100Hires is global recruitment software: an applicant tracking system for companies that hire in more than one country. It sources, screens, scores, and tracks candidates worldwide, right up to the moment you make the offer.
When it is time to put someone on payroll, you hand the hired candidate to your employer of record or payroll provider. 100Hires runs everything before that point.
It fits in-house teams hiring across regions, remote-first companies, and multi-location employers. It is not built for staffing agencies, which usually need a combined ATS and client CRM.
What global recruitment software actually does
Hiring across borders breaks the single-country playbook in four places: where you advertise, how you keep candidates organized, how you screen for eligibility, and how you hold candidate data lawfully. Global recruitment software solves those four, not employment and payroll.
In practice that means advertising one role across many markets, running a single pipeline that spans every country, scoring and screening every applicant against the same bar, and managing consent and retention per region.
Each market posts to the same board network under the hood: 13+ job boards including Indeed, LinkedIn, Glassdoor, and Google for Jobs, the major networks that run country-localized results, bundled in your plan with no per-board fee.
The deeper mechanics live on the companion multiposting and Satellite Jobs page.
Knockout questions pair with the rest of the screening toolkit on the knockout questions page, so eligibility, seniority, and must-have skills are all screened on the same form.
Compliant candidate data and cross-timezone scheduling, included
Two things that quietly break global hiring are data compliance and time zones. 100Hires handles both without a separate tool: GDPR controls for the regions you collect data in, and self-scheduling links that book interviews in the candidate's own timezone.
- Set a retention window and auto-delete candidate data on expiry
- Send consent renewals and process right-to-be-forgotten requests
- EU candidate data hosted in Germany, DPA available on request
- Self-scheduling links let candidates pick a slot in their own timezone
The full breakdowns live on the GDPR-compliant ATS page and the interview scheduling page.
From an open role to an EOR handoff
Global hiring needs two layers: a recruiting platform to find and choose the person, and an employer of record to legally employ and pay them. 100Hires is the first layer. Here is how a cross-border hire runs end to end.
- Create the canonical role once, with your scoring criteria and screening questions
- Launch Satellite Jobs across every market you will hire in, localized per city
- Let AI Score and knockout screening surface a shortlist from every country
- Send self-scheduling links so candidates book interviews in their own timezone
- Make the offer, then hand the hired candidate to your EOR or payroll provider for contracts, employment, and taxes
100Hires does not run payroll, set up legal entities, or handle country employment compliance. Pairing it with an employer of record keeps recruiting and employment work in the tools built for each.
Global recruitment software vs a typical ATS
Most applicant tracking systems can post a job and store applicants. Fewer are built for the specific friction of hiring across countries. Here is how 100Hires compares to a typical ATS on the things multi-country teams ask about, with pricing up front.
Where 100Hires is not the right fit: if you only ever hire in one country, the multi-market features add little, and a single-country ATS may be simpler.
Per-market AI localization also needs a complete job description to work from, since it localizes existing copy rather than writing a role from a title alone.