An enterprise ATS
with structured hiring built in.
Give every team the same way to hire, with the security, governance and support a larger organization needs.
- Tailored to your organization
- Dedicated support
- From pilot to full rollout
- Teams across locations
- One standard per role
- Evidence attached to every score
- Scores locked before comparison
What makes Panelynx an enterprise ATS?
The Enterprise rung adds what a larger organization’s security review asks for: SAML 2.0 single sign-on against your own identity provider, five server-enforced roles, approval controls on offers and publishing, and encryption in transit and at rest with multi-availability-zone backups and 35-day point-in-time recovery. Panelynx holds no compliance certifications and does not claim any.
Capabilities for larger organizations
Identity and access
Secure, centralized access for your organization.
- SAML 2.0 single sign-on, self-hosted
- Just-in-time user provisioning
- Enforce sign-in through your provider
- Five roles, server-enforced
Governance and compliance
Keep control of the process and meet your internal requirements.
- Approval steps on offers and publishing
- Approval and decision history
- Retention settings per data type
- GDPR export and two-step erasure
Implementation and support
A smooth path from pilot to organization-wide adoption.
- A dedicated success manager
- Guided onboarding and training
- Candidate import from CSV
- Ongoing support after rollout
Commercial flexibility
Plans and procurement options to fit how you buy.
- Annual agreements
- Invoicing and bank transfer
- Upfront, annual, quarterly or monthly
- Custom contract terms
Security you can check
SAML single sign-on, five server-enforced roles, encryption in transit and at rest, and multi-AZ backups with point-in-time recovery.
Learn more on our Security page- Encryption
in transit - Encryption
at rest - GDPR-aligned
practices - SAML SSO
on Enterprise
A clear path
from pilot to rollout.
I work with your organization to design the right rollout, one team at a time.
1. Understand
Learn about your hiring process, teams and requirements.
2. Pilot
Run a 60-day pilot with your own roles, panels and stakeholders.
3. Rollout
Configure the plans, connect the calendar and onboard your teams.
4. Scale
Read the calibration and panel reports together, and adjust the plans.
What structured hiring changes
How the mechanism works once the roles are spread across several teams.
- One standardfor every candidate
- Independentscoring, locked first
- Calibrationacross interviewers
Enterprise controls apply across the whole Panelynx applicant tracking system, not to the interview layer alone.
Let’s build a hiring process
that works at your scale.
- Discuss your requirements
- Walk through Panelynx together
- Explore a 60-day pilot
Questions people ask before a security review
If yours is not here, ask it. Yohan answers these himself.
Ask a questionWhich identity providers does single sign-on work with?
SAML 2.0, self-hosted rather than resold, so it works with any provider that speaks it. Setup is per environment and we do it with you rather than handing over a document.
Are the roles enforced on the server?
Yes. Five roles, checked server-side on every request rather than by hiding buttons in the interface. Recording the decision of record is a recruiter or owner action.
Do you hold SOC 2 or ISO 27001?
No. Panelynx holds no certifications yet and will say so rather than imply otherwise. The security page lists the controls that actually exist, so a reviewer can judge them directly.
Where does our data live, and who can reach it?
AWS, with tenant isolation, encryption in transit and at rest, and multi-availability-zone backups with point-in-time recovery. The security page has the detail.
Is there an API?
A REST API with signed webhooks is in beta on the Enterprise rung. It covers candidates, vacancies, interviews and scorecards, and it is not general availability yet, so treat it as something to design against with us rather than something to depend on. There are no prebuilt connectors into other HR systems; candidates come in by CSV import.