The Problem with Scattered Interview Data
Most recruiting teams store interview data in at least three different places: the ATS has the candidate record, the video interview platform has the recordings and scores, and email or Slack has the informal feedback. When a hiring manager asks "where do we stand with this candidate?" the answer requires checking multiple systems and piecing information together.
This fragmentation creates real problems. Decisions get delayed because the right people do not have the right information. Compliance becomes difficult because data is spread across systems with different retention policies. And candidate experience suffers because 26% of candidates reject offers due to poor communication (JobScore, 2024), which often stems from internal coordination failures.
What Interview Data Belongs in Your ATS
Your ATS should be the single source of truth for every candidate. That means interview data needs to flow into it automatically. Specifically:
- Completion status: Did the candidate finish the interview? When?
- Evaluation scores: What did each reviewer rate the candidate on each criterion?
- Aggregate ratings: What is the overall score across all reviewers?
- Timestamps: When was the invitation sent, when did the candidate start, when did they finish?
- Reviewer assignments: Who has reviewed the submission? Who has not?
- Links to recordings: Direct links so hiring managers can watch without logging into a separate platform
The Compliance Angle
Under GDPR, CCPA, and similar regulations, you need to know where candidate data lives, who has access, and how long you retain it. When interview data is scattered across platforms, answering a data subject access request becomes a multi-system scavenger hunt. When everything flows into your ATS, you have one place to manage retention, one place to handle deletion requests, and one audit trail.
This matters more than many teams realize. With 82% of companies using virtual interviews (B2B Reviews, 2025), video recordings and AI-generated evaluations are now standard parts of the candidate record. They need the same data governance as any other piece of candidate information.
Better Decisions Through Centralized Data
When all interview data lives in the ATS, hiring managers see the complete picture without switching tools. They can compare candidates side by side using consistent evaluation criteria. They can see who has been reviewed and who is still waiting. They can make informed decisions faster.
Speed matters. iCIMS (2025) found that 60% of candidates abandon slow processes. If your internal decision-making is delayed because data is scattered, candidates notice. They feel the slow communication, the long gaps between stages, and they draw conclusions about your organization.
How StormInterview Handles ATS Data Sync
StormInterview pushes interview data to your ATS in real time. When a candidate completes an interview, their scores, completion metadata, and recording links appear in the ATS record within seconds. When a reviewer submits an evaluation, the ATS updates immediately. No manual transfer, no missed updates.
The integration is bidirectional. When you advance or reject a candidate in the ATS, StormInterview updates its records to match. This means your reporting is always consistent across both platforms, and your team only needs to work in the system they know best.
Stop letting interview data live in silos. Start a free trial of StormInterview and see how automatic ATS data sync gives your team the complete picture they need to hire with confidence.