Migrate your The Applicant Manager data
Lightweight ATS built for small corporate recruiting teams. TAM's workflow-centric design covers job postings through onboarding at a fraction of enterprise ATS cost.
In its favor
Why people choose The Applicant Manager
The signal that keeps The Applicant Manager on the shortlist. Sourced from G2, Capterra, and customer scoping calls.
Exceptional customer service receives consistent praise across G2 and Capterra, with support staff responding quickly and implementing feature suggestions within days of request.
Pricing is a primary draw—TAM is described as a bargain compared to enterprise ATS platforms, making it accessible for small and mid-size corporate recruiting teams.
The platform is built specifically for corporate recruiting rather than staffing agencies, giving it a focused feature set that suits in-house HR departments managing their own hiring pipelines.
Users consistently describe the interface as user-friendly and functional, with straightforward workflows that do not require extensive training to operate effectively.
TAM organizes all applicant information—including resumes, cover letters, and screening data—in one centralized location, reducing the fragmented data problem common in spreadsheet-based hiring.
Staffing agencies explicitly identify TAM as unsuitable for their high-volume, agency-specific workflows, prompting a switch to platforms like Greenhouse or Jobvite designed for agency use.
Users report limited filtering capabilities, wishing the search and filter tools were more powerful for managing larger applicant pools efficiently.
The platform is missing some integrations commonly expected in modern ATS platforms, requiring workarounds or manual processes for teams with complex tech stacks.
A dashboard navigation limitation frustrates users—clicking on a position from the main dashboard does not link directly to the job posting, requiring an extra step to reach the job listing.
As teams grow, the relatively simple feature set may no longer meet the advanced analytics, reporting, and customization needs of scaling organizations.
Reasons to switch
Why people leave The Applicant Manager
The recurring reasons buyers give for replacing The Applicant Manager. Presented as facts, not knocks.
Platform scorecard
Strengths, weaknesses, and where The Applicant 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
The Applicant Manager pricing overview
TAM uses an uncommon per-feature, per-month billing model starting at $90 per feature on the Basic tier. Neither Pro nor Enterprise tier pricing is publicly disclosed, requiring prospects to contact sales. There is no free plan; all access is paid. Annual billing discounts are mentioned as available but specific rates are not published.
Basic
Tier 1 of 3
$90 per feature, per month
What's included
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What gets migrated
The Applicant Manager object support
Object-by-object support for The Applicant Manager migrations. Per-pair details surface during scoping.
Positions (Job Postings)
Fully supportedPositions are the top-level container in TAM, holding the job title, description, department, and status. We migrate all active and closed positions as full records and preserve their status so the destination ATS reflects the same open/closed state.
Applicants
Fully supportedEach candidate applied to a position becomes an applicant record in TAM. We extract applicant profiles including contact information, application date, source, and current workflow stage. Custom profile fields are mapped to equivalent custom fields in the destination.
Workflow Stages
Mapping requiredTAM organizes applicant progress through customizable workflow steps. Workflow stage names and order vary by customer configuration, so we map them to the destination's pipeline stages, preserving the stage sequence and the applicant's position within it.
Resumes and Cover Letters
Fully supportedTAM stores applicant files (resumes, cover letters, portfolio attachments) in a file vault. We extract all uploaded files per applicant and attach them to the corresponding candidate record in the destination system, maintaining the association throughout migration.
Screening Questions and Responses
Mapping requiredTAM supports custom application questions. Responses are stored per applicant but the schema (question text, answer type, required flag) lives in the position configuration. We migrate both the question structure and all individual responses, mapping them to the destination's custom application fields.
Activity Notes and History
Mapping requiredHiring team notes, scorecard ratings, and stage-change timestamps are tracked per applicant. We preserve these as activity history entries in the destination, though formatting may vary depending on the destination's activity model.
Onboarding Documents
Mapping requiredTAM includes onboarding paperwork collection. Document metadata and storage references can be migrated, but the destination system's onboarding module acceptance will determine whether forms are fully functional post-migration.
Users and Hiring Managers
Mapping requiredTAM user accounts (recruiters, hiring managers) are tied to applicant assignments and workflow actions. We map user accounts to the destination's user or role model, preserving assignment ownership where field names allow.
| Object | Support | Notes |
|---|---|---|
| Positions (Job Postings) | Fully supported | Positions are the top-level container in TAM, holding the job title, description, department, and status. We migrate all active and closed positions as full records and preserve their status so the destination ATS reflects the same open/closed state. |
| Applicants | Fully supported | Each candidate applied to a position becomes an applicant record in TAM. We extract applicant profiles including contact information, application date, source, and current workflow stage. Custom profile fields are mapped to equivalent custom fields in the destination. |
| Workflow Stages | Mapping required | TAM organizes applicant progress through customizable workflow steps. Workflow stage names and order vary by customer configuration, so we map them to the destination's pipeline stages, preserving the stage sequence and the applicant's position within it. |
| Resumes and Cover Letters | Fully supported | TAM stores applicant files (resumes, cover letters, portfolio attachments) in a file vault. We extract all uploaded files per applicant and attach them to the corresponding candidate record in the destination system, maintaining the association throughout migration. |
| Screening Questions and Responses | Mapping required | TAM supports custom application questions. Responses are stored per applicant but the schema (question text, answer type, required flag) lives in the position configuration. We migrate both the question structure and all individual responses, mapping them to the destination's custom application fields. |
| Activity Notes and History | Mapping required | Hiring team notes, scorecard ratings, and stage-change timestamps are tracked per applicant. We preserve these as activity history entries in the destination, though formatting may vary depending on the destination's activity model. |
| Onboarding Documents | Mapping required | TAM includes onboarding paperwork collection. Document metadata and storage references can be migrated, but the destination system's onboarding module acceptance will determine whether forms are fully functional post-migration. |
| Users and Hiring Managers | Mapping required | TAM user accounts (recruiters, hiring managers) are tied to applicant assignments and workflow actions. We map user accounts to the destination's user or role model, preserving assignment ownership where field names allow. |
Gotchas
What to watch for in The Applicant Manager migrations
Issues we've hit on past The Applicant Manager migrations, tagged by severity. FlitStack AI handles every one — surfacing them up front because buyer engineering teams want to know.
Feature-based per-month pricing compounds with team size
No publicly documented REST API
Custom workflow stages lack standardized naming
Resume and cover letter files are stored separately from the CSV export
| Severity | Issue |
|---|---|
| Medium | Feature-based per-month pricing compounds with team size |
| High | No publicly documented REST API |
| Medium | Custom workflow stages lack standardized naming |
| Low | Resume and cover letter files are stored separately from the CSV export |
Leaving The Applicant Manager?
Where The Applicant Manager customers move next
5 destinations The Applicant Manager can migrate to.
How a The Applicant Manager migration works
Four steps, The Applicant Manager-specific
Connect
Not publicly documented into The Applicant Manager. Scopes limited to read-only on the data we move.
Map
We translate The Applicant Manager-specific structures (custom fields, objects, value lists) to the destination's model.
Sample
Test with a 50–200 record subset to validate The Applicant Manager quirks before production.
Migrate
Full migration with The Applicant Manager rate-limit handling. Rollback available throughout.
FAQ
The Applicant Manager migration FAQ
Answers to the questions buyers ask most during The Applicant Manager migration scoping. Not seeing yours? Book a call.
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