How Companies Configure Their ATS: Inside the Recruiter's Settings
Every ATS installation is configured differently by each company and recruiter. The same resume might score 90% at one company and 60% at another—not because of your qualifications, but because of how the ATS is set up. Understanding the recruiter's configuration options gives you strategic insight into the screening process.
How Recruiters Set Up Job Requisitions
When a recruiter creates a new job posting in the ATS, they configure multiple screening parameters. They input the job title, description, required qualifications, preferred qualifications, and nice-to-have attributes. Each category carries different scoring weight.
Recruiters also select screening questions that applicants must answer during the application. These can be informational (for later reference) or qualifying (with correct answers that determine eligibility). Qualifying questions with mandatory answers become knockout criteria.
The level of configuration varies by recruiter experience and company resources. Some recruiters meticulously configure keywords, weights, and screening rules. Others use minimal configuration and rely more on manual review. Companies with dedicated HR teams tend to have more sophisticated ATS configurations.
Keyword and Skill Configuration
Recruiters select or input the keywords and skills the ATS should look for in resumes. In many ATS platforms, this is done by either manually entering terms or allowing the system to automatically extract keywords from the job description.
Each keyword can be assigned a priority level: required, preferred, or bonus. Required keywords are deal-breakers—missing them can trigger a significant score penalty. Preferred keywords are important but not mandatory. Bonus keywords provide small score boosts.
Some ATS platforms also allow recruiters to set synonyms and equivalent terms. For example, a recruiter might configure 'AWS' and 'Amazon Web Services' as equivalent terms, so either one would count as a match. However, not all recruiters take the time to set up synonyms, which is why including both forms is advisable.
| Configuration Option | Impact on Candidates | What You Should Do |
|---|---|---|
| Required keywords | Missing one can drop score 15-30% | Include every required qualification from the posting |
| Preferred keywords | Each adds 5-10% to score | Include as many preferred qualifications as honest |
| Knockout questions | Wrong answer = immediate rejection | Read and answer all questions carefully |
| Experience range | Outside range may be filtered | State your years clearly in summary |
| Location filter | Wrong location = invisible | Include your city and state prominently |
Knockout Questions and Dealbreaker Settings
Knockout questions are the ATS's first line of defense, filtering out clearly unqualified candidates before the scoring algorithm runs. Common knockout criteria include work authorization, minimum education level, required certifications, willingness to travel, and salary expectations.
These questions appear during the application process and must be answered. There is no way to skip them. If your answer doesn't meet the threshold (e.g., you say 'No' to 'Are you authorized to work in [country]?'), your application is typically rejected automatically.
Some knockout criteria are configured behind the scenes and not presented as questions. For example, a recruiter might set a minimum experience threshold of 3 years, and the ATS will automatically filter out candidates whose parsed work history totals less than 3 years.
How Configuration Varies by Company Size
Large enterprises with dedicated recruiting teams tend to have highly configured ATS setups. They may use AI-powered matching, custom scoring models, and detailed screening workflows with multiple stages. Their ATS configurations are often standardized across the organization.
Mid-size companies typically use moderate configuration. Recruiters set up basic keyword requirements and knockout questions but may not fine-tune scoring weights. The ATS serves more as an organizational tool than a strict screening mechanism.
Small companies and startups often use minimal ATS configuration. They may use the ATS primarily for tracking applicants rather than automated screening. In these cases, more applications receive human review, but the ATS still parses and stores your data.
Pro Tips
Study the job description carefully—the required qualifications section reveals what the recruiter has configured as mandatory keywords
Answer all application questions honestly and completely—knockout questions have no partial credit
If salary expectations are asked, research the market range; entering a number too high can trigger automatic filtering
Apply to positions where you meet at least 70-80% of the stated requirements to maximize your chances of passing configured thresholds
Look for patterns across multiple postings from the same company to understand their typical ATS configuration style
Common Mistakes to Avoid
Rushing through application questions without reading them carefully—one wrong answer can mean instant rejection
Not reading the full job description, missing required qualifications that the recruiter has configured as knockout criteria
Entering unrealistic salary expectations that trigger automatic filtering
Applying to positions where you meet fewer than 50% of the requirements