The Difference Between tilr and an Applicant Tracking System

Gone are the days of resumes being filtered through an applicant tracking system. tilr’s recruiting algorithm ensures qualified candidates are landing jobs based on their skills.

Published on November 14, 2018

Applying for a job is simple due to advancements in technology. With one click of a button you can submit your resume online for it to be reviewed. Do you ever wonder what happens to your resume once you submit it? Do you worry that what is written on your resume doesn’t highlight the skills you possess? We are going to discuss the differences between an applicant tracking system and tilr’s approach to recruiting.


Applicant Tracking System

Large and small companies are experiencing resume overload due to the ease of applying to jobs online. Many companies have resorted to using an applicant tracking system. An applicant tracking system (ATS) software aids companies with recruiting efforts. An ATS is capable of collecting and sorting thousands of resumes helping to create a more manageable workload for recruiters.

Once you submit your resume online, chances are that your resume will be filtered through an ATS. These systems are able to scan for keywords, years of experience, and schools attended in order to highlight top candidates. Resumes that do not include the right keywords are ranked poorly even though the person may be very qualified for the position. While this process saves a lot of time, top candidates are likely slipping through the cracks due to the automation of the system.



tilr has reinvented the traditional recruitment process by saying goodbye to resumes. Matching workers to jobs based on titles and keywords does not work because it allows qualified applicants to be overlooked. By recognizing that the traditional recruitment process is broken, tilr has opted to instead automate the recruitment process through an algorithm that matches workers to job offers based on skills. Focusing solely on an applicant’s skills allows for that applicant to be considered for a multitude of positions as many skills are transferable.

Using tilr’s approach to recruiting instead of an ATS is more efficient and cost effective. ATS software can cost thousands, even millions of dollars. Resumes can seemingly disappear into a black hole once submitted online, leaving applicants confused and frustrated. tilr’s algorithm, based on people’s skills, ensures the most qualified applicants are reviewed and sent to work.