An ATS that measures candidate experience, not just tracks applicants

In the European Union, on ISO 27001 certified server infrastructure. No US federal law requires a private employer to keep recruiting data inside the United States, and other European vendors sell into the US on EU-only hosting. There are real exceptions: defense contractors under DFARS, ITAR-controlled data, FedRAMP High workloads, and electronic health records in Texas and Florida. If you are in one of those, tell us on the first call and we will say so plainly rather than waste your procurement cycle.

We act as a service provider, not a third party, which means using us does not trigger your sale or sharing obligations. On request we will prepare a US privacy addendum written against the CCPA service provider requirements, separate from our GDPR DPA because the two contracts require different language, and deliver it within 30 days. Note that California is currently the only state whose comprehensive privacy law covers job applicant data; most other state laws exempt HR data entirely.

Not today, and we will not dress it up. Our server infrastructure is certified to ISO 27001, company-wide certification is in its final stage, and we hold a gap analysis against SOC 2. We should be straight with you: several European ATS vendors that sell into the US do hold SOC 2, so being European is not an excuse. On request we will supply a completed vendor security questionnaire, our subprocessor list, incident response process, retention policy and AI governance statement, within 30 days. If a signed SOC 2 Type II report is a hard gate for your security team, say so early.

Greenhouse, Lever and SmartRecruiters do not bill per user account, but their contracts index the fee to your total company headcount, so the bill rises as you hire whether or not those people ever open the ATS. Ashby is split: under 100 employees it prices by company size, above that it charges for individual seats. The Recruitis fee is indexed to neither. A 2,000-person employer making 40 hires a year pays the same as a lean 200-person one.

Our 35+ integrations are first-party and today they are concentrated in Europe, with Indeed and LinkedIn as the main international ones. We do not resell a multiposting aggregator, which is why our number is lower than vendors claiming 400+. If a US board matters to you, we build that integration free of charge. That is a standing commitment, not a sales concession.

Yes. Every AI feature can be switched on or off individually at the account level. That matters for New York City Local Law 144, which requires an annual independent bias audit of automated employment decision tools and puts the obligation on you as the employer, not on us as the vendor. We can support your audit by exporting the data your auditor needs, but we will not claim to discharge your duty for you.

A standard rollout takes two to six weeks depending on how many workflows and integrations you need. We handle configuration, data migration from your current ATS and training. Support runs in English on Central European Time, which overlaps a US morning but not a US afternoon. If you need coverage that reaches into Pacific Time, say so and we will agree it in the contract rather than let you discover it later.

You export candidates, jobs, communication history and attachments in a structured format at any point during the contract and after it ends. There is no exit fee and no retention hold on your data. Retention periods and deletion timelines are defined in the DPA.