ATS tooling has commoditised. What separates great hiring orgs from mediocre ones is interviewer calibration and scorecard discipline. Two tactics that move the needle fast.
ATS feature parity is table stakes. PeopleVizio, Ashby, Greenhouse — they all do pipeline management, offer letters, and interview scheduling at similar quality. The difference in hiring outcomes isn't in the tool.
It's in interviewer calibration. Two tactics we see work: (1) pre-interview rubrics that are role-specific, not generic 'strong coder / weak coder'; (2) post-interview debriefs within 24 hours, on structured scorecards, not on Slack threads.
The ATS supports these — it doesn't create them. That's on your People and Talent Acquisition leaders.