Applicant Tracking Navigation (ATS/iHire)

Clients reach Applicant Tracking through the My Apps menu. Selecting it opens the applicant portal — but where it lands depends on how that user last closed out of the tool.

It doesn't matter which one a client lands on first — both give full access to the same features and functionality.

A ·Career Websites page — lists every career site specific to that client (not Indeed or LinkedIn — their own branded pages), with a running count of open jobs and applicants to review, plus the live published URL. Selecting "Open Jobs" jumps straight to the Jobs Dashboard.

B ·Jobs Dashboard — the working view most clients spend their day in, with the top nav bar and left-hand navigation menu always visible.

These four options sit in the top nav bar, left to right, and stay available on every screen, not just the Jobs Dashboard — worth calling out once here so we're not repeating it page by page.

Recently Viewed — quick jump back to the applicants you last opened.

Spotlights — how hiring managers share applicants with one another. If a manager finds a promising applicant and wants a colleague to review them, they spotlight it — the applicant then surfaces here for that colleague the next time they open Applicant Tracking.

Events — upcoming interviews and other scheduled events, with quick links to view the applicant or cancel the event straight from the panel.

Bookmarks — pages or records a client has saved for quick access later.

The screen adjusts to show category-specific options across the top once you're inside Jobs: Job Questions, Templates, Listing Boards, Favorites, and Requisitions. This same set of options is also reachable from the left-hand menu, covered next — a category's options always show up both places, across the top once you're inside it, or down the left side. It comes down to how a person prefers to navigate.

• Job Questions — the library of screening questions clients attach to job postings, which applicants answer as part of applying
• Job Templates — a library of predetermined job descriptions to pull from when posting a listing
• Board Favorites — the job boards a client prefers to advertise on
• Requisitions — approval workflows for jobs that need sign-off before they post

Two additional top-menu-only options — Job Ads and Text to Apply — are paid add-ons, so they won't apply to every client.

Once inside the working view, six options sit on the left side of the screen: Dashboards, Applicants, Jobs, Reports, Inbox, and Marketplace.

Comes pre-built with metrics on activity, sourcing performance, and total applicants. The default timeframe varies by client — some see a rolling month, others three months, based on their preference.

The Applicants menu is home to every applicant profile in the system, with a few different ways to view and work through them depending on what a client is trying to do.

There are three ways to work through applicants for a given job, and it's worth showing clients all of them since they land on different ones depending on preference:

All Applicants — every applicant record across every job, filterable by department, status, task, specific job, or incomplete applications, across whatever timeframe is needed.

Applicants by Job — the same list view, filtered down to one job at a time.

Pipeline — a more modern, visual kanban-style board for one job at a time. Clients move applicants through the pipeline stages by dragging and dropping their cards; the stages themselves are configurable per hiring workflow, so they can vary from job to job.

"Applicants by Job" and "Pipeline" cover the same ground — same filter by job — just with a different look. Some clients prefer the familiar list, others prefer the visual board, so it's worth walking through both.

e-Form Dashboard — a single view of every form completed during the hiring process (offer letters, interview feedback forms like punctuality or skills fit), with drill-down to see which applicant each form is tied to.

Seven options live under Reports. This session focuses on the two clients use most day to day — Dashboard and Report Builder — with the rest covered here at a glance so the team knows what they are if a client asks.

• Standard Reports — over 40 pre-built reports, organized into five categories: Administrative, Applicants, Compliance, Jobs, and Sourcing
• Dashboard — the separate reports dashboard shown below, a different look from the main Dashboard covering conversion, pipeline, jobs, and sources
• Report Builder — a custom report writer for building reports outside the standard library
• HR Fuse — shows assessment scores, with drill-down into the details behind each applicant's assessment
• Analytics — despite the name, this is narrower than it sounds: Application Process Results (starts, completes, and completion rate) and Applicant Exit Data (where in the application applicants are dropping off, by section)
• Visitor Traffic — a daily visitor count for the client's career site over a chosen date range
• Website Source — identifies which sources candidates are coming from (Google, Indeed, the client's own website, etc.), broken down by views, started applications, completed applications, interviewed, and hired

Shows conversations that have taken place with applicants, filterable by recency — 3, 10, 20, 30, or 60 days back.

Lists partner options for background checks and assessments — for example, ProScreen for background checks. Options here are limited to the specific partners available.

These six navigation items cover what a client uses daily, but a few more options live outside the main menus. On the right side of the screen: a Home icon (returns to the Career Websites screen), Notifications, and My Account.

The menus covered above are what clients use day to day. Settings is where the underlying configuration lives — clients won't visit it often, but the team should know it's there.

Not having the right users set up is one of the most common questions the team fields, so it's worth covering in more depth than a quick mention.

Internal vs. client roles

Two roles exist purely on the isolved/Partner side: Root Admin (every isolved employee — full back-end access to all accounts) and Sales Rep, which is your role, scoped to your assigned team's clients only. That title is expected to get renamed at some point to something that better reflects Partner status — we'll update this doc once that happens.

On the client side, six roles are available, each with a different level of access:

• Administrator — full access: settings, reports, all jobs, all users. Can post jobs.
• Posting Manager — can post jobs and manage applicants within their assigned business units.
• Non-Posting Manager — can manage applicants and communicate with them, but cannot post jobs.
• Viewing Manager — read-only; can view applicants and leave notes, nothing more.
• Assigned User — the same access as a Non-Posting Manager, but only sees applicants specifically assigned to them.
• Contact — very limited; used only for notifications and approvals.

Setting users up

The Users screen (reachable from the kebab menu) breaks these roles out as tabs across the top: Administrators, Managers, Assigned Users, Employees, Req Mass Update, and Contacts.

• Administrators — full-access users, added directly on this tab.
• Managers — this is where Posting Manager, Non-Posting Manager, and Viewing Manager get selected; all three live under this one tab rather than as separate tabs of their own.
• Assigned Users — matches the Assigned User role above.
• Employees — not an ATS access role at all — this is what gives employees access to the referral portal.
• Req Mass Update — a bulk-update tool for making the same change across multiple users at once instead of editing them one by one.
• Contacts — reserved for people who aren't users anywhere else in the system. If a client wants to notify a group, using real users' emails as Contacts works, but it isn't best practice — better to use a role that's already tied to an actual user account whenever one exists.

Future sessions will cover job creation and hiring workflows in depth — for now, the goal is just making sure the right people have the right access.

A client's go-to resource for troubleshooting — and the team's first stop before escalating anything to Partner Support.

How to access it:

• 3-dot menu (top right) → Help Center
• The search bar at the bottom of the ATS, which surfaces articles in real time

A few habits worth building:

1. Search a topic here whenever a client brings up something worth double-checking. If an article covers it, share it with them directly.
2. Keywords matter — search "two-factor authentication," not "code issue." The more specific term surfaces the right article faster.
3. If you've searched, found nothing, and already done some troubleshooting, you already have what you need to put together a strong case for Partner Support.