Recruiter spreadsheets and legacy exports contained duplicate profiles, inconsistent skills and incomplete vacancy relationships. Within Candidate Profile Migration into a New ATS in Singapore, the missing structure made audit, migration and day-to-day retrieval slower than the client’s operational timetable allowed.
A recruitment agency migrating operational records into a new applicant-tracking system.
The primary client-side owner was the Recruitment Systems Lead. That role coordinated source access, destination rules, reviewer availability and acceptance of each delivery. SDES would provide controlled production capacity; the client would retain authority over the business meaning of the records.
Problem: Recruiter spreadsheets and legacy exports contained duplicate profiles, inconsistent skills and incomplete vacancy relationships. Within Candidate Profile Migration into a New ATS in Singapore, the missing structure made audit, migration and day-to-day retrieval slower than the client’s operational timetable allowed.
Required solution: Confirmed candidate identifiers and approved field mappings controlled migration; possible duplicates and suitability questions stayed with recruiters. For Candidate Profile Migration into a New ATS in Singapore, each index row retained its source filename or document reference, and unclear classifications were separated for records-owner review.
Planned outcome: The agency received ATS-ready profiles and targeted queues for identity, consent and vacancy review. Following delivery for Candidate Profile Migration into a New ATS in Singapore, users could search the completed register by approved metadata while unresolved files remained visible for targeted review.
The completed scope covered 32,400 candidate and placement records from three legacy systems — completed in 9 weeks. Effort also reflected field count, document readability, relationship complexity, exception frequency and destination validation.
The client defines required fields, accepted formats, controlling sources and decisions that must be escalated. The operating guide records those boundaries before entry begins.
The review covered the stated volume of 32,400 candidate and placement records from three legacy systems — completed in 9 weeks, including ordinary records, incomplete sources and difficult relationships.
The pilot uses ATS exports, recruiter workbooks, candidate profiles, vacancy lists and consent-status files. Questions are returned with exact record and source references so approved answers can enter the production guide.
Active-candidate pilot, recruiter-portfolio batches and final source-to-target reconciliation. Completed, held, excluded and rejected items remain distinguishable throughout production.
Candidate identity, vacancy links, controlled stage values, duplicate indicators and consent references receive focused checks. Unsupported assumptions do not enter the clean output merely to complete a record.
Batch totals, exception counts and source manifests are compared before final release. The handoff identifies what was delivered, held and returned for client direction.
The review focus would cover Candidate identity, vacancy links, controlled stage values, duplicate indicators and consent references. Sampling depth and second-pass review would be agreed according to field significance and source quality rather than advertised as an unsupported universal accuracy percentage.
Candidate data was partitioned by assigned portfolio and operators could not make contact or selection decisions.
Recruiters controlled suitability, shortlisting, communication, retention and placement.
Recruitment Systems Lead or another authorised owner would resolve exceptions that change meaning, identity, status, classification or commercial treatment. SDES would document the question and apply only the approved resolution.
The handoff would follow the destination structure and preserve enough source information for review and recovery. Delivery timing would follow Active-candidate pilot, recruiter-portfolio batches and final source-to-target reconciliation.
ATS import files
possible-duplicate register
vacancy relationship file and migration control totals
The client would validate the pilot before scale and review each scheduled release. Rejections caused by entry error would be corrected against the approved guide. New rules, changed destination fields or newly supplied sources would be recorded as controlled changes so earlier batches were not silently processed under later assumptions.
The work on Candidate Profile Migration into a New ATS gave our team a dependable handoff. Confirmed records were ready for operational use, while uncertain items came back with clear source references. Our reviewers could focus on the decisions that required internal ownership instead of rechecking the full dataset. We genuinely appreciated the high quality and attention to detail.
