An Applicant Tracking System (ATS) is the heart and soul of a recruiting function. Without one, you simply can’t manage the process and have minimal leverage. Whether you are redesigning your existing ATS or embarking on a new ATS implementation, it is too significant of an investment to not get it right.

Implementing an ATS requires a laser focus on your end-to-end process. It is a comprehensive exercise that most Talent Acquisition (TA) leaders don’t have time for. In fact, most TA leaders are not process implementation experts. Instead, they rely on their team and create partnerships to help bring their vision to life.  

While your ATS vendor is an expert on how their platform operates, they are not responsible for connecting all of the elements that together create your recruiting ecosystem. The most successful implementations support a recruiting strategy that ties to the organization’s growth strategy. It enables you to tell the recruiting story in numbers that resonate with your C-suite stakeholders. It eliminates duplicate efforts, mitigates risk, improves throughput, is transparent, and enhances the stakeholder experience. It also takes into consideration the change effort required across the organization.

The Beacon Lane team has worked extensively with many of the leading ATS  providers.  

At Beacon Lane Consulting we are sought after as “the” independent advisors for ATS implementations. Clients hire us to think 3 steps ahead, see things from all angles, and ultimately, ensure that their highly visible ATS investment is a success. We are industry and system agnostic because we understand the fundamental requirements for a successful implementation regardless of the business you are in and the platform that you choose.

Here at AEG we recently took on a significant recruiting project in which we migrated from an out of date ATS to Greenhouse, which was a more up-to-date solution for us. We restructured our internal Talent Acquisition team and re-engineered processes with a focus on standardization, efficiency and scalability. The team at Beacon Lane was with us from the onset of the project, setting the vision and plan. They led us through a very organized process that covered the recruiting lifecycle and ultimately helped us map out our future state, which is what we automated.  Since going live, we have implemented several “best practice” recommendations from Beacon Lane that improved the end user experience and made the entire process much more efficient.  Implementing an ATS is a significant undertaking that requires a very specific expertise, especially if you want to fully realize the ROI. This is what we got as a result of working with Beacon Lane. I encourage HR Leaders to take the time to understand what is involved in this effort and to consider the cost of not doing it right – – and speak with Beacon Lane before doing anything.

Joe Herrera VP

VP, Corporate HR, AEG

We offer 3 options for ATS implementation partnerships, enabling clients to select the solution that best meets their business needs, size, and budget. While we can deliver any of the 3 solutions regardless of your company size, below is a general guideline.

SilverLocal/regional organizations; recruiting team of 5 or less; simple workflow; commoditized hiring

Gold: Regional/national organizations; recruiting team of 15 or less; hiring for more than 2 business functions; blend of commoditized hiring and niche roles

Platinum: National/global organizations; recruiting team of 16 or more; multiple businesses and levels of hires; complex organization structure; enterprise-wide impact

If you are implementing a new ATS, or want to enhance the one you already have, we invite you to speak with us first. We guarantee you’ll be glad you did.


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