Eploy recruitment software: ATS, websites and candidate journeys
Eploy combines recruitment management software with candidate-facing careers websites and portals. When assessing Eploy, consider both the hiring workflows your team needs and the job search and application journey candidates will use.
What is Eploy?
Eploy is a cloud-based talent acquisition platform for in-house recruitment teams. It combines an applicant tracking system (ATS), recruitment customer relationship management (CRM), onboarding and analytics.
The ATS manages recruitment records and processes. A candidate-facing website presents the employer, publishes vacancies and helps people apply. Those functions are connected, but they have different jobs to do.
Eploy also supplies branded careers websites and candidate portals, so the software and website do not have to come from separate suppliers. The useful distinction is between managing recruitment internally and presenting an accessible route into that process.
Who uses Eploy?
Eploy is positioned for in-house recruiters, talent acquisition teams and hiring managers who coordinate an employer’s recruitment process.
Eploy’s ATS supports vacancy requisitions and approvals before a campaign begins. Recruiters can then use job-board multiposting, candidate screening, shortlisting and interview scheduling to manage recruitment. Assessment options include scoring, video interviewing and panel reviews.
Its recruitment CRM supports relationships with candidates beyond a single application. Job alerts, email and SMS campaigns help teams maintain talent pipelines rather than working only with people who have applied for an open vacancy. After selection, offer and onboarding tools support contract creation, electronic signatures and information collection.
Recruitment agencies can also participate through Eploy’s Agency Portal. Suppliers receive vacancies, submit candidates securely and receive feedback. Employer-side controls include preferred-supplier-list management, duplicate prevention and agency-spend tracking.
That agency access has a specific purpose: collaboration with an employer’s recruitment operation. It does not establish that the platform covers every requirement for running an agency’s client-sales and placement operations. If you run an agency, distinguish access to a client’s Eploy system from the operational software your own business needs.
Eploy’s candidate-facing recruitment journey
Eploy supports three connected stages of the candidate journey: finding a vacancy, submitting an application and managing activity after applying. Each stage needs to work alongside the recruitment processes behind it.
Job search and vacancy pages
Eploy’s careers websites provide branded, mobile-responsive job search and application experiences. Candidates can browse vacancy summaries, read full job descriptions and follow application links.
Search options include keywords, configurable filters and map-based location searching. Content tools include a headless content management system (CMS), which separates content management from its presentation, plus a landing-page builder and employee-story tools. These let an employer explain the workplace alongside the available roles, rather than presenting vacancies without context.
Registration and application forms
Eploy’s online applications are configurable, including registration forms, screening questions, social-profile registration and passwordless registration.
Candidates can upload CVs from Google Drive, Dropbox or OneDrive. CV parsing can populate registration and application fields, reducing the need to enter information already contained in a document.
Vacancy-specific screening forms can score answers and progress or reject candidates according to configured rules. That makes the employer’s configuration important: registration requirements and screening steps are not identical across Eploy-powered recruitment sites. Passwordless registration also should not be read as a promise of an account-free application.
Candidate self-service after applying
Eploy’s Candidate Portal extends the experience beyond application submission. Candidates can save jobs, see suggested vacancies, update profiles and view application progress. Other capabilities include withdrawing applications, selecting interview slots and managing job-alert preferences.
The portal also supports privacy preferences and onboarding activities, including secure information capture, offers, contracts and electronic signatures.
Yeo Valley’s Eploy implementation illustrates how these parts fit together. The employer selected Eploy’s recruitment platform alongside an employer-brand-led careers website, with a candidate portal connected to recruitment workflows. Its registration journey includes CV upload, job preferences and job-alert options.
The practical test is continuity. A candidate who finds a suitable role should understand what information the application requires, how to submit that information and where to return for later activity.
Job-page visibility and application access
ATS synchronisation and search eligibility are separate requirements. Transferring vacancy data correctly does not establish that a job page meets search-engine requirements or gives candidates a usable application route.
Google Search Central specifies that JobPosting structured data belongs on individual job-detail pages, not search-results pages containing multiple vacancies. The markup must match the visible job content. Job details must be accessible without login, and the posting must provide a way to apply.
Vacancy closure needs attention too. Expired roles must stop being presented as active opportunities through an appropriate expiry date, page removal or removal of JobPosting markup. Structured data does not guarantee appearance in Google’s job-search features.
For UK employers, GOV.UK recruitment guidance also requires vacancy information in alternative formats when reasonably requested, and acceptance of alternative-format applications where possible. An online form is therefore only one part of application access. Include a clear route for candidates who need an alternative.
Eploy pricing and standard inclusions
Eploy uses quotation-based pricing. As of October 2026, Eploy’s public pricing page displays no numerical subscription price or per-user tariff.
Published standard inclusions cover the ATS, recruitment CRM, onboarding and analytics, with unlimited users, vacancies and candidates. That allowance applies to those three categories; it should not be extended to unlimited API calls or unrestricted integration work.
The listed service provisions include customer success, online knowledgebase access, a dedicated Implementation Manager and a dedicated Account Manager. Connectivity provisions include API access and human capital management (HCM) and technology integrations.
For a useful quotation, describe the recruitment workflows and website journey you need. Request a written scope covering the careers website, application configuration, implementation and required connections, so the quoted package matches the project.
RecruiterWEB website design and Eploy connectivity
RecruiterWEB builds recruitment websites and connects them to Eploy, with vacancies flowing to the website and applications returning to the relevant recruitment record. Our recruitment website design combines a dedicated recruitment CMS, job pages and mobile-optimised layouts, with editable page titles, descriptions, search-friendly URLs and structured data. Your team can create and update website content while keeping job discovery central to the design.
Our Eploy connection uses its RESTful API with OAuth2 authentication. Vacancies move from Eploy to the website; applications, including CVs and form information, flow back into Eploy against the relevant vacancy. We configure the connection during the website build using customer-provided API credentials. Eploy’s API permissions follow the user associated with the API key, so access configuration forms part of connection setup.
Start your website discussion with one representative vacancy and the application journey it needs. Bring the job fields you want published, the questions candidates must answer and the information that must return to Eploy. Discuss that journey with RecruiterWEB so the website design and connection scope can be planned around a concrete recruitment process.
