ATS integration

Optimize Each Hiring Stage

Survale seamlessly integrates with your ATS to engage candidates with candidate experience surveys automatically as recruiters move them through the recruiting lifecycle, providing key insights into recruiting effectiveness.

Get full circle candidate experience feedback

Get Full Circle Feedback

As candidates get phone screened and interviewed, Survale gathers feedback from candidates, hiring managers and recruiters. You'll know immediately if a hiring manager misses an interview or if you need to move quickly on an all-star candidate.

Turn around declined offers

Turn Candidates Around

Survale candidate experience surveys can gather feedback on declined offers and help you turn lost candidates into employees, or strengthen your offers for future applicants.

Convert more candidates

Get Always On Feedback

Survale embeds in your career site with a few lines of code and helps you understand how effective you are at converting visitors to applicants. Find weak areas that can dramatically improve your conversion rates.

Boost Employee Experience

Understand Your Employer Brand

What do candidates think of your brand? Which jobs appeal to which candidates? Survale's career site feedback lets you fine tune your brand to appeal to the right candidates.

Show You Care!

Engaging candidates up front by asking for feedback shows them you care and sets you above other employers. And Survale continues this engagement through the entire recruiting lifecycle.

A Powerful Platform to Optimize Recruiting

Survale's real-time feedback identifies deficiencies, provides data for hiring manager training, and alerts you to candidate issues before you lose talent

Always on candidate satisfaction surveys

Gather Real-Time Feedback From Your Career Site

With just a few lines of code, Survale embeds in your career site gathering invaluable data about the effectiveness of your jobs, your brand and your ability to convert visitors to applicants

Find career site trouble spots

Measure Employer Brand Affinity

Determine job ad effectiveness

Show candidates you CARE

Understand job application issues

Source candidates from feedback responders

Tie Feedback to Hiring Stage

When integrated with your ATS, Survale manages automated feedback campaigns to candidates, hiring managers, recruiters and other key hiring stakeholders. As you move candidates through your ATS, Survale gathers feedback about:

Phone Screens


Cultural Fit

Accepted Offers

Rejected Offers

Onboarding and More

Candidate satisfaction survey interview
Deliver surveys via text

Engage via Text, Email, Slack or Web

Survale automatically engages people where they are, delivering surveys via email, text, embedded in web page or through corporate communication systems like Slack. This ensures the highest response rates for your feedback.




Embedded in web page or cloud app

Analyze and Act on Hiring Data in Real-Time

Survale's analytics dashboard shows you what's working and what's not with your hiring. Identify issues and affect hiring outcomes in real-time, not weeks or months after the fact.

Searchable comment feeds yield invaluable insights

Track customizable satisfaction indexes

Custom dashboards provide just the right data

Get candidate satisfaction scores

Understand job application problems

Compare results from multiple metrics with custom widgets

Candidate satisfaction analytics
Hiring manager satisfaction

Measure New Hire and Hiring Manager Satisfaction

Once a candidate is hired, Survale gathers feedback from candidates and hiring managers, allowing organizations to measure new hire and hiring manager performance and satisfaction

Track hiring manager satisfaction over time

Extend candidate satisfaction through first year

Gather hiring manager feedback from candidate to employee

Identify new hire performance issues early

SurvaleRewardsTM Provides Incentives For Feedback

Perfect for consumer-facing organizations, SurvaleRewards lets you add promotional codes from your eCommerce platform to provide candidates discount products or services to reward them for applying and providing feedback.

Reward candidates with discounts or free products or services

Turn recruiting into a revenue center

Boost employer brand affinity

Increase response rates and candidate satisfaction

Reward candidates and employees for providing feedback
Candidate satisfaction new hire campaign

Delight Candidates and Optimize Recruiting in Real-Time

Survale is the only purpose-built, real-time candidate feedback platform. As simple as a generic survey solution, but powerful enough to automate the gathering of feedback from candidates, hiring managers, recruiters and more. Survale even leverages your satisfied candidates to help boost your employer review site ratings with SurvalePromote. Just set up Survale and watch it provide real-time, year round insights to optimize candidate satisfaction and dramatically improve your hiring results.

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Survale Client Quotes

Survale Candidate Experience Survey Case Studies

Learn how Survale clients apply Survale's great candidate experience capabilities to leverage candidate and employee feedback to optimize hiring and engage employees.

Candidate Experience Frequently Asked Questions

Candidate experience begins when a job seeker first learns of a job with a specific organizations, whether through direct contact, referral  or through third party advertising sites or contract recruiters.  Candidate Experience Continues through the first year of employment and includes:

  • Researching the organization and their employer brand
  • Applying for a position
  • Phone screens and/or interviews
  • Job offers
  • Onboarding
  • First year retention

Because studies show that satisfied job seekers are 38% more likely to accept an offer (IBM) and competition for specialized talent is at an all time high. Job seekers are often customers, as well. Studies have shown millions of dollars in revenue losses attributed to customers lost as a result of bad recruiting experiences. Recruiting is a function that spends large amounts of time and effort to attract Job seekers, yet they reject 99% of all applicants. Historically, outdated practices and ineffective technology has created animosity between candidates and employers when communication is sparse and incomplete. Candidates can feel like their time is not valued or they have not been adequately evaluated for positions. Organizations that treat candidates like customers and seek to build positive experiences and lasting relationships with candidates are more likely to successfully hire their 1st choice candidates more often.

Most candidate experience gains can be made by ensuring frequent, open and honest communication throughout the recruiting process. Truly understanding the candidate journey is key to making the kinds of changes needed to improve candidate experience. Applying for your own jobs helps uncover problems in the application process. Asking for candidate feedback on interviews can uncover issues with hiring managers that might require education and interview training. The key is treating the recruiting process like customer service, constantly refining the process to be as easy and as respectful as possible.

Real time feedback from candidates can be key in ensuring a positive candidate experience by allowing candidates to tell you what’s working and what’s not with each stage of the process. Organizations frequently don’t understand what candidates experience while navigating from a job ad to an application page, for example. Or whether contract recruiters or hiring managers have treated candidates respectfully in the process. Or just why candidates reject offers or quit in the early stages of employment. A good, real-time candidate feedback program can illuminate these experiences and allow organizations to hire more effectively by creating positive experiences, tailored to the candidates they are targeting.

The better your candidate experience, the more candidates that will go farther in your hiring process. In fact, an IBM study revealed that satisfied candidates were 38% more likely to accept an employment offer. At a cost per hire (CPH) of $4,000 (a commonly accepted, yet very conservative CPH number) small changes in acceptance rates can mean huge savings. Beyond this, there is productivity lost when considering the delay in hiring for each turned down position, as well as the productivity lost by hiring a second or third choice candidate. In addition, the easier your recruiting process, the more job seekers you will convert from browsers to applicants, so improvements in candidate experience equal more applicants for open positions. Finally, dissatisfied candidates are often customers. And if they are not customers, they are potential referrers of candidates and/or reviewers of companies on employer review sites. One Survale client study found that candidate experience contributed to up to approximately $4M in lost revenue.

See how Survale can energize talent for your organization

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