the complete guide to buying an applicant tracking system · eeoc and ofccp compliance built in...

Built By Recruiters for Employers

The Complete Guide toBuying an Applicant

Tracking System

Newton Software, Inc. © | 415-593-1189 | [email protected]

What is an ATS?

Why do you need an ATS?

What are the key features every ATS should have?

How do I narrow down my ATS vendor list?

The Demo

50 Questions to Ask on an ATS Demo

How to build a business case for ATS

Build your team with Newton

2

03

05

08

15

19

20

26

29

TABLE OF CONTENTS

So you’re interested in an Applicant Tracking System(ATS)? That’s great news, as

reports show that nearly 75% of businesses use an Applicant Tracking System.

Whether you are just beginning your research, or you are thinking that your current

ATS isn’t fitting your needs, you’re in the right place!

Unfortunately, the process of buying an ATS is not as obvious as the need for one.

Whether you are a first-time buyer or are replacing your current ATS, we'll cover

everything you need to make the right decision:

What is an Applicant Tracking System and why do you need one?

What features do you need?

Which vendors should you consider?

What questions should you prepare for product demos?

As always if you have questions, we’re happy to help. Feel free to give us a call at

415-593-1189 or send us an email [email protected]


3

What is an Applicant Tracking System (ATS)? Commonly referred to as an “ATS” an Applicant Tracking System provides you with

a centralized database to track and manage your candidates, organize your hiring

processes, and collaborate with your hiring team. An ATS is your personal recruiting

assistant that helps you manage every aspect of hiring more efficiently, allowing you

to hire better people faster.

InactivateCandidateJohn Doe

Schedule aPhone Screen

InactivateCandidate

Current Status:Phone Screen

Marketing Man..

Schedule aPhone Screen

John DoeMarketing Manager


4

ATTRACT &ENGAGE

INTERVIEW &COLLABORATE

OFFER &ONBOARD


What will an ATS do for you?

To better frame what an ATS will do for you, we like to break it down into

Newton's three fundamental stages of recruiting.

Stage 1: Attract and Engage

An Applicant Tracking System will help you attract more candidates to your jobs and

allow you to better communicate and engage with them.

Stage 2: Interview and Collaborate

Beyond helping you keep your candidate pool full, an Applicant Tracking System will

provide workflows that move candidates through the stages of your hiring process and

facilitate collaboration amongst your hiring team.

Stage 3: Offer and Onboard

Lastly, an Applicant Tracking System will help you close candidates more effectively

and get them onboarded efficiently.

WHAT IS AN ATS

5

Why do you need an ATS?At this point, you know what an ATS is. But why do you need one and how does it help you?

There are so many reasons why having an ATS makes the life of a recruiter or hiring

manager easier, but what else does an ATS offer? Aside from helping with your daily

hiring activities, are there other business benefits? Absolutely.

There’s a reason 75% of companies today

use an ATS in their hiring process.

Implementing an ATS affects everyone in the company, not just HR or Recruiting. It

saves time and money, increases your ROI, improves the candidate experience, drives

your hiring strategy, and builds a stronger employer brand.


6

Why should you invest in an ATS?

It helps manage and improve every piece of the recruitment process.An ATS touches every piece of the recruiting cycle from posting jobs, advertising job

listings, reviewing candidates, and scheduling interviews to offering and onboarding

new hires. Having an ATS makes recruiting an efficient, repeatable process that helps

your company grow.

It helps you find quality candidates, leading to better retention.An ATS will help you find great employees faster by making it easier for you to screen

and follow up with candidates, keep track of your activities, collaborate with hiring

managers, and review your top choices. The better the match, the longer new-hires

tend to stay, which boosts your employee retention rate.

It helps to ensure compliance, reducing your audit risk.An ATS has compliance functionality built-in so that your company is automatically

protected. If you have a government contract or reach 50 employees, hiring

law requires companies to abide by EEO and OFFCP regulations. Audits can be very

long and painful, especially when you don’t have an ATS in place to help you avoid

costly mistakes.

It improves your hiring brand, improving your candidate pipeline.Among other features, an ATS will help you create a branded careers page, easy application

process, and perform timely and efficient follow-up with candidates that will make

you look good in the long run. Job applicants today use services like Glassdoor to

check company reviews on everything from company culture to the interview process,

so your hiring brand is every bit as important to the success of your business as the

products and services you sell.


WHY DO YOU NEED AN ATS

https://newtonsoftware.com/blog/2016/07/21/what-to-expect-from-ofccp-audit/?utm_medium=ebook&utm_source=content&utm_campaign=atsbuyingguide2017

https://newtonsoftware.com/blog/2016/07/21/what-to-expect-from-ofccp-audit/?utm_medium=ebook&utm_source=content&utm_campaign=atsbuyingguide2017

7

It will save you time and money. Enough said.Aside from elevating your hiring brand, an ATS will also help save you time and

money. For starters, it eliminates time wasted on manual recruiting tasks and

allows you to take on more strategic hiring initiatives that contribute to the

bottom line. Additionally, an ATS allows you to post jobs with one click to multiple

job boards and leverage your employee referral network. An Applicant Tracking

System will also allow you to take advantage of discounted sponsored job listings

and lower your spend on staffing agencies and recruiters.


WHY DO YOU NEED AN ATS

http://info.newtonsoftware.com/ats-roi-calculator-recruiting-snap


8

What are the key features every ATS should have?

You should now have a clear idea of what an ATS is and how it can help your company

recruit and hire. But how do you know which features you need? There are 200+

Applicant Tracking Systems, and each comes with different bells and whistles.

To help you navigate this, we’ve built an Applicant Tracking System feature checklist:

The core features EVERY ATS should have

The “nice-to-have” features

The non-feature “features” that you should also include in your checklist

1.

2.

3.


Attract and Engage Interview and Collaborate Offer and Onboard

9

The foundation of successful recruiting starts with the quality and quantity of your

candidates. For this reason, your ATS features checklist should start with functionality that:

Helps get your jobs in front of quality candidates

Creates a great candidate experience that drives applicants to apply

Makes it easy to establish initial communication with candidates

Below is a list of features essential for attracting and engaging candidates:

Easy Posting to Job BoardsFree and premium job postings to leading careers sites like Indeed, LinkedIn, and

Glassdoor - all at the click of a button.

Fully-Customizable Careers Pages and Online Job ApplicationsFully-branded, fully-customizable careers pages and online job applications that

integrate seamlessly with your website to create a great candidate experience and

employer brand.

Mobile Apply9 in 10 job seekers search for jobs on their mobile devices. To get mobile job seekers

to apply to your positions, features like fully-responsive career pages, resume parsing,

and mobile apply are now essential.

Employee Referral PlatformEmployee referrals can be one of the best (and cheapest) sources of high quality

candidates. Capitalize on this and keep your team actively involved in the hiring process

by making sure to include an employee referral program on your feature checklist.

Attract and Engage Interview and Collaborate Offer and onboard


WHAT ARE THE KEY FEATURES EVERY ATS SHOULD HAVE

10

Okay, so we’ve got the features that will get you candidates - that’s the easy part. Now

comes features for communicating with them, managing them, and driving them through

your interview stages - all while keeping your hiring team involved in the process!

Email Templates & AutomationAutomated, fully-customizable email templates that are triggered by specific stages

in your hiring process.

Advanced Candidate SearchAdvanced search that allows you to identify candidates based on resume, job title,

location, salary, experience, job applied, team notes, interview feedback, and more.

Outlook & Gmail Interview SchedulingInterview scheduling that integrates with your calendar application so you can see your

team's calendars and schedule interviews directly from the ATS.

Interview ScorecardsCustomizable interview scorecards that allow you to automate and standardize the

collection of interview feedback from your hiring managers.

Advanced WorkflowsRecruiting workflows that help you drive candidates through your hiring process.

Tools for Hiring ManagersThe success of recruiting software boils down to hiring manager adoption. If an ATS

doesn't offer easy-to-use features for your hiring managers, keep it moving!

Recruiting DashboardsRecruiting dashboards that give you “at a glance” insights into all of your jobs and

candidates and immediately provide answers to the most frequently asked questions.




11Newton Software, Inc. © | 415-593-1189 | [email protected]



Even with the world’s best interview process, if you can’t effectively close candidates at

the job offer stage and get them onboarded efficiently, you are doomed to fail. For this

reason, choose an ATS that gives you the tools for creating a consistent, efficient

approach to closing candidates and onboarding them.

Approval ProcessesJob and offer processes that promote and control visibility while eliminating

bottlenecks.

Integrated Background ChecksShift the collection of sensitive data from your company to the experts. Look for an

ATS that seamlessly integrates with NAPBS certified background check providers.

Digital Offer LettersLook for tools that allow for the safe and easy creating, sending, receiving,

reviewing, signing, and returning of digital offer letters.

New Hire OnboardingDigital employee onboarding that allows you to engage new hires early on and

reduce the manual administrative work of completing new hire paperwork.

EEOC and OFCCP ComplianceBuilt in EEOC and OFCCP compliance tracking and reporting. This includes things like

reasons for non-selection, applicant flow logs, and minimum qualification questions.

Analytics and ReportingA robust analytics engine with pre-built and customizable reports that help you identify

where you are winning and where improvements can be made.

Nice-to-Have ATS Features You Should ConsiderBeyond the core ATS features, there are some other features that you should consider

including in your checklist as well. Think of these as “nice-to-haves,” although

depending on the hiring processes at your organization, they may in fact

become non-negotiable.

Text Messaging

App Store Integrations

Agency Management Functionality

Multilingual Applications

Sourcing Tools

Custom Information Requests

12

Non-Feature “Features” to Add to Your ATS ChecklistWhen evaluating different Applicant Tracking Systems, product features shouldn’t be

the only thing on your checklist. There are several other factors that should play a role

in your decision making process: Pricing Structure, Support, and Implementation

Timeline.

Pricing StructureThere are many ways to price an ATS, and knowing which plan to go with can be

difficult. What’s the bottom line? Be sure you fully understand the plan you are

signing up for. Otherwise you could end up with less support, not enough features, or

pay a lot more over the long run. Here are the most common pricing structures:

Per Feature

Per Number of Employees (PEPM)

Per Hire Made

Per User

By Level of Service

Flat Fee



SupportAnother consideration to include in your ATS checklist is support. Applicant Tracking

Systems vary significantly in what they offer here, so be clear on the level of support

that you will be getting.

When it comes to support, look to partner with an ATS vendor that will:

Guide you through your ATS implementation process and help you get your new

careers page activated

Host personalized trainings for your administrative users, staffing users, and your

hiring managers

Answer your questions via multiple platforms, whether it be email, phone, or online

Give you access to a dedicated US based account manager responsible for the ongoing

support of your team

Maintain an up-to-date knowledge base that you can access at any time

Implementation TimelineIf you are hiring now, you don’t want an ATS that will take 6 months to go live. Some

Applicant Tracking Systems have complex implementations that can become full-time

projects. A good test is to ask the vendor how fast they can have you up and running.

If they can't tell you or it's over two weeks, this should make you wary. Chances are

their activation process will take far longer than you think and may interfere with your

day-to-day work.

Now that you know what features you need, it’s on to the hard part - actively evaluating

different Applicant Tracking Systems and building a business case. This may seem

daunting, but not to worry! We’ll give you an overview of the ATS vendor landscape

and then dive into how you can build your own business case.



14

The ATS vendor landscape can be overwhelming. With over 200 companies to choose

from, it’s hard to narrow the list down. Let’s take a look at the companies available and

help you whittle the list down to just a few top contenders.

There are so many vendors! How do you narrow them down?


Are you an employer or a staffing agency?There are a few breeds of ATS, but one of the big differences between them is

whether they are meant to be used by in-house HR and Recruiting or by Staffing

Agencies. Figure out which one you are and find an ATS that caters to your needs.

What's the size of your company? In the world of in-house HR, Recruiting, and Talent Acquisition, there are generally

three flavors of ATS: Small Shop (1-50 Employees), Small to Medium Sized Business

(51-2500), and Enterprise (2500+).

Small Shop1-50 Employees

Solves simple recruiting

problems like posting jobs

Affordable, with a few

piece-meal features

Lacks job and offer

approval processes

Lacks flexible online job

applications

No interview scheduling

tools

No features for hiring

manager collaboration

Small to Medium Sized Businesses51-2500 Employees

Automates and manages

every stage of the recruiting

lifecycle

Robust features but not

overly complex

Easy to use and set up

Quick implementation and

activation, requires little

training

Comes with recruiting DNA (workflows, email templates, etc)

Doesn’t add additional

burden to hiring managers

Out of the box reporting and

compliance

Enterprise Businesses 2500+ Employees

Built-in integrations to certain

payroll providers and HRIS

Ultra-customizable interview

workflows and rich features

Longer term contracts

Five-figure price tags

Long activation and

implementation period

Steeper learning curve, and

more difficult to use

Expensive support

Extensive training required


THERE ARE SO MANY VENDORS! HOW DO YOU NARROW DOWN?

Multiple Job Apps

Responsive Careers Pages

Job and Offer Approvals

Automated Thank You Emails

Employee Referral Apps

Advanced User Rights

Hiring Manager Features

Outlook Calendar Integration

EEO / OFCCP Compliance

Reporting and Analytics

Vendors forEnterprises

Vendors forSmall Businesses



What are your "Must Have" Features?

The next step to take once you’ve figured out where you fall as far as the size of your

company is the features you absolutely must have, and then the features you want. If

you’ve already taken a look at our features checklist, you should already have a good

idea of what you are looking for.

Ideally, go with a system that doesn’t charge by feature so you’ll have everything you

need and room to grow once you are ready for more of the “nice-to-have” features.

What pricing structure fits your needs?After you’ve developed a short list based on the features you "must have" and the

features that are "nice to have", you’re ready to take a look at ATS pricing and reviews.

Remember, Applicant Tracking Systems are priced in a number of ways:

By feature

By number of employees

By users

By number of hires

By level of service

By flat rate

What do online reviews reveal?After you come up with a short list of ATS vendors, take a look at customer reviews.

With Newton’s 95%+ retention rate and over 3,000 happy customers, we think you’ll

like what you hear about us. Still, we encourage you to do your research by checking

independent review sites online.

Got your shortlist? It's time for demos!When you’re ready to learn more and ask more specific questions with someone on the

phone, start scheduling demos with the final contenders on your short list. If you want

to schedule a demo with Newton, fill out the form here. You can also give us a call at

415-593-1189 or send us an email [email protected].

The next section will outline the top questions to ask on an ATS demo. Feel free to

print out the checklist and take them on your calls!

What is Your Budget?



https://newtonsoftware.com/demo-request/?utm_medium=ebook&utm_source=content&utm_campaign=atsbuyingguide2017

The Demo

Before you get on a demo, make sure you understand your needs and what you do

day-to-day so that you are clear on what features you absolutely need. Getting on

demos before knowing what you’re looking for makes it easy for you to become

overwhelmed by bells and whistles that you might not end up using. At it’s core, an

ATS should help you with the three key stages of hiring.

Attracting & Engaging Candidates

Posting jobs to major job boards

Widening the pool of candidates through sponsored listings,

social media and employee referrals

Sorting through resumes

Communicating and following up with candidates

Interviewing & Collaborating with Candidates,

Hiring Managers, & RecruitersCollaboration tools for Hiring Managers

Scheduling interviews

Scoring and evaluating candidates

Offering & Onboarding Your New Hires

Sending job offers

Collecting I-9 forms and other paperwork

Onboarding candidates


Small Shop1-50 Employees

Solves simple recruiting

problems like posting jobs

Affordable, with a few

piece-meal features

Lacks job and offer

approval processes

Lacks flexible online job

applications

No interview scheduling

tools

No features for hiring

manager collaboration

Small to Medium Sized Businesses51-2500 Employees

Automates and manages

every stage of the recruiting

lifecycle

Robust features but not

overly complex

Easy to use and set up

Quick implementation and

activation, requires little

training

Comes with recruiting DNA

(workflows, email templates, etc)

Doesn’t add additional

burden to hiring managers

Out of the box reporting and

compliance

Enterprise Businesses 2500+ Employees

Built-in integrations to certain

payroll providers and HRIS

Ultra-customizable interview

workflows and rich features

Longer term contracts

Five-figure price tags

Long activation and

implementation period

Steeper learning curve, and

more difficult to use

Expensive support

Extensive training required


At Newton, we offer unlimited users, unlimited candidates, unlimited jobs, and a flat

monthly price with 100% US-based support that is always free. We don’t punish you

for growing and we’re always with you every step of the way. Simple, smart, safe -

and no surprises.

50 Questions to Ask on an ATS Demo

When choosing the best ATS for your business, it’s important to consider your current

company size and how many employees you are expecting to hire in the next few

years. Additionally, keep in mind the hiring activities that you perform most frequently.

The right ATS will help automate and streamline most of these tasks. Finally, consider

how much growth you are expecting as a company. ATS is sold according to a variety

of pricing structures, some of which are based on number of users, number of employees,

and number of jobs. You’ll want to make sure you go with a system that you won’t outgrow

and that won’t become too expensive as time goes on.

DEFINITIVE ATS DEMO QUESTION CHECKLIST

3 Questions to Ask Yourself

1. What size company do I work for?

Small, fast-growing startup (1-25 employees)

Small to medium sized business (25 to 2,500 employees)

Large, enterprise level company (2,500 to 15,000 employees)

2. How do we hire?

Staffing agency (Performs hiring for other businesses - Note: Newton isn't

a good fit for staffing agencies)

Employer (In-house recruiting and HR teams)

3. How much growth do I expect to have in the next 12 months? 2 years? 5-10?

47 Questions to Ask the Vendors

Pricing

4. How is your system priced?

Common Pricing Models

Cost per user

Cost per number of

employees

Cost per hire

Cost per feature

Flat fee (monthly or yearly)

Contract Length

Monthly

Quarterly

Yearly

Multi-Year

Support / Other Costs

Is support and

services additional?

Implementation fees

Data import fees

DEFINITIVE ATS DEMO QUESTION CHECKLIST


ATS QUESTIONS CHECKLIST



How well does it help you attract & engage candidates?

5. How customizable will my careers page be? Will it be fully-branded to match

our company website?

6. How is it deployed? Iframe? Company hosted page? Other?

7. How easy is it to create a job?

8. What does the approval process look like for new requisitions?

9. How easy is it to see my pipeline of candidates and where each candidate

is in the process?

10. Can I communicate with hiring managers, candidates, and other recruiters

directly through the ATS?

11. What free and paid job boards do you post to / are you integrated with?

12. Do you offer any discounts for premium job listings?

13. What will my applications look like, and how customizable are they? What

fields can I add and remove?

14. What functions do you have to collect employee referrals?

15. Does the ATS integrate with my social media networks?

How well does it help you interview candidates & collaborate with your team?

16. Do you integrate with email and calendars? Which ones?

17. Do I need to have a user for everyone on my team to coordinate calendars?




18. Do you provide any email templates I can use in my hiring process?

19. Do you provide email templates that auto-acknowledge applications,

pre-screen, and auto-fail candidates based on specific requirements?

20. Do you allow for bulk emailing of candidates?

21. What does the process of posting a job, reviewing and approving

candidates, and moving them through the interview funnel look like?

22. How flexible is the interview workflow process?

23. Am I able to schedule alerts or reminders for myself to follow up with

candidates or perform certain tasks?

24. How do hiring managers interact with the ATS? Do they need to log in?

25. How do recruiters and hiring managers take notes on candidates and score

them throughout the process?

26. Do you offer any additional testing or ways to score potential candidates?

Offering and Onboarding Candidates

27. Is there an offer approval process? How are offers sent to candidates? Is

there an integration to digital signature software?

28. What background screening / background check capabilities do you offer?

29. Do you have an onboarding solution?

30. Can I upload custom forms?

31. How quickly can we get up and running?



32. Will my hiring managers have to log in and learn how to use the system as well?

How easy is it for them to keep the process moving?

33. Who can I look to for support during the implementation process? How

much help will I receive?

34. How intuitive is the ATS? Does using the ATS require a lot of training?

35. How easy is it to search for notes, contacts, or information in the system?

36. What can I do from within the ATS and is there anything I’ll have to do

outside of it?

Compliance & Reporting

37. Will the ATS keep me compliant with the EEOC and OFFCCP and have all

the reports I need?

38. What reports can I run on recruiting metrics, jobs, and candidates? Are there

any standard reports?

Technology & Data

39. Does the ATS have open APIs so it can be integrated easily with other

systems like an HRIS? Does it have any out-of-the-box integrations?

40. Is there a marketplace integration where I can buy sponsored job postings

or other hiring related purchases like assessments from directly inside of the ATS?

41. How often is the software updated? How will I receive those updates?

42. Are there ways for me to import or export candidate information and data?

43. How secure is the data stored in the ATS? Who owns the data?

44. If we terminate the agreement, how do we get our data back? In what format?

Mobile Recruiting & Applications

45. Can I perform every hiring activity I can do on desktop from my mobile

device? If not, what activities can I do while on-the-go?

46. Will my careers page and job postings be mobile responsive so candidates

can apply from their smartphones?

Services & Support

47. What kind of support do I get pre and post-implementation?

48. Is your support US-based? What are their hours?

49. Is support extra or included? Will this change?

Overall Reliability / Customer Experience

50. How long has the company been in business and do customers love the product?

Newton is the only ATS on the market that was built by recruiters. We have over 3,000

happy customers...and we check all the boxes. But you knew that already, right?

If you’re interested in learning more about Newton, contact us at 415-593-1198,

[email protected] or request a demo. We’d love to help you out!




PHOTOGRAPH HERE

How to Build a Business Case for ATSHopefully you've found your winner by now. If there's more than one decision-maker

involved at this stage, then you may need to build a business case for ATS and sell it

internally. If you are the decision maker, congratulations the next step is to proceed to

contract negotiation!

If you do need to sell an ATS internally, we've put together a downloadable template

to help you build your case. Download the editable template and read the walk-

through below.

DOWNLOAD THE EDITABLE TEMPLATE


http://info.newtonsoftware.com/BuildYourATSBusinessCase

http://info.newtonsoftware.com/BuildYourATSBusinessCase

Executive SummaryThink of the executive summary as the overview of your business case which will include:

An introductory sentence explaining the importance of recruiting and hiring to the

overall business

The high-level costs of not having an ATS

Goals for your ATS implementation

Problem StatementTo justify investment in an Applicant Tracking System, you should start with clearly

defining the major problems with your current recruiting process. Keep in mind that

you won't want to focus too much on your daily pain-points.

For example:

Tie time wasted on manual recruiting processes to operational cost

Tie difficulty keeping up with candidate communication to a poor candidate

experience, a poor employer brand, and ultimately less qualified candidates

Goals of ATS ImplementationOnce the problems have been identified, discuss the key goals of your Applicant

Tracking System implementation and how they will solve those problems. Frame

the goals in a way as to tie them back to the bigger picture. Below, we've outlined some

goals other departments may have in mind when considering investing in an ATS.

HR Executives

Introduce a system that the team likes and uses

Maintain compliant hiring practices

Develop a stronger workforce and reduce employee turnover

Build a positive candidate experience and overall employer brand

Recruiting

Reduce time-to-fill

Reduce administrative work to free up time to talk to candidates

Report on performance

Increase quality of hires and hiring manager satisfaction


BUILD A BUSINESS CASE FOR ATS

Finance

Reduce operational costs associated with manual recruiting processes

Eliminate costs resulting from bad hires

Choose an affordable ATS system

Avoid additional ATS and operational costs as the company scales

IT

Easy to implement

Security concerns are addressed

Requires little maintenance

Compatible with current tech stack

Proving ROIIn order to calculate ROI, start by tying specific costs to specific hiring problems. For

example, suppose manually managing communication with candidates takes you five

hours per week. If your hourly salary is $40 per hour, that comes out to $10,400 spent

per year just communicating with candidates!

On average, Newton customers say that ATS cuts their time spent communicating with

candidates by 50%. That alone is worth $5,200 - enough to cover the yearly cost.

Check out our ATS ROI calculator for a quick way to see how much time and money

Newton can save you.

Proactively Address The RisksAs with any investment, there will be inherent risk associated with the purchase of an

Applicant Tracking System. Identify each risk. Common fears that we hear from employers are:

Will our Hiring Managers use the software?

Will implementation take too long?

Will adoption be low?

If you would like some help building your business case or just want to learn more

about ATS, please don’t hesitate to reach out to us. We’ve been in the business of

recruiting and hiring a long time and we’re always happy to share our insights with

fellow hiring professionals.


BUILD A BUSINESS CASE FOR ATS




We’re Part of Your Team.We'll Help You Build the Case.


29

We currently have over 3,000 happy customers using Newton every day for their

recruiting and hiring needs. We’re here for you every step of the way - whether it’s

building a business case, making sure your careers page is pixel perfect, or providing

strategic advice on closing offers and creating an ideal company culture.

We’d love to have you as part of the family.

Newton at a GlanceNewton was started by two successful former recruiters who were sick and tired of

managing their business with spreadsheets and email. Joel Passen and Steve Hazelton

tried to find software that fit their needs and quickly found that while others had built

Applicant Tracking Systems, they simply weren’t designed from the perspective of the

people who would actually use them.

With that in mind, Steve and Joel built Newton to cater specifically to the unique needs

of Recruiters, Hiring Managers, HR Executives, and Candidates. They wanted to build

something that had the little touches that only people who had worked in recruiting

would appreciate. Since Newton was formed in 2009, we have run the business with

three goals in mind:

We wanted to build something that we would use. We use Newton for all of our recruiting

We use our integration partners for assessments and background checks

We onboard our new-hires digitally with Newton

We wanted to sell it how we would want to buy it. No hidden fees that crop up once you’ve already bought

No penalties for a company that is successful and growing

No BS sales-speak like “it’s on the roadmap”

We wanted to have a support team to be envious of. Every client gets a personal Success Rep

Everything is US-Based

Our team is made up of former HR professionals



the complete guide to buying an applicant tracking system · eeoc and ofccp compliance built in...

Documents