One system of record, one system of evidence
The ATS stays the system of record: requisitions, stages, offers, compliance reporting. The interview layer produces evidence and writes it back. Knowing where a candidate stands should never require opening a second tab.
What should flow in
Inbound you need the requisition, the approved job description, the applicant records and their résumé files. That is enough to score fit and invite candidates without anyone re-keying a name.
Bulk upload, a shared drive folder or an email alias should cover whatever the ATS cannot push automatically. Intake must never be the reason a role stalls.
What should flow back
Write back four things: the fit score with its reasoning, the interview status, the rubric scores per criterion, and a durable link to the recording and transcript. Attach them to the candidate record so the ATS remains where decisions are documented.
Avoid dumping raw transcripts into notes fields. Link out and keep the record readable.
Permissions and retention follow the ATS
Recordings are personal data. Mirror the access model already agreed in the ATS rather than inventing a second one, and set retention per role or per region so deletion happens automatically when the requisition closes.
