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Applicant tracking

Applicant tracking system

Keep people moving. Keep everyone informed.

Give your team a shared view of every role and candidate. Elevator by Superset combines configurable pipelines, AI-assisted evaluation and clear ownership, so recruiters and hiring managers can focus on the next decision.

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Pipeline templates

A process that fits each role.

Start with one of six templates, then tailor the stages, ownership and timelines to your hiring needs.

  • Engineering, individual contributor

    Recruiter screen, online assessment, two technical rounds, hiring manager, debrief, offer, verification. The assessment gates panel time.

  • Engineering, leadership

    No assessment. Architecture deep-dive, cross-functional panel, CHRO conversation, hiring committee, extended verification.

  • Support and operations, high volume

    Assessment first, then an asynchronous AVA screen, then an operations round. Built for fifty or more hires a quarter.

  • Sales and revenue

    A live role-play against a written brief replaces the technical assessment. Verification includes quota attainment.

  • Product and design

    Case study or portfolio, craft review, hiring manager, debrief. The take-home is optional and the hiring manager can waive it.

  • Corporate functions

    Finance, legal and people roles. The default when no other template matches.

Stage board

A clear next step for every candidate.

See applications, stage counts and time in stage on a board for each role. Open the candidate record without leaving the pipeline, and manage assessments, messages and ownership together with bulk actions.

What’s included
  • Stage types: sourced, screen, assessment, interview, debrief, offer, verification, hired
  • Per-stage SLA in days and a named owner: recruiter, coordinator, hiring manager or panel
  • Ownership and workload view across the whole desk

Automation rules

Let your process handle the follow-up.

Set rules to route approvals, remind owners and escalate delays. AI recommendations remain distinct from the policies that govern your pipeline, with each automated action recorded for review.

What’s included
  • Triggers: application received, stage entered, assessment scored, no movement, SLA breached, feedback overdue, offer stage entered, requisition opened
  • Actions: notify owner, escalate, tag, add to pool, advance, request approval, route duplicate, auto-reject
  • Every rejection carries a recruiter’s name, because it is a consequence for a real person

Scorecards and debriefs

Build a shared understanding of a strong hire.

Give interviewers a consistent scoring rubric and space to submit their own observations independently. In the debrief, compare feedback by competency and discuss differences before recording the team’s decision.

What’s included
  • Rubric-anchored scorecards per round, blind until submitted
  • Debrief view with divergence surfaced, not averaged away
  • Committee decision logged on the record before an offer can be raised
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Audit log

Know how each decision was reached.

Follow every change with its author, time and previous value. A searchable, exportable audit trail gives your team a reliable record of candidate progress, approvals and support access.

What’s included
  • Append-only, per requisition, candidate, interview and offer
  • Filter by actor, entity, action and date; export for review
  • Role-based access across seven roles and 43 capabilities, scoped at query level
Security and trust

What is included

In the applicant tracking system

  • Six pipeline templates, auto-adopted by department and seniority
  • Template builder with drag-to-reorder stages, per-stage SLA and owner
  • Stage board per requisition with ageing colour and drag to advance
  • Bulk actions: advance, reject, email, assign assessment, assign owner
  • Candidate drawer with reassignment without leaving the board
  • Automation rules on eight triggers and eight actions
  • Ownership and workload view per recruiter, coordinator and hiring manager
  • Append-only audit log with actor, timestamp and before-and-after
  • Blind scorecards: interviewers see others’ feedback only after submitting
  • Candidate 360 record shared with the talent CRM
  • Role-based access with seven roles and 43 capabilities
  • HRIS write-back of hires, with the HRIS as system of record

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Applicant tracking, answered

What is an applicant tracking system?
An applicant tracking system (ATS) is software that manages candidates through the stages of a hiring process, from application to offer, and keeps the record of every action taken on them. Elevator’s ATS adds what hiring teams need on top of tracking: requisitions with approval chains, pipeline templates per role family, automation rules, rubric-anchored scorecards and an audit log.
How is Elevator’s ATS different from a generic applicant tracker?
Elevator is built as an evaluation and verification layer, not only a tracker. A candidate cannot reach an offer without a committee decision on the record, an offer cannot go out above band without a compensation approver, and a hire cannot join until background verification clears. The platform enforces those gates rather than reminding someone to.
Can different roles hire in different ways?
Yes. Elevator ships six pipeline templates, one each for engineering individual contributors, engineering leadership, high-volume operations, sales, product and design, and corporate functions. Templates are adopted automatically by department and seniority, and the template builder lets you add stages, reorder them and set an SLA and owner per stage.
What can the automation rules do?
Rules pair a trigger with an action. Triggers include application received, stage entered, assessment scored, no movement, stage SLA breached, feedback overdue, offer stage entered and requisition opened. Actions include notify owner, escalate, tag, add to pool, advance stage, request approval, route duplicate and auto-reject. Every rule is deterministic and reconstructable from the audit log.
Does the ATS include a talent CRM?
Yes. The same candidate record serves both. Candidates in process for a requisition are managed on the pipeline; everyone else, including past applicants, silver medallists and referrals, lives in talent pools in the CRM and can be rediscovered against a new requisition.
Who can see what in the pipeline?
Access is role-based across seven roles and 43 capabilities, and each capability can be full, scoped or none. A hiring manager sees their own requisitions in full, including compensation, and nothing on anyone else’s. Scoping is enforced at the query level, not hidden in the interface.
Does Elevator replace our HRIS?
No. Elevator owns everything between “we need a person” and “this person accepted”. Your HRIS remains the system of record for positions, org structure and workers. Requisitions can flow in from Workday or SAP SuccessFactors, and accepted hires flow back as pre-hires with a payload preview.

Your next team starts here

Your hiring.
All together.

A walkthrough of Elevator, shaped around your roles, your people and your process.

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