Applicant Tracking System UK

Choosing a UK-based applicant tracking system gives recruitment teams tools and support built for the way UK organisations actually hire.

1. Local expertise and relevance
   UK-based ATS providers design their platforms around regional hiring practices — from multi-brand structures and high compliance standards to integration with UK job boards. This means a system that fits how your team already works.
2. Built-in compliance confidence
   UK-based systems are developed with GDPR and local data protection laws in mind. You’ll have tools that make compliance easier — like region-specific data storage, consent management, and retention policies.
3. Faster, UK-time-zone support
   Working with a UK vendor means access to support and implementation teams in your time zone who understand your market, your tech stack, and your recruitment challenges.

Most of the features you’ll find in any applicant tracking system will be useful to UK recruitment teams. But there are a some applicant tracking system features that organisations in the UK will find particularly helpful:

• Data protection tools: Functionality that makes compliance with local data protection regulations like the GDPR easier.
• Diversity and inclusion tools: Features like equality monitoring that are tailored to UK best practice around diversity and inclusion.
• Candidate experience features: Customisable careers page that includes employer brand content. Integrations with regional job boards (in addition to Indeed, LinkedIn, etc.) to connect with the UK’s best applicants. Automated interview scheduling and communications to save time and keep applicants engaged.
• Integrations: UK-based applicant tracking software is more likely to integrate well with other HR tools that are popular in the UK for a more user-friendly experience for talent acquisition and HR teams.

Because many applicant tracking systems have been designed and built in the US, with the US market in mind, the features they offer are automatically geared towards the US way of recruiting.

That’s not always a bad thing, but it’s something to consider when evaluating applicant tracking software for a UK organisation.

Pinpoint and other applicant tracking software providers that are based in the UK sell globally, but because their first customers were in the UK their feature set is often skewed to help UK recruiters.

Absolutely. Whether you’re hiring across multiple offices, regions, or brands, Pinpoint’s ATS UK platform allows you to customise workflows, permissions, and branding for each hiring stream—all while maintaining centralised control and visibility.

Pinpoint’s Applicant Tracking Software UK is fully GDPR-compliant, with built-in tools for consent management, role-based permissions, and data retention policies. It’s designed to meet the compliance expectations of IT, legal, and procurement teams in UK organisations.

To learn more about our security standards and certifications, visit our Security & Privacy FAQs.

The best applicant tracking systems in the UK include a mix of UK-founded and globally recognised platforms.

According to independent review data from sources such as G2, Capterra, and Software Advice, the top-rated options are:

1. Pinpoint – UK-founded platform built for in-house talent teams at mid-sized and enterprise organisations hiring across multiple brands, regions, and volumes.
2. Greenhouse – Used by organisations that value structured hiring and detailed analytics.
3. Workable – Known for its simplicity, quick setup, and broad job-board reach.
4. Eploy – UK-based provider supporting recruitment teams that want a configurable, data-driven approach to hiring.
5. Jobtrain – UK-founded solution with strong adoption in the public and education sectors.

These systems are consistently rated highly for UK hiring teams because they offer GDPR-compliant data hosting, integrations with UK job boards, and features that reflect local recruitment practices.

With the UK government introducing new guidance on the responsible use of AI, compliance in recruitment technology is becoming a growing priority. HR and talent teams must be confident that any AI-powered tools used in hiring are transparent, auditable, and aligned with data-protection standards such as the GDPR.

When evaluating an applicant tracking system (ATS), UK organisations should look for:

• Certified AI governance frameworks:  Vendors following recognised standards, such as ISO/IEC 42001, demonstrate that their AI systems are managed responsibly and transparently.
• Auditability and human oversight: The ability to see how AI decisions are made and maintain full control over hiring outcomes.
• UK and EU data protection alignment:  Assurance that AI features comply with GDPR and UK data-retention requirements.

Pinpoint is one of the first applicant tracking systems globally to achieve ISO/IEC 42001 certification, confirming that its AI features meet rigorous international standards for safety, transparency, and accountability.

Learn more about Pinpoint’s ISO 42001 certification and approach to responsible AI.

Choosing the right applicant tracking system starts with understanding your hiring DNA — how, where, and how often you hire.

Before comparing software, take time to document:

• Hiring volume and pace – How many roles you hire per year, and how hiring activity changes seasonally.
• Role types and locations – Whether you’re hiring centrally, regionally, or across multiple brands or business units.
• Team structure and decision-making – Who’s involved in recruiting (TA, HR, hiring managers, finance, IT).
• Candidate experience priorities – How important a fast, branded experience is to your reputation.
• Compliance and data needs – For UK teams, this includes GDPR and local reporting requirements.

Once you’ve mapped your needs, involve key stakeholders to define must-have, should-have, and could-have requirements.


Then, prepare a clear demo plan to make the most of your evaluations — using a structured template to score each vendor consistently.

You can follow the full step-by-step process in our 7-Step Guide to Choosing the Right ATS and download the ATS Demo Agenda & Scorecard Template to help your team evaluate platforms effectively.

Finally, before signing a contract, confirm that:

• Your chosen ATS fits your hiring workflows and volume.
• All stakeholders are aligned on implementation and support.
• The total cost (licence, training, and maintenance) matches your budget and timeline.

Following these steps ensures you choose an ATS that scales with your organisation — whether you’re hiring dozens or thousands each year.