Applicant Tracking Software For Startups

Applicant tracking software for startups collects applications, screens and shortlists them against your criteria, schedules interviews, records the pre-employment checks your providers complete and hands successful applicants to onboarding, beside the job boards and referees you already use. Sentrient keeps every applicant, answer and note on one record so a founder and a first people hire share one view.

Yes. Sentrient is built and supported in Australia and used by organisations across Australia and New Zealand. The applicant tracking system for startups holds the records an Australian employer needs when hiring, from work-rights outcomes to signed contracts, and support comes from a local team. The ATS for startups is the same module larger Sentrient customers run, sized for a founding team.

Sentrient is the employer's own hiring funnel beside the job board ad, the founder's inbox, the shared spreadsheet and the agency most startups hire with today. It does not replace the job board or the agency. For context on how to hire for a startup with a system rather than a thread, read what an applicant tracking system is and how Australian HR software helps with recruitment.

Sentrient is the employer's hiring funnel that records checks beside the providers and boards you already use, so it does not run police, Working with Children or VEVO checks, post to every job board, run coding tests, video interviews or share schemes, or decide who to hire. It differs from Sentrient's HR software for startups, workforce management and the recruitment management system by covering the funnel only.

An Australian startup must not discriminate in job ads, questions or selection, must handle applicant information carefully and must give new starters the Fair Work Information Statement, however small the team. The Australian Human Rights Commission guidelines and the business.gov.au hiring guide describe each step. Sentrient records the questions asked and the answers given. The organisation remains responsible for meeting its obligations.

Yes. You configure the screening questions and custom forms for each role, such as work rights, a required degree or registration, notice period or location, the answers sit beside the resume and Sentrient records the check outcome your provider supplies. It does not decide who is eligible. The organisation remains responsible for the criteria and for every decision made against them.

No, it records them. Work rights are checked through the Department of Home Affairs' free VEVO service for organisations, and police, Working with Children and qualification checks are run by the regulator, the issuing body or an accredited provider. Sentrient holds your organisation's record of which applicants have cleared, what is outstanding and what expires. The organisation remains responsible for performing the checks.

Add candidates by hand, or let your careers page create the candidate record the moment someone applies. Each record carries the resume, the screening answers and any documents requested. Job details, screening questions and approvals are set up through job postings, and career page and job board integration keeps applications flowing into one place rather than three inboxes.

Applicants are ranked against the criteria you set, never by the software's own judgement, so a resume is not rejected by a filter you did not write. Advanced search and filtering surface the answers that matter, screening responses are analysed against your questions, and you shortlist from a report. The organisation remains responsible for the shortlist and for the decision that follows it.

Yes. Sync the candidate's and the interviewer's calendars, send automatic notifications and run an online or initial screening call. Assign evaluation tasks to the co-founder or the team lead, and keep panel notes and feedback on the candidate record so everyone reads the same thing before the offer. Interview scheduling software should remove the back-and-forth, not add a login.

Yes. As the recruitment management system words it, you can request, track and document reference checks against the candidate record so the outcome is on file before the offer goes out. The referee conversation is yours to have. Sentrient records who was contacted, when and what was noted. The organisation remains responsible for how the reference is weighed.

Automated communication workflows send acknowledgements, follow-ups, reminders and welcome messages at the points you choose. Unsuccessful applicants receive a message you have written rather than silence, which matters when the same people will apply again at your next round, and every message is logged on the record. The organisation remains responsible for what is said to each applicant.

Yes. Offers are issued and tracked from the candidate record, and contracts are signed through electronic signing so nobody is chasing a printed page between cities. The signed contract stays on the record and follows the person into their employee file. Signed documents are stored, not interpreted.

Convert the applicant directly into a new hire and hand over to onboarding, where policy acknowledgements, forms and induction begin. Preboarding lets the paperwork start between the signed contract and day one, which is often weeks in a startup with notice periods to wait out. Nothing is re-keyed.

Yes. When a raise turns into five open roles at once, the same screening questions, calendar sync and communication workflows run for two hundred applicants as for two, and the strong candidates you could not place go into a talent pool for the next round. The Fair Work Ombudsman small business hiring page describes what each new starter must receive. Startup hiring software should absorb the burst without a recruiter.

Yes. Custom permissions let the founder, the first people hire and a team lead in another office see only the roles and applicants they are responsible for, and automated alerts tell each of them when an application, a screening response or an interview note needs attention. Everyone works from the one record rather than a forwarded thread.

Data-driven reports show recruitment metrics such as the number of applications per role, the stage each applicant sits at, time to hire and where each hire came from, so you can see which channel produced the hires and which stage stalls. Reports are built from what the team records, so they read as well as the data behind them.

Applicant records sit in one secure system with permissions, and the OAIC notes that the employee records exemption does not cover unsuccessful applicants, so their information stays under the Privacy Act where it applies. Sentrient records what was collected and lets you set who can see it. The organisation remains responsible for its privacy obligations and its retention decisions.

Yes. A founder or team lead can review a shortlist, read screening answers, add interview notes and act on an alert from a phone or tablet between meetings, and the person running the process sees the same record from a laptop. Nothing waits for someone to be back at a desk.

Yes. Every application, screening answer, check outcome recorded, interview note, message and offer sits on the candidate record with a date and a name, so you can show an investor's due diligence team, an auditor or a Fair Work inspector how each hire was made. The record evidences the process. The organisation remains responsible for the decision itself.

Because the funnel and the rest of the employee lifecycle sit in one Australian platform: the hire moves into onboarding, training and compliance records without re-entry, and the same system still fits at fifty staff. Sentrient records the checks, holds the notes and keeps every hiring decision on one record from the first engineer to the first office manager.

Sentrient suits startups and small organisations that hire without a recruiter and need the records to hold up as the team grows. Energy and Water Ombudsman Victoria, a small organisation with a lean people and culture team, said: "Sentrient is incredibly easy for our staff to use, and for our people and culture team to administer. Sentrient is simple, quick, and easy. Having the set and forget function is a game changer." Marella Verbeeten, Head of People and Culture, Energy and Water Ombudsman Victoria. Read the case study.

Sentrient provides a tailored proposal based on the modules you need and the size of your team, so the price reflects your hiring volume rather than a plan built for a large employer. An ATS for startups should not carry seats nobody uses. Request a proposal after the demo and compare it with the agency fees and the founder hours you spend today.

Yes. Book a free 20-minute demo and we will walk through the funnel with one of your own open roles, from the careers page to the signed contract and the onboarding handover, and show how checks are recorded beside the providers you use. Request a free demo.