标签：#hrtech

Most guides on choosing an applicant tracking system talk about features. This one is about the layer that actually determines whether the platform survives contact with your stack: integrations. If you're the technical person pulled into an ATS evaluation, this is the part your non-technical colleagues will underestimate — and the part that generates the most post-contract pain. Here's how to map it properly. 1. Inventory every data flow, not every tool Don't list “tools.” List directional data flows. For each system, write down what data moves, which direction, and how often: ●HRIS — candidate → employee record handoff on hire (bidirectional ideally) ●Payroll — new-hire data push (one-way, event-triggered) ●Background screening — order + status callback (bidirectional, webhook-driven) ●Calendar (Google/Microsoft) — interview scheduling + availability sync ●Video interview tools — scheduling links out, recordings/scores back ●Job boards / distribution — posting syndication out, application ingestion back The “direction + trigger” framing exposes gaps that a flat tool list hides. 2. Classify each integration by mechanism Not all “integrations” are equal. Push the vendor to tell you which of these each connection actually uses: ●Native pre-built integration — maintained by the vendor, lowest overhead ●Public REST API — you (or middleware) build and maintain it ●iPaaS / middleware (Workato, Merge.dev, etc.) — flexible, adds cost + a dependency ●Flat-file / SFTP batch — a red flag in 2025 for anything real-time ●“On the roadmap” — treat as does not exist A “yes, we integrate with X” that turns out to be a nightly CSV export is a very different thing from a webhook-driven bidirectional sync. 3. Interrogate the API itself If any integration will run through the public API, evaluate it like you'd evaluate any dependency: ●Is it REST/GraphQL, documented, and versioned? ●Rate limits — do they survive a high-volume hiring event? ●Webhooks for state changes, or are you stuck