Everything you need to know about high-volume hiring software

High-volume hiring software provides a toolkit of capabilities designed to help organizations hire large numbers of people in a structured, sustainable way.

It supports every stage of recruitment, from sourcing and screening through to interviewing, hiring, and onboarding, giving teams visibility and control when hiring activity ramps up. 

Rather than relying on manual coordination or disconnected tools, high-volume hiring software helps teams move faster while staying aligned.

Depending on your setup, you can choose from automated workflows, candidate matching, interview scheduling, bulk communication, and advanced reporting. These capabilities reduce repetitive work, improve consistency, and help teams manage complex hiring activity without added stress.

By enabling a more repeatable and reliable hiring process, high-volume hiring software helps reduce time-to-hire while still delivering a positive candidate experience and attracting strong talent at scale.

Whether you’re scaling quickly, expanding into new locations, or filling temporary or seasonal roles, high-volume hiring software helps your team work smarter and keeps every stage of recruitment under control.

Outside of peak periods, the software supports ongoing, day-to-day recruitment, keeping pipelines full and allowing you to switch up ways of working when needed. 

Here are some more use cases for when you might need this type of software:

If you’re growing fast 

Rapid growth often means multiple roles opening at the same time. High-volume hiring software gives you real-time visibility into progress across all roles, helping teams spot delays, prioritize hiring activity, and make faster decisions without constantly chasing updates.

If you’re hiring seasonally

Seasonal hiring adds pressure to any process, especially when timelines are tight. High-volume hiring software takes the pressure off busy periods by automating time-consuming tasks. You can also use features like Talent Pools to help build a database of strong candidates for potential rehires.

If you’re hiring across roles or locations

Successful multi-role or multi-location recruitment means keeping multiple teams aligned so nothing slips through the cracks. 

Depending on your needs, the right software can centralize information and standardize workflows so that hiring managers know what’s happening at a glance. This gives a clear overview of progress for every role, wherever your team is based.

If you’re hiring for a one-off campaign

Large, time-bound hiring campaigns require coordination without disrupting ongoing recruitment. High-volume hiring software helps you track performance by role and channel, manage timelines, and run multiple hiring campaigns in parallel with confidence.

Once you know when high-volume hiring software can add the most value, the next step is figuring out which tools can make that happen.

There are several types of software designed to manage high-volume hiring. Every organization has different needs, and the software you need depends on factors like your team structure, the number of people you hire, and the pattern of your hiring cycles. 

Thinking about where bottlenecks appear in your process can help you decide which types of recruitment software will have the biggest impact. 

Applicant tracking systems  

ATSs are centralized platforms that act as the central hub for high-volume hiring software. They bring together sourcing, screening, workflows, communication, and reporting so teams can manage complex hiring activity in one place.

An ATS helps teams stay organized, maintain consistency, and coordinate hiring activity across multiple roles and stakeholders.

Sourcing and screening tools 

Targeted software helps you find candidates across job boards, social media, and internal databases and evaluate their fit before moving them down the pipeline. This expands your candidate pool and speeds up the process of finding the right ones. 

Advanced screening tools can also rank or score applicants based on predefined criteria, helping you find and focus on the strongest candidates faster.

Communication and engagement tools

Tools like automated emails, chatbots, and candidate portals make the candidate experience consistent and compliant, all the way from application to onboarding. Keeping candidates informed at every stage can also help you boost engagement and brand perception.

Automation and workflow tools

Automated and standardized processes are fundamental for reducing time-to-hire, simplifying repetitive tasks, and improving consistency across the board. They free up time for more important tasks and keep workflows running smoothly.

Reporting and visibility tools

Dashboards, analytics, and performance metrics let you monitor metrics, optimize processes, and track performance. Real-time data not only shows you exactly where candidates are in the pipeline but also helps you cut time-to-hire and forecast future hiring needs more accurately. Talent teams can use this data to gain deeper insight into their roles and the impact their work has on the business.

At a basic level, your software needs to support large-scale hiring activity without slowing teams down. But the real value comes from making hiring easier, more consistent, and more collaborative.

This might mean structured screening and shortlisting, reliable communication, or shared visibility across teams. Productivity and collaboration are also important, especially when working with multiple roles or locations, as is the ability to quickly understand what’s happening across the entire hiring process.

When you think about recruitment software in terms of capabilities rather than individual features, it’s easier to judge what you need and how to make sure it supports you from start to finish.

An ATS for high-volume hiring connects all of these different functions, so you don’t need to pick between features and tools.

While it’s rarely the only system involved in hiring and onboarding, an ATS keeps processes aligned, maintains consistency, and supports planning, selection, and hiring at scale in one place.

In fact, businesses with an ATS often achieve two to three times better results in terms of hiring quality, time-to-hire, and employee retention. Most platforms integrate with other tools, making it easier to build a system that fits your existing workflows.

Pinpoint supports teams from implementation through to ongoing optimization, with expert guidance on configuration, migration, and training. Dedicated advisors help teams adapt their platform as hiring needs evolve, ensuring the system continues to support scale without added complexity.

A reliable platform also supports compliance by securely managing candidate data and supporting data protection requirements.

💡 Compare ATS platforms for high-volume hiring.

River Island has 7,000+ employees across over 240 locations and hires at scale year-round, with seasonal peaks during the holidays. 

Without an effective ATS, coordinating multiple hiring streams under tight timelines was challenging. Moving to Pinpoint helped the team manage large hiring campaigns more efficiently, with bulk review, communication, and workflow automation supporting both recruiters and candidates year-round.

💡 Interested in learning more? Read the full River Island case study 

High-volume hiring software is designed to help organizations hire large numbers of people efficiently and sustainably. But successful hiring at scale is ultimately about process, coordination, and capability.

With the right software in place, teams can stay organized, keep hiring activity moving, and make confident decisions even when demand is high. This makes it easier to hire the right people for every role while protecting team capacity and creating a process that scales with your business.

Learn more about how Pinpoint can support high-volume hiring and help your team stay on top of every stage of recruitment.