LS ATS is your company’s own hiring system — careers page, screening, interviews, offers and induction in one place, run by your HR team and holding only your data.
Two ways in
Candidates and the HR team sign in to different places and see different things — but it is the same application moving through the same steps.
Applying for a job
Find a role, apply once, and follow what happens next from your own account.
Working in HR
Run every role and intake from one place, from the job post to the induction checklist.
The whole journey
Most tools stop when someone applies. The work carries on for weeks after that — and what goes wrong is usually the handover between two of these.
A careers page of your own, with each role open between the dates you set. Google for Jobs and job-board feeds read it too.
A form that reads the CV as it arrives. Applicants can create an account to save a long application and finish it later.
Questions per role, with the answers that rule someone out decided in advance — so eligibility is checked the same way for everyone.
Book the panel, collect a scorecard from each interviewer, and see who is still waiting on feedback.
Offer letters from your own template. The candidate reads it in their own account and accepts by typing their name.
An induction checklist per joiner — ID card, laptop, handbook — so nobody arrives on a Monday with no login.
Campaigns
Internship and graduate programmes arrive all at once. Set the window, the eligibility rules and the form once — the careers page does the rest.
Candidate experience
Every applicant gets their own account. It answers the emails an intake otherwise generates — and it is where the offer is accepted.
Offer to first day
The part most hiring tools leave to a spreadsheet: who accepted, which department they are going to, and what has to be ready before they walk in.
Everything in one system
HR, hiring managers and interviewers each see the part that is theirs — and nothing lives in a spreadsheet on the side.
Your brand, your roles, open between your dates.
Rules and questions checked the same way for everyone.
Search, tag, bulk-move and rank every application.
Panels, calendar invites and a scorecard per interviewer.
Letters from your template, accepted online.
ID and certificates uploaded by the candidate.
A checklist per joiner, and who is starting with something outstanding.
Funnel, source, eligibility and who applied.
Built for an intake
The volume arrives at once, the window is fixed, and the real question at the end is not who got in but where each of them is going.
Set the dates once. Before them the role is listed and the form is not; after them applications stop, and the page says so plainly instead of showing an error.
An account keeps a half-finished application and shows each person where theirs stands — which answers most of the emails an intake otherwise generates.
Pick a template for a stage and everyone reaching it hears from you. Off until you choose one, so nothing goes out by accident.
Allocate every hire to a department at the step you choose. Anyone sitting at that step without one is flagged on their application.
Security & data
Your HR team is putting every applicant's CV, contact details and interview notes into this. These are the answers to the questions that should come up first.
Not a shared database with other companies in it. Your data sits on infrastructure you choose.
Every move through the pipeline, every interview and its feedback, every email sent, and every change to teams and settings — in plain sentences. Sign-in history is kept per person.
Consent recorded per purpose, and a person who asks to be forgotten is anonymised rather than left half-deleted.
Google Workspace or Microsoft Entra, connected to your own tenant by your IT team.
Decide who can change settings, who works the pipeline and who can only look — and whether each person sees their own work, their team's or everyone's.
One click produces the whole workspace as spreadsheets that open in Excel. Leaving is never a negotiation.
AI, if you want it
Every AI feature is optional and runs on your own API key. Without one, LS ATS works exactly the same and simply does not offer them. Your applicants’ data is never used to train anything.
Reads the CV and fills in the application for the person applying.
Scores each application against the role, with the reasoning written out.
Answers questions about your pipeline from your own data rather than a generic idea of hiring.
Looking for a job here? The open roles are on the careers page. Part of the HR team? Sign in with your work account.