, the scorecard and one rule: the last word belongs to a person.
Finds and assesses candidates while the team runs the finalists
At night it goes through the CV base by the brief and the search map, scores the match and explains it. Adds the best to the funnel within limits.
More about the agentHears the whole conversation, scores by the scorecard, you decide
Joins the online meeting, records and transcribes by speaker. By the end of the call the scorecard assessment is ready for the recruiter to check.
More about the agentFirst call to the candidate minutes after the application
Calls in the candidate’s working hours, asks the questionnaire by voice and invites to a slot. The recording and the score land in the card.
More about the agent19 d
to hire
2 d
decision
+3 days
over norm
Hiring manager's decision longer than the norm: escalated to the manager
Reads all the analytics for you and says what to do
Pulls together the dashboard, funnel, costs, team and deadlines. Finds a deviation, explains the cause and suggests an action to the owner.
More about the agentWhat it gives the business
What changes when sourcing, the first contact, interview breakdowns and analytics reading are done by agents under human control.
The sourcing agent searches and scores overnight, the calls agent takes the first contact, the interview agent writes the breakdown. Recruiters are busy with meetings and decisions.
Shown by:Scored profiles, calls within minutes, recruiter hours per stage
Sets the brief and parameters, reads the vacancy analytics, checks the agent's scores against their own by scorecard. Scoring is objective and explainable to the hiring manager.
Shown by:Share of interviews by scorecard, score agreement
Every agent score is per competency with quotes from the conversation; the recruiter confirms or edits. The hiring manager gets a candidate comparison and a report.
Shown by:Candidate comparison, decision time
The insight agent reads all company analytics, compares vacancies, recruiters and departments, consolidates SLA and tasks and keeps the head of recruiting informed.
Shown by:Weekly digest, deviations, SLA
Employer brand
A considerate reply to every person is built into the process, so it does not depend on the team’s load.
Application
hh, career site, Telegram or WhatsApp: the source is set automatically
A reply within minutes
The bot confirms the application, asks the survey questions, answers the candidate's questions
An invitation with address and time
The slot is chosen, the meeting is in everyone's calendar
A reminder before the meeting
A day and an hour ahead, in the same chat
A decision with an explanation
An offer or a polite rejection with a reason, the status is visible to the candidate
Share of applications answered
by every source
Time to first contact
by vacancy and company-wide
Meeting attendance
after reminders
Candidates who were treated like people come back and recommend the company. Repeat and referred candidates are visible in source analytics.
Integrations
Easier to show than to tell
60 minutes on your own hiring scenarios: expert, mass, analytics and agents
Proven on our own hiring
Consort Group has been in recruiting since 1992. Every function was tested on live hiring, and experts from our clients' in-house teams took part in the development.
Expert and mass hiring, analytics, agents and integrations run in our own daily work before they reach clients.
Manufacturing, retail and fintech make decisions on data, cut time to hire and run more vacancies with the same team.
A presentation on your vacancies, then 14 days of work in the system before the purchase decision. The first vacancy is set up on installation day; after that the team is supported by technical support during working hours.
If even one card is about you, the system closes it out of the box. Click through to see the solution.
Five steps and your team hires in the system. We stay close at every one.
Presentation60 minutes
We show the system on your hiring scenarios
Demoaccess the same day
Access to the live environment: you try the processes yourself
Pilot14 days
14 days free on your vacancies, the first vacancy is in the system on day one
Onboarding1–2 weeks
We migrate the data, set up stages for your funnel, train the team on your vacancies
Supportalways near
Support, updates and development for your tasks
Modules and agents are sold separately. Take only what you need; the setup changes as you grow.
FAQ
The essentials in short: rollout, data, agents and integrations.
Consort ATS is a product of Consort Group, a recruiting company working since 1992. We close vacancies in this system ourselves every day, so the features grew out of real hiring. Today companies from manufacturing, retail and fintech hire in the system across Uzbekistan and Kazakhstan.
Let's start
The first step of the path: we show the system on your hiring scenarios, answer questions and draft a rollout plan.
Or write to us
The quickest reply comes to a request through the form: it reaches the team right away together with your topic.
