HIPAA-Ready Applicant Tracking System
Keep candidate records locked to the people who need them, hold every applicant's history in one place, and remove that data cleanly when the time comes, instead of scattering it across inboxes, drives, and shared spreadsheets.
What HIPAA-ready means here, and what it does not
HIPAA-ready means 100Hires gives your hiring team real security controls that fit healthcare recruiting: role-based access, per-job visibility, candidate activity history, configurable retention, and clean deletion. It does not mean a compliance certificate.
One scoping note: 100Hires is built for recruiting data, so you should not store patient records, medical files, or other protected health information in it. Keeping PHI in the systems built for it is the right scope for a hiring tool.
Compliance is a status your organization holds, supported by tools, not granted by them. What 100Hires gives you is control over your candidate data. What stays with you is your HIPAA program and the call on which data belongs in a hiring tool at all.
Decide who on your team sees each candidate
Healthcare teams work by need-to-know. 100Hires matches that with three roles, Administrator, Recruiter, and Interviewer, plus per-job access, so an interviewer sees only the candidates for the reqs they are assigned to, not your whole pipeline.
- Administrator, Recruiter, Interviewer roles
- Per-job visibility, scoped to assigned reqs
- Permission matrix per role
- Interviewers never see the whole pipeline
Keep every candidate's history in one record
Each candidate sits in one record in 100Hires, with their application, notes, and a running activity history in one place. When a security review asks where a candidate's data lives, you point to one record instead of five inboxes and a shared drive.
- One record per candidate
- Running activity history
- Application and notes in one place
- No reconstructing from inboxes
Remove a candidate's data cleanly when you should
100Hires gives you configurable data retention and one-click erasure of a candidate, so a deletion ask from a rejected applicant is a setting, not a scramble. You can also export your candidate data to CSV.
- Configurable retention windows
- One-click candidate erasure
- CSV export of your candidate data
Get candidate data out of inboxes and shared spreadsheets
Most teams run early hiring on email, Google Drive, group chats, and a spreadsheet someone owns until it breaks. That is where applicant data leaks: a forwarded resume, a shared link that never expires, a tab with the wrong sharing setting.
The fix is not better spreadsheet hygiene, it is one system that tracks every candidate with access control around the data.
100Hires encrypts data in transit with TLS 1.2 or higher and runs on provider-certified infrastructure: Amazon Web Services in the US, which holds SOC 2 Type II and ISO 27001 certification, and Hetzner in the EU, whose data centers hold ISO 27001 certification.
Its sub-processors are published, and the AI features do not train any vendor model on your candidate data.
Healthcare hiring also screens hard requirements up front, like licenses, work authorization, and clearances. You can capture those with knockout questions on the application form, so the answers attach to the candidate record instead of a side thread.
How 100Hires compares to a typical ATS on candidate-data control
The security questions a healthcare team asks are less about feature counts and more about control: who sees what, what is logged, and how data leaves. Here is how 100Hires lines up against a typical ATS on that surface.
100Hires
Does a hiring tool even fall under HIPAA
Usually not, and it is worth knowing why before you gate your hiring software on it. HIPAA binds covered entities like providers and health plans, and their business associates.
Health information an employer holds about applicants and employees for hiring generally sits outside HIPAA's definition of protected health information.
That is the case for what a normal hiring process collects in 100Hires: resumes, contact details, work history, interview notes, and evaluations.
The careful move is to keep it that way. Run hiring in your ATS and keep actual patient records and medical files in the systems built to hold them. The US Department of Health and Human Services explains how this applies to employers at HHS.gov.
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It solved all of my recruitment problems and offered all of the features I was looking for. It can automate most of my recruitment processes.
I'd happily recommend it to my industry peers. I'm able to use the platform with ease and don't have to think twice what function to use.
The system is very user-friendly. Even people with no experience will find it easy to understand its functionality.
4.7
4.8