An ATS that fits your recruitment, not the other way round. We build custom recruitment software for HR teams, recruitment and selection agencies, and RPO providers who are hitting the limits of off-the-shelf packages such as OTYS, Carerix or Recruitee.
The Dutch recruitment market is well served by packages such as OTYS, Carerix, BulletJobs, Recruitee, Lever, Greenhouse, Workable, AFAS Recruitment and Bullhorn. For general recruitment and selection work, you don't need to consider custom development: those packages do what they promise, and we'll honestly recommend them where they fit.
Custom recruitment software becomes relevant once your workflow departs from the packaged template: sector-specific hiring (executive search, technical contracting, healthcare, legal), multi-brand agencies running several labels under one roof, white-label setups for sister organisations, AI matching on skills and culture fit, or deep integrations with an HRIS that cannot be reached through standard connectors.
We have been building recruitment software since 2015. Not as a replacement for a package that works well, but as an alternative when you hit the limits of standardisation and the operational drag becomes greater than the licence saving.
Our clients are HR departments of medium-sized and large organisations that handle their own recruitment, recruitment agencies working with multiple labels, RPO (Recruitment Process Outsourcing) providers who want to run their own platform for their clients, scale-ups with an intensive recruitment pipeline, and recruitment and selection organisations that deliver white-label solutions to their clients. The common thread is that the recruitment workflow itself is part of their proposition and cannot simply be swapped out.
The right choice depends on your scale, the number of brands, and how deeply the integrations with your HRIS and job boards need to go. We'll advise which type suits you in the first conversation.
An applicant tracking system with a recruitment and selection workflow tailored to one clear niche, for example executive search, technical staffing or healthcare recruitment. Includes its own career site, candidate database with CV parsing, and vacancy management with publishing to the standard job boards and LinkedIn.
For agencies running several labels or delivering white-label solutions to sister organisations. One underlying platform with multiple brand skins, each with its own career site and separated data layers, a shared candidate database where legally permitted, hiring manager portals, and self-service onboarding for new labels.
For organisations with an intensive recruitment pipeline and strict compliance requirements. Deep integration with your HRIS and payroll (AFAS, Visma, BambooHR), semantic AI matching on hard and soft skills, anonymisation to reduce bias, an audit log for anti-discrimination and GDPR compliance, and pipeline reporting on time-to-hire, cost-per-hire and source-of-hire.
Not every project needs every module: we start with the core (vacancies, candidates, application workflow) and build out modularly. Below are the building blocks that come up on almost every recruitment software project.
Central job database with automatic publishing to LinkedIn, Indeed, Werk.nl/UWV and industry-specific job boards. A single edit in the ATS flows through to all channels, including your own career site with SEO-friendly vacancy pages.
Automatic extraction of work experience, education and skills from submitted CVs. Tagging against your own skills taxonomy, so searches work beyond keyword level, for example "experience with SAP S/4HANA, Dutch-speaking and within 50 km of Utrecht".
Configurable stages (intake, phone screen, first interview, assessment, second interview, offer, contract), with role-specific actions per stage, automated email and SMS templates, and calendar integration for booking appointments directly.
Link to an external assessment provider (TestGorilla, Codility, Harver) or your own evaluation flow. Hiring managers get a short review flow through their own portal: assess the shortlist, complete a scorecard, compare candidates, without having to learn the full ATS.
Templates per step with merge fields, bulk mailings for rejections or nurture campaigns, and SMS for time-sensitive updates. Outlook and Google Calendar integration with automatic Teams or Zoom meeting links for every scheduled appointment.
Candidates can see their own status, upload additional documents and update their details. Hiring managers review candidates, give feedback and see their open vacancies, without needing recruiter tooling.
Time-to-hire, cost-per-hire, source-of-hire, drop-off per stage and hiring manager effectiveness. Dashboards per recruiter, per brand and per client; for multi-brand or RPO engagements, also drillable to client level.
Vacancies and CVs are compared on meaning rather than purely on keywords. Optional anonymisation hides name, age, gender and photo until after the first review, both to reduce bias and to comply with clients who require it.
A working recruitment platform, plus everything around it to keep it running in-house or have your IT department manage it.
Whether we are building an industry-specific ATS or an enterprise suite across multiple brands, delivery follows the same approach. No vendor lock-in on our tooling, no surprises afterwards. The codebase lives in your own Git repository and can be taken over by another party at any time, should you ever wish to do so.
We also give honest advice on which components you really want to build custom and which you are better off buying from a specialist, such as assessment tools, video interviewing or payroll integration. Not everything has to be built by a single party.
With OneDayBuild, we turn your idea into something tangible in one day for €1,150, so you can see whether further development is worth the investment. Decide to go ahead with the full build? Then we credit the full cost.
Explore OneDayBuild →Four patterns we typically help clients with. If you recognise one or more of them, we'd be happy to talk further, even if you're not sure whether custom development is the right route.
Executive search, contract staffing, healthcare recruitment or legal — your intake, screening and offer flow doesn't resemble the defaults of Recruitee or Workable. You're currently working around this with custom fields and manual steps.
Three or more recruitment brands under one parent company, or you supply white-label recruitment software to sister agencies. Off-the-shelf ATS packages force you into multiple licences without shared data or brand control.
Semantic skill matching based on CV content, plus soft skills and culture fit, with optional anonymisation to reduce bias during the initial screening. Standard packages offer this not at all or only in limited form — we build it on your own taxonomy.
You work for clients in the public or financial sector who require demonstrable logging of who has viewed what, an enforceable anonymisation step, and automated data retention in line with the GDPR right to erasure.
At high volume — think large staffing or contracting agencies — you quickly hit the performance and process limits of standard packages. Bulk actions, shared shortlists, automated source-of-hire reporting and reliable job board throughput then become hard requirements rather than nice-to-haves.
You want the careers site to have a brand experience of its own, not an ATS skin with your logo on top. Custom layouts per job family, employer branding content, video vacancies and testimonial pages that don't fit within the framework of a standard package.
A conversation in which we establish how your recruitment and selection flow currently works, which packages you have previously considered or used, and which compliance requirements apply. We're honest: if a standard package fits, we'll tell you so.
A workshop with your recruiters, hiring managers and — for multi-brand projects — operations. Plus interviews with a few candidates about how they experience your current career site. At the end: a concrete scope, sprint planning and the first screen flows.
A working build every two weeks that your recruiters can test straight away. We start with the vacancy and candidate flow, then job board publishing and HRIS integrations, and only in later sprints AI matching and reporting, so you have a first tier live within a few sprints.
Phased data migration from your old ATS, parallel running so that live vacancies don't stall, training for recruiters and hiring managers, and ongoing management afterwards for security, job board API maintenance and further development.
Once the ATS is live, we keep a number of sprint days available each month for further development on your own priorities. New job board integrations, a second brand in the multi-tenant model, an extra HRIS integration, or an AI iteration on the matching algorithms: whatever sits at the top of your list. You set the direction, we safeguard the architecture.
What HR leads, recruitment managers and agency owners typically want to know before we begin.
A no-obligation introductory call of half an hour. We listen to your recruitment workflow, ask about the packages you use now or are considering, and give direction, including when custom development turns out not to be the right answer.
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