Vacancy management
Create and track recruitment requisitions and open positions.
Waytogo Talent Solutions · Hiring workflow technology
Move hiring from scattered updates to a structured workflow.
Bring vacancies, candidate records, recruiter collaboration and recruitment status into one organised system so your teams can spend less time chasing updates and more time making informed hiring decisions.
Feature verification required before public release
Applicant Tracking System
A clearer hiring journey.
New vacancy
Candidate sourcing
Screening
Interview
Decision
Offer & joining
An illustrative workflow — not a live product screen.
The challenge
An inbox is not a hiring workflow.
Spreadsheets, inboxes and disconnected conversations make candidate status harder to track, especially when hiring managers and agencies need a shared picture. A structured ATS workspace can support clearer hand-offs when its features are configured and verified.
Product QA: The feature list below is proposed scope. Confirm production capabilities and product images before public release.
What to explore
Core capabilities to verify in the product demo.
The following describes the proposed ATS scope. Publish only the features demonstrated and signed off by the product owner.
Candidate pipeline
Record profiles and move candidates through agreed recruitment stages.
Collaboration & access
Coordinate recruiters and hiring managers with appropriate permissions.
Interview coordination
Record schedules, interview status and feedback where implemented.
Searchable candidate records
Access candidate profiles and activity history according to permissions.
Hiring reports
Review stage movement and operational recruitment information.
Illustrative hiring workflow
Keep each hiring hand-off visible and accountable.
Final stage names and workflow rules must match the actual product before publishing.
Open a vacancy
Agree the role and create the requisition.
Bring candidates in
Source or enter candidate records.
Screen and evaluate
Review candidate fit against the brief.
Coordinate interviews
Capture decisions and next steps.
Complete the process
Manage offer and joining status.
Who it is for
A workspace for people involved in hiring.
Product roles and permissions must be verified in the implementation.
HR teams
Coordinate vacancies, candidate data and process administration.
Recruiters
Work with a consistent pipeline and candidate history.
Hiring managers
Participate in stage decisions within agreed access permissions.
Quality & accountability
What a product demonstration should cover.
A meaningful demo should show a vacancy being created, a candidate entered and moved between stages, feedback recorded, a recruitment view reviewed and the access controls demonstrated. Product claims and imagery must reflect the verified build.
Publication and capability claims require the relevant product or legal sign-off.
Demonstration checklist
- Create and update a vacancy
- Add and find a candidate
- Move through verified stages
- Record interview feedback
- Review available dashboard views
- Demonstrate role access
Scope and availability
Deployment and subscription scope.
A standalone subscription or inclusion within an RPO engagement may be discussed. Licensing, users, active vacancies, hosting, implementation support and integrations are defined in a written commercial proposal. A client-access RPO view should not automatically be presented as a full enterprise ATS licence.
Frequently asked questions
Questions worth asking early.
Can our managers use the ATS?
Role-based user access can be demonstrated and scoped according to the available product configuration.
Can it work with our current HR system?
Integration feasibility and cost will be assessed against your existing systems.
Is the ATS available without RPO?
A standalone subscription can be discussed separately from managed recruitment services.
Waytogo Talent Solutions
Let us understand your requirement.
Tell us what you are trying to improve. We will recommend an appropriate service or combination of services.