An applicant tracking system that feeds your HRIS directly

Companies hiring for themselves, where the same small group runs requisitions, screens applications, schedules interviews and makes offers, and where the accepted offer currently gets re-typed into the HR system by hand. It is aimed at internal hiring rather than agency work: consultant and agency multi-client recruiting is deliberately out of scope, so a staffing firm running pipelines for several clients is not who this was built for. If you hire two people a year, the core’s onboarding is probably enough on its own.

No. No AI evaluates people anywhere in Capstan. Nothing screens, scores, ranks or shortlists a candidate, and no model reads a résumé to produce a number. What is automated is structure: pipeline stages, transitions, reminders and the offer flow. Judgment about humans stays on human scorecards, one per interviewer and immutable once submitted. This is a documented product decision rather than a feature we have not built yet.

A recruiter seat is a person holding the recruiter capability on your workspace in that month. Interviewers leaving feedback and hiring managers reviewing candidates hold no seat and are not counted, so a hiring process involving twenty people can still be one or two billed seats. The unit is per active recruiter per month, which means this module never bills on your headcount: a hundred-person company running one recruiter costs the same here as a ten-person company running one recruiter.

A paid plan first, because paid modules cannot be enabled on the free plan. Then the setup leans on things the core already holds: requisitions bind to your existing departments, designations and work locations, requisition and offer approvals bind to the same workflow engine your other approvals use, and offer letters come from the letter templates machinery rather than a separate template system. What is genuinely new is your pipeline stages, your scorecard questions, and the content of your public careers page, which publishes on your own workspace slug. Budget the time for writing the scorecard, not for wiring the tool.

No AI screens, scores or ranks candidates. Candidates are not accounts: there is no candidate login, and status travels on a signed, expiring link scoped to one application and revocable, which never reveals another applicant. It does not syndicate your jobs to job boards for you and it runs no outbound sourcing sequences. It does not run background checks; there is a hook for a check you commission, and the check itself is somebody else’s. It is not an agency product. And it does not parse résumés into fields or sync interviews to your calendar: both are recorded deferrals with stated triggers rather than implied features.

The decisive join is at the end of the pipeline: an accepted offer converts into the core’s pre-joining pipeline in one step, so the person, their documents and their start-date workflows carry over with no re-entry, and from that moment they are an ordinary core employee record rather than something owned by this module. Upstream, requisitions bind to the core’s department, designation and location masters, approvals run on the core workflow engine, and offer letters use the core letter templates. It does not depend on any other paid module. If you use outbound webhooks, which are core and on every plan, this module is where most of the available events come from: stage changes, rejections, offers extended and decided, and a candidate converted into an employee.

The requisition, pipeline, interview, scorecard and offer surfaces stop being reachable, and billing stops at the end of the current period rather than on the day. People you already hired through it stay exactly where they are: conversion runs through the core’s own pre-joining pipeline, so a hire is a core employee record and does not belong to the module. Your recruitment data is not deleted; it is retained on a schedule, and re-enabling within that window restores it. A full workspace export includes module data whether or not the module is currently enabled, so candidate and offer history stays within your reach either way.