Realistic candidates, requisitions, interviews, and offers — generated to match a real org you already built. Purpose-made for ATS integration testing, recruiting analytics, and hiring-funnel development.
Candidate and applicant data is the most sensitive data a company holds — which means vendors building recruiting tools can't easily get their hands on realistic test data. What's out there is either too shallow or disconnected from the org it's supposed to sit inside.
Random names and statuses don't produce realistic conversion ratios, source-of-hire mixes, or adverse-impact patterns. Your analytics dashboards look broken, and your integration tests pass against data that would never exist in production.
Anonymized candidate data still carries re-identification risk and complicates EEOC/OFCCP obligations. One screenshot in the wrong place is a breach.
Most vendors test ATS and HRIS integrations with unrelated fake data, so "hired candidate" never becomes "employee." Your cross-domain analytics have nothing to chew on.
A complete hiring funnel attached to the same org you already generate today. Every hired candidate becomes an existing employee. Every employee has the req, applicants, interview panel, and offer that produced them.
Open/closed/filled dates, hiring manager (drawn from your real hierarchy), recruiter, target comp band, backfill vs. new. Time-to-fill that matches role and seniority.
Realistic applicant pools — typically 100–300x the hires — moving through configurable stages (applied → screen → onsite → offer) with conversion ratios calibrated by role and source.
Interview panels populated from your existing org (the VP of Engineering really does show up for the senior engineer loop). Scorecards, competencies, and debrief outcomes.
Offer records with base, equity, sign-on. Accept/decline with reasons. Negotiation rounds. Time-to-accept distributions that match seniority and market.
Referral, career site, LinkedIn, agency, job boards — each with differentiated conversion quality and cost-per-hire signatures. Actually usable for source-effectiveness analytics.
Because hired candidates become the employees you already have, source X can be measured against first-year performance and 12-month retention. Closed-loop analytics nobody else ships.
Here's the shape of what the module will produce. Output follows standard unified ATS schemas so you can point an existing integration at it with no changes.
// GET /ats/v1/jobs/{id} — unified ATS format { "id": "req_a8f3c91d", "name": "Senior Software Engineer, Platform", "status": "OPEN", "hiring_managers": ["emp_00421"], // links to existing HRIS employee "recruiters": ["emp_01203"], "department": "Engineering", "office": "San Francisco, CA", "job_posting_urls": ["https://careers.example.com/senior-swe-platform"], "compensation": { "min": 175000, "max": 215000, "currency": "USD" }, "opened_at": "2026-01-14T09:22:00Z", "filled_at": null, "days_open": 42, "is_backfill": true, "applicant_count": 247 }
// GET /ats/v1/applications/{id} — unified ATS format { "id": "app_b72e18ff", "candidate": "cand_19f07ac2", "job": "req_a8f3c91d", "current_stage": "onsite", "applied_at": "2026-01-22T14:08:00Z", "source": { "channel": "employee_referral", "referrer": "emp_00187", // existing employee "cost": 3000 }, "stages_completed": [ { "name": "application_review", "outcome": "advanced", "duration_days": 2 }, { "name": "recruiter_screen", "outcome": "advanced", "duration_days": 4 }, { "name": "hiring_manager", "outcome": "advanced", "duration_days": 7 } ], "interviews": ["int_4821", "int_4899", "int_4912"], "offer": null, "reject_reason": null }
Sample conversion funnel for a single requisition. Ratios vary by role, source, and seniority.
The recruitment module outputs the same standard ATS endpoints your existing integrations already consume. Point your staging environment at our generator and you get a complete, internally consistent org — candidates become employees, reqs tie to real hiring managers, interview panels match department structure. No other synthetic data source ships this level of ATS-to-HRIS coherence. Perfect for CI test suites, integration QA, and sales demos that need ATS + HRIS together.
Building applicant tracking or recruiting software? Generate realistic candidate funnels for integration testing, CI pipelines, and product demos — without touching real applicant data.
Already pulling synthetic HRIS data through a unified or direct API? Add ATS to the same company and test the full talent lifecycle against a single, internally consistent source of truth.
Selling hiring-funnel dashboards, source-effectiveness analytics, or quality-of-hire scoring? Demo against data that has realistic conversion ratios and closed-loop outcomes.
Building candidate-matching, resume-parsing, or sourcing AI? Test against labeled synthetic funnels with tunable demographics — without the ethical and legal risk of real candidate data.
We're building this now. Tell us what you need and we'll loop you in on the closed beta.