Migrate your Simplicant data

Jobs are the primary container in Simplicant's data model, storing title, description, department, location, and pipeline stage assignment. We export job records with their current stage status and any custom fields stored at the job level.

Candidate records hold contact details, application history, source attribution, and stage history. We map candidate profiles 1:1, preserving application dates and any attached evaluation scores.

Departments serve as organizational metadata on jobs and requisitions. We export department names and IDs to maintain consistency when jobs are migrated to a new ATS.

Location data attached to jobs defines where roles are based. We preserve location records to avoid having to re-enter geographic metadata at the destination.

Interview packets bundle structured evaluation forms for hiring teams. Form field names and scoring conventions vary by organization. We map the form schema and capture completed responses, flagging any custom scoring logic for manual review.

Offer records contain salary, start date, terms, and e-signature status. We export offer details and signature state. E-signature audit trails are linked records and may require additional handling depending on the destination platform's document requirements.

Pipelines define stage sequences for job types. Stage names, count, and automation rules vary between organizations. We map pipeline configurations to the closest matching destination structure, flagging stages with automated routing rules.

Simplicant's document management stores resumes, cover letters, and HR files in the cloud. File availability during export depends on plan tier and whether the Careers Site API or bulk export is enabled for the account.

User accounts define hiring managers, recruiters, and interviewers with role-based permissions. We map users to the closest matching owner or role assignment in the destination system, noting that Simplicant's internal role names may differ from the target ATS terminology.

Onboarding workflows transition from offer acceptance into new hire setup. Workflow step completion status and assigned task lists are preserved where available, but complex onboarding automation sequences may require manual reconfiguration at the destination.

Structured screening scores and evaluation ratings are stored per candidate per stage. Score ranges and weighting logic vary by organization and form. We export the raw score data and map it to the destination's evaluation field, flagging any non-standard weighting.

Organizations add custom fields to jobs and candidate profiles for industry-specific or process-specific data. Custom field definitions and data types are inferred from export results; we flag any fields with no clear destination equivalent for manual mapping.