Applicant tracking, built into every hire.

Create a job in AROS in a few minutes. Enter the role title, team, location, employment type, and the responsibilities and requirements you want candidates to see. AROS structures the posting so the hiring team, interviewers, and candidates are all looking at the same description of the role.

When the description is ready, publish the job from the same screen. AROS hosts a public job page for each published role, so candidates can view the posting and apply directly through AROS without a third-party form.

Every application to an AROS job lands in the role’s applicant pipeline. Applications arrive with the résumé attached, the source recorded, and the applicant assigned to the first pipeline stage. From there you can move candidates between stages, leave notes, schedule interviews, and see who else is looking at each candidate.

Every stage change is stored on the application, so the team can look back at the exact path a candidate took through your process. Nothing is lost when someone leaves the pipeline: rejected and withdrawn candidates stay searchable, and the Decision Packet at the end of every hire keeps a record of why the final call was made.

Every candidate has a profile inside AROS that consolidates their résumé, contact information, application history, interview notes, evaluation evidence, and communication log. Team members working on the same role see the same source of truth for each candidate.

Profiles keep their history across roles. If a candidate applies to a second job, the earlier application and its notes stay visible on the same profile — so the team can pick up context instead of starting from a blank page.

AROS supports candidate sourcing through three channels that live inside the product:

• Public job pages. Every published job has a public URL hosted by AROS that candidates can find, view, and apply through directly.
• Résumé import. Upload résumés you already have — from referrals, past searches, or bulk lists — and AROS turns each one into a candidate profile in your workspace.
• Return to the Talent Pool. Candidates who apply, are imported, or move through a role stay in your workspace’s Talent Pool. When a new role opens, you can revisit those candidates and add them into the new pipeline.

Scope of candidate sourcing inside AROS: AROS does not search LinkedIn, third-party job boards, or external résumé databases for passive candidates. Sourcing is limited to the three channels above — applicants to your public job pages, résumés you import, and candidates already stored in your Talent Pool.

• Job posting — create a role, publish it, and host the public job page inside AROS.
• Candidate tracking — every application lands in a per-role pipeline with stages, notes, and full history.
• Candidate profiles — one consolidated record per candidate, shared across the hiring team.
• Candidate sourcing — public job pages, résumé import, and returning to candidates in the Talent Pool.