Migrate your In-recruiting data
In-recruiting is a European ATS platform for SMB and mid-market recruitment agencies, handling the full candidate lifecycle from job posting through placement tracking.
In its favor
Why people choose In-recruiting
The signal that keeps In-recruiting on the shortlist. Sourced from G2, Capterra, and customer scoping calls.
Italian-built ATS (Intervieweb, Turin, founded 2009) with 11 languages and strong fit for European recruiters needing localized job boards and GDPR-aligned hiring workflows.
Named enterprise references including McDonald's, Burger King, Renault Trucks, and DHL Express give regional buyers confidence in operational scale.
Multiposting feature publishes a single requisition to LinkedIn, Indeed, Monster, and other boards plus social channels, reducing duplicate-entry work for talent acquisition teams.
Comprehensive feature set spans personalised career pages, application forms, boolean search, audio/video interviews, automated feedback, questionnaires, HR events, and reports — covering full lifecycle without bolt-on tools.
Tiered SMB plans (Espresso, Lungo, Cappuccino) target organisations with 1–15 active jobs, with Smart at €49–54/month providing a low-friction entry point versus enterprise ATSes.
Pricing structure is complex — four named tiers plus custom Enterprise plus add-ons make it hard to estimate total cost without sales engagement.
Reviewer feedback notes the application form usability and statistical/reporting depth need improvement compared to modern competitors.
Entry-level cost (€49–54/month) is higher than some flat-rate annual alternatives that target the same SMB segment.
No anti-cheating features for assessments are documented, limiting suitability for high-volume technical screening at scale.
Public API capability is not documented in reviewer write-ups, suggesting either limited or sales-gated developer access.
Reasons to switch
Why people leave In-recruiting
The recurring reasons buyers give for replacing In-recruiting. Presented as facts, not knocks.
Platform scorecard
Strengths, weaknesses, and where In-recruiting 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
In-recruiting pricing overview
In-recruiting prices in four named tiers plus custom Enterprise. Espresso, Lungo, and Cappuccino target organisations with 1–15 active jobs with varying feature depth. Smart (ATS + multiposting + candidate meetings) is published at €49–54/month. Enterprise is custom-quoted based on selected features. Each plan can be extended with add-on modules.
Espresso / Lungo / Cappuccino
Tier 1 of 3
Tiered (1–15 active jobs each, pricing per tier not all publicly disclosed)
What's included
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Book a free 30 minute consultationPricing is informational. FlitStack AI does not bill on In-recruiting's schedule — see our quote-based pricing →
What gets migrated
In-recruiting object support
Object-by-object support for In-recruiting migrations. Per-pair details surface during scoping.
Candidates
Fully supportedCandidate records are the core object with full profile data (name, contact, CV, source, stage). Boolean search over the candidate database is supported. We export candidate records with associated CV attachments and source attribution.
Jobs (Requisitions)
Fully supportedJob postings include title, description, location, requirements, and publishing destinations. We map requisitions with multiposting history to track which boards the job was distributed to.
Applications
Fully supportedApplications link Candidates to Jobs with stage, applied-date, source, and screening question responses. We preserve application status history and associated form responses.
Pipeline Stages
Mapping requiredPipeline stages are configurable per requisition or workspace. We export the stage definition and per-application stage history, mapping to the destination's equivalent stage taxonomy.
Interviews
Mapping requiredAudio/video interview records with scheduling and feedback. We map interview records to destination interview objects, preserving feedback and scoring where the destination supports structured interview data.
Questionnaires / Assessments
Mapping requiredCustom questionnaires sent to candidates as pre-screening or assessment. We export questionnaire structure and submitted responses, flagging that the destination must support similar question types to preserve fidelity.
Notes
Fully supportedRecruiter and hiring manager notes attached to candidate or application records. Migrated with timestamp and author attribution intact.
Career Page Configuration
Mapping requiredPersonalised career page settings (branding, layout, custom domain). We document configuration for re-implementation at the destination but do not migrate hosted HTML/CSS directly.
Users and Permissions
Mapping requiredHR team users with role-based permissions. We map roles to destination equivalents, flagging any custom permission scopes that require re-configuration.
Custom Fields
Mapping requiredCustom fields on candidates and applications. Discovered during scoping and mapped per-field to destination custom properties.
Multiposting Destinations
Mapping requiredConnected job board integrations (LinkedIn, Indeed, Monster). Credentials and per-board configuration must be re-established at the destination — we document active integrations during discovery.
| Object | Support | Notes |
|---|---|---|
| Candidates | Fully supported | Candidate records are the core object with full profile data (name, contact, CV, source, stage). Boolean search over the candidate database is supported. We export candidate records with associated CV attachments and source attribution. |
| Jobs (Requisitions) | Fully supported | Job postings include title, description, location, requirements, and publishing destinations. We map requisitions with multiposting history to track which boards the job was distributed to. |
| Applications | Fully supported | Applications link Candidates to Jobs with stage, applied-date, source, and screening question responses. We preserve application status history and associated form responses. |
| Pipeline Stages | Mapping required | Pipeline stages are configurable per requisition or workspace. We export the stage definition and per-application stage history, mapping to the destination's equivalent stage taxonomy. |
| Interviews | Mapping required | Audio/video interview records with scheduling and feedback. We map interview records to destination interview objects, preserving feedback and scoring where the destination supports structured interview data. |
| Questionnaires / Assessments | Mapping required | Custom questionnaires sent to candidates as pre-screening or assessment. We export questionnaire structure and submitted responses, flagging that the destination must support similar question types to preserve fidelity. |
| Notes | Fully supported | Recruiter and hiring manager notes attached to candidate or application records. Migrated with timestamp and author attribution intact. |
| Career Page Configuration | Mapping required | Personalised career page settings (branding, layout, custom domain). We document configuration for re-implementation at the destination but do not migrate hosted HTML/CSS directly. |
| Users and Permissions | Mapping required | HR team users with role-based permissions. We map roles to destination equivalents, flagging any custom permission scopes that require re-configuration. |
| Custom Fields | Mapping required | Custom fields on candidates and applications. Discovered during scoping and mapped per-field to destination custom properties. |
| Multiposting Destinations | Mapping required | Connected job board integrations (LinkedIn, Indeed, Monster). Credentials and per-board configuration must be re-established at the destination — we document active integrations during discovery. |
Gotchas
What to watch for in In-recruiting migrations
Issues we've hit on past In-recruiting migrations, tagged by severity. FlitStack AI handles every one — surfacing them up front because buyer engineering teams want to know.
Public API details are not surfaced in reviewer documentation
Tier structure couples user count, active jobs, and feature flags
Multiposting integrations are tier-gated and per-board configured
Reporting/statistics weakness flagged by reviewers
| Severity | Issue |
|---|---|
| High | Public API details are not surfaced in reviewer documentation |
| Medium | Tier structure couples user count, active jobs, and feature flags |
| Medium | Multiposting integrations are tier-gated and per-board configured |
| Low | Reporting/statistics weakness flagged by reviewers |
Leaving In-recruiting?
Where In-recruiting customers move next
5 destinations In-recruiting can migrate to.
How a In-recruiting migration works
Four steps, In-recruiting-specific
Connect
Not publicly documented into In-recruiting. Scopes limited to read-only on the data we move.
Map
We translate In-recruiting-specific structures (custom fields, objects, value lists) to the destination's model.
Sample
Test with a 50–200 record subset to validate In-recruiting quirks before production.
Migrate
Full migration with In-recruiting rate-limit handling. Rollback available throughout.
FAQ
In-recruiting migration FAQ
Answers to the questions buyers ask most during In-recruiting migration scoping. Not seeing yours? Book a call.
Can't find your answer?
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Migrate In-recruiting.
Without the rebuild.
Free scoping call with a migration engineer. Tell us about your In-recruiting setup and destination — written quote back within a business day.