Recruiting APIs that connect your ATS, your job boards, and your client systems into a single data layer.
We build API integrations for recruiting firms and HR tech companies — ATS integrations, job board APIs, background check and assessment connectivity, client HRIS integrations, and the automation layer that eliminates manual data work in the recruiting workflow. Fixed scope, fixed price.
Your recruiters are posting the same job to six boards individually, copying candidate information from LinkedIn into the ATS, and pasting interview feedback from email into the record manually. Every one of those steps is an integration waiting to be built.
Recruiting data is generated in too many places at once. A candidate enters the pipeline through LinkedIn, Indeed, a company careers page, an employee referral portal, and a recruiter's direct message simultaneously. Each entry point has a different data format, a different level of profile completeness, and a different place in the recruiter's workflow. An ATS without proper API integration to these sources requires manual processing at each entry point — the recruiter checking each channel, copying the resume, creating the candidate record, and attaching the source.
At the other end of the pipeline, placing a candidate at a client requires data exchange with the client's HRIS. If the client uses Workday, SuccessFactors, or Greenhouse as their ATS/HRIS, the recruiter often has to re-enter the placed candidate's data in the client system manually — duplicating data that already exists in the recruiting firm's ATS. An API integration to the client's system at placement eliminates this entirely.
Background check and assessment integrations have similar multiplier effects. A background check workflow that requires copying candidate information from the ATS into Checkr's or Sterling's portal, then manually checking back for results and updating the ATS record, takes 15 minutes of recruiter time per candidate. The same workflow via API takes zero recruiter time.
A recruiting API integration layer that connects your ATS, job boards, assessment tools, background check providers, and client HRIS systems — so candidate data flows automatically and your recruiters spend time recruiting, not data entering.
Job board distribution API
Job posting pushed simultaneously to Indeed, ZipRecruiter, LinkedIn Jobs, and other configured job boards from a single source. Apply-with-Indeed or Apply-with-LinkedIn candidate data captured and routed to the ATS automatically. Job board analytics (views, clicks, applies per board per job) aggregated for distribution optimisation.
ATS API integration
Bullhorn, Greenhouse, Lever, or Workday Recruiting API integration for candidate, job, and placement data. New candidates created automatically from inbound sources. Interview feedback from structured interview tools (Lever Feedback, Greenhouse Scorecards) synced to candidate record. Requisition status from client ATS synced to your ATS.
LinkedIn Recruiter integration
LinkedIn Recruiter System Connect (RSC) integration — InMail replies, candidate profiles, and recruiter notes synced to the ATS without manual copy-paste. Candidate activity visible in the ATS with LinkedIn context.
Background check and assessment automation
Checkr or Sterling background check order triggered from ATS candidate status change. Results received via webhook and attached to the candidate record. Assessment tools (HackerRank, Codility, Predictive Index) delivery triggered from ATS and results synced back.
Client HRIS onboarding integration
Placed candidate data pushed to client Workday, BambooHR, or SuccessFactors at hire — name, start date, job title, compensation, and manager. Eliminates client-side HRIS data entry for recruiter-placed hires. Built on Next.js API routes, Postgres, Bullhorn/Greenhouse REST APIs, LinkedIn RSC, and Checkr API.
One honest number to start.
Fixed-scope, fixed-price. The number below is the starting point — final scope is built from your brief.
A recruiting API integration layer that connects your ATS, job boards, assessment tools, background check providers, and client HRIS systems — so candidate data flows automatically and your recruiters spend time recruiting, not data entering.
Three steps, every time.
The same repeatable engagement on every project. No surprises, no mystery, no billable ambiguity.
Brief & discovery.
We send you questions, then get on a call. Output: a written scope with every step, feature, and integration listed.
Build & ship.
Fixed schedule, weekly reviews. No scope creep unless you change the scope — and if you do, we reprice it transparently.
Warranty & retainer.
30-day warranty on every launch. Most clients stay on a monthly retainer for ongoing features and maintenance.
Why Fixed-Price Matters Here
Recruiting firms evaluate technology investments against recruiter capacity. If an integration saves each recruiter 5 hours per week, the ROI calculation is straightforward. Fixed scope and fixed price is how you make that investment with budget certainty.
Related engagements.
Questions, answered.
Yes — LinkedIn RSC requires a LinkedIn Recruiter seat subscription to access. If your firm uses LinkedIn Recruiter, RSC is included in the program and enables the ATS sync. If you use LinkedIn Recruiter Lite or regular LinkedIn, RSC is not available.
Each job board has different required fields and character limits. The integration layer handles format normalisation — a single job record in your system maps to the required format for each board. Board-specific requirements (salary transparency for Colorado-based postings, required EEO fields) are handled per board in the mapping.
Checkr supports background checks in select countries beyond the US. Sterling has broader international coverage. International background check workflows have different turnaround times and legal requirements by country — we configure the workflow per geography during the integration project.
Job board distribution, ATS API integration, LinkedIn RSC, and background check automation typically runs $30k–$65k. Client HRIS integration scope and number of job boards are the main variables. Fixed-price.
10 to 14 weeks for a production recruiting integration layer with job board distribution and ATS connectivity.
Tell Ryel about your project.
Describe what you’re building and what outcome you need. You’ll have a written, fixed-price scope within the week.