The ATS that understands consulting

Drag a CV, AI creates the profile. Open an RFP, AI tells you who to propose. ATS and PSA finally in the same tool.

Classic ATS aren't enough for consulting firms

ATS tools were born for pure recruiting: find the right person for the position. But in consulting you need more: understand if that consultant is available, at what rate, on which client project.

ATS disconnected from project and client database
Static skill catalog, never updated
No visibility on real availability
Candidate pipeline ≠ project pipeline
Double data entry between ATS and core system

ATS + PSA, one platform

hice.ai unifies ATS and Professional Services Automation: every candidate is linked to projects where proposed, interview feedback, future availability.

"Find me a Senior React with banking experience"
"Which candidates have I already proposed to Enel?"
"Anna had the interview: log positive feedback"
"Show candidate pipeline for the Generali project"

Try it in chat

Examples you can ask:

Static demo of hice's AI chat.

What you get

AI CV parsing

Drag PDF/Word: AI extracts skills, experience, roles, certifications.

Candidate-project matching

AI suggests who to propose for every open JD.

Integrated pipeline

Candidate status linked to client project status.

Interview management

Scheduling, structured feedback, tracked decisions.

GDPR-compliant

Consent, retention, right to be forgotten handled automatically.

Dynamic talent pool

Evolving database: updated skills, hot/cold contacts.

What a consulting ATS needs and a corporate one does not have

A corporate ATS finishes its job when someone signs the contract. In a consulting firm that is the starting point: the person becomes available, a rate is attached, they are proposed to a client, assigned to a project and start logging hours. If the ATS does not know about that continuity, the profile is recreated in another system and two versions of the same person coexist.

The consequence shows the moment someone asks an apparently simple question: who is free in three weeks with a specific skill and at what rate can we propose them. Answering means crossing the candidate database, current assignments and the rate card, and if those live in separate tools the answer arrives late or arrives wrong.

Single identity for the person as candidate, employee or contractor
Real availability linked to current assignments
Sell rate and cost attached to the profile with separate permissions
Full history: interviews, proposals, projects and reviews

From the client brief to a defensible shortlist

The work that consumes a consulting recruiter's mornings is not evaluating people: it is assembling the material to do so. Reading the request, translating it into skills, searching the archive, checking who is free, verifying rates and preparing the presentation. That block shrinks to minutes when data is structured and search understands equivalences.

What should not be automated is the next step. Ordering the final shortlist, deciding who to present and with what argument requires context that sits in no field: how that person worked on the previous project, whether the client values continuity or price, and what suits the career of the person being proposed.

Requirements extracted from the client request
Search combining skills, availability and rate
Explainable score, with evidence and gaps visible
Final decision recorded with its reason, including when it differs

Consent and retention without slowing daily work

A candidate database is a personal data store, and in consulting it is also shared with clients when profiles are presented. That makes it necessary to be clear about what is kept, on what legal basis, for how long, and what exactly leaves the firm when a shortlist is sent.

Designing this at the start costs little and avoids unpleasant work later. The reasonable minimum is to record the source and date of each consent, apply automatic expiry to profiles with no activity, and be able to anonymize a candidate without breaking the history of the projects they worked on.

Source, legal basis and consent date on every profile
Automatic expiry with notice before deletion
Control over which data leaves when sending a shortlist
Anonymization that preserves project traceability

HR consulting, 5 recruiters, 1500 active candidates

Before: dedicated ATS + project Excel + email for matching = 3 disconnected systems. With hice.ai: everything in chat. Lead recruiter asks "Who can do the Eni interview Thursday?" and gets 5 qualified names in 10 seconds.

hice.ai vs classic ATS (Workable, Lever, Greenhouse)

Feature	hice.ai	Classic ATS
Built for consulting	Yes	No, pure recruiting
Integrated with PSA	Yes	No
AI candidate-project match	Yes	Only candidate-job opening
Consultant availability	Yes	No
Source of truth	Single	Fragmented
Additional cost	Included	Separate license