Recruitee is a strong ATS for the Dutch market, but it operates separately from your HR, payroll and CRM systems. We build the integrations that automatically pass candidates through to AFAS, Personio, Nmbrs, HubSpot and the rest of your stack, with clear field mapping, an audit trail and GDPR compliance checks.
Recruitee (part of Tellent) is the standard recruitment platform for hundreds of Dutch organisations. It works well for recruiters, offers a clean API and, in our experience, is one of the most pleasant ATSs to integrate with. But once a candidate is hired, the real work begins: creating the employee in AFAS or Personio, informing payroll via Nmbrs or Loket, getting the contract signed via DocuSign, and scheduling meetings in Microsoft 365 or Google Workspace.
Without an integration, someone does all of that manually, with duplicate data entry, error-prone field mapping and delays in onboarding. As organisations grow, this quickly becomes an invisible burden on recruiters and HR. We build the Recruitee integrations that bring your workflow together, with careful attention to what you do and don't want to sync under the GDPR. For clients who need a custom recruitment layer alongside Recruitee, we combine both projects into a single architecture.
The Recruitee REST API and webhook events form the foundation. Around them, we build a thin integration layer that handles the transformations (field mapping, normalisation of address and name data), takes care of retries for systems that occasionally falter, and keeps an audit trail that both your IT team and your data protection officer can use. Not a middleware platform with a separate licence, but your own integration in your stack, with no vendor lock-in.
Most enquiries we receive fall into one of these three categories. Which one fits depends on where your candidate data needs to go and how often something is allowed to go wrong.
The classic case: a candidate receives the status "Hired" in Recruitee and must then be created as an employee in your HR or payroll system. We build the field mapping, trigger via webhook or polling, and ensure reconciliation checks run so you aren't left with duplicates or half-created records.
What needs to keep pace during the recruitment process: new applications flagged in Slack or Teams, interview invitations automatically added to Microsoft 365 or Google Workspace, and lead tracking via HubSpot or Salesforce for recruitment agencies that treat candidates as a sales pipeline.
For organisations with BambooHR, Workday or their own secondment platform: Recruitee as one source in a larger stack, with bi-directional sync, document flow via DocuSign or AdobeSign, and multi-tenant support for recruitment agencies that manage multiple clients within a single Recruitee environment.
A working integration between Recruitee and your systems, plus everything around it so you can manage it yourself when a field is added or a new recruiter joins.
Four patterns in which we support clients. If you recognise one of them, we're happy to talk further.
A recruiter sets the status to "Hired", and the same person is then created by hand in AFAS or Personio. At more than a handful of hires a month, that becomes a waste of time and a source of errors in address details, contract type or start date.
The payroll department only sees new employees once HR has completed the payslip template. One forgotten candidate means a correction batch in the next period. A direct sync from Recruitee prevents that pattern.
For staffing, temp and recruitment agencies, every candidate is also a potential deal record. HubSpot or Salesforce needs to know who has which status, and you want reporting per account manager. A one-way or bi-directional integration with Recruitee makes this possible.
Which personal data flows to which system, at what moment, and on what legal basis? A well-considered Recruitee integration makes that explicit, and provides controls to limit or anonymise data where that is required.
A conversation in which we look at which systems Recruitee needs to serve, which triggers are required (application received, status change, hire event), and what your HR and compliance team requires. We also discuss what stays in scope and what we explicitly leave out, so the first delivery doesn't grow out of hand. At the end: a set-up with clear choices and a proposal.
A short workshop with your recruiter and your HR or payroll colleague to map Recruitee fields to AFAS, Personio or Nmbrs fields. This is where we catch the small differences: how "tussenvoegsel" (name prefixes) are stored, how we handle BSN (Dutch citizen service number), how we deal with part-time percentages and temporary agency contracts. The outcome is a readable mapping document that your data protection officer can also review.
A working build you can test every two weeks, with the first integration often ready after a few sprints in a controllable environment. We work iteratively: one target system done well first, then the next. No big bang. At the end of each sprint we show progress in a short demo, and you can follow along with the test data.
Before we switch the integration on for all vacancies, it runs first on a defined set: one department, one contract type, or one region. This surfaces edge cases (volunteers, interns, external consultants, payrollers) without them immediately affecting production. We resolve whatever we discover during the pilot before the wider rollout.
Full rollout, training for your recruiters and HR team on what is visible in the audit trail, and a runbook for your IT department with escalation paths. Optionally, a maintenance agreement for the years ahead, as Recruitee, AFAS, Personio and Nmbrs all roll out updates that we need to keep monitoring. We pick up updates so you don't have to keep an eye on them yourself.
A Recruitee integration is not a black box. Below is what we use under the bonnet, so your IT team knows what they will be looking after.
The Recruitee REST API for reading and updating candidates, vacancies and custom fields. Webhook events for near real-time triggers on status changes, faster and more reliable than polling. OAuth tokens with scoped permissions, not a master account.
AFAS GetConnector and UpdateConnector, Personio API, Nmbrs SOAP, Loket REST, Visma, HubSpot, Salesforce, BambooHR and Workday. For each target we know the quirks: rate limits, mandatory fields, how they handle dates, and which error codes signal what.
For clients who want to send the employment contract straight after hire: a DocuSign or AdobeSign integration that generates contracts based on the Recruitee candidate data, with fields for role, salary and start date pre-filled. Notifications via Microsoft 365, Teams, Slack or Google Workspace.
Simple integrations run stateless: webhook in, transformation, target API out. For heavier or bursty flows we use a queue (RabbitMQ, Cloud Tasks, SQS) so we can retry when something fails. Monitoring runs through your existing stack or a lightweight dashboard we build. See also our broader approach to smart API integrations.
Candidate data is particularly sensitive. A Recruitee integration has to handle it deliberately, rather than pushing everything through automatically just because it can be done.
A specific case we see regularly: recruitment, secondment or staffing agencies recruiting for multiple clients within one Recruitee environment. Different rules apply there.
One client uses AFAS, the next Personio, a third their own HR system. We build a routing layer that, based on vacancy or label metadata, determines which integration should run for which candidate. One Recruitee, multiple target systems, no cross-contamination.
Client A would like a start date and cost centre, while client B only needs the job title. We make the mapping configurable per client rather than hard-coded, so that connecting a new client doesn't have to mean a new code project.
Many agencies want hires to land automatically in their own CRM or invoicing tool for placement fees. We link Recruitee status changes to your own workflow, possibly in combination with your own staffing platform.
Some agencies want to give clients insight into which candidates are at which stage. This can be done with a restricted portal that reads from Recruitee, a pattern that is often added on top of the basic integration.
What clients usually want to know before starting a Recruitee integration.
A free half-hour introductory call. Tell us which systems Recruitee needs to work with and which flow is currently getting stuck, and we'll come back with an initial direction. We build Recruitee integrations as standalone projects and as part of wider enterprise software implementations or an Exact Online integration.
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