Can you build an ATS to sell to other companies?

Yes. That is a multi-tenant SaaS product with accounts, plans and billing for each employer. We design tenant separation, roles and subscription billing together so you can onboard customers without custom work for each one. Pricing and positioning in your market are your decisions.

Can candidates apply through a careers page?

Yes. We build a careers page and application form that feed straight into the pipeline, with file upload, optional questions and confirmation emails. Employers can usually set the branding. We also add spam protection, since public forms attract automated submissions.

Do you build resume parsing and AI screening?

We can integrate parsing services or language models to extract details from resumes and suggest matches. Parsing is imperfect, so we show results for review instead of acting automatically. Read the privacy and fairness notes above before deciding how much to automate.

Can the product connect to our existing HR system?

Often, if the other system has a documented API. We check access and limits before quoting. Some HR vendors restrict integrations to approved partners or charge for access, and those costs are separate from our build price. We will tell you what we find before you commit.

How much does an HR or ATS platform cost to build?

It depends on scope. Typical ranges are $7,500 to $12,500 for a lean MVP sprint of about 4 weeks and $18,000 to $35,000 for a production B2B SaaS over 8 to 12 weeks, with a written quote after scoping. See pricing for details.

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HR and ATS platforms

ATS software development for hiring and HR teams

We build applicant tracking systems and people workflow software as multi-tenant SaaS, with roles, integrations and careful handling of candidate data.

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Hiring pipelines and scorecards
Role-based visibility
Calendar and email integrations

What HR and ATS software can we build?

Hiring and people software is made of workflows with many people involved. We build products such as:

Applicant tracking systems with job posts, pipelines and candidate profiles
Branded career pages that feed applications into the pipeline
Interview scheduling and feedback scorecards
Onboarding checklists and document collection
Employee directories, time-off requests and review cycles

You may be building a product to sell to employers, a tool for a recruiting agency, or an internal system. The scope differs, and we ask about it first, as part of the custom SaaS development process.

What does a working ATS need at its core?

A first version should do a few things reliably before it does many things. For most ATS products that means job creation and posting, an application form, a pipeline with stages that employers can edit, candidate profiles with notes and files, structured scorecards, email templates and activity history.

Resume parsing, search across candidates, bulk actions and reporting come next, ordered by what your users ask for. A lean launch follows our SaaS MVP development approach, so you learn from real users before building the rest.

How do roles and multi-tenancy work in hiring software?

Each employer or agency account must see only its own jobs and candidates. Inside an account, visibility matters too. A recruiter, a hiring manager, an interviewer and an administrator need different views, and some roles should not see salary, notes or confidential candidates.

We design the permission model early and enforce it on the server, not just in the interface. Tenant separation is described on our multi-tenant architecture page.

Common integrations include Google and Microsoft calendars for interview scheduling, email sending and reply tracking, video meeting links, e-signature tools for offers, job board feeds and HR or payroll systems. Each one has its own API rules and approval steps, and some job boards only share feeds with approved partners.

We scope the integrations you need up front, so the quote reflects the work involved, and we flag any that depend on a third party's approval.

What are the privacy and fairness limits?

Candidate data is personal data. Depending on where you operate, laws such as GDPR or CCPA may require consent, retention limits, and the ability to export or delete a person's data. We build the settings and workflows for this, and your lawyer decides what your rules should be.

Some places also regulate automated tools that screen or rank candidates. We can build ranking or AI-assisted features, but we do not claim they are fair or free of bias, and a person should make every hiring decision. We do not give legal advice.

SaaS only
Multi-tenant design
Stripe billing
Client owns the code

How it works

Message us on WhatsApp or Telegram

Describe the product, the customers and the features that matter most.
We scope and quote

You get the plan, the architecture outline and a written price range.
We build and ship

Working builds each sprint, then a tested production launch.

Questions about saas dev agency in United States

Can you build an ATS to sell to other companies?: Yes. That is a multi-tenant SaaS product with accounts, plans and billing for each employer. We design tenant separation, roles and subscription billing together so you can onboard customers without custom work for each one. Pricing and positioning in your market are your decisions.
Can candidates apply through a careers page?: Yes. We build a careers page and application form that feed straight into the pipeline, with file upload, optional questions and confirmation emails. Employers can usually set the branding. We also add spam protection, since public forms attract automated submissions.
Do you build resume parsing and AI screening?: We can integrate parsing services or language models to extract details from resumes and suggest matches. Parsing is imperfect, so we show results for review instead of acting automatically. Read the privacy and fairness notes above before deciding how much to automate.
Can the product connect to our existing HR system?: Often, if the other system has a documented API. We check access and limits before quoting. Some HR vendors restrict integrations to approved partners or charge for access, and those costs are separate from our build price. We will tell you what we find before you commit.
How much does an HR or ATS platform cost to build?: It depends on scope. Typical ranges are $7,500 to $12,500 for a lean MVP sprint of about 4 weeks and $18,000 to $35,000 for a production B2B SaaS over 8 to 12 weeks, with a written quote after scoping. See pricing for details.

Ready to scope your SaaS?

Message us on WhatsApp or Telegram with the product idea and the customers it is for.

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