Home > FAQs > Product Options > Product Level Comparison > Enterprise Level

Enterprise Level

Features Available at this Level

Items highlighted in blue are options NOT available at the Professional level.

• General Features
  • Available in a Purchase or Cloud model
  • Allows for Multiple Databases, each with unique configuration and website, connected to Cyber Recruiter
  • Allows for a "Roll-up" Database which consolidates all sub-databases for reporting and applicant searching
  • Allows for a "Corporate Job Board" to display jobs from all Cyber Recruiter databases
  • Fully compliant with OFCCP guidelines
  • Public Facing Careers page is fully compliant with 508c guidelines
• Requisition / Process Features
  • Configurable requisition request process within the database and for each database (company, division, etc.)
  • Requisition request process can have different workflow based on group security (recruiter vs manager, for example)  
  • Email based approval process for the requisitions (requires NO login to approve)
  • Quick access to the last 5 requisitions viewed (maintained even after logout)
  • Editable requisition information (job description, requirements, etc.)
  • One click access to all requisition information
  • Configurable requisition code generation
  • Quickly add notes or electronic files to the requisition to maintain a fully 'electronic' copy of information.
  • Stagger posting dates for applicants and employees
  • Pull a job off the website on a specific date
  • Track EEO classifications, billable status, exempt status and salary information for each requisition
  • Track and recruit for multiple hires on one central requisition
  • Track costs associated with each requisition.
  • Track core skills and educational requirements for a position and search the applicant pool based on the requirements.
  • Post jobs using the corporate account for Monster, CareerBuilder or DICE
  • Post jobs to hundreds of job boards. (Available via a subscription cost in additional to the support plan)
  • Post jobs via ZipRecruiter
  • Post jobs to a separate website view-able by Agencies.  Applicants are connected back to the agency for quick reference.
  • Post jobs to the Self Service module view-able by Employees and allow for Employee Referrals.  Applicants are connected back to the employee for quick reference and bonus tracking.
  • Develop a corporate job board which consolidates ALL jobs from ALL databases for a central view.  Once a job is selected, the applicant is re-directed to the correct corporate website for the application process. 
• Applicant / Process Features
  • Quick access to the last 5 applicants viewed (maintained even after logout)
• • Share Applicants between databases (company, division, etc.).  Find it in one database and push it to another.
  • Manually add applicant resumes from a Word document or by copying and pasting the information into the system.
  • Manually add applicants from PDF (or other document types) using the Advanced Import feature (requires an annual subscription)
    • Clients who purchased prior to 2010 can add this option. 
    • Clients who purchased after 2010 have this option included in annual support.
  • Score applicants based on answers to questions answered during the application process, phone screening or interview evaluation.
  • Resume "Keyword" searching using single word or Boolean strings.
  • Database searching for degrees / majors / skills and sources
  • Powerful searching which allows the user to build searches based on various areas of the software and to saving search criteria.
  • Quickly send core applicant information out for evaluation ("Routing") and be able to track outstanding requests.
  • Track interviews and the evaluation of each interviewer.
  • Create applicant notes at any time with follow up dates and e-mail the note to the hiring manager.
  • Quickly add notes or other electronic documents to the applicant to maintain a fully 'electronic' copy of information.
  • Maintain a "point-in-time" copy of the applicant record each time an applicant apply for a new job.
  • Collect and maintain references for applicants. Even build your own reference checking form.
  • Submit offer requests electronically for approval
  • E-mail documents, including the offer letter, from within the product on one step.
  • E-mail offer details and allow for on-line feedback from the applicant. 
  • Create an applicant task list to track all the various items needed during the evaluation and hiring process.
  • Create a 'just in time' recruiting process where applicants provide information on an as needed basis instead of just when applying.
  • Verify employee information during the hire process (veterans questions, marital status, birth dates, etc.) which are not needed or wanted during the evaluation process.
  • Create additional questions to gather employee data for the hiring process.
  • Merge data into PDF forms for review and approval. 
• Integration
  • Post a job to a personal Facebook, Twitter or LinkedIn account
  • Bulk upload jobs to CareerBuilder (requires a CareerBuilder account)
  • Bulk upload jobs to DICE (requires a DICE account)
  • Bulk upload jobs to Monster (requires a Monster account)
  • Submit jobs via Advanced Posting to BroadBean (requires an annual subscription)
  • Submit jobs via ZipRecruiter (requires additional subscription)
  • Submit applicants for testing to Gallup (requires an account with Gallup)
  • Submit applicants for testing to AccessPI (requires an account with AccessPI)
  • Submit background check request to Employment Background Investigation (requires an account with EBI)
  • Submit background check request to Universal Background Screening (requires an account with UBI)
  • Hire directly into
    • Abila (requires Abila Web Services)
    • Deltek Visions
    • Sage HRMS (via File Transfer, Direct connect or WebAPI)
  • Bulk transfer employee records
    • Acentis HROffice 
    • ADP (PC Payroll and Workforce Now)
    • Deltek Costpoint (requires the employee preprocessor from Deltek)
    • Deltek GCS Premier 
    • JD Edwards
    • Lawson
    • Microsoft GP
    • NetSuite
    • Paychex
• Reporting (can be printed or exported to excel)
  • 18 Standard Applicant reports including an Applicant Source and New Hire report
  • 8 Affirmative Action Applicant reports including an Applicant disposition report by Requisition
  • 11 Standard Requisition reports including a Requisition Activity and Time to Fill report
  • Select from 18 sources to export information directly to excel
  • Build custom reports using an Ad-hoc report writer
  • Build custom dashboards based on the custom Ad-hoc reports
• Website Features
  • Post jobs on the company website and the "corporate" website. When applicants see the job on the corporate site they will be automatically re-directed to the correct company site for the application process. 
  • Configurable application process for each database (company, division, etc.)
  • Career page can maintain the look and feel of the corporate website, including navigation (requires a Custom website)
  • Standard careers site is mobile responsive
  • Display job postings by groups, highlighted jobs and search criteria
  • Configurable job posting
  • Post jobs to Facebook, Twitter or LinkedIn
  • ​Allow job viewers to email the job posting to a friend or colleague 
  • Start the application process off with uploading a resume which will be read for content.  Then, the applicant just needs to correct the record and fill in additional details unique to the job.
  • Start the application process off by pulling information from a previously created profile with LinkedIn.
  • Automatic screening of applicants based on answers to questions
  • Allow applicants to submit information without selecting a job
  • Configurable Application Agreement section of the Application
  • Multiple applicant profile login options (applicant e-mail, applicant ID, or a custom login)
  • Set the number of required previous employers, education or skills records
  • Set requirements on applicant information during the application process
  • Develop application process specific to the type of position
  • Allow employees and applicants the ability to opt-in for job alerts
  • Ability to maintain website features from within the system
  • Ability to limit how many jobs an applicant can apply to within a given time frame.
  • Ability to define the automatically generated password sent to an applicant
• Administrative Features
  • Ability to load unlimited drop-down options for selection by Applicants & Users.
  • Modify content of automated hiring manager, approver, recruiter and applicant emails
  • Create unlimited custom email templates for communication to Applicants
  • Create unlimited custom letter templates for communication to Applicants
  • Modify/configure forms for interview evaluation, reference checking and offer approvals
  • Modify/configure forms for applicant data collection
  • Create unlimited security groups
  • Create unlimited user accounts for Recruiters, Managers, Interviewers, Evaluators, etc. to log into the system and participate in the recruiting process.
  • Ability to create short cut links to pages and external URLs
  • Ability to mass import and delete records
  • Ability to monitor the data and send follow-up emails based on inactivity or lack of response

See also