RolePark for recruiting agencies
An agency fills several roles at once, shares one candidate database between recruiters and shows hiring managers only what they need. This page describes how that works in RolePark today.
In short
- One workspace for the agency: every vacancy, a shared candidate database with duplicate detection, and one careers page.
- Candidate ownership: other recruiters see a clean card without salary expectations and feedback until the owner shares or transfers the candidate.
- Hiring managers see only the vacancies assigned to them and do not take paid seats; a requisition link collects a new role without an account.
- The ATS is $30 per paid seat a month or $240 a year, with analytics by source, vacancy and recruiter.
How an agency is set up
The agency has one workspace. Its vacancies, candidate database, pipelines and reports live there, and its careers page shows the vacancies the agency publishes. A person’s account belongs to one workspace.
Each vacancy has a responsible recruiter and can have an assigned hiring manager. Recruiters can be grouped into recruiting teams with a lead.
- Administrator — manages the company, users and settings.
- Recruiter and recruiting lead — run vacancies and candidates; only these roles take a paid seat.
- Hiring manager — works with the vacancies assigned to them.
- Interviewer — conducts their interviews and fills in scorecards.
Candidate ownership between recruiters
A candidate has an owner. The owner and administrators see everything. Other recruiters in the company see a clean card: the profile, CV and contacts, but not salary expectations, recruiter notes or evaluations from other vacancies.
- Share gives a colleague full access, including feedback and salary expectations. The action is logged.
- Transfer hands the candidate to a new owner, either clean or with the history.
- Request access lets a recruiter ask the owner for the full card.
One candidate database without duplicates
- Similar candidates: RolePark shows records that look like the same person. Nothing is merged automatically.
- Merging moves applications, interviews, notes, files and evaluations to the primary record; an administrator can undo a merge within 30 days.
- Every candidate keeps a source — career page, referral, job board, LinkedIn, agency, CV import and others — and the analytics show where hires come from.
- From your base: on a vacancy, RolePark lists existing candidates with the skills it asks for, as a list you can check rather than a percentage.
Working with hiring managers
Hiring managers inside RolePark
Invite a hiring manager as a user with the Hiring manager role. They see only the vacancies assigned to them and the candidates on those vacancies and leave feedback — without a paid seat.
If a hiring stage is anonymised, hiring managers and interviewers do not see the candidate’s identity at that stage.
A new role from a requisition link
A recruiter creates a hiring request and sends the hiring manager an external link. The hiring manager fills in the role step by step — goal, responsibilities, must-have and nice-to-have skills, salary range, interview process — without an account. The recruiter then reviews, clarifies, approves and turns the request into a vacancy; approval chains are supported.
Day-to-day recruiting
- Pipelines with stages, interviews with scorecards (open answers, yes/no and a 1–5 scale), tasks and team chats.
- Email templates for the emails recruiters write to candidates, with variables filled in automatically. Automatic emails to candidates, including sequences, are paused for now; application confirmations and interview logistics are still sent.
- Interviews in the organiser’s Google Calendar with a Google Meet link, and notifications in Telegram.
- Vacancies published on Djinni from RolePark, with applications returning to the inbox.
Reports for the agency
Recruiting analytics show the funnel, sources, results by vacancy and by recruiter, average time to hire and time in stage, filtered by period, vacancy and recruiter. Hiring costs and cost per hire are tracked separately. Tables export to CSV and the current view to PDF.
What it costs
The ATS costs $30 per paid seat a month or $240 per seat a year. Only recruiters and recruiting leads take seats; administrators, HR administrators, hiring managers and interviewers do not.
Every new company gets the full ATS for one calendar month right after registration, without a card. Payment and continued access are arranged with the RolePark team.
Frequently asked questions
Can each client get a separate workspace or careers page?
A workspace belongs to one company and has one careers page, and a person’s account belongs to one workspace. An agency runs its vacancies in its own workspace.
Do hiring managers need a paid seat?
No. Hiring managers and interviewers work with their own vacancies and interviews without a paid seat.
Can a hiring manager see other vacancies?
No. A hiring manager sees only the vacancies assigned to them and the candidates on those vacancies.
Can two recruiters work with the same candidate?
Yes. Both see the profile, CV and contacts; the owner can share full access or transfer the candidate.
Can we bring our existing candidate database?
Yes: from a CSV or Excel (.xlsx) file that any ATS or spreadsheet can produce, or from a supported full account export of another ATS. The migration page lists what each import carries over.