Switching ATS sounds risky, but it doesn't have to be. Pinpoint migrates your jobs, candidates, resumes, and history from any other ATS, and you can run both systems in parallel so hiring never stops.
Most teams don't switch ATS on a whim. They switch when the system they have starts working against them. Hiring managers route around it and run hiring over email and spreadsheets. Candidates drop out of a clunky application flow before they finish. Reporting has to be stitched together by hand because nothing rolls up. The system fits one shape of hiring and nothing else, so multi-stream, multi-region, or seasonal hiring never quite fits. And the integrations that hold the stack together keep breaking.
Switching is how you fix all of that at once: cleaner data, a process your whole team will actually use, and reporting you can trust. The rest of this guide is the practical how: what moves across, how long it takes, and the checklist to run before you start.
Migration (moving your data) and implementation (setting up the platform) are two distinct things that run as one onboarding project, led by a dedicated implementation manager from the day you sign to the day you go live.
Here's how that runs at Pinpoint.
Decide how much to bring across: active jobs plus recent candidates, or your full history. Migration scope is customizable per data type, so you can leave behind data you do not need.
Migrate yourself with Pinpoint's in-platform import tools and the Pinpoint API, or have Pinpoint's migrations team run a managed migration. A managed migration takes 15 business days and is built into your implementation timeline.
Your jobs, applicants with their stage and status, talent-pool and CRM candidates, resumes and associated files, and historic notes and comments all come across.
Pinpoint remaps and tests your integrations: job boards, HRIS, background-check, and assessment vendors, before go-live, so your stack keeps working from day one.
Do a hard cutover, or run Pinpoint in parallel with your existing ATS. Active candidates finish in the old system; new applicants from go-live enter Pinpoint. No hiring freeze.
reduction in time to hire
casting day coordination
candidate communication
candidate engagement
candidate trust
reliance on paid ads
risk of candidates stalling
visibility for TA leaders and stakeholders
employees supported in the states
visibility on all candidates
locations supported
hiring manager adoption
A managed migration with Pinpoint takes 15 business days and is built into your implementation timeline. Overall implementation runs from a few weeks for small organizations or those with simple requirements to 3–6 months for complex enterprise rollouts up to 20,000 headcount; one Pinpoint customer reached 15,000 hires in 12 months from a 3.5-month implementation.
Pinpoint migrates candidate and hiring data from any other ATS: jobs; applicants with their stage and status; talent-pool and CRM candidates; resumes and associated files; and historic notes and comments. You choose how much history to bring and can leave behind data you do not need.
No. Switching to Pinpoint needs no hiring freeze. You can do a hard cutover, or run Pinpoint in parallel with your existing ATS so active candidates finish in the old system while new applicants from go-live enter Pinpoint.
Both. You can migrate data yourself using Pinpoint's in-platform tools and the Pinpoint API, or choose a managed migration run by Pinpoint's migrations team.
Pinpoint remaps and tests your integrations (job boards, HRIS, background-check, and assessment vendors) before go-live, so your stack keeps working from day one. Pinpoint offers a broad integration ecosystem: hundreds of pre-built connectors, a plugin framework for rapid custom integrations, a modern API, and flat-file integrations for legacy systems.
That is your call. Migration scope is customizable per data type: bring active jobs plus recent candidates, or your full history. Many teams migrate only their active jobs and talent pipeline so the new system starts clean.
No data is left behind unless you choose to leave it. Pinpoint migrates jobs, applicants with their stage and status, talent-pool and CRM candidates, resumes and associated files, and historic notes and comments. Before you switch, export and back up your current data, agree the field and pipeline-stage mapping, and test a sample before the full import.
Every Pinpoint customer gets a dedicated implementation manager from contract signature to go-live, plus an onboarding portal with a project plan, learning materials, and milestone tracking. You also get a named Customer Success Manager, access to the Technical Account Management team, and human support with an average first response under two minutes.
Migration is moving your existing data into the new system. Implementation is the wider project of configuring the system and getting your team live on it. Integration is connecting the ATS to your other tools, like your HRIS, job boards, and background checks. A switch involves all three, run as one project.
Start from how your organization actually hires: across regions, role types, seasonal volume, and desk-based and deskless teams. Look for flexibility, control, and ease of use together, since that combination is what drives adoption and clean data. To compare Pinpoint against a specific system, see our comparison pages.
Moving candidate data to a new ATS is fine as long as you have a lawful basis to process it, and Pinpoint keeps the mechanics straightforward. You choose exactly what moves, so you only bring across data you need; customer data is stored in UK and European data centers, with your choice of location; and your hiring records stay audit-ready throughout. Pinpoint is ISO 27001, ISO 42001, and SOC 2 Type II certified.
