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Because the ATS and the HR system are different products. Everything known about a candidate — their details, their documents, what was agreed — is re-entered on day one, by hand, usually by somebody who was not in the interviews.
The interview history, which is the part that would help their manager, is simply left behind.
The candidate pipeline, interview scheduling and offer letters sit on the same record the eventual employee keeps. An accepted offer becomes an onboarding rather than a new form, with the agreed terms already on it.
Interview feedback stays on the record, permissioned, so a manager can read what was actually assessed.
It does not post to job boards or source candidates, and it does not screen CVs for you. It runs the pipeline and keeps the record.
And it will not tell you whether a hire was good. It will tell you, later, what was said about them before they were hired.
Interview scheduling reads real availability from the same calendars and personnel records, so a panel is booked rather than negotiated over three days of email.
Time to hire, source performance and offer acceptance are queries over live records rather than a monthly spreadsheet.
Yes — the same record continues, with the agreed terms already on it.
Yes, on the record, subject to field-level permissions.
No. It runs the pipeline; posting integrates through the API.
Half an hour on your own numbers is usually enough to say whether Nest is the right place to start.