ATS Anywhere connector

Use your ATS Anywhere data for reporting, automation and AI.

Data Panda pulls your ATS Anywhere jobs, applicants, applications, interviews, users and document records into the same warehouse as your HRIS, finance and revenue data. From one place we turn the recruiting record into dashboards, automations and AI workflows that hiring managers, talent acquisition and the leadership team use every week, not only when the quarterly hiring board lands.

About ATS Anywhere

A white-label applicant tracking platform built to live inside another HR product.

ATS Anywhere is the embeddable recruiting product from HiringThing, a Portland-based company that has been building applicant tracking software since 2012. The platform is sold to HR-software vendors, payroll providers and HRIS companies that want to add a branded recruiting module to their own product without building one from scratch. End-customers see the partner's branding; the engine, API and infrastructure underneath are ATS Anywhere.

Inside the product the surface is what you would expect from an ATS that runs a full hire: jobs with custom fields, statuses and tags, applicants and applications with hiring-pipeline stages, one-click posting to free and paid job boards, interview scheduling, document templates and signed documents, and an account-and-user model that lets each partner tenant carry its own teams. The API exposes those same objects, which is what makes ATS Anywhere a useful candidate for warehouse integration: the data that drives the embedded recruiting experience inside your HRIS partner is also the data that drives time-to-hire and source-of-hire reporting in a BI tool. Pulled into a warehouse next to the HRIS worker record, the CRM and the finance system, the ATS Anywhere record answers questions the embedded view alone cannot: where in the funnel candidates fall out per source and per role, which hiring managers move applications fastest, and how open-vacancy concentration this quarter compares with the revenue plan it is meant to deliver.

What your ATS Anywhere data is for

What you get once ATS Anywhere is connected.

Hiring funnel and pipeline reporting

Time-to-hire, stage conversion, source-of-hire and offer-acceptance on one page across every job, role family and BU.

Funnel conversion per stage (sourced, applied, phone screen, interview, offer, hired) per role family and BU
Time-to-hire and time-in-stage per hiring manager, with the bottlenecks that consistently hold the pipeline back named
Source-of-hire breakdown per job board and referral channel, ranked by applicants who reach offer, not by raw volume

Process automation

Turn ATS Anywhere events into the downstream work the rest of the stack expects, without a recruiter copying rows out of the platform.

Open an HRIS pre-boarding record the moment an offer is accepted in ATS Anywhere, with start date and role attached
Sync hiring-manager interview load into the team's project tool so capacity-against-pipeline is visible before the next intake
Flag jobs that have been open past the policy threshold per BU, with the stage they are stuck in named

AI workflows

Put applications, application notes and interview records behind AI that reads the full hiring picture, not one role at a time.

Theme extraction across application notes per role family and quarter, with the rejection reasons that repeat counted
Time-to-hire prediction per role and source, grounded in the cohort that matched the same job-and-source pattern
Hiring-manager coaching prompts grounded in the manager's own interview-feedback history and stage-conversion record

Custom apps on your data

Lightweight tools on ATS Anywhere data for hiring managers and BU leads who should not need an ATS Anywhere seat to read their own funnel.

Hiring-manager cockpit with open roles, applications waiting on feedback and time-to-hire per role
Talent-acquisition scorecard with funnel conversion per recruiter, source and BU
Open-vacancy tracker with the roles that have aged past the policy threshold per BU

Use cases

Use cases we deliver with ATS Anywhere data.

A list of concrete reports, automations and AI features we have built on ATS Anywhere data. Pick the one that matches your situation.

Time-to-hire per role familyMedian and 90th-percentile time-to-hire per role family, BU and country, against the hiring plan.

Stage conversion per recruiterFunnel conversion through phone screen, interview, offer and hired per recruiter and role family.

Source-of-hire effectivenessApplicants per job board and referral channel ranked by who reaches offer, not by raw application count.

Offer-acceptance trendOffer-acceptance rate per role family and BU, with the rejection reasons logged in ATS Anywhere counted.

Hiring-manager response timeTime from application-in-stage to manager feedback per hiring manager and stage.

Open-vacancy agingJobs open past the policy threshold per BU, with the stage they are stuck in named.

Interview load per teamScheduled interviews per interviewer and week, with the teams running over capacity flagged.

Application-volume seasonalityApplications received per role family and channel across the year, with the seasonality pattern named.

Pipeline-versus-planOpen roles and pipeline depth per BU plotted against the headcount plan for the same quarter.

Document turnaroundDays from offer document sent to signature returned, per BU and document template.

Drop-off-stage diagnosisThe single stage where conversion drops the most, per role family and BU, with the rejection reasons clustered.

Cost-per-hire by sourceHires per job-board source against the spend per board, ranked by cost per accepted offer.

Real business questions

Answers you will finally get.

Which job boards send us applicants who reach offer, and which only send volume?

Source-of-hire ranking per job board and referral channel, based on applicants who clear phone screen, interview and offer in ATS Anywhere, not on raw application count. Talent acquisition sees the paid board that drives a quarter of applications but barely any accepted offers, and the free board that quietly delivers most of the senior hires, before the next sourcing-budget round.

Where in the funnel are we losing candidates per role family?

Stage-by-stage conversion per role family and BU, with the single biggest drop-off named per cohort. The talent lead sees the engineering funnel that loses two thirds of qualified candidates between phone screen and tech interview, while the commercial funnel loses them between offer and acceptance, instead of treating one global drop-off number.

Are open roles aging in line with the hiring plan, or are they slipping past it?

Open jobs per BU and role family plotted against time-in-stage, with the jobs that crossed the policy threshold listed per stage. Operations and HR see the BU where senior commercial roles have been open more than ninety days because they sit at offer stage waiting on document signature, not at sourcing as the dashboard suggests.

Value for everyone in the organisation

Where each function gets value.

For finance leaders

Cost-per-hire per source, document-turnaround time and signed offers per BU lined up with the personnel-cost line in the finance system. Group finance sees which BUs are running ahead of plan on hires this quarter, which sourcing channels carry the highest cost-per-accepted-offer, and where the next-period payroll forecast needs to absorb the offers that signed in the last two weeks.

For sales leaders

Open commercial roles, pipeline depth per role family and time-in-stage per hiring manager next to the revenue plan and quota carrier count from the CRM. Sales leadership sees the territory whose AE backfill has sat at offer stage for six weeks while quota attainment slid, and the SDR cohort whose offers are about to land ahead of the next pipeline build.

For operations

Open vacancies, interview load per team and document-turnaround across sites in one capacity-and-hiring picture. The COO sees which sites carry both an open-vacancy concentration and a hiring-manager response-time problem this quarter, and which BUs are quietly clearing their plan.

Ideas

What you can automate with ATS Anywhere.

Pair with HiBob

Move ATS Anywhere accepted offers into HiBob pre-boarding without rekeying

The moment an offer is accepted in ATS Anywhere, the candidate, role, start date and signed-document references land as a HiBob pre-boarding record on the right entity and BU. People-ops stops rekeying ten fields out of the ATS into HiBob and chasing missing signature dates by email, and the new hire shows up in the HiBob worker record before the first onboarding task fires. Reporting on time-from-offer-to-active-employee runs off the joined record, per BU and per quarter, instead of a manual reconciliation between two exports.

Pair with Slack

Drive ATS Anywhere applicant and interview alerts from one Slack inbox

New applications waiting on hiring-manager feedback, interviews scheduled for the week and offers approaching their expiry land as a single morning summary in the manager's Slack inbox, with a per-team channel post when an open role crosses the policy threshold for time-in-stage. Recruiters get the short list of jobs whose hiring-manager response time has slipped two weeks in a row, instead of opening an ATS Anywhere admin view to find it. Hiring managers stop discovering an open application in the weekly recruitment sync itself.

Pair with HubSpot

Tie ATS Anywhere commercial-hire pipeline to HubSpot revenue per territory

Open AE and SDR roles, pipeline depth per role family and offer-acceptance trend from ATS Anywhere sit next to HubSpot pipeline, closed-won and quota attainment for the same territory and quarter. Revenue ops sees the territory whose AE backfill has been at offer stage for six weeks while pipeline coverage slid below 3x, and the SDR cohort whose offers are about to land ahead of the next pipeline build. The forecast call moves from arguing over rep optimism to working a list of territories where hiring and quota have drifted apart.

Pair with monday.com

Reflect ATS Anywhere open roles into the monday.com hiring boards

Open jobs, applicants in pipeline and interviews-this-week from ATS Anywhere reflect into the monday.com boards talent acquisition and hiring managers already work in, with stage, owner and target close-week kept in sync. Hiring leads see which roles have no in-flight monday item to back them, and which monday items are still open against jobs that closed in ATS Anywhere last week. The weekly hiring board stops being a separate spreadsheet and becomes a read on the work the team is already running.

Pair with Calendly

Match ATS Anywhere interview stages to Calendly interviewer availability

Candidates moving into an interview stage in ATS Anywhere see the right Calendly link for that role, panel and BU, and the interviewer load logged in Calendly flows back into the warehouse next to time-in-stage per hiring manager. Recruiters stop juggling shared calendars and email threads to land a phone screen, and talent-acquisition leadership sees which panels are running over capacity for the volume of candidates they have to review this week, before scheduling drag becomes the reason a candidate accepts a competing offer.

Pair with Exact Online

Tie ATS Anywhere accepted offers to Exact Online personnel-cost lines

Accepted offers from ATS Anywhere line up with the Exact Online personnel-cost lines per cost centre and entity, with start date, role family and BU attached. Group finance sees the BU whose hire pace is running ahead of the headcount budget posted in Exact, and the cost centres where the offers signed in the last two weeks do not yet appear in the next-period payroll forecast, before close instead of after.

Your existing tools

Your data lands in a warehouse. Your BI tools read from it.

You keep the reporting tool you already have. We connect it to the warehouse where your ATS Anywhere data lives.

Power BI Microsoft

Fabric Microsoft

Snowflake Data warehouse

BigQuery Google

Tableau Visualisation

Excel Sheets & pivots

Three steps

From ATS Anywhere to answers in three steps.

Connect securely

OAuth authentication. Read-only by default. We sign a DPA and your admin keeps the keys.

Land in your warehouse

Data flows into your warehouse on your schedule. Near real time or nightly, your call. You own the data.

Reporting, automation, AI

We build the first dashboard, workflow or AI feature with you, then hand over the keys. Or we stay on for ongoing delivery.

Two ways to work with us

Pick the track that fits how you work.

Track 01

Self-serve

We set up the foundation. Your team builds on top.

ATS Anywhere connector configured and running
Warehouse set up in your cloud account
Clean access for your Power BI, Fabric or Tableau team
Documentation on what's in the data model
Sync monitoring so you're warned before reports break

Best fit Teams that already have a BI analyst or data engineer and want to own the build.

Track 02

Done for you

We build the whole thing, end to end.

Everything in Self-serve
Dashboards built to the questions your team actually asks
Automations between your systems
AI workflows scoped to real tasks your team runs
Custom apps where a dashboard does not cut it
Ongoing delivery at a pace that fits your team

Best fit Teams without in-house BI or dev capacity. You tell us what you need and we deliver it.

Before you book

Frequently asked questions.

Who owns the data?

You do. It lands in your warehouse, on your cloud account. We don't resell or aggregate it. If you stop working with us, the warehouse stays yours and keeps running.

How fresh is the data?

Near real time for most operational systems. For heavier sources we schedule hourly or nightly. You pick based on what the reports need.

Do I need a warehouse already?

No. If you don't have one, we help you pick one and set it up as part of the first delivery. Common starting points are Snowflake, Microsoft Fabric, or a small Postgres start.

GDPR-compliant

Data stays in the EU

You own the warehouse

A first deliverable live in four to six weeks.

We review your ATS Anywhere setup and the systems around it. Together we pick the first thing worth building.

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