Applied
Applicant tracking systems (ATS)
Diversity recruiting software
Recruiting software
Talent acquisition suites software
- Features
- Ease of use
- Ease of management
- Quality of support
- Affordability
- Market presence
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What is Applied
Applied is an applicant tracking system focused on structured, skills-based hiring workflows. It supports creating job postings, collecting applications, anonymising candidate information, and running consistent shortlisting and interview processes. The product is typically used by HR and hiring teams that want to reduce bias through standardised evaluation and auditable decision-making. It also includes reporting features oriented around fairness and diversity outcomes.
Structured, standardised assessments
Applied emphasises consistent scoring and evaluation across candidates through structured workflows. This approach helps teams compare applicants using the same criteria rather than ad hoc reviewer notes. It can improve process repeatability across roles and hiring managers. It also supports clearer documentation of why candidates advance or are rejected.
Anonymised application review
The platform supports anonymisation to reduce exposure to identifying information during early-stage screening. This can help organisations implement blind review practices without manual redaction. It is particularly relevant for teams with formal DEI and fair hiring policies. Anonymisation also creates a clearer separation between evidence-based assessment and personal identifiers.
Bias and fairness reporting
Applied provides reporting aligned to diversity and fairness monitoring across stages of the hiring funnel. This helps HR teams identify where drop-offs occur and whether outcomes differ by group. The reporting supports internal governance and audit needs for structured hiring programs. It can also inform process changes such as revising assessments or interview rubrics.
Less HR suite breadth
Applied is primarily oriented around recruiting and selection rather than broader HR administration. Organisations looking for an all-in-one HRIS with payroll, time tracking, and benefits may need additional systems. This can increase integration and vendor-management work. It may be a less direct fit for buyers prioritising a single consolidated HR platform.
Workflow rigidity for some teams
Structured, standardised processes can feel restrictive for teams that prefer highly customised or informal hiring workflows. Some roles may require non-standard evaluation steps that do not map cleanly to a consistent rubric. This can lead to workarounds or parallel processes outside the system. Adoption may depend on change management and stakeholder alignment.
Integration details vary by stack
ATS deployments often depend on integrations with calendars, email, HR systems, and background checking providers. If required integrations are not available out of the box, teams may need custom configuration or middleware. This can affect implementation timelines and ongoing maintenance. Buyers typically need to validate integration coverage against their existing toolchain.
Plan & Pricing
No public tiered pricing listed on the official Applied (Be Applied) pricing page. The site directs visitors to schedule a demo or contact the team for pricing details and access to trials/features rather than publishing subscription tiers or costs.
Seller details
Applied
London, United Kingdom
2016
Private
https://www.beapplied.com/
https://x.com/BeApplied
https://www.linkedin.com/company/beapplied
