Migrate from iRecruit to BambooHR

iRecruit Jobs map to BambooHR Job Openings. Each iRecruit job supports configurable knock-out questions and internal/external visibility flags. Knock-out questions are defined per job in iRecruit and are stored as field-level configurations on the Job record, not as global field definitions. We capture each knock-out question's field name, operator, and threshold value so the customer's BambooHR admin can configure equivalent screening logic using BambooHR's custom application questions. Social and job-board auto-posting settings (Indeed, SimplyHired, Monster, Jobs.com) do not transfer; these must be reconfigured as BambooHR job board distribution settings post-migration.

iRecruit Candidate records map to BambooHR Applications attached to a Job Opening. Each candidate profile includes resume, application date, source, and stage progression. Candidates who applied to multiple jobs carry different answer sets for the same field name depending on the requisition they applied to. We flag this dual-answer scenario during scoping and ask the customer to confirm which job context takes priority for the destination pipeline. Resume files migrate as attachments to the BambooHR Application record.

iRecruit Enterprise requisitions store approval routing as a workflow state on the record, including the secure link and email approval chain. BambooHR does not have a native requisition approval object separate from its job-opening workflow. We migrate requisition metadata (title, department, location, headcount, hiring manager, approval chain participants) as custom fields on the corresponding BambooHR Job Opening and document the approval structure in a handoff checklist for the customer's admin to rebuild using BambooHR's Workflows module.

iConnect onboarding records include active e-signature sessions, in-progress I-9 forms, and benefits enrollment workflows tied to a candidate after offer acceptance. These sessions are authenticated against iRecruit's infrastructure and cannot be migrated as live sessions. We preserve the onboarding checklist state, completed documents, and all form field data so BambooHR can restart onboarding from the correct stage. The customer must re-send onboarding invite emails from BambooHR on day one of go-live. Completed I-9 data, tax form entries, and benefits election records migrate as completed form data attached to the BambooHR employee file.

iRecruit User accounts (recruiters, hiring managers, admins) with role assignments map to BambooHR Employee records with the appropriate system access role. Session-based permissions and active login sessions do not transfer. We resolve each iRecruit user by email against the BambooHR employee directory, mapping role assignments (recruiter, hiring manager, admin) to BambooHR's permission groups. Any iRecruit user without a matching BambooHR employee goes to a reconciliation queue for the admin to provision before record import.

WOTC qualification flags and category assignments are stored per candidate in iRecruit. We migrate the WOTC category, qualification date, and credit amount range as custom fields on the corresponding BambooHR Employee record. BambooHR has no native WOTC module. The actual credit capture depends on the destination payroll or HRIS system actively processing WOTC, so the customer must manually re-submit qualifying hires to their payroll provider's WOTC program post-migration. Failure to do so within the 28-day WOTC filing window forfeits the credit.

iRecruit stores mass personalised email templates tied to specific candidate stages. Template body text and subject lines migrate as BambooHR ATS Email Templates. Active sending queues, scheduled send-time triggers, and stage-triggered automation do not transfer. We deliver a written inventory of each migrated template with its trigger conditions and recommended BambooHR equivalent (stage-based template assignment or workflow-based email action) for the admin to configure post-migration.

iRecruit Enterprise EEO and affirmative action reporting derives from candidate demographic fields and hiring outcomes. The generated report data migrates as a BambooHR custom report definition that the customer's HR admin can rerun in BambooHR from the underlying candidate and employee demographic fields. BambooHR's Compliance Intelligence module (Elite plan) provides ongoing compliance tracking; we document which BambooHR fields cover the same EEO reporting dimensions so the admin can map the report structure accurately.

iRecruit exports to Sage HRMS and MyPayrollHR via a custom export file format. Customers on other HRIS platforms have built bespoke export pipelines. We migrate the data schema and field mappings from the customer's custom export definitions to BambooHR's equivalent standard and custom fields, documenting any fields with no BambooHR equivalent in a gap report. The customer rebuilds the actual integration pipeline using BambooHR's API or an integration layer such as BambooHR's native connectors or Zapier.

iRecruit tracks candidate source per application (Indeed, SimplyHired, Monster, Jobs.com, direct, referral, social). This source attribution migrates to the source field on the BambooHR Application record. Job-board auto-posting settings do not transfer but the historical source data preserves as application metadata.