The ATS Purpose-Built for BPO Hiring
Traditional ATS platforms were designed for corporate recruiting. Journeyfront was built for how BPOs actually hire: managing cohort classes, meeting client-specific requirements, and reducing the 30-60% annual attrition that destroys your margins.
avg. turnover reduction
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Why Traditional ATS Platforms Fail BPOs
You're not hiring one role at a time. You're building hiring classes of 50, 100, 200 agents, often simultaneously for multiple clients with different requirements. Your US-based client needs one customer service style, and your French market client needs another. Each requires different CEFR language scores, different assessments, and different performance benchmarks.
Generic ATS tools force you into spreadsheets, manual workarounds, and one-size-fits-all processes that weren't designed for cohort-based hiring. Meanwhile, 30-60% annual attrition continues destroying your margins, costing one national distributor $32 million annually.
The gap in the market isn't better workflow automation.
It's hiring technology that actually matches how BPOs operate.
Cohort Hiring at Scale
Traditional systems track individual requisitions. You need to manage hiring classes of 100+ agents with synchronized start dates, group training, and client-specific onboarding.
Multi-Client Complexity
Each client demands different service styles, language requirements, and quality benchmarks. Generic ATS platforms force uniform processes across all hires.
The Turnover Death Spiral
With 30-60% annual attrition (3-4x other industries), hiring fast isn't enough. Speed without accuracy creates a costly cycle: bad hires → poor performance → client dissatisfaction → more turnover.
Purpose-Built for BPO Operations
Journeyfront didn't start as a corporate ATS that added BPO features. We built our software as an assessment company, making predictive analytics core to our architecture, not bolted on afterward. This fundamental difference shapes everything about how the platform works.
- Client-Specific Hiring "Recipes"
- Cohort-Based Hiring Management
- Predictive Analytics (Not Bolt-On)
- Apples-to-Apples Data
Client-Specific Hiring "Recipes"
"We needed different hiring profiles for each customer we serve. Journeyfront lets us maintain those distinctions without separate systems or complex workarounds."
Talent Acquisition Leader, Everise
Cohort-Based Hiring Management
"It's so nice to see our progress on our classes with a single click. We were doubtful we could ever ditch spreadsheets, but happy to be proven wrong."
-Christy Castro, KM2 Solutions
Predictive Analytics (Not Bolt-On)
"Our hiring process is more efficient, but it's been a nice surprise to also see it become more predictive over time."
-Talent Acquisition Leader, Kivo
Apples-to-Apples Data
"For the first time, we can compare hiring outcomes across regions, clients, and time periods with confidence."
Built for BPOs,
Proven by BPOs
Challenge:
Managing high-volume hiring across multiple client accounts with inconsistent time-to-hire metrics
Solution:
Implemented Journeyfront's cohort hiring workflows with client-specific screening recipes
Results:
How BPOs
Like Yours Grow
with Journeyfront
View Customer Stories
92%
Reduced Time-To-Hire, From 12 Days to Same-Day Hiring
Working closely with Everise, Journeyfront designed a hiring process to meet the hiring needs with insurance agents.
41%
Hiring Efficiency Gain, 33% Turnover Drop
"Quantifiably, the candidates we're now seeing with Journeyfront are higher caliber, which is a testament to the higher retention we're seeing." – Etech VP of Operations
67%
Faster Applications, 89% Less Manual Screening
"Recruiters reclaimed 89% of their screening time while gaining complete funnel visibility for the first time."
See Journeyfront in Action
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STEP 1:
Define Client Requirements
Set up hiring "recipes" with client-specific assessments, language requirements, and quality benchmarks. Different clients, different standards—all managed in one system.
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STEP 2:
Build Your Hiring Class
Screen candidates against your defined requirements using predictive assessments. Track class composition, progress toward headcount targets, and readiness for synchronized onboarding.
STEP 3:
Optimize with Real Data
Standardized assessment data across all hires creates true benchmarking. See which criteria actually predict retention and performance. Continuously improve.
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Want to See the Full Platform?
Why BPOs
Choose Journeyfront
Purpose-Built Platform
Not adapted from corporate recruiting. Built from the ground up for BPO cohort hiring with client-specific requirements.
Assessment-First Architecture
Predictive analytics aren't an add-on. We started as an assessment company—it's core to how the platform works.
Real Customer Outcomes
29% average turnover reduction. 12-day to same-day hiring. $32M+ annual savings. Data-backed results, not promises.
Implementation Support
Average 2-week deployment. Our team handles technical setup. You focus on hiring, not implementing technology.
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Are You Ready to Reduce Turnover by 29%?
See how Journeyfront's BPO-specific workflows eliminate the spreadsheets, workarounds, and guesswork that come with generic ATS platforms.
