We figured you'd ask.

Both. Fieldhouse combines applicant tracking and recruiting CRM capabilities so teams can manage candidates, clients, prospects, jobs, searches, and hiring workflows in one platform.

Yes. Fieldhouse supports staffing and recruiting agencies, executive search firms, and internal talent acquisition teams through configurable workflows designed around each recruiting model.

Yes. Fieldhouse organizes companies, locations, contacts, opportunities, job orders, and placements, and tracks prospective clients from first contact through proposal to won or lost. Communication, tasks, and follow-ups live on every record.

Yes. Executive search teams can run engagements with research, longlists, shortlists, and client collaboration in the same platform that manages candidates and relationships.

Most recruiting teams are running their process across tools that weren't built to work together — a sourcing tool, a separate CRM, spreadsheets, email threads, and maybe a legacy ATS nobody actually uses. Candidates fall through the cracks. Hiring managers are in the dark. Onboarding feels like starting from scratch. Fieldhouse is built around the handoff problem — keeping the full recruiting lifecycle connected from first search to Day 1.

It is — and it's one of the things we hear most. Managers go quiet not because they don't care, but because the process asks too much of them. When visibility is clear and feedback is easy to give, they stay in it. Fieldhouse is built so the right people are informed at the right moments without the recruiter having to chase anyone down.

Yes — and it's one of the gaps we're most deliberate about. Most ATS tools end at offer accepted. Everything that comes next — pre-employment, document collection, Day 1 preparation — usually starts over from scratch in a completely separate system. We built around that handoff so nothing gets lost and nobody has to re-enter what recruiting already captured.

Without a connected system, that question is almost impossible to answer honestly. When everything lives in one place, you can actually see where candidates stall, which stages are taking too long, and where drop-offs are happening. You stop running on gut feel and start making decisions with something real behind them.

You can — and a lot of teams do for a while. The real cost of stitched-together tools shows up in slower hires, inconsistent candidate experiences, and managers who disengage because the process asks too much of them. If what you have is genuinely working and your team loves it, Fieldhouse probably isn't for you. If you're honest that it's just "fine," we're worth 30 minutes.

Staffing and recruiting agencies, executive search firms, and internal talent acquisition teams that recruit consistently — not one-off — and have outgrown spreadsheets and disconnected tools, but aren't ready to pay enterprise-level fees for a six-month implementation. If your team recruits for a living or owns hiring for your organization, and the process feels fragmented, that's usually a good sign we're worth a conversation.

Companies that hire a handful of people a year and don't need a real pipeline. Organizations with deeply custom compliance or union workflows that require a fully bespoke build. And teams that want something plug-and-play with zero setup — Fieldhouse is built to fit your process, which means there's a real onboarding conversation involved. If you want a tool you can figure out in an afternoon with no help, we're probably not your first call.

Not necessarily. Smaller teams often feel the disorganization most acutely because there's no dedicated ops person cleaning up the mess. We'd rather you start with what you need and grow into the rest than take on more than makes sense right now. The conversation about fit happens before anything else.

Honestly — you might not need to. If your current ATS is working, your team is actually using it, and your hiring managers are engaged, stay with it. Most teams we talk to have an ATS on paper but aren't really running their process through it the way it was intended. If that sounds familiar, the real question isn't which tool — it's whether a different tool would actually get used. That's what we try to figure out together on the first call.

We start with a real conversation about your process — not a generic demo. From there, if the fit makes sense, we configure the platform around how your team actually works, bring in any existing data you want to carry over, and walk your team through it before we hand it off. We stay involved through setup until your team actually feels confident using it, not just technically set up.

Adoption is the metric we actually care about — a tool nobody uses is worse than no tool at all. We pay attention to how your specific workflow maps to the platform before we hand it over, and we do a focused walkthrough with your team as part of setup. The goal is that it feels obvious on day two, not just impressive in a demo.

Yes. Fieldhouse can be pre-loaded with your open roles, existing candidate records, job descriptions, and documents before your team ever logs in. The specifics depend on what format your data is in and where it's currently living — we map out the migration as part of setup and handle it with you, not hand it off for you to figure out alone.

Yes — and we'd expect that. Every demo is a walkthrough built around your team size and the specific parts of your hiring process you want to fix. No generic slide deck, no pressure on the call. You tell us what's broken. We show you what fixed looks like. Book a time here.

The founding team — directly. Every demo, every onboarding conversation, and every support interaction comes from the people who built this, not a sales rep who learned the product last week. That's intentional. We want to understand exactly how you're using Fieldhouse, what's working, and what isn't — because it makes the product better for everyone.

Fieldhouse runs on Google Cloud infrastructure with encryption at rest and in transit. Access is role-based — people see what they need for their part in the process, nothing more. We take this seriously because candidates trust you with sensitive information, and you're trusting us with it too.

Your data is yours. Full stop. If you ever leave Fieldhouse, we provide a complete export of your candidate records, documents, and pipeline history in a portable format. We don't hold data hostage and we don't make it painful to leave — though we'd rather earn your stay than trap you into one.

Yes. Fieldhouse is built with GDPR-aligned data handling practices — candidate consent, data retention controls, and the ability to fulfill deletion requests are all part of the platform. If your organization has specific compliance requirements, bring them to the demo call and we'll walk through how Fieldhouse handles them.