Applicant Tracking System Experts in Berlin
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Meet FRATCH Experts in Berlin, who have recently used Applicant Tracking System
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.
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).
Marc F.
Last position:
Interim Talent Acquisition Manager at doctari
- Building a cross-functional product team to develop a super app
- Advising and mentoring to support the team and provide input (technical & soft skills)
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
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
Fikret A.
Last position:
Senior Product Manager at Enocta
- Executing the roadmap for LMS/LXP platform with 550+ enterprise clients and 4+ million users
- Led the 0-to-1 development of a conversational AI role-play product with the AI team
- Led GTM for the AI Roleplay, creating a new ARR stream, acquiring 15+ enterprise customers in Q1
- Led the development & GTM of a conversational AI Mentor product
- Serving on the strategic leadership team, contributing to long-term product and business strategy
Jamie T.
Last position:
Senior Vice President People & Talent at IDnow GmbH
- Implemented sustainable growth strategies supporting successful company sale !!
- Reported to CEO as a c-suite member Senior Vice President People & Culture with 20 direct reports located internationally throughout Europe
- Led and built int’l HR function (from 0~20 FTEs) for ~500 FTE workforce during a fast-paced, scale-up phase, across 10 European offices
- Hyper scale-up environment (hired 150+ new hires in 6 months)
- Centralized HR from 3 legacy companies during post-merger transaction (0 attrition in HR team, capability uplift from 0 to 100% in-role growth)
- Budgeted, forecasted, managed a €50 million group labor budget aligned with go-to-market labor plans
- Oversaw near and offshore projects as a result of budget vision/constrains/targets
- Overhauled talent acquisition (60% cost svgs, 40% reduced time, 90% success rate)
- Implemented skill & salary growth schemes + succession strategies repeating 10+ cycles (25% workforce competency growth, 10% attrition drop, 40% internal mobility increase)
- Built targeted skill development platform (savings 50% with 40% increased utilization)
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.
Viktoria B.
Last position:
Freelance Global Recruiter IT & Engineering at Freelance Global Recruiter IT & Engineering
- Active Sourcing (Europe & Asia)
- End-to-end recruiting (Europe & Asia): coordination of recruitment processes; consulting on recruitment strategy
- Collaboration with hiring managers incl. C-level and Global Vice President
- Preparation of contracts and discussion of all questions with candidates
- Training and mentoring on interview techniques, active sourcing, self-organization, and pipeline building
- Many years of broad work experience with staffing and recruitment agencies
- Collaboration with global HR departments incl. works council
- Very good user knowledge of MS Office 2011 (Word, PowerPoint, Excel)
- Very good user knowledge of CRM/ATS systems (Salesforce, Personio, iCIMS, HCL Notes)
Katharina D.
Last position:
Lecturer in Human Resource Management at Steinbeis-Hochschule
Katharina H.
Last position:
Interim Manager Recruitment and Talent Advisor at self-employed
- Partnering with clients in Germany and EU
- Human-centered, objective assessments based on performance, needs, and interests
- Development of a talent acquisition and retention strategy, design of efficient processes, interviewer trainings
- Interim recruitment and team management (e.g. parental leave, sick leave, initial hire)
Discover over 15,000 top freelancers
Statistics of experts using Applicant Tracking System
Aggregated from the professional profiles of matched freelancers.
Experience
16 years (Germany: 18 years)
Position duration
2.7 years (Germany: 2.3 years)
Positions per freelancer
9 (Germany: 11)
Top business areas
Human Resources, Information Technology, Operations
Top industries
Professional Services, Information Technology, Education
Certification focus areas
Human Resources, Information Technology, Marketing
Bachelor's degree or higher
89% (Germany: 84%)
Master's degree or higher
74% (Germany: 64%)
Doctorate
16% (Germany: 7%)
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 19 Sep 2026.
Daily rate distribution
The chart shows how the daily rates of freelancers in this technology in Berlin are distributed, based on recent contracts on our platform. Each bar covers a rate range — its height shows how many freelancers charge 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 19 Sep 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 (89%)
- Information Technology (79%)
- Education (47%)
- Retail (47%)
- Food and Beverage (37%)
- Tourism (32%)
- Healthcare (26%)
- Manufacturing (26%)
Please note that freelancers can work across multiple industries, so percentages overlap.
About the technology
What an Applicant Tracking System does
An Applicant Tracking System, commonly called an ATS, manages the flow of recruitment from a new vacancy to a completed hire. It centralizes job descriptions, applications, candidate profiles, interview notes, communication and hiring decisions. Companies use it to replace disconnected spreadsheets, inboxes and manual handovers with a consistent recruiting process.
Core workflows and use cases
An ATS can support recruitment teams across internal hiring, high-volume campaigns and specialist searches. The exact setup depends on the organization’s approval rules, hiring structure and candidate experience goals.
- Create vacancies, approval paths and publishing workflows
- Collect applications from career sites and job boards
- Search, filter and organize candidate profiles
- Coordinate interviews, feedback and hiring decisions
- Track offers, onboarding handovers and recruitment reporting
Ecosystem and integrations
Strong ATS work connects recruiting data with the wider HR technology landscape. Specialists often work with HRIS and payroll systems, identity and access tools, job distribution services, assessment platforms, calendar applications and email providers. They may also configure APIs, webhooks, single sign-on, data imports and exports so information moves reliably between systems.
When companies need expertise
Freelance expertise is useful when an organization is selecting an ATS, replacing a legacy setup or adapting recruitment processes after growth or restructuring. It also helps when adoption is low, reporting is unreliable or recruiters spend too much time on repetitive administration.
- Map the current hiring process and define requirements
- Compare vendor capabilities against real recruiting needs
- Configure workflows, permissions, templates and automations
- Clean, migrate and validate candidate data
- Train users and document the operating model
What strong specialists deliver
Experienced professionals combine recruiting process knowledge with careful system configuration. They understand data models, role-based permissions, consent handling, retention rules and the practical needs of recruiters, hiring managers and candidates. They test edge cases, keep integrations maintainable and explain trade-offs clearly instead of forcing every process into a default workflow.
Quality, security and adoption
A successful ATS project is measured by reliable data, clear ownership and a process people can follow. Specialists should establish testing plans, audit trails, reporting definitions and support routines before launch. For Berlin teams, the right collaboration model may be remote, on-site or hybrid, with communication adapted to the company’s working language and stakeholder mix.
Frequently asked questions
The facts hiring teams ask for most often when it comes to Applicant Tracking System.
An Applicant Tracking System organizes the recruitment process from vacancy approval through hiring. It stores candidate information, manages applications, supports interview coordination and gives teams a shared view of recruitment activity.
An ATS is usually centered on active vacancies, applications and hiring workflows. A recruiting CRM focuses more on long-term talent relationships and sourcing, although many products now combine both capabilities.
A strong Applicant Tracking System specialist may also understand HRIS integrations, recruiting operations, data migration, API configuration, access management and reporting. Knowledge of career sites, job boards and candidate experience is equally useful.
An ATS project benefits from a clear process map, stakeholder list, integration inventory and data-quality assessment. Companies should also define approval rules, user roles, reporting needs and the outcomes they expect from the configuration or migration.
The right Applicant Tracking System experience depends on scope rather than a fixed tenure. A focused workflow change may need a configuration specialist, while a migration or multi-system rollout calls for broader expertise in data, integrations, testing and change management.
An ATS can generally be configured and documented remotely when stakeholders can provide secure access and timely feedback. Berlin companies may choose remote or hybrid collaboration, while on-site workshops can help when processes involve many teams or sensitive operational decisions.
Good Applicant Tracking System work produces clear workflows, accurate records, appropriate permissions and dependable integrations. Ask for examples of testing, migration validation, documentation, user training and how the specialist handled exceptions rather than only reviewing the final interface.
An Applicant Tracking System specialist working with a German or Berlin-based team should be comfortable with the organization’s language expectations, approval structure and data-handling requirements. They should also explain how configuration choices affect candidate communication, reporting and collaboration across local and international stakeholders.
The average hourly rate of freelancers in Berlin, Germany who have used Applicant Tracking System in their recent projects is 93 €, which corresponds to a daily rate of about 743 € based on an 8-hour working day.
Of the freelancers in Berlin, Germany who have used Applicant Tracking System in their recent projects, 89% hold at least a Bachelor's degree, 74% hold at least a Master's degree, and 16% hold a doctorate.
On average, freelancers in Berlin, Germany who have used Applicant Tracking System in their recent projects have 16 years of professional experience, with a single engagement typically lasting around 2.7 years.
The most common languages among freelancers in Berlin, Germany who have used Applicant Tracking System in their recent projects are English (100%), German (95%), and Spanish (21%).
The most common industries among freelancers in Berlin, Germany who have used Applicant Tracking System in their recent projects are Professional Services (89%), Information Technology (79%), and Education (47%).
The most common business areas among freelancers in Berlin, Germany who have used Applicant Tracking System in their recent projects are Human Resources (95%), Information Technology (47%), and Operations (47%).
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
