An ATS built for HR teams and hiring managers — not for headhunters. Requisitions with approval workflow, multi-posting across the main channels, configurable pipeline, weighted evaluation grids, video/on-site/hybrid interviews, bilingual careers site — all wired into Illizeo employee records, ready for onboarding on day one.
Requisition · N+1 approval · Bilingual careers site · Multi-posting FR/CH/EU/global · Kanban pipeline · Video/office/hybrid interviews · Weighted grids · Recommendations · GDPR anonymization · Configurable retention · Continuous onboarding
Most recruiting teams tolerate 5 to 8 disconnected tools: one posting channel, another one in parallel, a candidate spreadsheet, a shared calendar, a Doc for the grid, and a full re-entry of the data on hire day. It costs time, energy and lost talent.
4 different channel accounts, 4 pricing plans, 4 posting formats to re-enter. Nobody knows which channel brings which candidate. Sourcing budget vanishes with no attribution.
One tab per role, a spreadsheet that keeps growing, columns added on the fly. Two recruiters writing at the same time. No clean history. The CFO asks for conversion rates — silence.
The candidate signs. The recruiter emails their details to HR. HR retypes everything in the HRIS. 30 minutes lost per hire, risk of errors on critical data (IBAN, social security number, start date).
Illizeo Recruitment doesn’t plug into the HRIS — it IS the HRIS. Requisitions start from an existing Position, candidates converted into employees keep their recruitment history, and the Onboarding module fires up on hire day. Zero re-entry.
The default pipeline covers 90% of use cases. Adapt it without code: every stage carries its name, color, order and terminal flag.
Every stage carries its name, color, order and status (intermediate or terminal) — fully configurable without code. Add “Assessment Center”, “Take-home test”, “Culture fit”… as your process requires.
Per job, tick the channels, set the duration, publish. Illizeo drives the distribution via each channel’s API or the appropriate structured feed. Every application returns to the same pipeline, source of origin preserved for your attribution analytics.
The catalog is regularly enriched. You can also add your own channels (partner site, employee referral, headhunting firm) as tracked sources so they show up in your attribution analytics.
The manager makes the request. The decision-maker approves or rejects with reason. Publication is blocked while the requisition is pending or rejected. End-to-end traceability from need to live listing.
The manager files a requisition from an existing Position or a new need. Justification, headcount, budget, contract type, location, experience, target salary.
The decision-maker (N+1, HR Director, CFO — per your configuration) receives the request. Approves or rejects with reason. Every action is timestamped and named in the tenant’s audit log.
Once approved, the job is published to the selected channels. Bilingual description (FR/EN), tags, tracked sources, per-channel duration, tracking URL for candidate attribution.
A real 5-day cycle, all inside Illizeo. Zero export, zero re-entry, zero lost information.
The manager filed the requisition last Tuesday. The CFO approved on Wednesday. The job has been live on 4 channels since Thursday. Sophie applies on Monday via the bilingual careers site. 4 days later, she signs. The next Monday, she starts.
Build one grid per role family (Marketing, Tech, Sales, Support…) with your criteria and their weights. Each interview produces a weighted score and a formal recommendation.
4 possible recommendations: hire, advance to next stage, hold, reject. The final score is auto-computed as a weighted average across all criteria.
Every interview can be video, on-site, phone or hybrid. Multiple interviewers, an automatic reminder, a link to the integrated video tool. Structured notes tied to the evaluation grid.
Each interview carries its format and location. The workflow adapts: automatic video link for a remote, address and visitor badge for on-site, calendar blocked for all interviewers.
Video Office Phone HybridAssign several people to one interview (manager + HR + tech lead, for instance). Everyone sees their own view, takes notes, fills the grid. The consolidated score bubbles up to the candidate record.
Multiple interviewers Auto reminders Structured notesRecruitment handles sensitive personal data (CVs, contact details, sometimes indirect health data). Illizeo codes these rules into the module, not into the documentation.
Every application timestamps the consent given at submission and, if the candidate accepts, a second consent to remain in your talent pool after the role closes. Without that second agreement, the record is wiped at expiry.
You decide how many months you retain applications after the role closes. Past that period, automatic anonymization. You align with the CNIL (2 years maximum recommended) without thinking about it.
In one click, personal data (name, email, phone) is erased, the CV removed from storage, and the row kept with its aggregate stats (stage reached, final score, dates) for your KPIs. Journaled with a timestamp.
Every careers page displays your privacy policy and a DPO contact. Candidates know exactly who to reach for access, rectification and erasure requests — without hunting for it.
AI doesn’t automate decisions — it prepares, summarizes, suggests, alerts. Every final decision stays human and traceable.
Uploaded CVs are summarized automatically: key experience, matched job keywords, graduation year, chronological gaps. Recruiters save 3 minutes per CV.
Match score computed on required skills. Doesn’t decide anything: flags the CVs to look at first in the pile.
From a Position and its profile sheet, AI proposes a job description in French, English, or both, aligned with the brand voice defined in your careers settings.
From the job title and department, AI proposes an initial evaluation grid (5-6 criteria, suggested weights). You validate or refine before first use.
From the raw notes of several interviewers, AI produces a consolidated synthesis: strengths, watchpoints, questions to explore in the next round.
Context-aware quick-reply suggestions (follow-up, polite rejection, interview invite) — you edit before sending, AI does half the work.
Across your posting channels, AI compares cost vs quality of applications. Reco: concentrate 60% of the budget on the 3 channels that actually convert.
If your evaluations systematically reject a profile (age, gender, geography), AI flags it. Doesn’t accuse — signals a pattern to examine.
For a company that hires 20 people per year, Illizeo Recruitment recovers half an HR headcount worth of admin time and shortens the average cycle by 3 weeks.
Sliding pricing based on the number of concurrent open roles and recruiters. Included in Enterprise plans.
Bilingual careers site + preconfigured channel catalog + configurable pipeline + evaluation grids + multi-format interviews + GDPR by design + automatic handover to Onboarding.
Bilingual careers site, multi-posting across 10+ channels, configurable pipeline, weighted evaluations, automatic handover to Onboarding: it’s all ready.
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