Recruitment
Recruitee integration with Feedback Analytics: candidate feedback that sharpens your hiring process
Feedback Analytics captures structured feedback and turns it into insight and follow-up. Recruitee is the ATS where growing teams manage pipelines, jobs, and candidate journeys, clear and scalable. Connecting both ties measurements to the same jobs and stages as in Recruitee, so recruiters, HR, and talent acquisition move faster and see sooner where candidates drop off, which sources work, and where the process strains. Feedback, insight, action, ideal for scale-ups that want to measure hiring seriously.
Why this integration
A solid ATS helps you plan and collaborate; real improvement needs what candidates experience along the way. Without structured feedback much stays implicit while Recruitee shows pipeline, stages, and jobs.
Connecting Feedback Analytics to Recruitee context, job, stage, source, makes candidate experience measurable where teams already work. Recruitee leads your hiring process; Feedback Analytics remains where feedback is captured, analyzed, and turned into follow-up and optimization.
What you can do with Feedback Analytics + Recruitee
Feedback Analytics supplies trusted feedback and logic; Recruitee supplies pipeline and job context so responses map to roles, stages, and sources.
| Collect candidate feedback | Targeted surveys after milestones, application, screening, interview, offer, aligned with GDPR and your tone of voice. |
|---|---|
| Improve candidate experience | See where communication, speed, or expectations break down, act on signals, not only hunches. |
| Optimize the recruitment process | Compare cycle time and satisfaction across steps and teams to find bottlenecks. |
| Insights per job or stage | Report by role, department, or funnel stage, for hiring managers and TA reporting. |
| Automate follow-up | Trigger alerts or workflows at low scores or labels toward recruiter or hiring manager. |
| Technical shape | API, webhooks, and ATS integration aligned with your Recruitee setup. |
Practical use cases
- Post-application: short pulse after apply for first impression and responsiveness.
- Interview rounds: feedback after each round, linked to job and interviewer where policy allows.
- Offer: satisfaction before acceptance to spot friction in terms or comms.
- Per job: compare sources and conversion alongside CX scores.
- Scale-up growth: regular measurement cadence as the team and role count grow.
Who it is for
Recruiters and talent acquisition steering on experience beyond classic ATS KPIs. HR linking candidate experience to policy and employer brand. Scale-ups hiring fast while measuring consistently, without a new spreadsheet every round.
How the connection works
Define surveys, logic, dashboards, and webhooks or API access in Feedback Analytics.
Map identifiers and events from Recruitee, candidates, jobs, stages, so each response is traceable under GDPR and internal hiring rules. Align fields, consent, and retention with legal and IT. Feedback Analytics stays where feedback is captured and turned into action; Recruitee stays the ATS where hiring happens.
Why Feedback Analytics as the central feedback layer?
Feedback Analytics is more than a survey tool: collection through action with flows and action lists.
One definition for scores and labels before numbers hit team reviews or OKRs, without every recruiter using their own template.
Start free to try how this fits your Recruitee tenant and first use case with your team.
FAQ
Does Recruitee replace Feedback Analytics?
No. Recruitee is your ATS; Feedback Analytics is where feedback is captured and turned into follow-up.
What about GDPR and candidate data?
Align questions, timing, fields, and retention with your privacy notice and legal basis.
Can we compare insights per job or recruiter?
Yes if policy and legal allow. Technically it depends on which identifiers you map and export.
API and webhooks or manual export only?
Many teams combine ATS integration, API, and webhooks, choose what is stable for your volume and growth stage.
