Migrate your Candidate Manager data
A web-enabled ATS and talent management system for mid-market staffing teams. Migrating data in or out requires file-based exports due to limited API access.
In its favor
Why people choose Candidate Manager
The signal that keeps Candidate Manager on the shortlist. Sourced from G2, Capterra, and customer scoping calls.
GDPR compliance is built in — automated candidate consent, automated data retention rules, and privacy policy enforcement matter for UK, Irish, and EU recruiters who would otherwise wire those workflows manually.
Job board reach — branded careers pages can post to over 600 job boards and social media channels from a single posting workflow.
Equality, Diversity and Inclusion reporting with customised Equal Opportunities forms is offered out of the box, supporting public-sector and regulated-industry hiring monitoring.
Bespoke onboarding — Candidate Manager pitches a 'create a bespoke recruitment solution' configuration model alongside its standard product, allowing larger customers to tune the workflow to their process.
Established footprint with offices in Ireland, UK, and USA, with named bank, energy, and recruitment-firm customers giving regional buyers a reference base.
Zero verified review footprint — Capterra shows 0 reviews and TrustRadius gating prevents public sentiment analysis, leaving buyers without independent validation versus high-volume ATSes (BambooHR 3,400+ reviews, ZipRecruiter 10,000+).
Pricing is opaque; one Capterra entry references a €2,000 per user one-time Basic plan, which is unusual versus the subscription model competitors offer and difficult to compare.
No public API or developer documentation means integrations with background-check vendors, assessment tools, or downstream HRIS systems require vendor-mediated work rather than standard plug-and-play.
Up to 5-day account setup with an account manager is slow versus self-serve modern ATSes that go live in hours.
Limited public footprint and review depth makes long-term roadmap and support continuity hard to assess for buyers committing multi-year.
Reasons to switch
Why people leave Candidate Manager
The recurring reasons buyers give for replacing Candidate Manager. Presented as facts, not knocks.
Platform scorecard
Strengths, weaknesses, and where Candidate Manager fits
Grades across six dimensions, plus a SWOT-style view of where the platform shines and where it falls short.
SWOT — strengths, weaknesses, and use-case fit
Strengths
Weaknesses
Where it works
Where it struggles
Pricing tiers
Candidate Manager pricing overview
Candidate Manager does not publish pricing on its public-facing pages. Sales-led pricing is typical for this category. Hidden implementation and data migration fees are common in ATS procurement contracts and should be requested explicitly.
Basic (per Capterra listing)
Tier 1 of 2
€2,000 per user (one-time fee, per Capterra)
What's included
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What gets migrated
Candidate Manager object support
Object-by-object support for Candidate Manager migrations. Per-pair details surface during scoping.
Candidates
Mapping requiredCandidates are the core record type. We map name, contact details, resume, application date, source attribution, and status stage. Ranking and pre-profiling scores transfer as numeric fields, but stage names must be normalized since the platform uses hardcoded labels (Applied, Under Consideration, Interviewing, Hired) that vary across tenants.
Job Orders
Mapping requiredJob orders carry requisition metadata, department, location, and open date. We map these as Jobs or Position records in the destination. Custom fields attached to job orders require field-level mapping against the target ATS schema.
Pipeline Stages
Mapping requiredCandidate Manager uses fixed stage names that cannot be reconfigured at the workflow level. We preserve the original stage label as a custom property in the destination system and map it to the nearest equivalent stage available in the target ATS pipeline.
Rankings and Pre-Profiling Scores
Mapping requiredNumeric ranking and screening scores are stored as candidate properties. We transfer these as-is but note they are not universally supported in all ATS platforms and may land as custom number fields in the destination.
Hiring Manager Self-Service Portal Records
Mapping requiredRecords created or modified via the hiring manager portal carry an owner attribution field. We preserve this as a user reference but note that hiring managers may not exist as formal user accounts in the platform, requiring a mapping to recruiter owners in the destination.
Staffing Firm and Agency Portal Records
Mapping requiredAgencies submitting candidates through the staffing portal are tracked as submission sources. We map agency name and submission ID to the candidate record and flag any agency-specific notes that may need manual review post-migration.
Onboarding Records
Mapping requiredCandidate Manager extends into onboarding for hired candidates. We migrate onboarding task completion status and document references but flag any e-signature or form-fill data that may not export cleanly.
Reporting Data
Mapping requiredThe platform's reporting module generates aggregate data exports. We extract these as supplementary records to preserve historical hiring funnel metrics, noting that the source data reflects Candidate Manager's own stage definitions.
Custom Fields
Mapping requiredCustom fields exist at both the candidate and job order level but are not documented in a machine-readable schema. We discover them during the scoping call and map them individually against the destination field structure.
| Object | Support | Notes |
|---|---|---|
| Candidates | Mapping required | Candidates are the core record type. We map name, contact details, resume, application date, source attribution, and status stage. Ranking and pre-profiling scores transfer as numeric fields, but stage names must be normalized since the platform uses hardcoded labels (Applied, Under Consideration, Interviewing, Hired) that vary across tenants. |
| Job Orders | Mapping required | Job orders carry requisition metadata, department, location, and open date. We map these as Jobs or Position records in the destination. Custom fields attached to job orders require field-level mapping against the target ATS schema. |
| Pipeline Stages | Mapping required | Candidate Manager uses fixed stage names that cannot be reconfigured at the workflow level. We preserve the original stage label as a custom property in the destination system and map it to the nearest equivalent stage available in the target ATS pipeline. |
| Rankings and Pre-Profiling Scores | Mapping required | Numeric ranking and screening scores are stored as candidate properties. We transfer these as-is but note they are not universally supported in all ATS platforms and may land as custom number fields in the destination. |
| Hiring Manager Self-Service Portal Records | Mapping required | Records created or modified via the hiring manager portal carry an owner attribution field. We preserve this as a user reference but note that hiring managers may not exist as formal user accounts in the platform, requiring a mapping to recruiter owners in the destination. |
| Staffing Firm and Agency Portal Records | Mapping required | Agencies submitting candidates through the staffing portal are tracked as submission sources. We map agency name and submission ID to the candidate record and flag any agency-specific notes that may need manual review post-migration. |
| Onboarding Records | Mapping required | Candidate Manager extends into onboarding for hired candidates. We migrate onboarding task completion status and document references but flag any e-signature or form-fill data that may not export cleanly. |
| Reporting Data | Mapping required | The platform's reporting module generates aggregate data exports. We extract these as supplementary records to preserve historical hiring funnel metrics, noting that the source data reflects Candidate Manager's own stage definitions. |
| Custom Fields | Mapping required | Custom fields exist at both the candidate and job order level but are not documented in a machine-readable schema. We discover them during the scoping call and map them individually against the destination field structure. |
Gotchas
What to watch for in Candidate Manager migrations
Issues we've hit on past Candidate Manager migrations, tagged by severity. FlitStack AI handles every one — surfacing them up front because buyer engineering teams want to know.
No public API for incremental sync or third-party integrations
Pipeline stages are fixed and not reconfigurable
Bespoke configurations vary tenant-to-tenant
EDI reporting fields are sensitive personal data with GDPR implications
| Severity | Issue |
|---|---|
| High | No public API for incremental sync or third-party integrations |
| Medium | Pipeline stages are fixed and not reconfigurable |
| Medium | Bespoke configurations vary tenant-to-tenant |
| High | EDI reporting fields are sensitive personal data with GDPR implications |
Leaving Candidate Manager?
Where Candidate Manager customers move next
5 destinations Candidate Manager can migrate to.
How a Candidate Manager migration works
Four steps, Candidate Manager-specific
Connect
Not publicly documented into Candidate Manager. Scopes limited to read-only on the data we move.
Map
We translate Candidate Manager-specific structures (custom fields, objects, value lists) to the destination's model.
Sample
Test with a 50–200 record subset to validate Candidate Manager quirks before production.
Migrate
Full migration with Candidate Manager rate-limit handling. Rollback available throughout.
FAQ
Candidate Manager migration FAQ
Answers to the questions buyers ask most during Candidate Manager migration scoping. Not seeing yours? Book a call.
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