Applicant Tracking Board (Local ATS)

About the Applicant Tracking Board (Local ATS)

A small team’s applicant tracking system that runs in your browser. Add the jobs you are hiring for and their candidates — typed in, imported from a spreadsheet saved as CSV or filled in from a JSON résumé file — and move each card from Applied through screening, interviews and the offer to Hired on a drag-and-drop board. Open a card to schedule interviews (and add them to your calendar), keep notes and documents with the candidate, record why someone was not selected, and see each candidate’s stage history.

The hiring report shows what happened in a period: applications, offers and hires, the time in each stage, the time to hire, the source of every application and hire, and the reasons for not selecting. People make every move: the board never scores, ranks or filters candidates by itself.

Everything stays in this browser on this device. Lock it with a passcode (it is then stored encrypted), keep an encrypted backup, and let the retention reminder tell you when closed applications are due for deletion. The board, your candidates and your backups always work; the full report, its PDF and CSV, printing and the calendar files need a Premium pass, and without one the report shows as a free preview.

Common uses

• A start-up or small business hiring for a handful of roles without paying for a hiring platform.
• A recruiter keeping their own candidates on their own device.
• An HR team that wants a hiring report with time to hire and the source of each hire.
• Anyone who wants a record of hiring decisions that people, not software, made.

People decide; the board records

The board has no scores, ratings, “fit” or “match” figures, and it never sorts, filters or rejects anyone by itself: a person moves every card and chooses every outcome. Lists are ordered by application date or name only.

That matters because rules on automated hiring tools are growing. New York City’s Local Law 144 forbids employers and employment agencies to use an automated employment decision tool unless it has had a bias audit within a year, the audit is public and candidates have been given notice. The EU AI Act lists AI systems intended to be used for the recruitment or selection of natural persons, in particular … to analyse and filter job applications, and to evaluate candidates as high-risk (Regulation (EU) 2024/1689, Annex III point 4). The board does none of that analysis; whether another tool you use falls under such rules is for you to assess.

Your candidates’ data

• Where it is: in this browser on this device (IndexedDB). It is not uploaded, so MySmartCoPilot has no copy and cannot read it.
• Passcode: with a passcode set, every record — candidates, notes and documents — is stored encrypted with AES-256-GCM, the key made from your passcode with PBKDF2-SHA-256 and 600,000 rounds. The board locks itself after a time without use. A passcode cannot be reset: keep a backup.
• Backups: one encrypted file with the whole board and its documents, encrypted with a passphrase you choose. Restore it on another device to move the board there.
• Retention: set how many months you keep closed applications (the period your privacy notice gives candidates). When some are older than that, the board says so and lists them for deletion; deleting a candidate deletes their documents too.
• What to record: only what you need to hire. Do not note health, religion, family plans or other sensitive details.

What the hiring report measures

• Time in each stage: from the day a candidate was moved into a stage to the day they were moved on, for every candidate who left the stage in the period; “now” counts the candidates still in it and how long they have waited.
• Time to hire: from the application date to the day the candidate was moved to Hired, for the hires in the period (median, average, fastest and slowest).
• Source of hire: the applications and hires of each source you record (careers page, referral, job board, agency…).
• Reasons for not selecting: how many candidates were not selected for each reason, and at which stage.

If you import candidates or add them late, open a candidate and use Change date in the stage history so the times are right.

Importing candidates

Under Data & backup, choose Candidates and a CSV file whose first row names the columns: Name (needed), Email, Phone, Location, Job, Source, Applied on, Stage, Tags, Links and Notes. Download the template to see them. A job named in the file is matched by its title or created; a stage is read by its name on your board (or “Not selected”, “Withdrew”). Rows with a problem are listed with their line number and left out; a candidate with the same name and e-mail as one already on the board is skipped.

When you add one candidate, Fill in from a résumé file reads a JSON Resume file or a copy saved by the Resume Builder. PDF and Word résumés are attached as documents; their text is not read.

Limitations

• One browser on one device: there is no shared account or sync. To use the board on another device, restore an encrypted backup there.
• It does not post jobs, e-mail candidates or read the text of PDF or Word résumés.
• Documents up to 5 MB each and 12 per candidate; the browser decides how much room the site may use.
• Clearing this browser’s site data deletes the board: keep encrypted backups.
• The first PDF needs a connection once, to load the PDF engine.

Privacy

Everything happens in your browser. Jobs, candidates, notes, interviews and documents are kept in this browser’s IndexedDB on this device — encrypted when you set a passcode — and are never uploaded. Backups and exports are files you download yourself.