ZipRecruiter

Log In

1

Ats Implementation Consultant Jobs (NOW HIRING)

HireScale

Talent Engineering Consultant

San Francisco, CA · On-site

Building scalable talent pipelines and automation layers across ATS, CRM, and sourcing tools ... Demonstrated end-to-end ownership (problem → system design → implementation → measurable ...

Quovis, Inc.

Talent Acquisition Consultant

WI · Remote

... and implementation * Proactively develop a pool of qualified candidates for anticipated open ... Maintain all pertinent applicant and interview data within the ATS and/or HRIS * Assist in ...

ATS Automation

$80K - $105K/yr

... solutions ranging from consulting and design to implementation, including the provision of ... The opportunity to work on international projects within the ATS Group * A permanent employment ...

previous page

Showing results 41-60

All JobsTechnology JobsProject Management JobsIT Project Manager JobsAts Implementation Consultant Jobs

Ats Implementation Consultant information

See salary details

$44.5K

$113K

$191K

How much do ats implementation consultant jobs pay per year?

As of Sep 10, 2026, the average yearly pay for ats implementation consultant in the United States is $112,972.00, according to ZipRecruiter salary data. Most workers in this role earn between $73,000.00 and $148,000.00 per year, depending on experience, location, and employer.

What is an ATS Implementation Consultant?

ATS Implementation Consultants are professionals who specialize in setting up, configuring, and integrating Applicant Tracking Systems (ATS) for organizations. They work closely with HR teams to understand their recruitment processes and customize the ATS to meet specific needs. Their responsibilities also include migrating data, training users, and providing ongoing support to ensure a smooth transition and optimal use of the software. By leveraging their expertise, companies can streamline their hiring processes and improve overall recruitment efficiency.

What are the key skills and qualifications needed to thrive as an ATS Implementation Consultant, and why are they important?

To thrive as an ATS Implementation Consultant, you typically need a background in HR technology, project management, and experience with applicant tracking systems, supported by a relevant degree or certifications like PMP or SHRM-CP. Familiarity with leading ATS platforms (such as Workday, iCIMS, or Greenhouse), data migration tools, and integration APIs is essential. Strong client communication, problem-solving abilities, and adaptability are crucial soft skills for managing complex client needs and driving successful adoption. These competencies ensure smooth system transitions, client satisfaction, and optimal use of recruiting technologies.

What are some common challenges faced by ATS Implementation Consultants during client onboarding, and how can they be addressed?

ATS Implementation Consultants often encounter challenges such as aligning the new system with existing recruitment workflows, managing stakeholder expectations, and ensuring data migration accuracy. To address these, consultants typically conduct thorough needs assessments, facilitate clear communication between HR teams and technical staff, and implement structured training sessions. Proactively identifying process gaps and offering tailored solutions helps ensure a smoother transition and greater client satisfaction.

What is the difference between Ats Implementation Consultant vs Ats Support Specialist?

AspectAts Implementation ConsultantAts Support Specialist
CertificationsRelevant certifications like HR or ATS-specific trainingBasic technical or customer support certifications
Work EnvironmentProject-based, consulting environment with client interactionSupport center or helpdesk, assisting end-users
Employer & Industry UsageRecruitment firms, HR departments, ATS vendorsHR departments, ATS vendors, technical support teams
Primary FocusImplementing ATS systems, configuring workflows, training clientsProviding ongoing support, troubleshooting, and user assistance

The Ats Implementation Consultant focuses on deploying and configuring ATS systems for clients, ensuring smooth integration and training. In contrast, the Ats Support Specialist provides ongoing technical support and troubleshooting to end-users. Both roles require technical knowledge, but their responsibilities and work environments differ significantly.

What cities are hiring for Ats Implementation Consultant jobs?

Cities with the most Ats Implementation Consultant job openings:

What states have the most Ats Implementation Consultant jobs?

States with the most job openings for Ats Implementation Consultant jobs include:

What are popular job titles related to Ats Implementation Consultant jobs?

For Ats Implementation Consultant jobs, the most frequently searched job titles are:

Infographic showing various Ats Implementation Consultant job openings in the United States as of September 2026, with employment types broken down into 1% As Needed, 85% Full Time, 12% Part Time, and 2% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $112,972 per year, or $54.3 per hour.

Talent Engineering Consultant

San Francisco, CA • On-site

HireScale
Online Marketplaces • 1 - 10 employees
Learn more about HireScaleexternal

Full-time

Re-posted 22 days ago

Job description

Project Overview

HireScale is partnering with an innovative organization to reimagine how talent systems are built, operated, and scaled in an AI-enabled world. This is a 6-month full-service Talent Engineer engagement focused on designing and deploying intelligent hiring infrastructure that transforms how teams source, evaluate, and engage talent.

The work is centered on building modern, AI-powered talent systems—not incremental recruiting improvements, but 0→1 transformation of the hiring stack. You will operate at the intersection of recruiting strategy, data systems, automation, and applied AI to create workflows that meaningfully improve speed, quality, and decision-making in talent acquisition.


This engagement is built around shipping real systems, not strategy decks. You’ll use AI-assisted development and automation tools as force multipliers to rapidly design, test, and deploy scalable recruiting infrastructure—while maintaining strong discipline around data integrity, system design, and long-term maintainability.


This is a hands-on builder role across the full lifecycle:

  • Translating hiring challenges into structured, systemized solutions
  • Designing and deploying AI-enabled sourcing and screening workflows
  • Building scalable talent pipelines and automation layers across ATS, CRM, and sourcing tools
  • Turning fragmented recruiting processes into cohesive, data-driven systems
  • Establishing infrastructure that can evolve from experimentation → production-grade talent systems


The goal is not just to improve hiring—it’s to rebuild how hiring works, using AI and automation as core infrastructure.


Scope of Work & Core Capabilities

  • Design and ship AI-enabled talent systems aligned to hiring and workforce goals
  • Build and optimize end-to-end recruiting workflows across sourcing, screening, scheduling, and evaluation
  • Translate ambiguous talent challenges into structured, scalable systems and automations
  • Develop integrations across ATS, CRM, sourcing platforms, and internal HR systems
  • Leverage AI and automation to improve recruiter productivity and candidate experience
  • Apply strong systems thinking to ensure scalability, reliability, and maintainability
  • Work across data layers to improve talent intelligence, reporting, and decision-making
  • Utilize modern AI and automation tooling (LLMs, workflow automation, and orchestration platforms)
  • Develop across Python, JavaScript/TypeScript, and SQL-based environments where needed
  • Work with APIs and platforms such as ATS systems, HRIS tools, and recruiting tech stacks
  • Design and manage data flows supporting sourcing intelligence and candidate pipelines
  • Collaborate closely with talent and business stakeholders to translate needs into systems
  • Document architecture, workflows, and operational playbooks for long-term scalability and handoff


Engagement Brief

This 6-month consulting engagement is focused on building production-ready, AI-enabled talent infrastructure that materially improves how organizations hire and scale teams. Success is defined by shipped systems, measurable improvements in hiring performance, and sustainable internal capability—not advisory output.

  • Target Outcomes: Production-ready talent systems and AI-enabled recruiting workflows that improve sourcing efficiency, candidate quality, and time-to-hire. Deliver scalable hiring infrastructure, automation of repetitive recruiting tasks, and data-driven decision systems that elevate hiring quality and consistency. Ensure all systems are maintainable and fully operational for internal talent teams post-engagement.
  • Duration: 6 months (full service engagement)
  • Commitment: Full-service or fractional engagement
  • Budget: Flexible based on scope, complexity, and proposal
  • Start Date: ASAP
  • Portfolio Requirements:
  • 2–3 relevant projects in talent systems, recruiting technology, automation, HR tech, or AI-enabled workflow design
  • Demonstrated end-to-end ownership (problem → system design → implementation → measurable outcome)
  • Clear evidence of impact (reduced time-to-hire, improved quality of hire, automation gains, or adoption metrics)
  • Supporting materials such as system diagrams, GitHub repos, case studies, or technical documentation preferred


About HireScale

HireScale is redefining how people and organizations grow and work together. We connect companies with top-rated independent consultants to build agile, highly skilled and resilient teams; while also empowering talent to shape their own paths and align meaningful work with personal freedom and purpose. Our goal is a future where opportunity is open, work is self-directed, and everyone thrives.