Frequently Asked Questions

Video Interview Software

• What does Spark Hire’s video interviewing software include?

  Spark Hire’s online video interviewing platform unlocks interview capacity and boosts collaboration for busy teams that need to improve the speed and quality of the hiring process. Customers using Spark Hire’s video interview software currently hire 22% faster than those that don’t.

  Our video interview software includes one-way video interviews, live interviews, and interview Scheduling.

  Request a demo today to explore our advanced video interviewing solutions.

• How long has Spark Hire’s video interviewing software been around?

  Spark Hire first launched in 2012 as a video interview platform and has since helped thousands of customers interview millions of candidates worldwide.

  With this many years in business, Spark Hire has become the most popular video interviewing software available and established its reputation as a reliable company to work with for the long haul.

• How complicated is Spark Hire’s video interview app?

  Spark Hire’s video interview app is easy for recruiters, hiring managers, and candidates. Not only does Spark Hire have an average customer rating of 4.8 out of 5.0 stars on G2.com, but millions of candidates have rated their video interview experience on Spark Hire as 4.7 out of 5.0 stars. The video interview app can be accessed from both desktop and mobile devices without any software or mobile application to download.

• Does Spark Hire offer an artificial intelligence (AI) video interview service?

  At Spark Hire, we understand the power of AI technology as well as that it must be designed and implemented in the most ethical, secure, and compliant manner. Further, we view AI as a tool to expand and enhance the ability of humans, rather than a replacement for human review.

  Regarding video interviewing, we do not incorporate AI to help automate decision-making. The company has taken this stance not only due to the legal complexities but also because of candidate sentiment in the market.

  Over its 13+ years in business, Spark Hire has placed a huge emphasis on the video interview candidate experience. Given the negative candidate sentiment about the use of AI with video interviews, Spark Hire currently does not support this functionality, which we believe, in turn, helps our customers stand out as employers of choice.

  Further, one of the benefits for organizations and candidates alike is that video screening increases the capacity for recruiters and hiring managers to hear from all qualified candidates for the role. Using AI in automated decision-making on video interviews is counterproductive to this.

  That said, we believe there are practical uses of artificial intelligence in video screening. This includes generating interview questions, scorecards, transcripts, and more based on pre-defined role descriptions. These uses of AI with video interviews enhance the experience for everyone while ensuring human review remains at the forefront. 

  Interested in learning more about AI at Spark Hire? Click here to explore our guiding principles and a list of our AI-assisted solutions.

• What is the video interview library and what are my storage limits?

  The video library is where you store videos that you create as part of the video interview experience, including custom intro videos and video questions. This does not include the video interviews that candidates complete. The storage limit is a cap in GB (gigabytes). We add up the file sizes of all the videos in your library and ensure you’re under your limit.

• How long does my subscription allow my video interviews to be stored?

  We commit to storing interviews for up to 1 year, as long as you have an active subscription. If you need to store your interviews for more than a year, contact us and we’ll discuss your needs and offer a solution. 

  On our Annual Pro, Growth, and Enterprise plans, you can download your interviews whenever you’d like. Learn more about our plans and pricing here.

Predictive Behavioral Assessment

General Education

• What is a Predictive Behavioral Assessment?

  Within the talent assessment landscape, a predictive behavioral assessment solution is a data-driven behavioral evaluation that predicts a candidate’s capacity for success, including performance, engagement, and cultural fit within an organization. Each assessment generates scores for specific competencies, highlighting candidates’ strengths and areas for improvement based on the requirements of the role. This helps hiring teams make more informed decisions about a candidate’s fit.

  If you’re a legacy customer, please review this article for more information on legacy reports.

• What do you mean by “predict a candidate’s capacity for success”?

  It’s been proven, through various studies, that competency and predictive profiles correlate with important organizational outcomes (e.g., performance, retention, and engagement). Further, if the competency has been determined to be important for a role, then a person who scores high on that competency is more likely to be successful.

• What makes the Predictive Behavioral Assessment “predictive”?

  A Predictive Behavioral Assessment forecasts a candidate’s likelihood of success in a specific role by evaluating whether a candidate possesses specific traits that align with high performance. 

  Spark Hire’s algorithms compare candidates’ scores against benchmark data from over 1 million assessments, offering a predictive and data-driven approach to hiring.

• How are competencies mapped to a predictive profile?

  Here’s the high-level process for how this works:

  • Based on 40+ years of research with 400+ validation studies including more than 1 million assessments completed, an on-staff PhD, and customer collaboration, we identify the top behaviors needed for a particular job.
  • Our team then determines the competencies that have positive correlations with those behaviors.
  • Using a job description, the competencies, correlations, and adverse impact information, we identify the 6 to 9 competencies most aligned with the job description, giving preference to more highly correlated competencies and removing competencies with potential adverse impact.
  • We then run the 6-9 competencies through a second adverse impact analysis and modify (add/remove) competencies as necessary.
  • Finally, we perform an expert review to confirm the accuracy and reliability of the predictive profile.
  • Benchmarking and validation studies inform our iterative approach to predictive profiles over time.

• How does a behavioral assessment compare to a personality test?

  Unlike personality tests, which measure general traits, a Predictive Behavioral Assessment solution assesses behavioral competencies directly tied to job performance, such as strategic thinking or teamwork. Rather than focusing on personality, our assessment is specifically designed to predict success in particular roles based on these work-related competencies.

• What core problems does a Predictive Behavioral Assessment solve?

  Predictive Behavioral Assessment technology typically helps customers who are facing one or more of these challenges:

  • A high volume of job applicants with similar experiences makes it difficult to screen and shortlist.
  • A variety of stakeholders included in the hiring process creates the need for too many interviews and drags out decision-making.
  • Interviewers are spending too much time with unqualified candidates.
  • The organization is experiencing turnover and/or poor performance.

• What types of jobs can I use the Predictive Behavioral Assessment for?

  With customizable competencies, a Predictive Behavioral Assessment can be adapted to fit the unique requirements of various industries and positions. It applies to a wide range of roles, including sales, customer service, technical positions, management, and creative roles.

Spark Hire's Predictive Behavioral Assessment

• How does Spark Hire’s Predictive Behavioral Assessment software work?

  Here’s how Spark Hire’s Predictive Behavioral Assessment works:

  1. Choose a profile that aligns with the role you’re assessing candidates. Each profile is mapped to specific competencies needed for someone to be successful in that position.
  2. Invite your candidates to complete the predictive behavioral assessment questions.
  3. Candidates will answer multiple-choice questions from any device in under 20 minutes.
  4. Reports about each candidate are generated and delivered to you within Spark Hire.

  The reports will provide key insights, allowing you to make objective, data-driven decisions about which candidates should advance in your hiring process.

• Can you customize predictive behavioral assessments for specific roles or industries?

  Spark Hire’s Predictive Behavioral Assessment can be customized, allowing you to create job profiles based on the specific behaviors and skills needed for success in each role. Profiles are job-specific, not industry-specific.

  We currently offer 40+ predefined job profiles to help you get started and can provide competency mapping to create new profiles specific to your open roles, ensuring the assessment matches the exact characteristics that predict success for your role.

  A this time, there is no cost for us to perform a standard competency mapping for you, but it is based on Spark Hire’s capacity. In the future, we aim to deliver a solution via the platform to perform competency mapping and/or offer professional services.

• What reports and analytics are currently available with Spark Hire’s Predictive Behavioral Assessment?

  Spark Hire’s Predictive Behavioral Assessment offers three reports to give you a comprehensive view of a candidate’s potential, namely:

  • Hiring Report (to help you hire): Available in 2 languages, the Hiring Report gives an overview of a candidate’s overall fit for the role based on key competencies, benchmarks, and predicted job performance. This report helps hiring teams quickly identify top-qualified candidates and supports a more data-driven selection process.
  • Coaching Report (to help you develop): Available in 2 languages, the Coaching Report is designed to support a new hire’s onboarding and development. It provides detailed information on the person’s strengths, areas for improvement, and tailored coaching recommendations. This report helps managers create personalized development plans from day one, ensuring the new hire gets the support they need to succeed and grow in their role.
  • Individual Report (Optionally, to share with candidates): Available in over 20 languages, the Individual Report is not role-specific and focuses on the candidate’s motivations and behaviors/habits, providing insight into how they would typically approach common work situations. The report can be shared directly with the candidate, providing transparency in the hiring process.

  Data projected for 2025: Additional analytics features will be introduced in 2025, offering deeper insights into the talent assessment funnel, such as candidate conversion rates and drop-offs as well as tracking capabilities that will provide valuable data to optimize hiring strategies and monitor assessment outcomes.

• What does all of the information in Spark Hire’s Reports mean?

  Fit for Role: A numerical percentile score reflecting the candidate’s alignment with key competencies, based on benchmarked “Predictive Profile” scores. Results will show one of the following options:

  • Not a natural fit
  • Possible fit
  • Good fit

  Each Fit for Role competency measured under the predictive profile will have one of the following values:

  • Not a Natural Strength
  • Area for Development
  • Emerging Strength
  • Clear Strength

  Workplace Motivation: This percentile score reflects a candidate’s alignment with three motivations — Advocate, Belong, and Contribute — helping to identify candidates likely to positively represent, connect with, and contribute to the organization’s success. Results will show one of the following:

  • High
  • Moderate
  • Low

  Again, the workplace motivation competencies (or predictive competencies) result will show one of the following:

  • Not a Natural Strength
  • Area for Development
  • Emerging Strength
  • Clear Strength

  When you see a percentile in the report, this is how the candidate compares to our benchmark data.

• What research has been done to validate Spark Hire's Predictive Behavioral Assessment?

  Spark Hire’s Predictive Behavioral Assessment is based on 50+ years of research and has been validated through 400+ studies to ensure it will always provide accurate, reliable results. Using the IPIP and the 5-Factor Model, our assessment has been rigorously tested to correlate with job success metrics such as performance, retention, and engagement.

  So, what is the IPIP? The International Personality Item Pool (IPIP) is a collection of public-domain personality tests and an incredibly useful resource for researchers to develop advanced personality measures.

  What is the 5-Factor Model? The 5-Factor Model of Personality, also known as the Big Five, is a widely accepted framework for understanding human personality, providing a comprehensive view of individual personality differences.

• How is Spark Hire’s Predictive Behavioral Assessment different from other assessments?

  Our Predictive Behavioral Assessment stands out for a few core reasons:

  • Job-specific: An objective assessment based on the top competencies needed for a certain role
  • Not time-based: Candidates can start, pause, and finish at any time which provides a less stressful experience and enables them to put proper thought into each question
  • Easy to understand reports: There’s no additional training needed to interpret our reports so you’re able to derive fast and actionable feedback

  These key differentiators with Spark Hire’s Predictive Behavioral Assessment ensure you run a faster and more accurate hiring process while ensuring a positive candidate experience.

  Spark Hire’s Predictive Behavioral Assessment vs. Personality Tests
  Spark Hire’s Predictive Behavioral Assessment focuses on measuring behavioral competencies and the potential for job performance, rather than personality traits. It evaluates specific behaviors that are predictive of success in a particular job role, such as strategic thinking, and the ability to build relationships.

  Spark Hire’s Predictive Behavioral Assessment vs. Cognitive or IQ Tests
  While cognitive assessments can effectively identify individuals with strong intellectual abilities, they have limitations. They do not account for non-cognitive factors such as emotional intelligence, creativity, interpersonal skills, and cultural fit which are also crucial for job success. Additionally, over-reliance on cognitive scores can inadvertently disadvantage candidates from diverse backgrounds who may have different learning styles or educational experiences.

  Spark Hire’s Predictive Behavioral Assessment vs. Skill Tests
  Skill tests are beneficial for understanding if a candidate has the hard skills required to do the job. In some cases, we recommend using the Predictive Behavioral Assessment along with a skill test, but if you’re deciding when to use one vs. the other, ask yourself, “Are interpersonal behaviors more important as a qualifying factor than a specific skill as required to be successful in the role?”

• What are the key benefits and ROI that Spark Hire’s Predictive Behavioral Assessment drives?

  An independent study done by Aberdeen Group & CSO Insights found that organizations using Spark Hire’s Predictive Behavioral Assessment achieved:

  • 46% faster time-to-hire: Speed up decision-making using data-driven insights which help you prioritize candidates, remove subjectivity, and reduce the need for additional stakeholder interviews.
  • 23% boost in team productivity: By assessing candidates on the competencies that are important to the job, you’ll hire people who are better equipped to excel from day one, boosting overall team productivity by 23% compared to teams that did not use Spark Hire’s behavioral assessment.
  • 20% boost in revenue: Predicting organizational fit means you’re hiring candidates who not only perform well but also stay longer. This reduces costly turnover and ensures a more stable workforce.

• How does the candidate experience work?

  Candidates receive a branded email with a link to complete the assessment. Before starting the assessment, they’ll be provided with simple and clear instructions. Upon proceeding, they’ll answer a series of multiple-choice questions which should take under 20 minutes to complete.

  Here are some key things to note:

  • The assessment can be taken from any device.
  • Candidates can stop in the middle of the assessment and pick up where they left off.
  • All assessments have a deadline, which you set, so candidates must complete it before the specified timeline.
  • Candidates will receive automated reminders about their assessment deadline.

  With Spark Hire, Candidates have 24/7 support, meaning our support team is available at all hours to assist with technical issues, making the assessment experience smooth and accessible. Candidates are also provided with clear instructions in our help center to complete the assessment confidently.

• How does Spark Hire’s Predictive Behavioral Assessment technology comply with applicable data privacy and protection laws and regulations?

  Spark Hire complies with the GDPR and other applicable data privacy and online protection laws and regulations. The company’s organizational and technical controls for information security are validated as part of an annual SOC 2 audit.

• How does Spark Hire’s Predictive Behavioral Assessment ensure fairness and eliminate potential cheating?

  Adverse impact occurs when an assessment disproportionately affects certain groups. When creating behavioral profiles, Spark Hire prioritizes minimizing adverse impact and focuses on making sure the assessments are fair and don’t favor one group over another.

  For this, Spark Hire conducts an adverse impact analysis to check for any potential bias. 

  Specifically, we use the 4/5 rule, which means that the selection rate for any group must be at least 80% of the highest rate. If a profile shows an adverse impact, we adjust the assessment to make it fairer or conduct a validity study to demonstrate that the assessment profile is predicting job-relevant performance.

  Further, the content of the questions is not overtly related to the competencies they measure, it is difficult, if not impossible, to know how to manipulate the results. The scoring algorithm performs a check on the response pattern to determine if the test-taker is answering questions in a socially desirable manner.

• How do I start using the Predictive Behavioral Assessment within Spark Hire?

  If you are already a customer and have the behavioral assessment included in your plan, you can start inviting candidates immediately.

  If you don’t have the predictive behavioral assessment included in your plan or are not yet a Spark Hire customer, please contact us so we can discuss your options.

• What does onboarding, training, and implementation look like for the Predictive Behavioral Assessment?

  Getting started is quick and easy.

  As a new customer, your dedicated Onboarding Specialist will take you through a 30-day implementation including multiple training sessions to ensure your strategy with the behavioral assessment is aligned with best practices.

  From a functional standpoint, you can start inviting candidates to complete the predictive behavioral assessment based on one of our existing profiles the same day that you sign up.

  There’s very little setup necessary from you or your team. Rather, the majority of your time during implementation will simply be spent figuring out how you’re going to integrate Spark Hire’s Predictive behavioral Assessment into your hiring process, which we will help you with.

  As an existing customer starting to use the Predictive Behavioral Assessment for the first time, your Customer Success Manager can do a training session to help you think through how this will fit into your strategy. However, using Spark Hire’s Predictive Behavioral Assessment is quite simple and mirrors a lot of the same workflows you’re already used to as a video interview customer.

• Is there a free trial for the Predictive Behavioral Assessment?

  We do not offer a free trial for new customers, but our behavioral assessment technology is available on the monthly version of our Growth plan, which enables you to try it out without making a long-term commitment. 

• Why should I upgrade my existing plan to include the Predictive Behavioral Assessment?

  The Predictive Behavioral Assessment is available on Spark Hire’s Growth and Enterprise plans.

  Upgrading to the Growth plan not only provides you with the Predictive Behavioral Assessment, but you also gain access to other valuable features such as:

  • Custom scorecards
  • Advanced questionnaire
  • Higher allocation of automated reference checks

• How does this work in Spark Hire’s Applicant Tracking System?

  The workflow is similar to using one-way video interviews from within the ATS, with the main difference being that instead of associating a question set with a one-way interview step in the hiring workflow, you’ll associate a profile with a behavioral assessment step in the workflow.

  When the Predictive Behavioral Assessment is completed by your candidate, you’ll have one-click access to the report, and a hiring team member will be prompted to decide whether or not the candidate will be advanced to the next step.

• How will the Predictive Behavioral Assessment work via Spark Hire’s integrations with other applicant tracking software?

  Our Predictive Behavioral Assessment technology will not be incorporated into integrations when they are initially launched. The partnership, product, and engineering teams are currently working on a plan for updating all integrations in 2025, but there are some dependencies on partners.

  When new integrations are developed, like ADP or UKG, we will ensure they support the Predictive Behavioral Assessment.

• What’s the best way for me to learn more about Spark Hire’s Predictive Behavioral Assessment?

  We have several ways for you to learn more about the predictive behavioral assessment, depending on your preference:

  • Get a live demo
  • Watch on-demand demo videos
  • Take a sample assessment yourself
  • Review sample reports

Applicant Tracking System (ATS)

General Education

• What is an Applicant Tracking System?

  Also referred to as a hiring platform, hiring software, or recruitment software, an Applicant Tracking System (ATS) is the core system used by HR and talent acquisition teams to manage the end-to-end hiring process. It serves as a centralized database for all job candidate records and often integrates with other HR technology used in the hiring process, such as video interviewing software, behavioral assessments, background checks, e-signature solutions, reference check software, and more.

• What are the core functions of an Applicant Tracking System?

  Some of the core functions of an applicant tracking system include:
  

  • Distributing job postings to multiple job boards with all applicants flowing back to a centralized dashboard
  • Tracking applicants through the hiring process with hiring workflows and status-tracking
  • Managing bi-directional communication with candidates
  • Parsing uploaded resumes
  • Collaborating with hiring managers via shared notes
  • Showing active job openings on an organization’s career page

  To learn more about the list of HR responsibilities that Spark Hire’s Applicant Tracking System can help manage and organize for HR and talent acquisition professionals, click here.

  This includes:

  • An Applicant Tracking System
  • A Predictive Talent Assessment
  • Video Interview Software (One-Way Interviews, Live Interviews, and Interview Scheduling)
  • Automated Reference Checks
  • And more (we are constantly expanding our offerings)

  As we continue to build upon our solution, we remain focused on our mission to spark meaningful connections between talented individuals and organizations and ignite organizations’ abilities to deliver exceptional hiring experiences with our hiring software.

• Why would I need an Applicant Tracking System?

  There are over 160 points of failure in the traditional, manual hiring process, which makes having the right ATS integrated a must for most HR leaders. Below are some of the most common hiring challenges that create the need for applicant tracking systems:

  • Posting the same job position across multiple job boards
  • Keeping the career page on your site current and accurate
  • Drowning in applications and candidate submissions
  • Scheduling candidate interviews
  • Maintaining spreadsheets to track candidate status
  • Knowing what channels are most effective for candidate sourcing
  • Ensuring consistency in your interviewing process
  • Holding hiring managers accountable for what they need to accomplish

  Again, this list only scratches the surface of the issues HR and talent acquisition teams face throughout the hiring process. Click here to learn more about an ATS resolves each of these unique challenges.

• How do you keep track of applicants using an ATS?

  Generally, you keep track of applicants using an applicant tracking system (ATS) by creating hiring workflows. These workflows should include the different steps of your hiring process. When you move candidates to these various workflow steps, they serve as “statuses.” This means you can always see how many candidates you have at the different stages of your hiring process. Understanding how an applicant tracking system benefits your workflow can greatly enhance your efficiency.

• What is an ATS score?

  There are many misconceptions about ATS and its functionality, particularly regarding an ATS score automatically rejecting candidates. The reality is that many applicant tracking systems will score candidates based on how well their application aligns with a role and then prioritize that list for a recruiter. This doesn’t mean that a candidate is automatically rejected. Instead, it helps the recruiter act on the most qualified candidates on paper first.

  Some applicant tracking systems do allow recruiters to add “knockout” or “qualifier” questions to immediately qualify or disqualify a candidate based on a very specific set of criteria.

• Does an ATS read only specific types, formats, and lengths of resumes?

  This depends on the applicant tracking system you are using. However, a best practice is to upload a Microsoft Word Doc or PDF and avoid image files like .png, .jpg, etc. Overdesigning a resume for submission to an ATS for recruiters can cause issues. For instance, the file can be too large, and/or the graphic elements can make parsing difficult.

  The strong recommendation for candidates is to keep their resume simple, concise, and in a standard format.

Spark Hire's ATS

• Can I add Spark Hire's ATS to my existing Spark Hire contract?

  Yes, you can! Our customers love the ability to consolidate their vendors and we make it easy for you to do so.

  We’d simply send you a new Order Form with the updated plan that includes our ATS and we’ll have you activated within 24 business hours.

• How much will it cost to add Spark Hire's ATS to my existing contract?

  The cost to add Spark Hire’s applicant tracking system to an existing Spark Hire contract depends on a few factors such as the pricing plan you wish to move forward with and the size of your organization.

  Learn more about pricing

• What's the onboarding and implementation process with Spark Hire's ATS?

  Spark Hire offers implementation support and training for all new ATS customers with an implementation timeline that will vary based on company size. However, most organizations implement Spark Hire’s ATS within 30 days. 

  Implementation typically includes a kickoff call with a dedicated point of contact and guidance on how to set up your account and integrate your careers page with Spark Hire. We also offer several training sessions covering everything from basic settings and positions to advanced settings and email templates as well a system overview training and final steps consultation to ensure you can ask any additional questions you may have and have a clear understanding of the next steps.

  Before you go live, we ensure your hiring team has access to all the training they need to be successful.

• How does Spark Hire help my entire organization learn about and adopt the Applicant Tracking System?

  Spark Hire helps with phasing your data migration, and tailoring your training programs, and generally offers a user–friendly interface to minimize disruptions and empower your team to adopt and integrate the switch as quickly and easily as possible.

  Further, Spark Hire’s Customer Success and Support teams help organizations train their teams to adopt our award-winning ATS effectively with:

  • Personalized onboarding support for key stakeholders, covering the platform’s features, best practices, and strategies for successfully implementing one-way video interviews.
  • Training materials and resources such as video tutorials, guides, and documentation to onboard additional team members at your own pace.
  • A Train-the-Trainer approach for larger organizations, empowering internal champions to confidently teach others in their departments or teams.
  • Customizable workshops to address the unique needs of your organization.
  • Ongoing support and coaching to answer questions and provide additional tips to drive adoption across your organization.
  • Performance insights and actionable recommendations to help improve engagement with Spark Hire’s platform and ensure that everyone in your organization is comfortable using one-way video interviews.

• Can data from my previous ATS be migrated into Spark Hire’s ATS?

  Yes, Spark Hire’s migration specialists can assist with data migration from an existing ATS into Spark Hire’s ATS. The average migration time is 14 days, and we provide extensive support throughout the process.

  To learn more about exactly what migrating to Spark Hire looks like, click here.

• How does Spark Hire's video interview functionality work within Spark Hire's ATS?

  Rather than needing to manually copy and paste candidate information and/or links to invite candidates to video interviews, Spark Hire’s ATS enables you to add a video interview step to your hiring workflow.

  When you move candidates to this step in your hiring cycle, they are automatically invited to a video interview.

  After the video interview is completed, the team member(s) you assigned to this step in the hiring workflow is prompted to review and evaluate the submission.

  All of this activity is captured in your analytics on our Applicant Tracking System so you get a complete picture of what’s happening at every step in your hiring process.

• How can I learn more about Spark Hire's ATS?

  We’re so glad you asked! We offer a huge selection of resources on Spark Hire’s Applicant Tracking system, including customer testimonials and a detailed demo of our applicant tracking system, as well as general education about applicant tracking systems across our website.

• I didn't know Spark Hire had an ATS. How many organizations are using it?

  Spark Hire’s ATS is currently used by 700+ organizations globally to support a wide range of hiring processes.

  Learn more about Spark Hire’s Applicant Tracking System

• How can I hear from other customers using Spark Hire's ATS?

  We love receiving feedback, both positive and critical, from current customers to help us constantly improve and meet the unique needs of our customers. 

  Here are some examples:

  “One of the things that drew me the most to Spark Hire’s ATS was their advanced level of automation and their integration with AI into the process. Those things are very important because I am a one-man department when it comes to recruiting, and it gives me a higher level of efficiency compared to some of their competitors,” explains Melanie Scheer, the Director of People Operations at Accelerated Digital Media.

  To learn more about what it’s like to work with Spark Hire and innovative hiring software, check out some of our customer success stories and case studies.

• How will my other HR tech systems integrate with Spark Hire's ATS?

  Spark Hire integrates with industry leaders in the HR tech and recruitment spaces to add tremendous value for our customers and offer streamlined access to everything you need in one solution.

  We currently partner and integrate with 50+ HR and applicant tracking systems and 1,000+ productivity apps, remaining hyper-focused on building HR solutions that are user-friendly and empower customers to get up and running seamlessly.

  Spark Hire’s Applicant Tracking System integrates with job boards, assessment providers, HRIS platforms, background check services, and more.

  These integrations can be viewed here.