Hi Neil, tell us about HireClix’s hrtech journey so far and a little about your latest feature QuickApply?

HireClix was founded in 2010 with a simple mission: help employers navigate an increasingly complex recruitment marketing landscape to bring their employer brand and jobs to the right candidates. Over the years, we’ve evolved from recruitment advertising services into strategic consulting, advanced analytics, and full-service career-site solutions which integrate with any applicant tracking system (ATS) and be customized for any employer’s brand. Our team now supports clients worldwide with employer branding, programmatic recruitment advertising, innovative career site development, and an analytics platform which shows return on investment (ROI). Our whole approach is built to help HR teams improve their employer brand and build a better candidate experience, so the hiring process feels more like a consumer-grade e-commerce experience.

A critical part of that journey has been listening to job seekers. Our 2025 Candidate Experience Survey found that 36 % of job seekers drop off because the application processes are too long or poorly designed. To tackle that, we’ve launched several enhancements over the past year, including Second Chance Pages that direct candidates from closed jobs to similar open roles, personalized Recruiter Hub landing pages that humanize interactions with HR teams, and, most recently, our Quick Apply feature.

Quick Apply lets candidates submit an application directly from the employer’s career site without being forced to log in to an applicant tracking system (ATS) or complete an extensive and cumbersome series of forms. It integrates with all major ATS platforms and can be turned on for all jobs or just select roles which need more applicants. By passing candidate data directly into the ATS from a HireClix career site, Quick Apply removes friction when the intent of the job seeker is highest. Early adopters are easily seeing 2X applicant conversion rates and better employer‑brand perception because the application process respects the candidates’ time. The other benefit to our Quick Apply solution is that it can be added to specific roles on your career site. It is not a one size fits all approach. For example, if you don’t need more applicants for the receptionist job but you do for the scientist or systems engineer, you would add Quick Apply to the positions that need the most help. This will allow the recruiter to get the short form data and connect with candidates faster.

Can you talk about how today’s applicant tracking systems still don’t power seamless processes for end users (job seekers) and what employers should do to beat this issue?

Too often, application processes are built around an employer’s compliance needs or the inability to update old systems rather than a positive candidate experience. Candidates are bounced from a chain of job boards to a poorly designed career site to a clunky ATS which takes a lot of wind out of their sail. In many cases, the candidates are forced to create a login, upload a résumé, then retype much of the same information. This negatively impacts quality applicants because they expect a smoother process, creates a risk that they may drop out of the application process, and consider other options beyond this employer.

Read the full article here.