Applicant Tracking System Experts in Berlin
with precise AI matching and vetted, available freelancersHire experts who configure recruitment workflows, connect ATS platforms with HR systems and improve candidate data, reporting and automation. FRATCH matches you quickly and precisely with vetted, available freelancers for your Applicant Tracking System project.
Meet FRATCH Experts in Berlin, who have recently used Applicant Tracking System
Lars S.
Last position:
Talent Acquisition Manager EMEA at Kelvion
- Talent Acquisition EMEA
- Development of scalable recruiting processes,
- Commissioning and management of executive search firms
- Direct Search,
- Active Sourcing
- Interviews
Tatjana M.
Last position:
Recruiting & Sales Team Lead at SalesPotentials
- Professional and disciplinary leadership, coaching and performance tracking of the Active Sourcing and Recruiting team
- Recruiting and Active Sourcing of specialists and managers in the tech sales sector, from Account Executive to CSO level
- Interim recruiter for various companies
- New customer acquisition by phone, email and LinkedIn Sales Navigator
- Process optimization through AI
- Optimization of the careers website and job profiles
Patrick H.
Last position:
Lead Technical Recruiter | Business Partner AWS EMEA at Amazon Web Services (AWS)
- Partnered with senior stakeholders across AWS EMEA to drive talent strategy, partner development, and business growth in the cloud ecosystem.
- Focus areas:
- Collaboration with Sales & Partner Management on Go-to-Market initiatives
- Advisory on long-term resource strategy for Cloud, Data, and Security Divisions
- Supporting internal innovation teams in scaling AI and automation projects
- Result: Contributed to AWS’s expansion in Central Europe by aligning business, technology, and people strategy.
Tommy S.
Last position:
Process Manager · Order-to-Cash & Automation at EWE Tel GmbH
- Root cause analysis of complex business, technical, and data-related errors in PowerCloud across process, booking, and system boundaries.
- Data-driven management of payments and receivables; contributed to reducing historical receivables from over 100 Mio. EUR to under 25 Mio. EUR.
- Identification of automation and straight-through processing potential at the interface between business departments, IT, and external service providers.
Gabrielle D.
Last position:
People Lead at Una Health
- Hired to build the People function from the ground up as the first People hire
- Defined the hiring plan and closed 2 Sales Manager hires
- Ran a people and culture audit and built the 12-month People roadmap
- Managed the hiring freeze and overall communication after the company lost its DiGA listing following a regulatory decision
Elisabeth H.
Last position:
Interim Talent Acquisition at 1000 Satellites
1000 Satellites (Coworking Space, Scale-up, 50–250 employees)
Support for a scale-up with up to 30 open positions, from defining job profiles and preparing offers through to negotiations
Nino S.
Last position:
Interim Recruiter — Sales & Commercial at Hansefit
- Scaled the sales organisation by hiring 60+ employees in 6 months across Sales, Account Management, Product Management and Head of Sales, with an average time-to-hire of 27 days
- Partnered with senior leadership to define role requirements and drive end-to-end hiring strategy
- Owned full recruitment lifecycle: sourcing, screening, interviewing, offer management and onboarding
- Built scalable talent pipelines to support rapid organisational growth across multiple functions
Sandro S.
Last position:
Senior Consultant at Top of Minds Executive Search
- Led executive search projects for senior international hires in Engineering, Product, and Business.
- Supported the firm's pan-European expansion at their Amsterdam HQ as well as their newly established Madrid and Frankfurt offices.
- Conducted market research and delivered location-specific employer branding strategies.
- Advised on organizational design, culture, and transformation initiatives.
Hanna F.
Last position:
Interim Recruiter at Heinlein Group
- Active sourcing
- Screening and evaluating CVs
- Supporting the entire recruiting process from the first interview through follow-up interviews to final hiring
- Conducting contract negotiations and independently preparing employment contracts
- Filling positions in Sales, Marketing, IT and HR, as well as key positions up to C-level
- Close coordination with departments and decision-makers to successfully fill strategically important roles
- Identifying and implementing measures to optimize recruiting processes
Lucia P.
Last position:
Head of HR at M-A-U-S Seminare gGmbH
- Building, developing, and leading the HR department
- Advising the management and introducing new role models
- Employee development and introduction of internal HR processes
Rosalina L.
Last position:
Interim & freelance HR/ Culture and Transformation Consultant at Rosalina Loclair Business Advisory
Act as a senior People & Transformation advisor to startups and mid-sized companies, leading restructuring, HR operating model redesign, and digital HR initiatives end-to-end.
Drive HRIS/ATS selection and implementation (incl. Personio, Greenhouse, etc.), process design, stakeholder alignment, and internal communication to ensure adoption and measurable operational impact.
Advise executives on workforce planning, labour law considerations, organisational structure, and decision-making mechanisms during change and growth phases.
Build pragmatic recruiting strategies for critical roles (incl. AI/Tech), improving sourcing approach, funnel quality, and hiring velocity.
Selected projects:
Marley Spoon SE: supported a major restructuring process, advising on labor law and workforce planning.
Promedio GmbH/Osteopro: HR digitalisation, HRIS implementation, and launch of a modern corporate website (cross-functional transformation).
Journee GmbH: advised on tech recruiting and talent strategy for senior AI profiles.
PTW Europa GmbH: first HRIS implementation, process design, and internal comms.
Focus areas: HR Strategy, Digital HR Transformation, HRIS/ATS implementation, Change Management, Restructuring, Recruiting, and Future Skills (AI in HR).
Sayed M.
Last position:
Branch Manager at Konzephaus Consulting GmbH
- Built the Peax Berlin team
- Candidate selection and interviews
- Hiring in coordination with the Recruitment Manager
- Coaching and mentoring to develop team members and the team
- Technical and disciplinary leadership of team members
- Acquired new key clients and expanded existing accounts
- Sales and business development
- Ongoing staff development
- Acted as information link between the team and Recruitment Manager, including reporting
- Supported brand growth in collaboration with marketing (online & offline)
- Participated in trade shows and events
- Defined and enforced standards
- Developed new services in cooperation with company management
- Revenue responsibility and ensured profitability
- Budget management
- Daily operational tasks as a recruiting consultant
- Built a talent pool and client portfolio in strategic target markets
Kateryna M.
Last position:
Global Product Owner - Digital Solutions at DB Schenker AG
- Led the global ServiceNow HRSD implementation across APAC, Europe, and the Americas, achieving 1.8% agent users supporting 98.2% of employees globally at the intersection of business and IT.
- Owned the product health, backlog, and lifecycle of the HRSD solution, serving 41K+ active users across 30+ locations worldwide.
- Managed business and IT stakeholder alignment for regional rollouts, ensuring successful advancement of digital transformation initiatives.
- Defined and prioritized technical and business requirements to enable scalable and efficient HR processes.
- Co-led Scrum sprint planning and bi-weekly release management, ensuring continuous increment delivery and quality.
- Drove continuous improvement and digital transformation of global HR operations in line with local legal requirements and budgets, including works council approvals and tailored communication and engagement plans to secure global adoption.
- Tools: ServiceNow, SAP SF, JIRA, Tableau, Power BI, Miro, Figma, Confluence, Asana.
- Domains & Skills: Digital Transformation, Product Delivery, Project & Change Management, HR Tech, Product Ownership, Agile Delivery, Stakeholder Management, UX/Data Insights.
Yvonne S.
Last position:
Private Auszeit
Sven B.
Last position:
Founder and Managing Director at Book a Freelancer
- Built a successful sole proprietorship connecting German companies with specialized HR and recruiting freelancers and managed all business operations
- Established a network of over 1,000 freelancers and led a team of up to three independent contractors to ensure excellent results
- Developed and implemented tailored solutions to support companies in scaling their teams quickly and efficiently
Discover over 15,000 top freelancers
Statistics of experts using Applicant Tracking System
Aggregated from the professional profiles of matched freelancers.
Experience
17 years (Germany: 19 years)
Position duration
2.5 years (Germany: 2.3 years)
Positions per freelancer
10 (Germany: 11)
Top business areas
Human Resources, Marketing, Project Management
Top industries
Professional Services, Information Technology, Education
Certification focus areas
Human Resources, Information Technology, Product Development
Bachelor's degree or higher
92% (Germany: 86%)
Master's degree or higher
72% (Germany: 63%)
Doctorate
12% (Germany: 6%)
Certifications per freelancer
2 (Germany: 3)
Most common languages
English, German, Spanish
Speak two or more languages
100%
Based on our profile pool as of 29 Oct 2026.
Daily rate distribution
The chart shows how the daily rates of experts in this technology in Berlin are distributed, based on recent contracts on our platform. Each bar covers a rate range — its height shows the share of experts charging within that range.
Average rates of experts in Berlin using Applicant Tracking System
Rates are based on recent contracts and do not include FRATCH margin.
The average daily rate is the mean of all daily rates from recent contracts of comparable freelancers on our platform.
The median daily rate is the middle value of all daily rates — half of comparable freelancers charge less, half charge more. Unlike the average, it is barely affected by outliers.
Calculated based on our freelancers’ daily rates as of 29 Oct 2026. Actual rates may vary depending on seniority level, experience, skill specialization, project complexity, and engagement length.
Applicant Tracking System experts industry focus
See which industries our matched freelancers work in most often — every figure is calculated live from the freelancers on FRATCH.
- Professional Services (92%)
- Information Technology (84%)
- Education (44%)
- Healthcare (40%)
- Retail (40%)
- Energy (32%)
- Food and Beverage (32%)
- Manufacturing (32%)
Please note that freelancers can work across multiple industries, so percentages overlap.
About the technology
Purpose and scope
An Applicant Tracking System, commonly called an ATS or applicant tracking software, manages the flow of candidates through recruitment. It centralizes applications, profiles, communication, interview stages and hiring decisions. Companies use it to create consistent processes while giving hiring teams a clear view of open roles and candidate activity.
Core workflows
A well-configured ATS supports the full journey from requisition approval to offer and onboarding handoff. Strong professionals map business rules into practical workflows rather than forcing teams into generic stages.
- Configure requisitions, approval paths and role templates
- Manage applications, screening questions and interview stages
- Automate emails, reminders and candidate status changes
- Build reports for funnel activity, source quality and time to hire
Ecosystem and integrations
ATS work often sits between recruiting, HR and data systems. Specialists connect tools through APIs, webhooks, identity services and integration middleware. Common adjacent systems include HRIS platforms, payroll and onboarding tools, job boards, assessment services, calendar tools and background-check providers. Data mapping, consent controls and duplicate handling are essential parts of reliable integration work.
When freelance expertise helps
Companies bring in freelance professionals when a new ATS must be selected, configured or adopted without slowing active recruitment. They also need focused support during migrations, acquisitions, process redesigns or integration projects. Berlin companies may value specialists who can collaborate remotely while understanding German and international recruiting workflows.
- Replace spreadsheets or disconnected recruiting tools
- Migrate candidate records and preserve useful history
- Adapt workflows for multiple teams, regions or languages
- Investigate permissions, automation or reporting problems
Skills that distinguish specialists
Strong ATS professionals combine configuration skills with process analysis, data discipline and stakeholder communication. They understand permissions, templates, search, tagging, automation, reporting and audit trails. Experience with REST APIs, CSV imports, webhooks and HRIS integration helps them solve issues beyond the application interface. They also document decisions so internal teams can maintain the system after delivery.
What quality looks like
Quality work produces a recruiting process that is clear, measurable and easy to use. A capable specialist tests workflows with realistic candidate scenarios, checks edge cases and validates data before migration or launch. They protect sensitive applicant information through careful access design and retention settings. Success means reliable handoffs, useful reporting and adoption by the people who operate the ATS every day.
Frequently asked questions
The facts hiring teams ask for most often when it comes to Applicant Tracking System.
An Applicant Tracking System stores and organizes candidate applications throughout the recruitment process. It can support requisition approval, job distribution, screening, interview coordination, communication, reporting and the handoff to onboarding.
An ATS is primarily designed to manage active applications and structured hiring workflows. Recruiting CRM software focuses more on long-term talent relationships, sourcing and engagement before a person applies. Some products combine both capabilities, so the right choice depends on the company’s process.
An Applicant Tracking System specialist should understand recruitment operations, data migration, permissions, reporting and user adoption. API integration, HRIS connectivity, webhooks, CSV handling and privacy-aware data management are also valuable when the system connects to a wider HR technology stack.
An ATS implementation needs experience that matches its scope, not a fixed amount of time. A focused configuration may require strong product knowledge, while a migration across regions, workflows and integrations calls for a professional who has handled data quality, testing, change management and launch support.
Yes. Applicant Tracking System work is often suitable for remote collaboration because configuration, documentation, testing and stakeholder sessions can take place online. On-site workshops may still help when teams need to map sensitive processes, agree on workflows or train users in person.
A strong Applicant Tracking System professional can explain past workflow decisions, integration constraints and migration risks in clear terms. Ask for examples of testing plans, documentation, permission design and reporting outcomes, and check whether they involve end users before making configuration decisions.
An ATS may need specialist support when recruiters rely on spreadsheets, duplicate candidate records are common or reports cannot answer basic funnel questions. Frequent manual emails, unclear ownership, broken integrations and inconsistent status changes are also signs that configuration or process design needs review.
Freelancers work with many Applicant Tracking System products, including vendor-specific recruiting suites and configurable HR platforms. The important factor is proven experience with the selected product, its APIs and integration options, plus the ability to adapt the setup to the company’s recruiting process.
The average hourly rate of freelancers in Berlin, Germany who have used Applicant Tracking System in their recent projects is 94 €, which corresponds to a daily rate of about 749 € based on an 8-hour working day.
Of the freelancers in Berlin, Germany who have used Applicant Tracking System in their recent projects, 92% hold at least a Bachelor's degree, 72% hold at least a Master's degree, and 12% hold a doctorate.
On average, freelancers in Berlin, Germany who have used Applicant Tracking System in their recent projects have 17 years of professional experience, with a single engagement typically lasting around 2.5 years.
The most common languages among freelancers in Berlin, Germany who have used Applicant Tracking System in their recent projects are English (100%), German (96%), and Spanish (20%).
The most common industries among freelancers in Berlin, Germany who have used Applicant Tracking System in their recent projects are Professional Services (92%), Information Technology (84%), and Education (44%).
The most common business areas among freelancers in Berlin, Germany who have used Applicant Tracking System in their recent projects are Human Resources (92%), Marketing (56%), and Project Management (52%).
Main locations of FRATCH Experts, who have recently used Applicant Tracking System
Our freelancers and interim experts are at home across the DACH region — available on-site in the major business hubs or fully remote. Choose a location to discover matched specialists, local market insights and up-to-date availability.
Berlin 
Hamburg Munich Cologne Frankfurt Stuttgart Dusseldorf Leipzig Dortmund Essen Bremen Dresden Hanover Nuremberg 
Munich Request a free demo
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Philipp Thomaschewski
FRATCH CEO
