Consort ATS

Terms

Build your own system and try it before signing

Pay for modules and agents, users are unlimited. Cloud or On-Premise. We set up the funnel stages for your vacancies and train the team on them. A 14-day free pilot, the first vacancy is in the system on day one.

Get terms for your configurationSpecial terms until 30 November 2026
01Where you are now

Where you are now

Tick what looks like your hiring today

From what you tick we assemble your scenario: what changes, which metric shows it and how the rollout goes.

Your list for the presentation

Tick the items on the left

0 of 8 selected

Go through these items on the presentation
02What you get

What you get

What you get when all hiring runs in one system

Search, selection, assessment

Quality search and an objective assessment of every candidate

The search map, the CV parser and the Sourcing Agent find strong candidates faster. The competency scorecard with target answers is the same for the recruiter and the hiring manager, so the assessment is objective. Every candidate gets a reply and a clear status at every step.

  • Search map, CV parser and Sourcing Agent: strong candidates are found faster
  • A competency scorecard shared by the recruiter and the hiring manager: the assessment is objective
  • Every application gets a reply and a status: the employer's reputation grows with every vacancy
app.consort-ats.com/analytics#sources
Scorecard · Maria G.
Contract law84
Negotiation76
English68
Sent: interview invitation
Candidate got a reply in 12 minutes
Process automation

Managed hiring: deadlines, approvals and routine under the system's control

Every stage has its deadline (SLA), every task an owner, hiring managers included. An overdue item is highlighted and escalated on its own. The first contact, sourcing and interview transcription go to bots and agents, so the team does not have to grow with the flow.

  • Deadlines (SLA) on stages and tasks, the hiring manager's decision time in the report
  • Activity index: each recruiter's load and contribution by day
  • Sourcing, first contact and interview transcription with agents, decisions with people
Find where your time is lost
app.consort-ats.com/analytics#process
Stage deadlines (SLA)
Screening2 d
Hiring manager decision5 d
Offer8 d
Activity index
Asem
Timur
Nodira
Overdue item escalated to the head
Transparent data

Detailed numbers per vacancy and a team whose expertise grows

Every vacancy, stage, source and recruiter is counted by one engine in real time, and the hiring manager sees the same numbers in their cabinet. The recruiter reads the analytics of their own vacancy, works with advanced tools and learns to make decisions on numbers.

  • Cost per hire and per application (CPH and CPL) by source and by vacancy
  • Vacancies, recruiters and departments are compared: it is clear who lags and why
  • The recruiter sees the analytics of their own vacancy and grows into a hiring expert
app.consort-ats.com/vacancy/scorecard
Funnel by stage
AppliedScreeningInterviewOfferHire
Lawyer
Cashier
Analyst
Hires by source
hh4
Career site2
Telegram0
Vacancy 184: timing against the department average
Hiring manager's cabinet: the same numbers
One contour

Time saved that turns into efficiency and money

The requisition goes through the approval chain: hiring manager, C&B (compensation and benefits), security. The candidate moves along the funnel, documents are collected in advance, the hired person goes to 1C by a button. The team's hours return to hiring, and it shows in the analytics.

  • An approval chain with history: who decided what and when
  • Onboarding without manual re-entry: from the market to 1C and e-document flow
  • Time saved by the team = higher efficiency = money saved, all visible in your analytics
Review your approval contour
app.consort-ats.com/requests/chain
Request No. 184
Hiring managerapproved
C&Bapproved
Securityapproved
Employee created in 1C payroll
Company server
03What hiring becomes

What hiring becomes

Your hiring 30 days from now

This is what hiring looks like when the system works on every stretch. Tick above what looks like you, and the picture assembles for your case.

  1. Now

    We collect vacancy statuses by hand before the weekly meeting

    In 30 days

    The summary by vacancy and stage updates itself, the hiring manager sees it in the cabinet

    Shown by: Funnel heat map, days per stage

  2. Now

    Hiring managers answer about candidates later than agreed

    In 30 days

    Decisions in the hiring manager's cabinet with a deadline, overdue items escalate by themselves

    Shown by: Hiring manager decision time, SLA breaches

  3. Now

    We do not know what a hire costs per source

    In 30 days

    Cost per hire and per application is counted by source and by vacancy

    Shown by: CPH and CPL by source, channel budget

Decisions on numbers

Bottlenecks visible the same day, one picture for the hiring manager and the head

A team without overtime

Routine with the system and the agents, recruiters busy with candidates and decisions

Candidates with a reply

Every application gets a reply and a status, employer reputation grows

Write to us, we'll discuss your scenario

What comes back

Where the payback comes from

Four mechanisms through which money and time come back. Everything is counted in your analytics on your data, without our coefficients.

Team and hiring manager time

What it is

Hours on email threads, status collection and repeated actions per vacancy

What the system does

Deadlines (SLA) on tasks, approval chains, the hiring manager’s cabinet, bots and agents on routine

Where you see it

Days per stage, hiring manager decision time, activity index

AnalyticsProcess

Find out before the presentation

How many days a hiring manager takes to answer about a candidate

0 dayfor an offer approval chainpending check

HR Director, manufacturing

Channel budget and cost per application

What it is

Money for job boards and ads, part of it goes to channels with no hires

What the system does

The source is set on its own; budget and hires are counted per channel and per vacancy

Where you see it

CPL and CPH by source, hires and rejections per channel

AnalyticsMoney and Sources

Find out before the presentation

Which channel brought the last five hires and what it cost

0 channelsswitched off with no loss of hirespending check

HR Business Partner, logistics

Open vacancy days and lost offers

What it is

Every day without an employee costs money; a declined offer sends the search back to the start

What the system does

Speed per stage against targets, rejection reasons, reminders and slots without manual work

Where you see it

Time to hire and to offer, offer acceptance, rejection reasons

AnalyticsSpeed and Rejections

Find out before the presentation

How many offers were declined this year and why

Rehiring from your own base

What it is

Candidates you already talked to get lost in mail, and you pay for them a second time

What the system does

One base without phone duplicates, a touch history, a repeat application lands in the card

Where you see it

Share of hires from the base and referrals

AnalyticsSources

Find out before the presentation

How many candidates sit in spreadsheets and mail outside the shared base

04Proof

Proven on our own hiring

First ourselves, now our clients. Join them

  1. 01Built for ourselves

    The system was built by recruiting experts

    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.

  2. 02Tested

    We close vacancies in it ourselves every day

    Expert and mass hiring, analytics, agents and integrations run in our own daily work before they reach clients.

  3. 03Handed to clients

    Companies close hundreds of vacancies a month in the system

    Manufacturing, retail and fintech make decisions on data, cut time to hire and run more vacancies with the same team.

  4. 04Your move

    Join the new hiring process

    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.

Ask how similar companies hire
05Scope and terms

Scope and terms

How the price is calculated and what is included

app.consort-ats.com/billing

Your set

6
  • Expert moduleper year
  • Mass moduleper year
  • Sourcing agentmonthly, by volume
  • Interview agentmonthly, by volume
  • Calls agentmonthly, by volume
  • Insight agentincluded in analytics

No user limits: recruiters, hiring managers, C&B and security work at no extra cost

Total for your setin the proposal after the session

Modules are taken separately or together, and the set changes as you grow

What the launch includes

7
  • Migration of up to 500 candidates from standard formats
  • Funnel stages set up for your vacancies and a walkthrough of the system on them: the team uses the full functionality from day one
  • A one-hour live setup session: stages, roles, scorecard
  • A short training video for recruiters and guides
  • Integrations with 1C payroll and portals on your request, at no extra charge
  • A Telegram chat with the team for the first month
  • Technical support during working hours (8×5) for the whole contract term, 99.5 % service availability

Pilot and contract

Pilot

14 days free before the purchase decision

Your team runs its real vacancies in the system. We set up the stages for your funnel, walk through the system on your vacancies and help in the chat. You decide on your own numbers.

14 days of the pilot

01–14
  • D1First vacancy in the system
  • D1–D3Stages and roles for your funnel
  • D14Decision on your own numbers

Full functionality of the chosen modules and agents

Contract

Signing12 monthsAuto-renewal

60 days' notice to stop

Special terms

30 November 2026

50 % off the first year for contracts signed before 30 November 2026

  • 50 % off the first year for your configuration, full price from the second year
  • 30 days after signing to get your money back if the system did not fit

What we ask in return

  • Your logo on our site after your consent
  • 45 minutes of feedback once a quarter
  • A case study on day 120
  • 1–2 reference calls a year
Reserve the special terms

How we deploy

Cloud

Launch in a few days, infrastructure and updates on us

On-Premise

Installed on the company's servers, data never leaves your perimeter, updates by agreement

Data in your country

Candidates' personal data is stored inside your country: localisation requirements are covered at the architecture level

The sourcing agent and the interview agent are connected separately. The calls agent is in pilot. The insight agent is part of analytics

Custom integrations (1C payroll, portals) are set up on your request at no extra charge, within 2–4 weeks after the start. The base system works from day one

06Rollout scenario

How the launch goes

From the presentation to the first numbers on your vacancies

What you see at each step and when

1
60 minutes

Presentation

On your vacancies: search map, scorecard, hiring manager's cabinet, analytics

2
Same day

Demo access for the team

Recruiters and one hiring manager enter the system

3
Day 0

Pilot start

14 days free on your vacancies: access, onboarding plan, Telegram chat with the team

4
Day 1

First vacancy in the system

Stages for your funnel and roles set up in the live session, the team runs the first candidates

5
Week 1–2

Onboarding on your vacancies

Base migrated (up to 500 candidates), a walkthrough of the system on your vacancies, hiring managers entered the cabinet

6
Day 14

Decision on your own numbers

Funnel by stage, timing and hiring manager decisions, the team's activity index on the pilot vacancies

7
Signing

One-year contract

Modules and agents of your choice. Special terms apply until 30 November 2026

8
Weeks 2–4 after signing

Integrations and support

1C, portals and calendars on request at no extra charge. After that the team is supported by technical support during working hours for the whole contract term

What becomes measurable

Faster

Days per stage and hiring manager decision time, by vacancy and by company

Where to watch the trend: the weekly chart in Analytics → Process

More precise

Share of interviews by scorecard, rejection reasons, offer acceptance

Where to watch the trend: period comparison in Analytics → Rejections

More efficient

Cost per application and per hire by source, load and contribution of every recruiter

Where to watch the trend: sources and the activity index by month

Plan the launch around your dates
07Answers

FAQ

Answers about the terms

Price, pilot, launch, data and contract

Still have questions about the terms?

Write to us, we answer within a working day

Ask in TelegramAsk about the terms

The price is made of the chosen modules and agents. Modules are paid per year, agents monthly depending on usage. Users are unlimited. We send the exact amount for your configuration in a commercial proposal after the presentation.

Let's start

Write to us, let's discuss your hiring

Describe your situation in a couple of words or just leave your contacts. In a 60-minute presentation we go through your vacancies, then 14 days of a free pilot, a proposal for your set of modules and technical support during working hours after launch.

1Presentation214-day pilot3Signing and launch

Or write to us

Telegram WhatsApp [email protected]

The quickest reply comes to a request through the form: it reaches the team right away together with your topic.

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