ATS for Professional Services

Our recommended implementation timescale is 8 to 12 weeks, although we regularly support shorter deadlines where there is a clear business need or fixed go-live date.

Reach ATS is configured around your organisation’s recruitment process, including your workflows, role types, approval structures and user permissions. For professional services organisations with complex hiring structures, multiple stakeholder groups or partner-level approvals, this means the system is delivered ready to support the way your teams already work from the point of go-live.

Reach ATS supports structured candidate screening by allowing your team to assess applicants against defined role criteria, rather than relying on instinct, informal notes or inconsistent shortlisting methods.

Candidate Scorecards can be configured for each role type, giving recruiters and hiring managers a consistent framework for reviewing skills, experience, behaviours and role suitability. Scores and feedback are captured within the system, creating a clear and comparable record of screening decisions that can be reviewed at any point.

AI screening can also provide additional context, summaries and scoring for the hirer to consider, helping professional services teams review applications more quickly while keeping final decisions with the people responsible for hiring.

Yes. HR teams define the hiring workflow centrally, and it’s logged in the system for everyone to follow. With intuitive navigation that’s easy to pick up regardless of how frequently a hiring manager uses it, adoption isn’t a challenge. Everyone works from the same process, every time.

Absolutely. You can choose our customised careers microsite option which can be built to reflect your brand. From design and layout to tone and imagery, your careers site can be tailored to represent your organisation accurately and attractively, giving candidates a professional first impression before they’ve even started their application.

Reach ATS supports multiple, fully customisable workflows, so you’re never relying on a rigid one-size-fits-all process. Application journeys can be configured by role type, seniority, or discipline, meaning a graduate application looks and feels entirely different to a senior hire or a specialist position. Each workflow reflects the process that’s right for that role.

Reach ATS allows you to create a bespoke internal hiring workflow, giving you the option to promote roles to your existing workforce before going to the external market. It’s a straightforward way to support internal progression and ensure your people can be considered first.

Targeted advertising is where Reach ATS makes a real difference for hard-to-fill professional roles. Our candidate attraction experts work with you to identify the most appropriate routes to market, ensuring your vacancies reach the right people in the right places.

Reach ATS helps professional services organisations manage recruitment compliance by bringing key checks, documents, approvals and decision records into one controlled system. Right to Work checks can be integrated directly into the hiring workflow and stored against the candidate record, creating a clear and accessible audit trail.

The system also supports structured screening, approval workflows, document capture, permission-based access and reportable recruitment activity, helping teams demonstrate that the right steps have been followed at each stage of the hiring process. This is particularly important in regulated professional sectors where consistency, accountability and evidence of decision-making are essential.