ClearCompany ATS and Talent Management System

From advertising to onboarding and HCM/payroll integrations

• Helps identify best-fit talent profiles (compared to top performers and other data points)

• 8,000 job boards

• 500 assessment providers

• All major identify providers (Okta, Azure, etc.)

• Calendar and collaboration platforms (Gmail, Office365, Slack, LinkedIn, etc.)

• 100+ partner services (like Checkr, HireRight, etc.)

• Everything up to Offer Management, with onboarding modules taking over after that (if you want them)

• UI is very simple and shows your Reqs in a one-page design (not very click-heavy)

• Req setup is very easy and you can add collaborators to each one individually (HMs, recruiters, etc.)

  • Different permission for each user type, with different levels within each level

    Set language for application process (4 languages: English, French, Italian, Spanish)

  • Set up text2apply options (SMS and QR codes)

    • We use a bank of numbers (can be local)

    • Set your own custom code on request

• Post jobs to public and internal job boards

• Automatic organic feeds to Indeed, GD, FB, Monster, ZR, LinkedIn, etc.

  • No push limits (but have heard that Indeed can be a pain about how many times you refresh roles)

  • JobTarget and other channels can be switched on

    Publish sponsored ads for preferred channels

  • UTM and tracking links

    • Can add and create these yourself quite easily

      Unsure of tracking pixel placements

Candidates create their profiles during the apply process (as detailed or minimal as you like), which are stored for future applications to reduce time later on

• Don't have redacted profiles at this time, emphasizing more on training Hiring Managers and recruitment teams to reduce bias in their processes, instead

• Parsing for resumes

  • CC is pretty good for this, overall compared to other parsers on the market

    • Can batch parse multiple candidates at once, too

Basic (iFrame) is standard and can be used within your existing website framework.

Custom sites are available as an additional purchase, which are more brandable and can feature jobs with more filtering options.

• Feed your jobs into the career site job listing using an iFrame

• Some very limited templates if you need a full site (but nothing fancy)

  • Match colors and branding elements

• Also includes an internal job portal option (can Iframe that into any internal site you want to use, too)

• Setting up XML feeds

  • Implementation manager can help clarify, but you can probably do most of that yourself

In-system interview scheduling tools for working with Hiring Manager calendars (via basic Outlook or Gmail integrations)

• No automated scheduling, but you can individually and bulk initiate scheduling

• Connect your calendars and send a scheduling link to Candidates

  • Updates availability options when someone selects one, for the other candidates

• Panel interview scheduling

  • Can automatically add the interview agenda to invitations (and send via email or SMS)

• Reminders by email and SMS, too

Features a reasonable strong list of standard reports, as well as the ability to have custom reports created that can leverage custom data fields, as well.

• All hard data can be exported manually

• Can likely find a way to automatically pass data into another system

• Dashboard and report building

  • Configure your own dashboard

  • Building new reports needs to be done by CC team for now (but working on making this broadly available)

    • You can configure existing reports from a raw data perspective yourself

• Report filters

  • Set number of filters, but we can add more on request

• Global coverage (language needs permitting)

^{Average Time-to-Implement}

• Dedicated implementation and customer success manager

  • Customer success continues from the end of implementation and with a technical support team

• Largely self-driven implementation processes (with support teams for the heavy lifting)

  • Weekly check-in calls with homework takeaways for the client to do on their own (teach them to fish mixed with support)

• Between 4-5 weeks per module (ATS, onboarding, performance, etc.)

  • Full platform will usually be a tiered implementation, maybe a total of 9-12 weeks on average (1 month per module at most)

• English primarily

• Additional language packages can be added as needed

^{Ideal Scope and Scale (Specialized, High-Volume, etc.)}

• Small-mid-sized companies

• Can be adapted to most needs, but may be best in high-volume space

• HCM/Payroll

^{Reporting and Analytics Features (In-Platform and/or Exportable Data)}

• In-platform with option to export data to other BI tools

• Custom reporting is reasonably strong

• Wide variety of ATS and background check vendors (see site)

• ADP is strongest with 80 data points connected in bi-directional

https://bestpractices.clearcompany.com/index.html

Best practices and setup guide for achieving talent success maturity

• Apply processes, CN engagement, interview tools, onboarding, etc.