KI BMS in your industry.
We build a general ATS, not an industry-specific tool. But every industry has its own recruiting reality - here's how KI BMS configures for yours.
B2B SaaS
5-50 staff, Sales + Engineering + Customer Success.
Classic mid-market SaaS case. 6-12 open roles, fast funnel, heavy mailing cadence. KI prompts per role, three templates, multi-voice scorecards. Setup example: senior engineer + sales development + customer success manager in parallel.
Manufacturing / Mid-market
100-1000 staff, recruiting for production + admin + engineering.
High application volumes, slower decision cycles, often multiple hiring managers per role. Recommended setup: Power tier with 8-15 seats, KI screening on every role, structured interviews + multi-voice scorecards mandatory, DPA aligned with works council.
Agency
Staffing agency, headhunter, marketing agency.
Multi-client via orgs, own talent pool as a value asset, fast bulk candidate ingestion. Dedicated landing for agencies at /agentur.
Healthcare / Care
Hospital network, care service, medical centre.
Special GDPR requirements (special categories like health status), shift models, high turnover. Recommended setup: strict data minimisation in the application form, 6-month retention, DPA countersigned by the DPO.
Trades
Trades, construction, logistics.
Few formal applications, many via referrals + WhatsApp. Recommended setup: careers page with a big 'apply via photo email' block, source 'referral' as default, KI screening turned off (too little data).
Education
Schools, universities, education providers.
Collective-agreement sensitivity, anti-discrimination caution, often public-sector. Recommended setup: structured interviews mandatory, scorecards with standard anchor levels for civil-servant roles, audit log exported monthly.
Industry missing? Write us.
Happy to tune the setup recommendation for your concrete context.