Do I need technical experience to use HiringThing?

No technical experience is required to use HiringThing. The platform is built to be approachable and easy to use for hiring managers, HR teams, and business owners of all technical backgrounds. Support is available via chat, ticket, and email, and a knowledge base provides step-by-step guidance.

Can I customize hiring workflows in HiringThing?

Yes. HiringThing includes customizable workflows and templates, dynamic workflow configurations, custom job and applicant fields, and workflow task templates. Teams can tailor the hiring process to match their unique requirements across every stage from job posting through onboarding.

Can I integrate HiringThing with other HR systems?

Yes. HiringThing integrates with job boards, background screening providers, pre-hire assessment vendors, video interviewing platforms, reference check tools, Form I-9 and E-Verify services, WOTC providers, EEOC tools, email and calendar systems, and workflow tools such as Slack. A developer-friendly API and webhooks are also available for custom integrations.

Is my job and applicant information secure in HiringThing?

Yes. HiringThing is built with security and reliability as a core product feature. The platform includes SOC 2 compliance, data encryption in transit, AWS-hosted infrastructure, disclosure statement support, EOE and OFCCP data collection, and single sign-on (SSO). Full details are available on HiringThing's security page.

What is digital offer management in HR?

Digital offer management is a feature of HR software used to create, deliver, track, and manage employment offers in a digital format throughout the hiring lifecycle. It enables candidates to view and accept job offers, review compensation and benefits information, and employment terms on a secure online platform.

What features are included in digital offer management?

Digital offer management typically includes standardized offer letter templates, configurable compensation and benefits components, automated approval workflows for hiring managers and HR stakeholders, secure electronic delivery with eSignature collection, real-time tracking of offer status and candidate responses, integration with applicant tracking systems and onboarding platforms, and audit trails for compliance and reporting.

Why is digital offer management important for hiring?

The offer stage is one of the most critical moments in the hiring process. A slow, confusing, or paper-based offer experience increases the risk of losing top candidates to competing employers. Digital offer management eliminates these risks by giving hiring teams the tools to move quickly, professionally, and consistently while maintaining compliance with labor regulations.

How does digital offer management improve compliance?

Digital offer management improves compliance by standardizing offer letter templates aligned with HR policies and labor regulations, maintaining audit trails for every offer action, enforcing approval workflows across hiring managers, HR, and finance stakeholders, and storing all offer documentation in a centralized, trackable system.

How does digital offer management integrate with other HR systems?

Digital offer management integrates with applicant tracking systems and employee onboarding platforms to create a seamless transition from candidate to new hire. For HR technology providers and SaaS partners, embedding digital offer management into a white label platform strengthens the end-to-end hiring workflow, increasing platform stickiness and client satisfaction.

What are pre-hire assessment and screening tools?

Pre-hire assessment and screening tools are technology-driven solutions used to evaluate job candidates' skills, competencies, behavioral traits, cognitive abilities, and role fit before a formal hiring decision is made. They help organizations apply consistent, job-related criteria early in the recruitment process to improve quality of hire and reduce bias.

Why are pre-hire assessments important in recruiting?

Research consistently shows that the cost of a bad hire can reach up to 30% of that employee's first-year salary when factoring in recruiting costs, lost productivity, and turnover expenses. Pre-hire assessments help organizations avoid these costly mistakes by providing objective, measurable data about a candidate's abilities before an offer is made.

How do pre-hire assessments reduce hiring bias?

When every candidate completes the same structured evaluation, hiring teams are less likely to be influenced by unconscious bias, resume padding, or subjective impressions from interviews alone. This standardization supports diversity and inclusion goals while strengthening legal defensibility in hiring decisions.

What types of pre-hire assessments are commonly used?

Common types include job-relevant skills tests and work sample evaluations, cognitive and aptitude assessments aligned to role demands, behavioral and personality assessments tied to workplace competencies, structured pre-screening questionnaires with knockout criteria, and automated scoring and ranking within an applicant tracking system.

How do pre-hire screening tools integrate with an applicant tracking system?

Pre-hire assessment and screening tools can be integrated directly into an applicant tracking system to automate scoring and ranking of candidates within the recruiting workflow. Organizations using platforms like HiringThing can connect with leading assessment providers through a Partner Marketplace, giving their clients access to skills testing, background screening, and behavioral evaluations without leaving the ATS.

What is privacy-first design in HR technology?

Privacy-first design is an approach to building HR software, systems, and processes that prioritizes the protection of personal and sensitive data from the earliest stages of product development and throughout the entire lifecycle. It ensures that employee, candidate, and organizational data is collected, processed, stored, and shared in ways that minimize risk, support transparency, and align with regulatory and ethical standards.

Why does privacy-first design matter for recruiting and HR?

Laws like GDPR, CCPA, and a growing number of state-level data protection statutes place strict obligations on how organizations collect, store, and process personal data. For HR teams, this includes resumes, background check results, compensation details, benefits enrollment records, and performance evaluations. Failing to protect this data can result in regulatory penalties, legal exposure, and lasting damage to employer reputation.

What are the key components of privacy-first design?

Key components include data minimization to collect only necessary information, clear consent mechanisms and transparent data usage disclosures, role-based access controls, encryption of data in transit and at rest, defined data retention policies with automated deletion workflows, privacy impact assessments during feature planning, and audit logging to track access and changes to employee and applicant records.

How does privacy-first design benefit white label HR software partners?

For HR technology providers and SaaS partners offering white label solutions, embedding privacy-first principles into the platform is a competitive differentiator that builds trust with clients and end users. Organizations that adopt privacy-first design can demonstrate compliance readiness, reduce the risk of data breaches, and create a foundation for responsible use of AI and automation tools in recruiting and workforce management.

How does HiringThing implement privacy-first design?

HiringThing incorporates privacy-first design principles throughout its platform, from secure data handling and role-based access controls to SOC 2 compliance and transparent data management policies. These safeguards give partners and their clients confidence that sensitive workforce data is protected at every stage.

What is product embedding in SaaS?

Product embedding in SaaS is a delivery model where third-party software functionality is integrated directly inside a host platform. End users access the embedded capability — such as recruiting, onboarding, or payments — without leaving the host application, creating a seamless experience that feels native to the platform.

What is the difference between product embedding and white labeling?

An embedded solution lives inside another platform but may still be recognizable as a third-party tool. A white label solution is fully rebranded so the host company presents it as its own proprietary product. White labeling offers greater brand ownership, customization, and control over the end-user experience compared to standard embedding.

What is the difference between product embedding and integration?

An integration connects two separate systems so they can exchange data, but each tool remains a distinct product with its own interface. Product embedding goes further by placing the third-party functionality inside the host platform's interface, so the user interacts with it as part of a single, unified experience rather than switching between applications.

What are examples of product embedding in HR technology?

Common examples include embedding an applicant tracking system (ATS) inside payroll or workforce management software, adding onboarding workflows within a PEO platform, or integrating recruiting tools directly into vertical SaaS products for industries like construction, staffing, or franchises. These embedded solutions let HR service providers offer hiring capabilities without building the technology from scratch.

Why is product embedding important for SaaS growth?

Product embedding allows SaaS platforms to expand their feature set and solve additional customer pain points — like hiring — without diverting engineering resources to build new functionality from scratch. It increases platform stickiness, opens new revenue streams, reduces customer churn, and positions the platform as a more comprehensive solution in competitive markets.

FOR EMPLOYERS

Simplify recruiting in one easy platform

HiringThing helps businesses attract candidates, manage hiring pipelines, and onboard new employees without complicated software or manual processes.

See HiringThing's applicant tracking system in action

Explore how HiringThing helps businesses post jobs, evaluate candidates, and onboard employees through one simple hiring platform.

No sales call or credit card required.

*Free 14-day trial of our applicant tracking system includes access to all features, and up to 5 active jobs.

Simple and flexible pricing

Choose a plan that fits your hiring needs. Upgrade anytime as your team grows.

Simplify the entire hiring process

HiringThing gives your team the tools to manage every stage of hiring from job posting through onboarding.

Plan

Create job listings and hiring workflows.

Attract

Post jobs to boards and collect applications.

Evaluate

Review candidates and collaborate with your hiring team.

Hire

Send offer letters and confirm new hires.

Onboard

Complete forms, tasks, and employee onboarding.

Operate

Manage employee updates and documents.

Everything you need to hire smarter

Explore the full feature set across our ATS, integrations, and product capabilities.

ATS Features

Integrations

Product

ATS Features

Integrations

Product

Integrate with the tools your customers use

HiringThing connects to background screening providers, job boards, video interviewing platforms, and more.

Frequently asked questions

What is an applicant tracking system?

An applicant tracking system (ATS) is software that automates and manages the hiring process, from posting job openings and collecting applications to screening candidates and scheduling interviews. Recruiters and HR teams use an ATS to organize candidate pipelines, collaborate on hiring decisions, and ensure no applicant falls through the cracks.

How long does it take to set up HiringThing?

You can start hiring from day one. HiringThing is designed to get you up and running immediately, so setup time really depends on your hiring complexity and goals. Some customers post their first job within hours of signing up, while others take time to build custom workflows, create templates, and configure integrations. For teams that want a more guided experience, we offer a structured onboarding with an implementation specialist that typically takes about two weeks.

Do I need technical experience?

No technical experience is required. HiringThing is cloud-based, so there are no servers to manage or IT teams to involve. All you need is a modern web browser and an internet connection. For organizations that want to go deeper, we also offer website customization and integration options for teams with technical resources available.

Can I customize hiring workflows?

Yes. HiringThing is highly configurable to fit the way your team hires. You can build a visual candidate pipeline that matches your process, create reusable templates, and set up automated messages and interview scheduling to keep candidates moving forward without manual effort. Whether you have a simple two-step process or a complex multi-stage workflow, HiringThing adapts to you.

Does HiringThing include onboarding tools?

Yes. HiringThing offers onboarding as part of our modular platform, so you only pay for what you need. If you want both applicant tracking and onboarding, our full platform is available at a discounted bundle price. Contact our sales team to find the right fit for your organization.

What does the free trial include?

HiringThing’s free 14-day trial gives you full access to all applicant tracking features with up to 5 active job postings. No credit card required. It’s the best way to explore the platform and see how it fits your hiring process before committing.

Is there training available?

Yes, training is available at every plan level. New users can get started with our on-demand Practice Guide, and live training sessions are available if you want a more hands-on experience. For teams that need full guided setup, we offer implementation support at select plan levels. Reach out to support@hiringthing.com to schedule training or learn more.

Can I integrate with other HR systems?

Yes. HiringThing offers an open API with developer-friendly documentation, making it straightforward to connect your hiring data with other HR tools and applications. No developer on your team? We offer custom integration services on request.

Is my job and applicant information secure?

Yes. HiringThing takes data security seriously. Our platform is hosted in a PCI-compliant datacenter audited under SAS70 Type II, and all data is protected with SSL encryption at the same level used for financial transactions. See our privacy policy for full details.

"I've enjoyed working with you — you've been proactive, responsive and knowledgeable. 10/10 would recommend partnership with HiringThing if only for how easy it's been."

“Out of all the products that I manage, you guys are the best. I mean, getting things resolved, support tickets being answered right away, your knowledge base, your database, wonderful. I love how it walks you through step by step anytime you look up something. So like I said, love, love, love you guys.”

"You can keep this as simple or make it as complex as you want. This is seriously what you wish an ATS was! On top of all that - you can make it really look like your employment brand - not something that looks like other ATS company or even a co-brand. It looks like your organization. Even the URL!"

"HiringThing is a full-featured applicant tracking system that is intuitive and easy to use. We have been able to integrate HiringThing into our cloud-based HR system easily."

"ATS providers have grown over the last several years, but we continue to use HiringThing both internally and with our clients. We value the ability to share user experience with their team and their responsiveness to things that make our job of finding and hiring amazing employees even easier."

"We've been able to customize the HiringThing platform to meet all of our needs. Best of all, the platform is cost effective for us and easy and intuitive for the end user."

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