One ATS from
application to offer.
Manage your entire hiring process in Panelynx. Keep candidates moving, your team aligned, and everything connected.
- All candidates, one place
- Configurable stages, filters and bulk actions
- 24 reports on pipeline, offers and interviews
Panelynx is an applicant tracking system (ATS) for hiring teams. It carries a role from job post to signed offer: a hosted careers page, a candidate pipeline you configure, interview scheduling, offers with approvals and a talent pool, with structured interviews and independent scorecards built into every stage.
See the full picture
of every candidate.
Get the complete context: applications, interviews, feedback, and more, in one place. Make the call with the whole record in one place.
- Application & profile details
- Interview history & feedback
- Scorecards & panel notes
- Messages & communication
- Activity timeline
A connected hiring workflow
From application to offer, everything works together.
Applications
Flow in from your careers page, referrals, agencies and CSV import.
Screening
Quickly shortlist with structured data.
Interviews
Schedule, conduct and capture feedback.
Scorecards
Compare and align as a panel.
Offer & Hire
Approve, send and track offers; candidates accept online.
Pipeline at a glance
Track progress, spot bottlenecks, and keep your hiring on schedule.
Explore the pipelineFrom interview to offer
Approval chains: EnterpriseApprove and send offers without leaving the record. Candidates accept online.
See offer workflowMeasure. Improve. Repeat.
Get insights into your hiring performance, panel alignment and team effectiveness with powerful reports and analytics.
Calibration and panel alignment are stamped Premium; the reports hub opens on Growth.
View reportsWHAT THE ATS DOES
Everything a hiring process needs, in one system.
From the job post to the signed offer, with the interview layer inside the workflow rather than bolted to the side of it.
Manage every role from one pipeline
Each vacancy runs on stages you define, from a reusable pipeline template or its own. Work the board as a Kanban or a list, filter it, act on candidates in bulk, and archive what is closed. A stage can require an approval before anyone moves through it.
Stage approvals: EnterpriseBring candidates into one place
Applications arrive from your hosted careers page with its own apply wizard and CV upload, from referrals and agency submissions, from your talent pool, from manual entry when you only have a name, and from a CSV or ATS export with column mapping.
CSV and ATS import: GrowthSee the whole candidate journey
One record holds the CV and its parsed detail, the application answers, every interview and scorecard, notes, the email thread, references, the offer and the activity trail. Nobody has to reconstruct a history from four tools before a debrief.
Coordinate interviews without leaving the ATS
Schedule a round straight from the pipeline against the panel’s real availability. Invites and reminders run on Google Calendar, external guests can be added, and a candidate can pick their own slot from a link.
Run structured interviews inside the workflow
Every round opens from an interview plan: the sections, the timing, the questions and what a good answer looks like. The plan is attached to the vacancy, so each candidate for a role gets the same interview rather than whichever one their panel remembered.
Collect independent feedback
Each panelist scores against the shared rubric and locks that score before they can see anyone else’s. The panel then compares evidence side by side, so the debrief starts from what people saw rather than from who spoke first.
Move from interview to decision
The panel compares locked scorecards, and a recruiter or owner records the outcome: hire, next round, hold or reject, with a reason. The candidate’s stage moves with the decision instead of someone remembering to drag a card.
Manage offers and approvals
Build the offer from a template and a compensation package, revise it as a new version rather than overwriting the last one, route it for approval where that is required, and send it as a PDF. Candidates accept online, and every version and event stays on the record.
Approval chains: EnterpriseBuild your talent pool
Strong candidates who were not right this time stay in a pool with their tags, notes, parsed CV and match scores. When the next role opens, scan the pool into it before you start sourcing from nothing.
Understand your hiring performance
A reports hub covering the pipeline, sourcing, efficiency, offers and interviews, plus insight views on a vacancy, a plan, a question, the panel and the talent pool. Calibration and panel alignment sit above that, on Premium.
Reports hub: GrowthConnect Panelynx to your hiring stack
Google Calendar for scheduling, governed email with editable templates, SAML single sign-on for identity, and a REST API with signed webhooks when you need Panelynx to talk to systems of your own.
API and webhooks: Enterprise
Questions people ask about the ATS
If yours is not here, ask it. Yohan answers these himself.
Ask a questionIs Panelynx a full applicant tracking system?
Yes. Job posts, a hosted careers page, a candidate pipeline with the stages you choose, scheduling, offers, a talent pool and reports. The difference is that structured interviews and independent scorecards are part of the same system rather than a second tool the ATS hands off to.
Can we bring candidates over from the system we use now?
Yes. Export your candidates as CSV and map the columns during import; the mapper handles the common export shapes. Import is available from Growth.
Does Panelynx post jobs to external job boards?
Not yet. You publish to your own hosted careers page and to the Panelynx board today. Posting out to external boards is not built, and we would rather say so than imply it.
Who can move a candidate or record a hiring decision?
Five roles are enforced on the server, not just hidden in the interface. Recording the decision of record is a recruiter or owner action. AI never writes a stage, a score of record, a decision or a lock.
Do interviewers and hiring managers need a paid seat?
No. You pay for the recruiters running the process. Interviewers and hiring managers take part at no extra cost, up to the free-seat allowance on your plan.
Run your entire hiring process
in one place.
- Structured interviews
- Scorecards & comparison
- Hiring pipeline & reporting