NHS Recruitment Software
Oleeo’s NHS recruitment software helps NHS Trusts streamline complex hiring journeys, reduce administrative workload, improve candidate experience and build more inclusive, data-led recruitment processes.
With integrations for NHS Jobs and ESR, Oleeo provides a configurable applicant tracking system for NHS organisations managing high-volume recruitment, complex pre-employment checks and ongoing workforce pressures. For Trusts evaluating alternatives to Trac or looking to modernise Trac-led processes, Oleeo offers a flexible platform that combines recruitment automation, candidate engagement, talent pools, analytics and AI-enabled capabilities.
How Oleeo empowers NHS hiring teams
Oleeo provides a configurable, enterprise-grade ATS designed to help NHS Trusts manage recruitment more efficiently, from vacancy approval and application management through to selection, pre-employment checks and onboarding.
Recruitment technology needs to work alongside systems NHS Trusts already use. Oleeo integrates with NHS Jobs and ESR, connecting recruitment activity to wider workforce processes and reducing manual data entry and disconnected workflows. For Trusts using Trac-led processes, Oleeo supports integration-led approaches and phased modernisation where needed. The result is a more connected ecosystem, improving visibility, reducing admin and creating a smoother experience for candidates and hiring teams.
Oleeo helps NHS recruitment teams manage the full candidate journey — from vacancy creation and approval to onboarding and engagement — in one configurable environment, reducing the administrative workload of complex NHS recruitment journeys.
Automation should make teams more effective without removing the human judgement essential to NHS hiring. Oleeo automates repetitive activities like candidate communications, workflow progression, interview scheduling and parts of the pre-employment process, freeing recruitment teams to focus on candidates, hiring managers and workforce priorities. For Trusts facing high vacancy rates and growing application volumes, cutting administrative bottlenecks can directly speed up how quickly critical roles are filled.
NHS organisations need recruitment that supports fairness, inclusion and equal opportunity, backed by data to identify where improvements can be made. Oleeo supports this through inclusive job advertising, blind screening, structured selection, personalised candidate engagement and diversity reporting. This reduces opportunities for bias and gives Trusts greater visibility to spot barriers and improve outcomes.
Our accreditations include:
Optimising NHS Hiring KPIs With Oleeo
Martin Jones, Associate Director of Attraction, Resourcing & Temporary Staffing at Hampshire and Isle of Wight Healthcare NHS Foundation Trust, shares why Oleeo ATS is essential for data-driven recruitment. From deep reporting capabilities to personalised support for continuous system updates, see how Oleeo helps elevate healthcare staffing performance.
Oleeo as a Trac alternative for NHS recruitment
Civica Trac is widely used across the NHS, supporting recruitment activities including vacancy authorisation, shortlisting, interviews, employment checks and induction.
However, NHS Trusts’ recruitment needs continue to evolve. For organisations looking for a more flexible and configurable approach, Oleeo can provide a modern alternative that combines NHS-specific recruitment workflows with broader capabilities in automation, talent engagement, CRM, analytics and AI-enabled recruitment.
Rather than viewing Trac as a one-size-fits-all solution, Oleeo is designed for Trusts that want to modernise their recruitment technology and have greater control over how their processes are configured and developed.
For Trusts that are not ready for a full replacement, Oleeo can also support integration-led approaches and phased modernisation, helping organisations introduce new capabilities while managing their wider technology landscape.
Oleeo also provides 99.95% platform availability and regular feature releases, helping NHS organisations adopt new recruitment capabilities as their requirements evolve.
Key areas where Oleeo can support Trusts looking to modernise include
Adapt recruitment workflows to the specific needs of different teams, roles and workforce strategies.
Build talent pools, maintain relationships with prospective candidates and engage people before they apply.
Introduce AI capabilities to support areas such as candidate screening and recommendations, while maintaining human oversight of hiring decisions.
Deliver personalised communications, mobile-optimised journeys and greater visibility throughout the recruitment process.
Use dashboards and reporting to identify bottlenecks, monitor time-to-hire and understand candidate behaviour.
Connect recruitment activity with key NHS systems to support a more joined-up technology environment.
What People Are Saying About Oleeo’s NHS and Healthcare ATS
“By utilising the Oleeo’s ATS, we could do things in a much more agile way, to the point where we are utilising the portal, we can hit our targets around pre-employment clearances… the portal gives our managers visibility and it gives our candidates visibility, which was always lacking before, and this way of working also helps us to support our own team with flexible working.”
Angela Machin
ICS Programme Manager, University Hospitals Birmingham NHS Foundation Trust
“We’ve always sold ourselves and our recruitment as a one-stop-shop because we do recruitment on behalf of the trust. If I were to explain what Oleeo does, I’d also say they’re a one-stop-shop. We can do everything we need to, as a function, with Oleeo.”
Laura Wagg
Recruitment Manager, University Hospitals Birmingham NHS Foundation Trust
“I have been working on and off of (ward) since September 2017. Since then, I have not known of a time where the ward has been fully staffed. We have reached that point with our recent recruited staff. Well done and please know that the work you do has a direct impact on caring for some very poorly people”
Perry Katselakis
Attraction & Recruitment Manager, The Southern Health NHS Foundation
The unique recruitment challenges in NHS hiring
NHS recruitment teams face a unique combination of workforce pressure, high vacancy volumes and complex compliance requirements. From clinical and nursing roles to healthcare support workers, administrative positions and specialist services, Trusts need to recruit at pace while delivering a consistent and inclusive experience for every candidate.
NHS Trusts face constant pressure to attract and retain staff for quality patient care. Recruitment teams manage thousands of applications across clinical, nursing, support and administrative roles, including urgent and hard-to-fill vacancies. This creates a heavy administrative burden while trying to cut time-to-hire and reduce agency reliance.
NHS recruitment requires various checks and approvals before a candidate can start, including right-to-work, DBS, references, occupational health, professional registration, qualifications, vaccinations and other NHS-specific requirements. Managing this manually causes delays and confusion over next steps for recruiters, hiring managers and candidates.
Many NHS Trusts are reviewing whether their recruitment technology meets changing workforce and candidate needs. For those evaluating alternatives to Trac, the priority isn’t just swapping systems; it’s finding greater flexibility, faster configuration, a modern user experience, and technology that can evolve with their recruitment strategy.
Oleeo customer success stories that help shape healthcare and NHS recruiting.
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.
Royal Papworth Hospital NHS Foundation Trust
University Hospitals Birmingham NHS Trust reduced their time to hire by over 29% using Oleeo’s ATS all whilst reducing recruiter admin.
How we compare
| Feature |  Oleeo skills-based software | Trac/ legacy NHS recruitment software |
|---|---|---|
| Candidate experience |  Modern, personalised and mobile-optimised candidate experiences with automated communications and greater visibility. |  Long forms and fragmented journeys can make it harder to maintain candidate engagement. |
| Compliance | Compliance-conscious workflows help manage recruitment, checks and approvals through a connected process. | Manual processes and workarounds can create additional administration across complex recruitment checks. |
| AI & automation | Intelligent automation and AI-enabled capabilities can support screening, recommendations and repetitive recruitment tasks, with human oversight. | Workflow automation and intelligent recruitment capabilities may be limited depending on the system and configuration. |
| Diversity controls | Blind screening, structured selection, inclusive recruitment tools and diversity insights support fairer, more data-led hiring. | Basic reporting may provide limited visibility into diversity outcomes across the recruitment funnel. |
| Hiring volume | Built to support enterprise-scale public sector recruitment and complex NHS hiring requirements. | Legacy processes can become difficult to manage as recruitment volumes increase. |
| Internal mobility | Skills-based talent pools, talent rediscovery and engagement capabilities can support internal mobility and retention strategies. | Internal talent and workforce mobility can be managed separately from external recruitment activity. |
| Reporting | Real-time dashboards and operational insight help recruitment teams monitor performance, identify bottlenecks and support continuous improvement. | Reporting may be retrospective or require data to be brought together from multiple sources. |
| Government scale | Proven recruitment technology supporting more than 100 government organisations and complex public sector hiring environments. | Often focused on individual organisational recruitment requirements. |
Key benefits of our NHS ATS
Every day a critical vacancy stays open adds pressure to NHS teams. Oleeo cuts recruitment delays by automating tasks, improving visibility and connecting stages of the candidate journey. University Hospitals Birmingham NHS Foundation Trust reduced average time-to-hire by 29%, from 24 to 17 days, within six months of implementation.
Candidates want visibility into their status; hiring managers need clarity on progress and required actions. Oleeo enables this through personalised communications, mobile-optimised applications, candidate self-service, interview scheduling and clearer progress tracking.
Modernising shouldn’t mean compromising governance. Oleeo combines NHS-focused workflows with enterprise capabilities (CRM-style engagement, talent pools, analytics, automation and AI), letting Trusts pair NHS compliance with modern tools for efficiency, engagement and workforce planning.
NHS Applicant Tracking Software FAQs
Yes. NHS organisations use applicant tracking systems to manage vacancies, applications, shortlisting, interviews, pre-employment checks and onboarding.
Many Trusts use NHS-specific recruitment platforms and workflows. Oleeo provides NHS recruitment software with NHS Jobs and ESR integrations, helping Trusts connect recruitment with their wider systems and streamline the hiring process.
An NHS Trust should look for an ATS that can support the complexity and scale of healthcare recruitment. Key considerations include:
- NHS Jobs and ESR integration
- Configurable recruitment workflows
- Pre-employment and compliance checks
- Automated recruitment administration
- Real-time reporting and analytics
- Mobile-friendly candidate experiences
- Hiring manager visibility and self-service
- Candidate communications and engagement
- Diversity, equity and inclusion functionality
- Reliable implementation and ongoing support
The right platform should reduce administrative burden without compromising the governance, compliance and oversight required for NHS recruitment.
Yes. Oleeo can be considered by NHS Trusts looking for a modern alternative to Trac that offers greater configurability, automation, candidate engagement, reporting and innovation.
Oleeo also supports NHS Jobs and ESR integrations and can support Trusts exploring integration-led approaches or phased modernisation where a full replacement is not immediately required.
The right solution will depend on each Trust’s existing systems, recruitment model and technology requirements, so organisations should assess the functionality, integrations and implementation approach that best meets their needs.
The cost of an applicant tracking system for an NHS Trust depends on factors including the size of the organisation, recruitment volumes, required modules, integrations, implementation scope and ongoing support requirements.
Rather than focusing solely on the upfront cost, Trusts should consider the potential operational return of reducing manual administration, shortening time-to-hire, improving candidate retention and reducing reliance on agency recruitment.
Where approved, Oleeo materials position the platform as commercially attractive, with potential for a minimum 10% saving against current ATS, onboarding and Microsoft Teams integration costs in applicable scenarios.