You also have the option to run live interview integrity monitoring with the InterviewWatch agent. See the agent →
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Applicant tracking system

The applicant tracking system for modern hiring teams.

Post a job, publish a careers page or keep your own, and every applicant, resume and interview lands on the same board. Free with unlimited seats, $29 a month past two open jobs.

ProductPricingFAQ

InterviewWatch ATS covers jobs, candidates, resumes and interviews in one system. Applications arrive through a careers page we host for you, through the one you already have, or from a CSV. Every resume is stored and searchable, the board carries whatever fields your form asks, and interviews are scheduled and scored from the candidate card.

It is built for teams who want the whole hiring loop in one place without a six-week rollout. Sign up, add a job, and the board exists. Jobs, applicants, resumes and stage moves are never billed.

What you get

What the ATS includes

One shared place where every open role, every applicant, every resume and every interview lives, so nobody has to ask which spreadsheet is current or where the CV went.

  1. Jobs that open and close

    Create a job as a team and role, keep it open while you hire, close it when you are done. Closed jobs stay in the record for history but drop out of every picker, so nobody schedules against a filled req.

  2. A board, not a spreadsheet

    One card per candidate per job across six stages, carrying how the person arrived and how long they have been sitting where they are. The stuck ones are visible without anyone running a report.

  3. Applicants arrive on their own

    Your careers page posts straight to the apply API, and bulk loads come in by CSV at 500 rows a time. Every row reports back separately, so one bad line never abandons the other 400.

  4. A careers page, if you want one

    No site to post from? Claim an address and we host the page: your open jobs at app.interviewwatch.com/careers/your-company, live the moment you pick the name, with no DNS and nothing to deploy. The form asks for a name, an email, a resume and whatever else you configure, and files straight onto the board. Already have a careers page? Keep it, and keep posting to the same API.

  5. Resumes you can search

    Every resume is stored on the application and its text indexed, so one search covers everything you hold, including the person you turned down two years ago. Experience, skills and location are read off the file onto the card as suggestions a recruiter can correct. Resumes are then deleted on a schedule you set, six months after a hire or rejection unless you say otherwise.

  6. Your questions become your fields

    Whatever your careers form asks arrives with the application. A question nobody has answered before becomes a field the first time somebody does, and you rename it, give it a type, pin it to the card or filter the board by it afterwards.

  7. A rejection the candidate actually hears about

    When a card lands in Rejected you are asked whether to tell the person, with a short note you can edit first. It is opt-in every time (nothing leaves on a stage move), and the card records that it went, so nobody gets the same email twice.

  8. Scheduling and scorecards

    The interview is created off the candidate card with an interviewer and a meeting link. The assigned interviewer files the scorecard and the recommendation, and the outcome returns to that same card. Nothing gets copied into a second tool and lost there.

The pipeline

The six pipeline stages

Applied, Phone screen, Onsite, Offer, Hired and Rejected. The stages are the one thing that stays fixed. Everything that actually differs between companies lives on the card instead: your own fields, the resume, the scorecards and how long the candidate has been waiting.

The same board a recruiter opens each morning: who arrived, who is stuck, and what happens next.

Hired and Rejected are terminal, so a decision that has been made stays made, and a candidate returning a year later is reopened deliberately rather than by accident. Close the job and it leaves every picker, so nobody schedules an interview against a filled req.

Resumes

Every resume, stored and searchable

A resume arrives with the application from your careers form, or you drop one on the card. It opens in the panel beside the interview notes, so reading a CV never means downloading a file and losing your place on the board.

It arrives on the card

A resume comes in with the application from your careers form, or you drop one on the card. PDF, Word, ODT, RTF and text, up to 10 MB, and the original downloads whenever somebody wants it.

One search covers all of it

The text of every resume is indexed, so searching for a framework or a former employer reaches the candidate you turned down two years ago as easily as this morning's applicants.

Some of it reads itself

Years of experience, skills and location come off the file onto the card, marked as our reading rather than the candidate's claim. A recruiter overwrites any of it. Nothing is scored, ranked or rejected automatically.

One search, every resume you hold: this morning's applicants, the person you turned down in 2024, and a candidate whose card is long gone.

The skills list is yours.

We ship a default list of terms to recognise in a resume, and an admin replaces it with the stack you actually hire for. Change it and the next indexing pass matches against your list instead of ours. No uploaded document is used to train a model.

Getting applicants in

How applicants enter the pipeline

Candidates are deduplicated by email at the company level. One person applying to five openings is one candidate with five cards, and their whole history stays on that single identity.

Careers page we host /careers/your-company Careers page you host POST /careers/applications CSV import up to 500 rows per file Recruiter adds by hand sourced, referrals, inbound Match on email existing? reuse it One candidate record [email protected] Senior Engineer · Applied Platform · Phone screen Data Eng · Rejected

Applying to three roles makes three pipeline cards, not three strangers. Whichever door somebody comes through, they are one candidate with one history. How to set up a careers page.

Your careers page

Publish one, or keep your own

Applications have to come from somewhere. Either we host the page and you claim an address, or you keep the careers page you already have and it posts each applicant to us. Same board, same cards, same resumes.

Route one · no code

Let us host the page

Claim an address in settings and your page is live at /careers/your-company straight away.

  • Live in about a minute, with nobody technical involved
  • Lists your open jobs, and drops a role when you close it
  • Asks for a name, an email, a resume and your own questions
  • No DNS record, no certificate, nothing to deploy
How to turn it on
Route two · one request

Keep the page you have

Your form handler posts each submission to the apply API and the candidate never leaves your domain.

  • Your domain, your design, your URLs and your search traffic
  • One POST per submission, usually an afternoon of work
  • The resume travels in the same call as multipart form data
  • A new question on your form becomes a field with no setup
How to wire it up

A candidate applying on the hosted page, start to finish. The address is the whole configuration.

The questions are yours either way.

Tick a field for the careers page and the hosted form starts asking it, required or optional, in the order you set. Send a new question from your own form and it is adopted as a field the first time somebody answers it. Both end up as a column you can filter the board by, rather than as a sentence in a note. Careers page setup, or the apply API reference for endpoints, examples in four stacks, and every status code.

Interviews

Scheduling, scorecards and the record

An interview belongs to the candidate it is for. It is created from the card, it carries the interviewer who is running it, and its outcome comes back to the same place rather than to somebody's inbox.

  1. Schedule from the cardPick a time, an interviewer and a meeting link. The interview appears on the candidate card and on the calendar, and the interviewer gets the invite by email.
  2. The interviewer files the scorecardNotes and a recommendation, written by the person who was actually in the conversation. Only the assigned interviewer can file it, so every recommendation carries a name. An admin waives it when it is never coming, rather than inventing a verdict.
  3. The outcome lands back on the cardThe scorecard is readable by the hiring team from the same card, next to the resume and the form answers, so a stage decision is made with everything in one view.
Optional integrity monitoring.

Any interview scheduled from a card can run with consent-first monitoring, and the card comes back with a signed report on whether the answers were the candidate's own. It is a pay-per-use add-on at $5 an interview, off by default and never bundled into a plan price. How that works.

Pricing

What it costs

Conventional applicant tracking is sold per recruiter seat per month, which is why a three-person team ends up paying for software to hold twelve candidates. Here plans are sized by jobs and seats, and candidates are never metered.

Free
$0

Two active jobs and unlimited seats, plus your first five interviews monitored free.

  • 2 active jobs, unlimited candidates
  • Unlimited seats, 1 admin
  • Careers apply API and CSV import
  • Resume storage and resume search
  • Scheduling and scorecards
  • Your first 5 interviews, monitored free
  • No card, no expiry
Most popular
ATS Starter
$29 / month

Five active jobs and fifteen seats, with every feature switched on.

  • 5 active jobs, unlimited candidates
  • 15 seats, 3 admins
  • Everything in Free, uncapped
  • Insights analytics
  • Monitoring add-on, $5 / interview
ATS Growth
$49 / month

The same product as Starter with room for more roles and more people.

  • 15 active jobs, unlimited candidates
  • 100 seats, 10 admins
  • Every Starter feature, nothing gated
  • Insights analytics
  • Monitoring add-on, $5 / interview
Enterprise
Custom

For teams past 15 jobs or 100 seats, or that already run another ATS.

  • Unlimited jobs, seats and admins
  • Greenhouse integration, with report write-back
  • White-label branding
  • Custom retention and DPA
  • A flat rate for monitoring at volume

Plans are sized by active jobs and seats, not by features: jobs, candidates, applications, resumes and stage moves are never metered, and the only capability that varies between the free plan and a paid one is Insights analytics. Monitoring is a separate $5-per-interview add-on with your first five free, never part of a plan price. What an ATS costs on average, how ATS pricing models compare, or see the full plan breakdown.

FAQ

Frequently asked questions

What exactly is the InterviewWatch ATS?
A full applicant tracking system: jobs, a six-stage candidate pipeline, a careers apply API for your own site, CSV import, resume storage with full-text search, custom fields taken from your own form, and interview scheduling with scorecards from the candidate card. It is aimed at teams who have outgrown a spreadsheet and a shared inbox but do not want a rollout project to fix it.
How much does the ATS cost?
Free is $0 with unlimited seats and two active jobs. ATS Starter is $29 per month for five active jobs and fifteen seats. ATS Growth is $49 per month for fifteen active jobs and one hundred seats. Candidates are unlimited on every plan. Interview monitoring is a separate $5-per-interview add-on, with your first five free, not part of any plan price.
What are the pipeline stages, and can I change them?
Applied, Phone screen, Onsite, Offer, Hired and Rejected. Hired and Rejected are terminal. The stages themselves are fixed on purpose, which is what keeps the board learnable in one sitting; the things that actually differ between companies live on the card instead, as your own fields, the resume and the scorecards. If your process depends on a custom stage designer or an approval chain, this is not the tool for it.
Do you host a careers page for us?
Yes, if you want one. Claim an address in settings and your page is live at app.interviewwatch.com/careers/your-company immediately, listing your open jobs with an apply form that files onto the board. No DNS, no certificate, nothing to deploy. It stays off until somebody turns it on. If you already have a careers page, keep it: it posts to the same apply API and candidates never leave your domain. There is also a CSV import for bulk loads and a manual add for sourced candidates. Careers page setup.
Can we put the hosted careers page on our own domain?
No. It sits at a shared address, which is exactly what lets it go live in a minute with no DNS record and no certificate. There is no theme editor and no custom CSS either: it is one clean shared layout carrying your company name, your roles and your questions. If the page has to be on your domain and carry your design, keep your own careers page and post to the apply API. Custom domains and job-board syndication are not offered.
Do you email candidates?
Only when you ask us to, one candidate at a time. When a card lands in Rejected you are asked whether to tell the person, with a default message you can edit before it goes; the card then records that it was sent, so nobody is emailed the same rejection twice. Candidates also get their interview invitation when you send it. What you will not find here is bulk mailing, drip sequences or anything that goes out automatically because a card moved.
Does it store resumes, and can I search them?
Yes to both. A resume arrives with the application from your careers form, or you drop one on the card, and it opens in the panel next to the interview notes. PDF, Word, ODT, RTF and text, up to 10 MB. We read the text so you can search every resume you hold, including candidates you turned down two years ago, and a few values come off it onto the card: years of experience, skills, location. Those are suggestions, marked as ours rather than the candidate's, and a recruiter can overwrite any of them. What we never do is score, rank or reject anybody automatically.
Can we record interview feedback and recommendations?
Yes. Each interview carries a scorecard: notes and a recommendation, filed by the interviewer assigned to that round. Only that person can file it, so every recommendation carries a name rather than appearing as the team's anonymous opinion. If the write-up is never coming, an admin waives it and the stage moves on. The whole hiring team can read what has been filed from the candidate card.
Can I collect fields beyond name and email?
Yes, from either careers page. On the hosted page you tick a field to have the form ask for it, mark it required or optional, and put the questions in the order you want them asked. From your own form you configure nothing first: post it as it is and a question nobody has answered before becomes a field on the card the first time somebody does. Afterwards you rename it, give it a type (text, long text, number, date, choice, yes/no or link), pin it to the board card, or filter the board by it. Whether a field shows on the card and whether the form asks for it are separate switches, so an internal note never reaches a candidate. Up to 50 fields per company.
Do I have to use interview monitoring?
No. Monitoring is opt-in per interview, not part of any plan. Scheduling from a card still records the interview, its time, the interviewer and the meeting link either way, but without turning monitoring on, no candidate join link is issued and nothing is charged. Turn it on and it is $5 when that interview completes, with your first five free.
What if we already use Greenhouse or another ATS?
Keep it. Connect Greenhouse on an Enterprise plan and the built-in pipeline hides itself, so you never run two pipelines side by side: candidates stay in Greenhouse and interview reports are written back to them there. Other platforms are connected by scope.
How long does setup take?
Sign up, add a job, and the board exists. Turning on the hosted careers page is one field in settings and about a minute. Wiring your own careers page to the apply API instead is one POST request, usually an afternoon for whoever owns your website. There is no implementation project, no onboarding fee and no data migration.
What happens to my data if we outgrow it?
There is very little to unwind. Your pipeline exports as a list with your form answers on it, resumes download from the cards, and any interview reports stand on their own. The one thing worth planning is the hosted careers page, if you used it: those links live at our address, so a job post pointing at one goes dead when you leave. Your own careers page has no such problem, which is the strongest argument for route two.

Put every applicant on one board.

Create your first job, add candidates, and run hiring from a single pipeline. Free to start, no card required.

Start for free Set up your careers page