Migrate your Webrecruit data
UK-based ATS platform with fixed-fee recruitment origins, combining job advertising, applicant tracking, and careers sites for mid-market UK employers.
In its favor
Why people choose Webrecruit
The signal that keeps Webrecruit on the shortlist. Sourced from G2, Capterra, and customer scoping calls.
Fixed-fee pricing model eliminates agency commission costs, making high-volume hiring more predictable and budget-friendly for mid-market UK employers.
GDPR compliance features are built in, giving HR teams confidence that candidate data handling meets UK regulatory standards without additional tooling.
Automation prevents candidates slipping through the net, reducing time-to-hire and ensuring no application is accidentally overlooked during high-volume campaigns.
Hiring managers and HR teams find the interface straightforward enough that external agencies can collaborate without extensive training or onboarding.
Customer support rates highly in reviews, with dedicated account managers providing hands-on guidance during implementation and ongoing use.
Bespoke recruitment stages like aptitude or competency tests cannot be tracked natively, forcing teams to improvise or abandon specific evaluation workflows.
Platform lacks flexibility for non-standard hiring processes, pushing organizations with unique requirements toward more configurable ATS alternatives.
Integration ecosystem is limited compared to enterprise ATS platforms, restricting connectivity with broader HR tech stacks beyond BreatheHR and CIPHR.
API documentation is not publicly available, making custom development and third-party tool connections difficult to architect independently.
Reasons to switch
Why people leave Webrecruit
The recurring reasons buyers give for replacing Webrecruit. Presented as facts, not knocks.
Platform scorecard
Strengths, weaknesses, and where Webrecruit 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
Webrecruit pricing overview
Webrecruit does not publish tiered pricing. The platform operates on a custom-quote model based on organization size, hiring volume, and selected modules including ATS, job advertising, and careers site hosting. The fixed-fee recruitment service (separate from the ATS) operates on a per-campaign flat fee rather than commission.
Annual Licence (sales-led)
Tier 1 of 1
Custom (sales-led)
What's included
Need help selecting your HRMS?
Book a free 30 minute consultationPricing is informational. FlitStack AI does not bill on Webrecruit's schedule — see our quote-based pricing →
What gets migrated
Webrecruit object support
Object-by-object support for Webrecruit migrations. Per-pair details surface during scoping.
Candidates
Fully supportedCandidate profiles include contact details, application history, stage progression, and GDPR consent flags. Standard fields map cleanly to most destination ATS platforms. We preserve all active applications attached to a candidate record.
Jobs
Fully supportedJob records include title, description, department, location, status, and posting dates. We map Job records directly to equivalent objects in the destination ATS and flag any inactive or archived jobs for scoping review.
Applications
Fully supportedEach application links a Candidate to a Job with a timestamp and current stage. We preserve the full application timeline including rejection dates and withdrawal status.
Stages
Mapping requiredWebrecruit uses a fixed set of pipeline stages. Where a destination ATS uses different stage names or has fewer available stages, we map them to the closest equivalent and flag any that cannot be represented in the target system.
Hiring Managers
Mapping requiredHiring managers are assigned to jobs and can leave feedback. We map Hiring Manager assignments to the equivalent reviewer or collaborator role in the destination ATS.
Workflows
Mapping requiredApproval workflows define how a job requisition moves from creation to posting. We export workflow step definitions and attempt to recreate them in the destination, noting any limitations in the target system's workflow engine.
Documents
Mapping requiredCVs, cover letters, and attachments are stored per application. We export document blobs and re-attach them to the corresponding application record in the destination system.
Custom Fields
Mapping requiredCustom fields vary by account. We export field definitions and values, then map them to equivalent custom fields in the destination or flag them for manual re-entry if no matching field exists.
Users
Fully supportedUser accounts include name, email, role, and permissions. We export user records to provision corresponding accounts in the destination ATS.
Integrations
Not in this platformIntegration connections to BreatheHR, CIPHR, and other third-party services are external-link configurations that do not migrate. These must be re-established manually in the destination system post-migration.
| Object | Support | Notes |
|---|---|---|
| Candidates | Fully supported | Candidate profiles include contact details, application history, stage progression, and GDPR consent flags. Standard fields map cleanly to most destination ATS platforms. We preserve all active applications attached to a candidate record. |
| Jobs | Fully supported | Job records include title, description, department, location, status, and posting dates. We map Job records directly to equivalent objects in the destination ATS and flag any inactive or archived jobs for scoping review. |
| Applications | Fully supported | Each application links a Candidate to a Job with a timestamp and current stage. We preserve the full application timeline including rejection dates and withdrawal status. |
| Stages | Mapping required | Webrecruit uses a fixed set of pipeline stages. Where a destination ATS uses different stage names or has fewer available stages, we map them to the closest equivalent and flag any that cannot be represented in the target system. |
| Hiring Managers | Mapping required | Hiring managers are assigned to jobs and can leave feedback. We map Hiring Manager assignments to the equivalent reviewer or collaborator role in the destination ATS. |
| Workflows | Mapping required | Approval workflows define how a job requisition moves from creation to posting. We export workflow step definitions and attempt to recreate them in the destination, noting any limitations in the target system's workflow engine. |
| Documents | Mapping required | CVs, cover letters, and attachments are stored per application. We export document blobs and re-attach them to the corresponding application record in the destination system. |
| Custom Fields | Mapping required | Custom fields vary by account. We export field definitions and values, then map them to equivalent custom fields in the destination or flag them for manual re-entry if no matching field exists. |
| Users | Fully supported | User accounts include name, email, role, and permissions. We export user records to provision corresponding accounts in the destination ATS. |
| Integrations | Not in this platform | Integration connections to BreatheHR, CIPHR, and other third-party services are external-link configurations that do not migrate. These must be re-established manually in the destination system post-migration. |
Gotchas
What to watch for in Webrecruit migrations
Issues we've hit on past Webrecruit migrations, tagged by severity. FlitStack AI handles every one — surfacing them up front because buyer engineering teams want to know.
No public API documentation exists for Webrecruit ATS
Bespoke stage types have no system representation
Integration connections do not export or migrate
GDPR consent flags require explicit handling at migration
| Severity | Issue |
|---|---|
| High | No public API documentation exists for Webrecruit ATS |
| Medium | Bespoke stage types have no system representation |
| Medium | Integration connections do not export or migrate |
| High | GDPR consent flags require explicit handling at migration |
Leaving Webrecruit?
Where Webrecruit customers move next
5 destinations Webrecruit can migrate to.
How a Webrecruit migration works
Four steps, Webrecruit-specific
Connect
Not publicly documented. Webrecruit does not publish a developer portal or API key flow on its public marketing site. into Webrecruit. Scopes limited to read-only on the data we move.
Map
We translate Webrecruit-specific structures (custom fields, objects, value lists) to the destination's model.
Sample
Test with a 50–200 record subset to validate Webrecruit quirks before production.
Migrate
Full migration with Webrecruit rate-limit handling. Rollback available throughout.
FAQ
Webrecruit migration FAQ
Answers to the questions buyers ask most during Webrecruit migration scoping. Not seeing yours? Book a call.
Can't find your answer?
Walk through your Webrecruit migration with a real engineer — 30 minutes, free, written quote within 24 hours.
Book a free 30 minute consultationOther HR systems we support
Ready when you are
Migrate Webrecruit.
Without the rebuild.
Free scoping call with a migration engineer. Tell us about your Webrecruit setup and destination — written quote back within a business day.