Discover how to structure recruitment for a multi-entity construction group with a group career site, subsidiary sites, job synchronisation, and a hybrid ATS architecture.
Large groups organised into subsidiaries face a particular challenge: they must maintain overall coherence while allowing each entity to recruit according to its local realities.
In construction, this complexity is even greater. The professions are varied, needs can be local, subsidiaries sometimes have their own identity, and recruitment volumes can be significant.
With the Wanty group, Jobloom developed a solution designed for multi-entity groups. The objective was to reconcile two often opposing needs: a global strategic vision at group level with group branding, and operational autonomy at subsidiary level.
A group organised into subsidiaries faces challenges that traditional tools don't always cover.
Jobloom has developed a group career site that centralises all job offers and projects the global employer brand.
This site becomes the main entry point for candidates wishing to discover the group, its professions, and its opportunities.
Each subsidiary also has its own career site. This allows them to highlight their identity, culture, content, and specific needs.
This approach avoids diluting entities in overly general communication. Each subsidiary remains visible and attractive to its own candidates.
Offers published by subsidiaries can be synchronised with the group career site. This ensures maximum visibility while avoiding duplicates and manual updates.
Candidates can thus find opportunities from the group site or from the relevant entity's site.
Jobloom has implemented an architecture that combines a group ATS with subsidiary-specific ATS solutions.
The group has a consolidated view to guide strategy, monitor volumes, and maintain overall coherence. Subsidiaries, meanwhile, retain their autonomy to manage applications, progress through processes, and make local decisions.
This structure addresses an essential need: giving freedom to field teams without losing control at group level.
Recruitment becomes flexible, structured, and manageable simultaneously.
Wanty illustrates a key challenge for multi-entity groups: successfully combining local autonomy with a global strategic vision.
It's necessary to combine a group career site, dedicated spaces per entity, and an ATS architecture allowing both global steering and local autonomy.
Because each subsidiary has its own identity, professions, culture, and recruitment needs.
With an architecture that allows locally published offers to be automatically visible at group level.
By creating a dedicated candidate area and actively promoting opportunities.
It's an organisation combining a group management tool and separate management spaces for each entity.
Because needs are often local, professions varied, and organisations structured into several entities.
