Every applicant, every stage, on one board.
The full applicant tracking system — job openings, a stage board, candidate records, scheduling, analytics, routing rules and permissions. Unlimited jobs, unlimited resumes, unlimited users, no expiry date, and not a single feature behind a paywall.
- No credit card
- No sales call
- No seat count
Part of the Tanca ecosystem
- Tanca
- Skillify
- Glinks
- GCafe
- GHR
- GWork
This module has no allowance at all.
Elsewhere on Career GPT, three AI features carry a monthly allowance because they run on GPU time. None of that applies here. Pipeline & Candidates has no ceiling of any kind.
Unlimited, permanently
- Job openings
- Candidate records
- Resumes stored
- User accounts
- Stage board
- List view
- Interview calendar
- Hiring analytics
- Resume routing rules
- Team permissions
- Bulk actions
- Candidate notes
- Activity history
- Export
Not part of this module
AI Screen — the pass that reads and structures every incoming resume — is part of this module, and it is unlimited too.
There is no upgrade button in this product. There is nothing to upgrade to.
Open a role, and you get six ways to work it.
The same candidates, arranged for whatever you are doing right now — moving people along, scanning in bulk, checking the week, or explaining the numbers to your boss.
Board
Drag a candidate from one stage to the next, or move them with the keyboard. Every column shows how long people have been sitting in it.
List
The same pipeline as a table, when you want to scan forty people rather than drag six.
Calendar
Every interview for this role in one week view, with conflicts flagged before you send the invitation.
Analytics
Where candidates are getting stuck, where they come from, and how long each stage actually takes.
Routing
Decide which resume lands on whose desk. By region, by stage, with a cap so nobody gets buried.
Permissions
Seven permissions, per person, per role. Including who is allowed to delete anything.
Nobody on your board is labeled “rejected”.
The closing stage is called Not continuing. It sounds like a small thing. It isn’t — internal screens get screenshotted, forwarded, and shown to candidates by accident, and the word on that column becomes your company’s word.
Stage colors run from neutral to blue as a candidate progresses, with green reserved for the moment someone is actually hired. No traffic lights, because a person in an early stage is not a warning.
And the two closing stages sit at the end of the board, not in the middle of the flow — so a stalled candidate never gets read as a finished one.
- Neutral to blue progression
- Green only for Hired
- Closing stages at the end
Turn it on per role. Candidates who do not get the job get their own results back instead of silence — which is what your employer brand is actually made of.
Getting candidates in takes about a minute.
Four ways in, all of them free, none of them requiring your team to change how they already work.
Drop in a stack of resumes
PDF, DOCX, or a photo of a printed resume. Up to 20 files at once. AI reads each one and builds the candidate record.
Your careers page
Applications land straight in the pipeline for the right role, already structured.
From your inbox
The Inbox-to-Pipeline agent pulls resumes out of job-board notification emails in the mailbox you connect.
Type it in
Someone walked in with a paper resume. That still happens, and it still works.
Every import runs a duplicate check and a restricted-list check before it creates a record. Both are on by default.
Work history from 10/2025 to present is a future date — possible data entry error.
A number you can defend.
Every resume that enters the pipeline is read against the requirements you actually wrote, and comes back with a score and the three axes that produced it. Open the number and the reasoning is right there.
Nothing is hidden and nothing is auto-rejected. A candidate below the line is labeled worth a look, not “not suitable” — because that call belongs to you, and because a system that quietly removes people is a system you cannot explain to anyone who asks.
AI Screen also flags what looks wrong in the resume itself. A work history that runs into the future, a duplicate of someone already in your pipeline, a name on your restricted list.
- Component axes always visible
- Full profile one click away
- No automatic rejection, ever
Forty stores, one pipeline, nobody buried.
Most applicant tracking systems assume one office and one recruiter. Frontline hiring does not look like that — it is dozens of locations, a different supervisor at each one, and volume that arrives in bursts.
Resumes route themselves by region.
A resume for a store in Fort Worth goes to the supervisor who covers Fort Worth, automatically, the moment it lands.
Nobody gets more than they can handle.
Set a cap per person per stage. When everyone in a region is at capacity, the resume waits for manual assignment instead of throwing an error.
Permissions follow the region.
A district manager sees their district. A head office recruiter sees everything. Neither has to ask.
This is the part that generic international tools do not have, and it is the reason a multi-store chain can run its hiring on one board.
Pipeline is the start of a longer loop.
The candidate you hire today shows up in your attendance system next month — which is how we can eventually tell you whether the hire was a good one.
Pipeline works completely on its own. The loop is available when you want it.
Set it up before your coffee gets cold.
- 01
Create the role.
Title, headcount, salary range, deadline. Or let an agent draft it from the job title.
- 02
Pick your stages.
Start from the standard flow or build your own. Rename anything.
- 03
Bring the resumes in.
Drop a folder, connect your careers page, or let the inbox agent do it.
- 04
Add your team.
Assign owners by region, set permissions, and you are running.
Moving from another system? Export your candidates as a spreadsheet and import them in one step — including their current stage.
Measured inside the product.
Food retail chain · 14 stores
Screening time reclaimed each week.
Logistics company · 3 southern warehouses
From role open to day one, on average.
Restaurant & bar group · Austin, TX
Hiring mistakes per quarter caused by duplicate resumes.
You will see the same numbers for your own account from the first week.
Questions people ask about this module.
Is the applicant tracking really unlimited?
Yes. Unlimited roles, resumes, users and time. The monthly AI allowance applies to AI Score, AI Interview and the agents, not to anything in this module.
How many users can we add?
As many as you have. There is no seat count and no per-user charge, so you never have to decide who is worth a license.
Can we change the stages?
Yes. Rename them, add them, reorder them, per role. Only the two closing stages are fixed at the end of the flow.
Can we import from our current ATS?
Yes, from a spreadsheet, including each candidate’s current stage.
Who can see what?
Seven permissions per person, and permissions can follow region, so a district manager sees their district.
What happens to candidates we do not hire?
They stay in your Talent Pool for future roles, and if you turn it on, they get their own assessment results back instead of silence.
Do we have to use Tanca HRM?
No. Pipeline & Candidates works entirely on its own.
Is our candidate data safe?
Your pipeline is yours. Candidates own their own profiles and can remove themselves from the Talent Pool, and we handle access, correction and deletion requests under CCPA/CPRA and GDPR.
Open your first role today.
The whole system, free, with no limit on what you can do with it.
Start free- No credit card
- No sales call
- No seat count