HR and Recruitment Technology, Chosen and Implemented Properly
Hive Talent helps you navigate the HR technology landscape without the guesswork, from working out what you actually need through to software demonstrations, price negotiations and full-scale implementation. We're not tied to any vendor, so what we recommend is based on your hiring process and budget, not a referral fee. The goal is technology your recruiters and hiring managers actually use, that gives you the data to make better decisions, not another system that sits half-configured.
You need this if:
- You're choosing between ATS or HRIS platforms and every vendor demo sounds the same
- Your current system was implemented on default settings and never properly configured
- Recruiters and hiring managers are working around your technology instead of with it
- You can't get clean reporting out of what you're already paying for
An ATS Isn't the Same Thing as an HRIS
Vendors use these terms loosely, and it's one of the most common points of confusion when organisations start comparing HR technology. Here's what each one actually does, and why the distinction matters before you commit to a platform.
Applicant Tracking System (ATS)
An ATS manages the hiring process itself: job ads, applications, candidate pipelines, interview scheduling and offer management. It's built for recruiters and hiring managers, and its job ends once someone accepts a role.
Human Resources Information System (HRIS)
An HRIS holds employee records once someone's hired, covering payroll, leave, performance and compliance. Some platforms combine ATS and HRIS functions, others don't, and picking one without knowing which you need leads to paying for capability you'll never use.
From Vendor Demonstrations Through to Full Rollout
A technology engagement starts with the same current-state audit behind every Hive Talent service: what you're running now, what's actually working, and what your recruiters and hiring managers are compensating for manually. From there we scope what you need, sit through vendor demonstrations with you, negotiate price, then handle the implementation so the platform is configured around your process rather than its defaults. We stay through go-live rather than handing over a login and leaving.
What's actually in scope:
- Working out what you actually need before you sit through a single demo
- Vendor-agnostic software demonstrations and price negotiation
- Implementation configured around your real hiring process, not default settings
- Support making sure recruiters and hiring managers actually adopt it
Vendor-Agnostic, On Purpose
We don't sell or represent any technology vendor. What we recommend is based on your process and budget, not a referral fee sitting behind the pitch.
HR Technology FAQs
Straight answers to the questions we get most about choosing and implementing HR and recruitment technology.
Every engagement is scoped around what your organisation actually needs, from a focused vendor selection process through to full-scale implementation and rollout. Fees are set per engagement, the same approach we use for every service at Hive Talent. Book a meeting and we’ll give you a straight answer once we understand where you’re at.
An ATS, applicant tracking system, manages the hiring process itself: job ads, applications, candidate pipelines and interview scheduling. An HRIS is the broader system that holds employee records once someone is hired, covering payroll, leave and performance. Some platforms do both. Getting this distinction right early avoids paying for capability you don’t need, or missing capability you do.
No. We’re not tied to any platform, which means our recommendations are based on what actually fits your hiring process and budget, not which vendor pays the biggest referral fee. We run demonstrations across multiple options and help you negotiate price, so you go into the decision with a clear comparison rather than one vendor’s pitch.
Both, depending on where you’re at. Some clients come to us already committed to a platform and need help getting it properly implemented and adopted. Others want support from the start, working out what they actually need before sitting through vendor demonstrations.
Configuring the platform around your actual hiring process rather than its default settings, setting up the workflows your recruiters and hiring managers will use day to day, and making sure the system talks to whatever else you’re running it alongside. We stay through go-live rather than handing over credentials and leaving.
It depends on the platform and how much your process needs to change to work well inside it. A straightforward ATS rollout for a small team moves faster than an HRIS implementation touching payroll and compliance across a larger organisation. We give you a realistic timeline once we understand the scope, not a generic estimate.
Often, yes. A lot of organisations are paying for platforms they’re only using a fraction of, usually because it was implemented around default settings rather than their actual process. We can audit what you’ve got and fix the configuration before recommending you replace anything.
Yes, most directly with talent acquisition strategy, since the right technology is what makes a sourcing strategy and candidate experience actually work in practice rather than staying a document. We scope around the actual problem rather than a fixed package.
Yes, arguably more so. Larger organisations usually have someone internally who owns this decision. Smaller teams often don’t, which means the wrong platform, or the right platform badly implemented, sits there causing friction for years before anyone has time to fix it.
Yes. Hive Talent was founded inside Health and Human Services, so we understand the compliance-heavy, high-volume hiring that NDIS, aged care and allied health providers manage, and factor that into which technology actually fits, not just which one has the most features.
Let’s Solve Your Talent Challenges
A role you cannot fill, a strategy that stalled, or a team quietly heading for the exit. We will tell you what we would actually do about it.
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