What does the implementation of an ATS system across eight countries look like in practice? In an interview with representatives from Manpower SEE, we revisit the regional rollout of Datacruit ATS, the onboarding program for over 130 users, and experiences with standardizing recruitment processes, reporting, and data management across Southeast Europe.
What are you interested in?
A regional rollout across eight countries, onboarding more than 130 users, and experience with large-scale ATS implementation..
Implementing an ATS system across multiple countries is not just a technology project. It requires team coordination, process alignment, high-quality onboarding, and daily communication among all parties involved.
At Manpower SEE, they decided to unify recruitment processes, reporting, and the system environment across eight markets in Southeast Europe. The entire rollout of the Datacruit ATS system took place over four months, and the project also included training more than 130 users through regional webinars and live Q&A sessions..
TIP: You can download the complete case study here.
“Considering the scale and complexity of the project, the rollout was remarkably smooth. The close coordination between our teams ensured clarity and confidence at every stage.”
In this interview, representatives from Manpower SEE share their experiences throughout the implementation process, the reasons behind their choice of a new ATS, their perspective on user onboarding, and what was most important in a project of this scale.
Initial Context & Expectations
Could you briefly introduce the Manpower branches (countries) involved in this implementation?
The implementation covered eight markets within the Manpower offices cluster in South East Europe (Manpower SEE): Bosnia and Herzegovina, Bulgaria, Croatia, Hungary, North Macedonia, Kosovo, Serbia, and Slovenia.
These markets operate as a coordinated regional network, combining strong local recruitment expertise with shared governance and collaboration across the region.
How did your recruitment process work before Datacruit - what led you to unify your recruitment systems in all these countries?
Previously, each country used a different CRM or ATS solution, often from different vendors. These solutions were tailored to the specific needs of each market and worked well in their local environments.
This situation made it difficult to manage recruitment efficiently on a regional level, so we made the decision to centralize everything under one system to further harmonize recruitment workflows, reporting structures, and data visibility. This led to the search for a single ATS platform that could support regional alignment while respecting local operational needs.
What were the main issues or challenges you were facing that led to the decision to look for a new ATS? / What were the main objectives when selecting a new ATS?
The main focus was on strengthening regional alignment while maintaining flexibility for local markets. Key priorities included workflow management, advanced reporting, integration capabilities with other platforms, and the potential to leverage AI-supported features in recruitment processes.
Was there a specific breaking point or situation that convinced you it was time to make a change? / Was there a specific moment that triggered the decision to move forward with the new system?
The transition coincided with the end of the contract with the previous provider, which created a natural opportunity to review existing solutions and evaluate the next stage of regional development.
At that point, we decided to select a system that could better support regional coordination, scalability, and long-term technological development.
What were your main goals or expectations from a new ATS Datacruit? / What criteria did you use when selecting the new ATS? / What were your top criteria when selecting a new system and why did you ultimately choose Datacruit?
During the vendor selection process, we evaluated around ten potential providers. The evaluation focused on several important areas, including CRM functionality, vacancy and candidate management, reporting capabilities, AI potential, and the overall flexibility of the platform.
Datacruit stood out because it offered the right balance between functionality, configurability, and value for money, while also supporting the regional governance model we were building.
Implementation Process
How would you describe the overall implementation process of Datacruit ATS – what steps did you go through, and what was most important for you?
The implementation was well-structured and went according to plan. It began with detailed planning, requirements review, and coordination across countries, followed by system configuration, testing, and data migration.
A key milestone was the successful regional go-live in mid-September, delivered according to the agreed timeline. Overall, the project progressed smoothly thanks to strong coordination between the Manpower SEE team and Datacruit.
Were there any challenges during the implementation?
One of the most complex aspects was consolidating data from several legacy systems that had been locally optimized over time. This required careful data mapping and validation to ensure that historical information remained accurate while enabling consistent regional reporting going forward.
Another important area was user onboarding across multiple countries, which required coordinated training and internal communication.
How would you describe your collaboration with the Datacruit team throughout the project? What stood out?
From the beginning, the relationship felt like a true partnership. The communication was open and solutions-oriented. Any issue that came up was addressed quickly and professionally. We always had someone to turn to, and the level of engagement from the Datacruit team gave us confidence at every stage of the project. The strong cooperation between the Manpower SEE team and Datacruit contributed significantly to the smooth delivery of the project.
Training & Onboarding
Datacruit prepared training in the form of webinars – how satisfied were you with this approach?
This was the first time we used pre-recorded webinars and live sessions as a primary format for large-scale training — and we were very happy with the results. The rollout built on Manpower SEE’s existing culture of structured onboarding and continuous learning. The regional implementation extended this approach with coordinated training formats suitable for a multi-country rollout.
Using webinars allowed us to deliver consistent guidance across markets while keeping the training accessible for different teams and schedules.
How did your employees react to the combination of a pre-recorded session and live Q&A with CEO Zdeněk Bajer?
For some colleagues, it was initially a bit unexpected — especially those who were used to traditional live webinars. But once the format was explained, it made perfect sense. The pre-recorded content allowed for clear, structured guidance, and the live Q&A gave everyone a chance to ask questions and get real-time detailed feedback.
The presence of the CEO, Zdeněk Bajer, in these live sessions also sent a strong message of commitment and involvement, which was very well received.
What do you think helped your teams the most in getting up to speed with the new system?
Practice was naturally very important. In addition, we introduced a KPI framework based on Datacruit reporting data, which helped teams understand how the system supports operational performance.
Strong cooperation within the regional admin network also helped users exchange experience and support each other during the transition.
Support & Communication
Beyond implementation, the goal was to provide active support for your teams. How would you evaluate the support provided by Datacruit throughout the process?
The support was great — we really felt taken care of. Datacruit was incredibly responsive: reacting quickly, listening to our needs, understanding the context, replying clearly, and resolving issues without delays. We always had someone to contact, and the level of attention never dropped throughout the project. If we had to rate the support, it would definitely be a 10 out of 10.
What impact did the direct involvement of CEO Zdeněk Bajer have during training and onboarding?
Zdeněk’s presence was truly priceless. He didn’t just oversee the project — he was directly involved. He attended meetings, answered questions, led Q&A sessions, and was available every day.
That kind of hands-on involvement from the CEO is rare, and it made a huge difference. It sped up communication, built trust, and showed us that Datacruit genuinely cared about the project’s success.
What was the initial reaction of your teams when using the Datacruit application?
As with any new system, there was a learning phase at the beginning. However, once teams started using Datacruit in practice, they quickly recognized the advantages of the platform and appreciated its flexibility and usability.
International Scope & Impact
How do you evaluate the process of implementing the system in multiple countries?
It was very well planned and professionally executed. Coordinating a project like this across eight countries is never easy, but with the right structure and support, it worked smoothly.
What benefits do you see in this international approach in terms of centralizing and standardizing your recruitment processes?
The biggest advantage is standardization. With Datacruit, we now have unified processes, consistent reporting, and shared data across all countries. That gives us a clearer picture of performance and helps us make faster, more informed decisions — both at regional and local levels.
Do you plan to expand Datacruit to other countries in the future?
Yes, we definitely see potential for further expansion.
Summary & Recommendations
What advice would you give to other companies considering switching ATS platforms or planning a similar international rollout?
Look for a system that’s usable and flexible in everyday work — and don’t underestimate the importance of strong support from the vendor. A good system is only half of the success. The other half is the team that stands behind it.
Looking back, is there anything you would have done differently in the implementation process?
Honestly, no. From discussions and planning to implementation and go-live, everything went according to plan. If we were to do it again, we’d do it the same way.
Is there any lesson you would share with others starting a similar journey?
Strong project management is essential. Clear planning, structured coordination, and close collaboration between teams make a major difference when delivering a project across multiple countries.
