Considering Building a New ATS in 2020: Would HR Freelancers Find It Useful?

Hi all, I would like to ask for your opinion as HR specialists: is it a good idea to create a new ATS in 2020? My friend and I are considering the development of an ATS with features that we believe are missing in other services, but we are unsure if anyone would use it 

Our Vision for a New ATS

We aim to establish a system where individual HR freelancers can collaborate with multiple clients and maintain a personal list of 'talents'—a hidden database containing selected applicants accumulated over the years to expedite the filling of positions quickly. They will have the flexibility to manage unlimited jobs, lists, tags, and companies to handle a substantial volume of vacancies. Additionally, we plan to offer a customizable interface and team roles, enabling freelancers to invite and oversee teams from various clients.

Key Features

One of the key features we envision is the automation of the pipeline: automated emails triggered by specific actions, follow-ups, templates, and questionnaires—all aimed at assisting freelancers in managing routine tasks efficiently.

Pricing Model

Regarding pricing, our concept involves providing the service free of charge for those with a small number of applicants in their lists, with payment required once users reach the applicant limits. This approach is designed to support small businesses and novice freelancers, facilitating their growth.

So, what do you think about our idea? We are still in the initial stages, so any advice you can offer would be greatly appreciated.

Developing a new Applicant Tracking System (ATS) in 2020 with innovative features tailored for HR freelancers and small businesses can be a promising venture. Here are some considerations and recommendations to help you assess the viability and potential success of your proposed ATS:

🚀 Assess Market Demand:
- Conduct thorough market research to identify if there is a gap in the current ATS offerings that your system can fill.
- Engage with potential users, such as HR freelancers and small businesses, to gather feedback on the features they find valuable and lacking in existing ATS platforms.

💡 Key Features and Differentiators:
- Clearly define the unique selling points of your ATS that set it apart from competitors.
- Ensure that the features you plan to incorporate, such as the talent database, automation of the recruitment pipeline, and customizable interface, align with the needs of your target users.

💰 Pricing Strategy:
- Your proposed pricing model, offering a free service for users with a limited number of applicants and charging once they exceed the limit, can be attractive to small businesses and freelancers. Consider conducting a pricing analysis to determine the optimal pricing tiers.

🔍 User Experience and Interface:
- Focus on creating an intuitive and user-friendly interface that simplifies the recruitment process for HR freelancers and their clients.
- Provide customization options that allow users to tailor the system to their specific needs and preferences.

📊 Scalability and Technical Infrastructure:
- Ensure that your ATS is scalable to accommodate a growing user base and increasing data volume.
- Invest in robust technical infrastructure to support the automation features and seamless collaboration among users.

🌐 Global Reach and Localization:
- Consider the global reach of your ATS and potential localization requirements, especially if you plan to expand beyond Ukraine.
- Incorporate language options and compliance with international data protection regulations to cater to a diverse user base.

In conclusion, while the idea of developing a new ATS in 2020 is ambitious, success will depend on thorough market research, user-centric design, innovative features, and a sustainable business model. By addressing the needs of HR freelancers and small businesses effectively, your ATS has the potential to make a significant impact in the recruitment technology landscape. Good luck with your venture!