Public Sector Applicant Tracking System
Recruit faster, fairer, and fully compliant across every public service.
Oleeo’s public sector hiring software helps government departments, NHS trusts, police forces, councils and public bodies manage complex recruitment at scale with secure workflows, automation, responsible AI and candidate-first experiences.
How Oleeo empowers public sector hiring teams
Public sector recruitment requires technology that can accommodate complexity while giving recruitment teams greater control and visibility.
Oleeo Recruit provides a central platform for managing complex, multi-stage recruitment. Configure workflows, approvals, selection stages and stakeholder access to reflect the way your organisation operates.
Automate key recruitment checks and onboarding processes, including right-to-work, pre-employment, vetting and DBS checks. Online forms and automated workflows help reduce manual administration while keeping information connected to the candidate journey.
Oleeo’s AI recruitment tools can help recruiters screen, score and prioritise candidates using evidence-based recommendations. Human recruiters remain responsible for final hiring decisions, providing a balance between automation and accountability.
Skills-based recruitment can help public sector organisations look beyond traditional career paths and identify candidates with the capabilities needed for the role. With tools including Candidate Navigator and SkillsAssess, Oleeo helps organisations identify and match skills across external candidates and existing talent pools.
From self-scheduling and personalised communications to branded career sites and OleeoQ candidate FAQs, Oleeo helps create clearer experiences for candidates while reducing administration for recruitment teams and hiring managers.
Centralised data, dashboards and reporting give recruitment teams greater visibility across the hiring process. Oleeo Insights can help organisations identify bottlenecks, understand performance and make informed decisions about how recruitment can be improved.
What People Are Saying
“The Oleeo system is optimised by Google and means we can attract high quality candidates online as well as through the more traditional advertising to fill roles in shortfalls. This technology is essential to us adapting recruitment strategies to find the best people for public-facing critical roles.”
Dean Shoesmith
Executive Head of HR, London Borough of Sutton
“Oleeo provides us with better features, support and value for money. It covers all areas of recruitment that are required by our organisation. Ready support available to develop new features. Reliable and robust platform.”
Andrew Downie
Job Analyst, Rhondda Cynon Taf County Borough Council
“Oleeo are good to work with. They respond to queries and challenges affectively and efficiently. They have shown great flexibility and willingness to help with product development and we have collaborated to offer users a high quality and ever improving experience.”
Mark Williams
Developer, Civil Service Resourcing
Public sector areas Oleeo supports
Public sector recruitment is not one-size-fits-all. Oleeo supports organisations across the public sector with technology designed to adapt to different hiring models, candidate journeys and governance requirements.
Support complex government recruitment with configurable workflows for high-volume campaigns, Success Profiles, reserve lists, orders of merit and security clearance.
Manage clinical and non-clinical recruitment with streamlined workflows for candidate engagement, compliance, onboarding and pre-employment checks.
Support complex recruitment journeys involving specialist roles, extensive vetting, multiple assessment stages and longer candidate journeys.
Help councils, boroughs, county councils and shared services manage recruitment consistently while adapting workflows to local requirements. Our clients include Nottinghamshire County Council, London Borough of Sutton and Rhondda Cynon Taf.
Support recruitment across agencies, regulators, transport bodies, education organisations and other public service organisations with configurable recruitment technology.
Identify and match existing employees to priority roles, helping public sector organisations retain scarce skills, support career development and reduce reliance on external recruitment.
Our accreditations include:
Solving top recruitment challenges for the public sector.
Public sector organisations recruit across a vast range of roles, from frontline and operational positions to specialist, professional and leadership roles. At the same time, they must navigate rigorous governance, compliance and accountability requirements.
The result is a recruitment environment where speed matters, but cannot come at the expense of fairness, transparency or due process.
Public sector teams may recruit permanent and temporary employees, specialist professionals, frontline workers and internal candidates, often across multiple departments or services. Recruitment can span policy, delivery, administration, analytics, commercial, HR, finance, IT, digital and architecture. Each area may have its own requirements, while recruitment teams still need a consistent way to manage applications, selection and onboarding.
Public sector recruitment must meet a range of regulatory and governance requirements. Depending on the organisation and role, this may include GDPR, Subject Access Requests (SAR), Freedom of Information (FOI), Civil Service Commission requirements, DBS checks, right-to-work verification, vetting and security clearance. Recruitment technology therefore needs to do more than process applications. It must support transparent, auditable workflows that help teams demonstrate how decisions were made and ensure candidates are treated consistently.
Public sector organisations compete for talent with employers across the wider market, often while managing lengthy recruitment processes and additional checks.
When communication is inconsistent, or candidates are left waiting for updates, the risk is clear: talented applicants may withdraw before the process is complete. A modern public sector recruitment strategy needs to balance the necessary governance of the hiring process with a candidate experience that is clear, responsive and easy to navigate.
Public sector organisations have a responsibility to ensure recruitment is fair, transparent and based on merit. Standardised processes, structured selection and objective assessment can help reduce the influence of unconscious bias. Technology can support this further by enabling blind screening, consistent scoring and evidence-based recommendations, while keeping human decision-makers in control.
Key benefits of our public sector ATS
Public sector recruitment doesn’t have to be slow to be rigorous. By automating repetitive tasks and connecting workflows, Oleeo helps teams move candidates through the process faster while keeping the controls and approvals they need. The results speak for themselves: Nottinghamshire County Council cut time-to-hire from 70 to 42 days, University Hospitals Birmingham reduced it by over 29%, and Police Scotland went from 60 weeks to days.
Standardised workflows and structured selection processes help ensure candidates are assessed consistently. Blind screening can reduce exposure to potentially bias-triggering information, while evidence-based AI recommendations provide recruiters with greater visibility into why candidates have been prioritised.
Whether recruitment is managed centrally or across individual departments, Oleeo can support different hiring models from a single platform. This includes high-volume campaigns, specialist recruitment, shared services, internal mobility and complex multi-stage selection.
How we compare
Shift from “Requirements” to “Responsibilities and necessary capabilities”.
| Feature |  Oleeo public sector ATS | Legacy public sector recruitment software |
|---|---|---|
| Public sector fit |  Built for complex public-sector hiring, including compliance, governance, multi-stage workflows and high-volume recruitment. |  Often adapted from generic private-sector recruitment workflows. |
| Compliance and checks | Supports automated right-to-work, pre-employment, vetting and DBS workflows using online forms. | Requires manual tracking, spreadsheets or disconnected checking tools. |
| Candidate experience | Branded journeys, self-scheduling, automated updates, candidate FAQs and tailored engagement. | Long, unclear journeys with limited personalisation and high drop-off risk. |
| Fair hiring | Standardised scoring, blind screening options and Human-in-the-Loop AI recommendations. | Inconsistent screening and subjective shortlisting can create bias risk. |
| Skills mobility | Supports internal mobility, talent rediscovery, skills extraction and matching to priority roles. | Limited visibility of existing employee skills and talent pools. |
| Reporting | Centralised dashboards and reporting to support audit, visibility and continuous improvement. | Fragmented data across documents, inboxes and off-system processes. |
Oleeo resources for public sector recruiting.
Here are the top resources and customer success stories that help shape public sector recruiting.
Nottinghamshire County Council
With Oleeo, Nottinghamshire County Council’s time-to-hire has been reduced from 70 days to a streamlined 42 days.
University Hospitals Birmingham NHS Trust
University Hospitals Birmingham NHS Trust reduced their time to hire by over 29% using Oleeo’s ATS all whilst reducing recruiter admin.
Police Scotland
With Oleeo, Police Scotland reduced their time to hire from an astounding 60 weeks to mere days!
Public sector recruitment software FAQs
A public sector applicant tracking system (ATS) is recruitment software designed to help government departments, councils, NHS organisations, police forces and other public bodies manage the recruitment process.
Unlike a basic ATS, a public sector ATS needs to support complex workflows, compliance requirements, recruitment checks, approvals, reporting and transparent selection processes. It can help teams manage everything from initial application and screening through to interviews, pre-employment checks, offers and onboarding.
A government applicant tracking system can support fair and open recruitment by standardising processes and ensuring candidates are assessed against consistent criteria.
Features such as structured workflows, standardised scoring and blind screening can help reduce opportunities for unconscious bias. Responsible AI can also support recruiters by identifying and prioritising candidates using evidence, while keeping the final decision with human hiring teams.
Yes. Oleeo supports recruitment across central government, the NHS, police and emergency services, local government and wider public bodies.
The platform can be configured to support different recruitment models, workflows and selection processes, allowing organisations to manage complex hiring requirements while maintaining consistency and oversight.
An ATS manages the active recruitment process, including applications, screening, selection, checks, offers and onboarding.
A CRM focuses on building and nurturing relationships with potential candidates before they apply. It can help recruitment teams build talent pools, engage previous applicants and maintain relationships with prospective candidates.
Oleeo supports both functions through its Recruit and Engage solutions, helping public sector organisations manage candidates throughout the wider talent acquisition journey.