Enterprise ATS

Purpose-built applicant tracking software for complex organisations

We do things differently

When your hiring spans multiple brands, locations and approval structures, most recruiters find themselves shoehorning their workflows into someone else’s idea of how hiring should work. But we do things differently. Every Reach ATS is custom-built to your exact specifications, configured around your unique approval structures and built to flex as your hiring evolves.

Backed by an expert support team, we’ll design a system that’s right for how your organisation hires today, and ready for whatever comes next.

What is an enterprise ATS?

Most applicant tracking systems handle hiring basics well. But what sets enterprise-grade applicant tracking systems apart is how they handle the volume, complexity and intricate governance structures that come with operating at scale.

That means multiple brands, sites and hiring managers, complex approval chains that vary by region, department and role type, and watertight compliance at every step. Not as workarounds or add-ons, but as standard.

Reach ATS was designed for this. Built bespoke, genuinely intuitive and backed by an expert team that understands enterprise hiring inside out.
Built during implementation to our exact specification. The high level of customer support and service delivery led to our decision to increase our use of the platform and integrate it into more of our people systems. It isn’t as well-known as other platforms, which caused questions about its ability to scale – but it has delivered, when questioned, at all levels.
Peter M.
Talent Acquisition Manager, Enterprise (> 1000 emp.)
Reach are extremely great value for money, they provide great customer service, a recruitment process designed to suit your needs, it is easy to use with lots of support available. You can make your process as self serve or candidate focused as possible. They regularly review their software and take client communication seriously.
Clare H.
Head of Resourcing, Enterprise (> 1000 emp.)
We know we've reduced our time to hire. We've definitely improved the hiring manager engagement. We've got smoother candidate communication and the operational time saved by having an organised end to end system that supports consistent recruitment at scale.
Emma E.
Chief People Officer, Enterprise (> 1000 emp.)
Where an Enterprise-Grade ATS makes a difference
Automation at scale
Collaboration and workflow coordination across multiple teams
Role-based access for precise control
Multi-entity, multi-brand and multi-site support
Enterprise-grade security, built in
Seamless, futureproofed integration
Advanced analytics and reporting
Automation at scale
Automation at scale
Collaboration and workflow coordination across multiple teams
Role-based access for precise control
Multi-entity, multi-brand and multi-site support
Enterprise-grade security, built in
Seamless, futureproofed integration
Advanced analytics and reporting

Automation at scale

Support thousands of requisitions and applications without the admin burden. Unlimited vacancy, candidate and user numbers mean hiring spikes will never result in system strain. Effective, consistent candidate communications reduce drop off and increase conversion rates, while automated status updates, screening triggers and interview scheduling reduce admin time. Giving your team space to focus on the decisions only humans should make.

Collaboration and workflow coordination across multiple teams

Complex organisations need workflows that reflect how they actually operate. Reach’s enterprise ATS gives central HR full oversight and control, with configurable approval chains and workflows that can be standardised across the organisation, or localised where needed. Centralised templates provide consistency at scale, while shared candidate cards, scoring tools and task alerts keep hiring teams aligned – no chasing required.

Role-based access for precise control

Not all data belongs in everyone’s hands. Reach ATS can be configured at a global or team level, with DEI and safeguarding data restricted to authorised users only. Granular permissions ensure every user sees only what’s relevant to their remit – with a complete, auditable trail of every action taken. Because access should reflect responsibility, not convenience.

Multi-entity, multi-brand and multi-site support

Every brand has its own identity. Every careers page should reflect that. Reach ATS lets each brand present its own personality to candidates, while behind the scenes everything runs on one centralised platform. Workflows, approval chains and compliance remain consistent across the organisation, and localised where necessary. Group-level oversight and site-specific reporting mean you always see the full picture.

Enterprise-grade security, built in

Security isn’t an optional extra. Reach ATS is ISO 27001 certified and fully GDPR compliant, with multi-factor authentication (MFA) and single sign-on (SSO) as standard. Every action is logged, giving you a complete audit trail and keeping governance intact across every entity and brand. Letting you hire confidently at scale, in every territory.

Seamless, futureproofed integration

When your ATS doesn’t connect cleanly to your HR tech stack, it becomes an expensive silo – and it’s your team and candidates that pay the price. Reach ATS integrates with HRIS, payroll, video interviewing, assessment tools, background checks and compliance platforms. Accurate data flows into your core HR processes, and candidates enjoy a coherent experience.

Advanced analytics and reporting

Every stakeholder needs something different from their hiring data. Reach ATS goes beyond standard reporting, providing personalised analytics – a tailored view of the data that matters to them. Customisable dashboards break down insights by brand, location or business unit for group-level or team-specific oversight, tracking time-to-hire, source effectiveness and diversity monitoring in real time. Delivering clear, board-ready workforce intelligence.

Transform your talent acquisition

Enterprise-grade applicant tracking software should do much more than just process applications. It should be the operational backbone of your talent acquisition strategy – connecting workforce planning, pipeline development, internal mobility and employer brand in a single, coherent system.

Consistent, centralised recruitment data transforms talent pools into strategic assets, surfacing internal candidates before you look externally, reducing cost-per-hire and supporting retention. Every candidate touchpoint is on-brand and accessible, across every site and entity, turning your employer brand into something that you can measure, manage and continuously improve.

The result is fewer manual steps, shorter time-to-hire, fewer errors from disconnected tools and a clear view of the candidate journey from application to day one.

Related articles

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How an Enterprise Applicant Tracking System Improves Hiring Performance at Scale

30 Mar 2026
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G2 Spring 2026: Reach ATS is a High Performer and Easiest To Do Business With

18 Mar 2026

FAQs

How long does enterprise ATS implementation take?

Most enterprise-grade implementations take between 8 and 16 weeks. Timelines depend upon workflow complexity, integrations and the agreed go-live timeline. Your dedicated Reach implementation manager will work closely with your own implementation lead to keep milestones on track and everyone in the loop. Scope is agreed early, during in depth discovery sessions, workflows are then configured and everything is tested thoroughly before going live.

Can we configure our enterprise ATS workflows after go-live?

Reach ATS was designed to be fully configurable by its users. This means that workflows can be adapted by your in-house team at any time. And if you don’t want to do this yourself, we’re always happy to implement changes for you, just ask your dedicated client success manager. Our system flexes, so that your processes can easily adapt to your evolving business needs. Every change you make is logged automatically, so you can always see what changes have been made, and your audit trail remains clean and complete.

Can we migrate data from our existing ATS to Reach?

Absolutely. Data migration is fully managed by our team. We’ll discuss exactly what you need in our discovery sessions and take care of the entire transfer process. So, when your brand-new Reach ATS goes live, you have everything you need at your fingertips.

How does enterprise recruitment software handle GDPR compliance?

All data handling with Reach ATS is straightforward and fully compliant with GDPR. Personal information data requests are handled cleanly and quickly with data exported in a single process that takes just moments to complete. And broader compliance is just as straightforward. You can set retention rules by role or by policy, and we offer permission-based access controls throughout. This not only ensures personal and sensitive data is protected but also reduces the risk of legal exposure.

How does Reach’s enterprise talent acquisition software handle high-volume hiring?

Reach ATS has a wealth of features for organisations hiring continuously, at volume and/or dealing with seasonal peaks. For example, vacancy requests can be swiftly and accurately cloned and amended; smart assistants suggest content and monitor brand tone of voice while candidate summaries and percentage match to role scores enable shortlisting in seconds.  With no limit on vacancies, users or candidate numbers, you can scale hiring up or down throughout the year without any system stress.

How does data transfer into HR and payroll systems?

We know that a reliable, controlled flow of data between your ATS and HR/payroll systems is crucial. During our discovery sessions we work with you to agree data fields, triggers and transfer points, guaranteeing clean integration with your HR and payroll systems. We also know that sometimes, data needs to flow both ways, which is why our software can be bi-directional if required.

What is the cost of third-party integrations for enterprise recruitment software?

Third-party integrations are included free of charge. The only exception is where the third party applies their own integration fee. If this is the case, we will always raise it with you before implementation, during our discovery sessions.

Can reporting dashboards be customised for different stakeholders?

Absolutely. Protect your stakeholders from unnecessary recruitment noise with our custom dashboards. HR teams, hiring managers and senior leaders each get tailored dashboard views, showing relevant widgets, and only the data that’s useful to them. Granular permission controls allow HR to make sure sensitive data stays with the right people, while retaining complete hiring oversight.

Can enterprise applicant tracking software support multiple brands and locations?

Of course. We help you deliver a fully-branded careers experience, either through careers pages embedded in your existing website or a bespoke careers microsite. Our API-driven vacancy feeds make it simple to support multiple brands or locations from one central recruitment system. So, there’s no duplication of effort, and your careers pages (internal and external) are always up to date.