Applicant Tracking Software For Recruitment Agencies

Applicant tracking software for recruitment agencies collects applications for the roles your agency itself fills, screens and shortlists them against the criteria you set, schedules interviews, records the pre-employment checks completed by providers and regulators, and hands successful applicants to onboarding, beside the job boards and recruitment CRM you already use. Sentrient supplies it as part of its recruitment module, for the consultants, resourcers and support staff you employ.

Yes. Sentrient is built and supported in Australia for Australian and New Zealand employers, including recruitment agencies and labour hire providers. Screening forms can capture the details Australian hiring needs, such as work rights, state licences and Working with Children Check numbers, and the outcome of each check is recorded against the applicant once the regulator or provider completes it.

Most agencies run a recruitment CRM for candidates and clients, then hire their own consultants through job boards, referrals, spreadsheets and email. Sentrient gives that internal hiring its own funnel as an ATS for recruitment agencies, without touching the CRM. Our guides to applicant tracking systems and ATS and HR software in Australia explain how the pieces fit.

It is internal recruitment software for the people you employ, not the candidate-side CRM or temp desk for your placements. It does not fill shifts or invoice hosts, run police, Working with Children, VEVO or licence checks (the regulator or provider performs those and Sentrient records the result), or test, video-interview or rank candidates on its own. Sentrient's HR page for agencies covers the whole lifecycle, this page covers hiring.

When an agency hires its own staff, the same rules apply as to any employer: minimum terms from awards and the National Employment Standards, the Fair Work Information Statement, anti-discrimination law in advertising and selection, and privacy law over applicant information. The Fair Work Ombudsman sets out the hiring steps. Sentrient keeps the hiring record, and your agency remains responsible for meeting each obligation.

Yes. You write the screening questions and custom forms for each role, for example billing history, a sector desk or the right to work in Australia (confirmed by Home Affairs and recorded here), and Sentrient analyses the responses so your managers can shortlist against those criteria. The software applies the questions you configure, and your agency remains responsible for every hiring decision.

Sentrient records the outcome of each check, it does not run the check. Work rights are confirmed by the Department of Home Affairs through VEVO, police checks by an accredited provider and Working with Children Checks by the state screening unit. VEVO, run by Home Affairs, clears an individual worker. Sentrient holds your agency's record of which applicants have cleared, what is outstanding and what expires.

Candidate records are created automatically from your careers page through career page and job board integration, or added manually by a consultant, and screening starts only with the questions you configure. Roles are set up through Sentrient's job postings software, and every application lands in a complete candidate profile with centralised applicant data for the hiring branch.

Screening responses are analysed against the criteria you set, and advanced search and filtering let a branch manager narrow applicants by licence, location or experience. Shortlists come from reports, and candidates you do not hire now can sit in a talent pool for the next desk opening. Your team makes each shortlisting decision.

Yes. Sentrient syncs the candidate's and the interviewer's calendars, sends automatic notifications and supports online or initial screening calls. Evaluation tasks can be assigned to the branch manager or a second interviewer, and panel notes and feedback stay in one place so everyone involved reads the same record.

Yes. Sentrient lets you request, track and document reference checks within the recruitment module, as its recruitment management system page describes. The referee supplies the reference, your consultant records it against the applicant, and the file is ready before an offer is made.

Automated communication workflows send acknowledgements, follow-ups, reminders and welcome messages at the stages you set. Unsuccessful applicants can be told promptly with a templated message, which matters in an industry where today's applicant may be tomorrow's client or candidate. Every message is logged against the record.

Once a branch manager approves an offer, Sentrient collects the documents you need, requests any additional information and issues the contract for signing through its electronic signing software. The signed contract stays on the applicant's record and moves with them to onboarding.

Sentrient converts the applicant into a new hire and hands the record to its onboarding management system, where declarations, policy acknowledgements and inductions are completed before day one, often from a phone. Preboarding tasks can start as soon as the contract is signed.

Yes. Agencies that add consultants for a new contract or hire resourcers ahead of a busy quarter can run several roles at once, with screening questions doing the first pass and talent pools holding earlier applicants. Where your agency directly employs on-hired workers, the same funnel can collect their applications and record their checks before onboarding, while shift filling stays in your temp desk.

Yes. Custom permissions let each branch manager see their own roles and applicants, while head office sees hiring across every branch and state. Automated alerts tell the right people when an application arrives, a screening form is completed or a check outcome is recorded.

Sentrient tracks recruitment metrics and produces data-driven reports on applications, screening outcomes, interviews and hires by role, branch and period. Managers use them to see which branches are slow to shortlist and where applicants drop out, and to plan the next hiring round.

Applicant information is collected through forms you control and held in one record with permissions you set. The OAIC notes that the employee records exemption does not cover unsuccessful applicants, so their information is handled under the Australian Privacy Principles. Sentrient supports your retention rules, and your agency remains responsible for how applicant information is used and kept.

Yes. Sentrient is web-based and works in any phone or tablet browser, so a consultant or branch manager can review a screening response, add interview notes or approve a stage from a client site without installing an app.

Yes. Every application, screening response, interview note, check outcome and offer is time-stamped against the applicant, so your agency can show how a hiring decision was made and which check outcomes were recorded before the start date. That record supports an audit or a client review, and your agency remains responsible for the decision itself.

Sentrient is Australian, it keeps internal hiring out of your placement CRM, and it hands each hire straight to onboarding, compliance training and the workplace compliance system your agency already runs. One record follows a consultant from application to first placement, and every check outcome is filed where an auditor can find it.

Sentrient suits recruitment agencies, labour hire providers and executive search firms that hire their own consultants and staff, and the professional services and member organisations that work alongside them. Published Sentrient clients include Engineers Australia, Mills Oakley and Energy and Water Ombudsman Victoria, whose Head of People and Culture said: “Sentrient is incredibly easy for our staff to use, and for our people and culture team to administer.” (Marella Verbeeten, Head of People and Culture, Energy and Water Ombudsman Victoria)

Pricing depends on how many people your agency employs, the modules you need and any integrations. We prepare a tailored proposal after a short discovery conversation, so you pay for what your agency uses. There is no obligation, and the proposal sets out exactly what is included.

Yes. Book a free 20-minute demo and we will walk through consultant hiring, screening, interview scheduling and the onboarding handover using roles from your agency. Use the form at the top of this page or request a free demo.