Migrate from Employ to Bullhorn ATS & CRM

Employ Candidates map directly to Bullhorn Candidates. AI interview evaluation scores stored as metadata on the Employ Candidate must be extracted as structured fields and written to Bullhorn custom fields (customer-configured during scoping). We identify all Candidates with AI scores during the data audit, provision equivalent custom fields in Bullhorn, and write the extracted scores during the load phase. Contact information, work history, and skills migrate as standard fields. Any Candidate records without a matching email in Bullhorn are held in a dedupe queue for the customer admin to review.

Employ Applications link a Candidate to a Job and track the pipeline stage. Bullhorn does not have a distinct Application object; submissions are tracked as Candidate records with status against a Job. We map Application stage history to Bullhorn's Candidate status fields and preserve stage timestamps as custom date fields or note attachments for audit trail integrity. Any notes attached to the Application migrate as Note records linked to the Candidate.

Employ Jobs map to Bullhorn Jobs. Title, description, department, location, employment type, and status migrate as standard fields. Job ID is preserved as a custom field for cross-reference. Bullhorn Career Portal settings, job board distribution configurations, and Indeed or LinkedIn integration settings are destination-specific and do not transfer from Employ; we document the current distribution list from Employ so the customer's Bullhorn admin can reconfigure post-migration.

Employ allows each customer to define custom pipeline stages per job with no published standard schema. We extract the full list of active stage names during discovery and match them to Bullhorn pipeline stages. Stages with no direct Bullhorn equivalent are flagged for manual assignment before migration so that Candidates do not land in a null stage. The customer and FlitStack AI agree on a stage mapping table during scoping, and any stages requiring new Bullhorn stage values are provisioned in Bullhorn before the load phase.

AI-generated interview evaluations are tied to the Employ Candidate record as metadata, not as a standalone exportable object. We extract these scores during the data audit, normalize them to a structured format (score value, evaluation date, evaluator type), and write them into Bullhorn custom fields on the Candidate record. Bullhorn's custom field limit per entity depends on the edition: Bullhorn ATS allows 2 custom objects with 55 fields each; Front Office Growth and Enterprise allow 10 custom objects. We verify the destination edition against the customer's migration scope before provisioning custom fields.

Employment eligibility verification records are sensitive regulatory documents that must transfer with their full audit trail intact. We carry these as encrypted file attachments linked to the Employee record in Bullhorn rather than re-triggering the E-Verify workflow. The customer must confirm that Bullhorn's environment will accept pre-completed I-9 forms; if Bullhorn requires manual re-entry, we flag this as a compliance gap risk during discovery and the customer addresses it as a separate compliance decision before migration. This object is high-severity because mishandling I-9 records can create legal liability.

Once a candidate is hired in Employ, the record transitions to an Employee object with employment details. We map Employee fields to Bullhorn's Employee record structure, preserving start date, department, manager, employment type, and compensation fields. Bullhorn's employee management capabilities vary by edition and may require Bullhorn Onboarding (an optional add-on) for full post-hire workflow support. We scope against the customer's Bullhorn edition during discovery.

Employ assigns Users to roles such as Recruiter, Hiring Manager, and Admin. We extract role assignments from Employ and map them to Bullhorn's role and permission structure. Bullhorn User provisioning requires that each Employ user has a corresponding Bullhorn User record; we reconcile by email match and hold any unmatched owners in a queue for the customer's Bullhorn admin to provision before the user migration phase begins.

Employ supports custom fields on Jobs, Candidates, and Applications. These require field-level discovery during scoping because there is no published schema documenting which custom fields exist per customer. We extract custom field definitions, data types, and values from Employ during discovery, then provision equivalent Bullhorn custom fields (or custom objects if structured data requires it) before migration. Bullhorn's edition-based limits on custom objects and fields are verified against the destination environment during scoping.

Attachments on Applications in Employ (resumes, cover letters, portfolio files) migrate to Bullhorn as ContentDocument records linked via ContentDocumentLink to the Candidate. File names and content types are preserved. We use Bullhorn's document upload API with appropriate batch sizing for large attachment volumes. Any attachments exceeding Bullhorn's file size limits are flagged during discovery for the customer to address.

Job postings distributed to third-party job boards in Employ are tracked as configuration settings rather than data records. These configurations are destination-specific and do not transfer across platforms. We document the current distribution settings (boards, posting dates, status) as a written record for the customer's Bullhorn admin to reconfigure in Bullhorn's job board integration settings post-migration.

Employ Hiring Process automations and workflow configurations do not migrate to Bullhorn. Bullhorn's automation model (Bullhorn Automation, formerly Herefish) uses a different trigger-and-action architecture from Employ's workflow builder. We deliver a written inventory of every active Employ automation with its trigger conditions, actions, and recommended Bullhorn Automation equivalent. The customer's Bullhorn admin or a Bullhorn partner rebuilds these post-migration as a separate engagement.