Novartis China Builds a Local ATS to Accelerate Talent Acquisition and Ensure Data Compliance

What this page covers

• An overall case overview of Novartis China and MoSeeker co-building a local ATS
• Novartis background and perspectives from the recruitment lead in China
• Recruitment compliance and localization challenges for Novartis China under new cross-border data transfer regulations
• The build path for a localized ATS, technical integration, and a multi-channel recruitment process
• Project outcomes and value to the business and candidate experience
• Navigation and summaries of other customer cases using MoSeeker ATS

Novartis China Builds a Local ATS to Accelerate Talent Acquisition and Ensure Data Compliance

This section provides an overview of the goals of Novartis China and MoSeeker jointly building a localized ATS recruitment system—balancing local compliance with global HCM integration and improving candidate data management.

• Novartis China and MoSeeker jointly built an Application Tracking System and officially launched it into operation.
• The new ATS is seamlessly integrated with Novartis’s global HCM human capital management system.
• The system strengthens compliant management of candidate data within China.
• The localized ATS empowers Novartis China’s end-to-end recruitment process.

Novartis employer profile

This section introduces Novartis’s global scale, business footprint, core therapeutic areas, and technology platforms, and cites evaluations from the recruitment lead in China regarding the company and the collaboration.

• Novartis is headquartered in Basel, Switzerland.
• Novartis operates in around 130 countries and regions.
• In 2023, more than 284 million patients worldwide benefited from Novartis medicines.
• Novartis focuses innovation on four core therapeutic areas and five technology platforms.
• The article cites perspectives from Novartis’s recruitment lead in China evaluating the company and the collaboration project.

Novartis China’s key challenges in recruitment compliance and localization

This section describes how, under new regulations on cross-border transfer of personal data, Novartis China needed to build an independent ATS system that meets compliance and localization requirements while remaining highly integrated globally.

• Regulatory provisions on cross-border transfer of personal data released in 2023 affect multinational recruitment systems.
• Novartis China needs to deploy local servers within China to meet strict CBDT standards.
• The new ATS must fit China’s local talent market and connect with multiple types of external recruitment systems.
• The system must also be highly integrated with Novartis’s global HCM to ensure data circulation and flow.
• The project requires the ATS to have reliable quality to support the full recruitment lifecycle.

Overall solution overview

From a “solution” perspective, this section summarizes MoSeeker’s approach to implementing a localized end-to-end ATS for Novartis China, including compliance strategy and the design of an integrated multi-channel recruitment experience.

• The solution is designed around an end-to-end localized ATS as the core.
• The solution emphasizes achieving recruitment digital transformation within a compliance framework.
• An integrated multi-channel experience is included in the overall system plan.
• The system is positioned as a key hub connecting the local market with the global HCM.

Localized build of an end-to-end recruitment system and complex project delivery

This section introduces the project implementation centered on MoSeeker’s self-developed ATS, covering a timeline of more than 160 days, collaboration across more than 10 departments, and standardized integration with Workday Apply Sync.

• The project took about 160+ days to complete end-to-end implementation.
• The implementation involved close collaboration across 10+ departments.
• The scope covered requirements alignment, product design and planning, development, various tests, and go-live.
• MoSeeker is Workday’s first Innovation Partner in China.
• The project adopted the standardized Workday Apply Sync integration solution and received an official certification badge.

Data compliance and cross-border connectivity under localized deployment and dynamic risk monitoring

This section explains how, through in-country servers, localized deployment, and dynamic risk monitoring, the system meets China’s personal information protection and cross-border data transfer regulations while maintaining efficient connectivity with overseas recruitment systems.

• Employees’ personal information in the recruitment process is stored on in-country servers.
• The system is designed to transmit only necessary information overseas to strengthen compliance management.
• Standardized processes and dynamic risk monitoring meet PIPL and CBDT requirements.
• China’s ATS and the overseas recruitment system exist independently but remain closely connected.
• Supports two-way synchronization and circulation of job and new-hire information between China and overseas systems.

An integrated multi-channel recruitment process from job posting to onboarding

This section describes how the new ATS connects with WeChat, job boards, and pharma vertical platforms to enable multi-channel job posting, resume collection, and end-to-end digital configuration and operation of subsequent recruitment processes.

• The system supports the full process from job posting to new employee onboarding.
• The ATS integrates with mainstream WeChat channels, job boards, and pharma vertical recruitment platforms.
• Synchronized jobs can be published to major recruitment platforms nationwide with one click.
• The system automatically collects candidate resumes and supports matching, screening, and interview scheduling.
• Subsequent processes can be digitized through simple configuration and operations.

Project results and business value

This section summarizes the outcomes of the Novartis China ATS project in reducing compliance risk, improving recruitment efficiency, optimizing the candidate experience, and supporting large-scale, full-lifecycle recruitment needs.

• The system builds a secure data channel to reduce violations and compliance risks.
• Localization improvements help increase overall recruitment efficiency.
• The new ATS delivers a better candidate experience to support identifying top talent.
• Rich functionality and stability support team collaboration in executing tasks.
• The platform can support Novartis China’s large-scale, full-lifecycle recruitment needs while protecting data rights and interests.

More MoSeeker ATS customer case navigation

This section provides links to customer cases such as Stryker, bioMérieux, and Mars that use MoSeeker ATS, along with a brief description of each case.

• The Stryker case focuses on seamlessly replacing the existing recruitment system with MoSeeker ATS.
• The bioMérieux case showcases intelligent talent pool tagging and talent search management.
• The Mars case presents automated and intelligent process building for large-scale campus recruitment scenarios.
• The article guides readers to learn more ATS success stories through a navigational format.

Stryker seamless recruitment system replacement case summary

This section summarizes how Stryker seamlessly replaced its existing digital recruitment system with MoSeeker ATS, while fully retaining key information and materials on the new platform.

• Stryker’s original digital recruitment system was seamlessly replaced with MoSeeker ATS.
• During migration, important information and materials were fully retained on the new platform.
• The solution emphasizes maintaining business continuity while switching smoothly.

bioMérieux intelligent talent pool case summary

This section summarizes how bioMérieux uses the MoSeeker ATS talent pool to tag candidates and manage them across multiple dimensions, supporting talent reserves and targeted screening.

• MoSeeker ATS built a talent pool for bioMérieux for talent reserves and management.
• The system supports multi-dimensional intelligent tagging of candidates.
• Tagging capabilities are used for targeted talent search and screening.
• Talent pool features cover key scenarios including reserving, searching, managing, and activating talent.

Mars large-scale campus recruitment interviews case summary

This section summarizes how Mars and MoSeeker co-built automated and intelligent recruitment workflows to support campus recruitment for tens of thousands of candidates each year, shorten the online application and first interview cycle, and reduce costs.

• Mars campus recruitment needs to accommodate tens of thousands of candidates each year.
• MoSeeker built automated and intelligent recruitment workflows for Mars.
• The solution helps shorten the online application and first interview cycle.
• Process optimization improves efficiency while reducing related costs.

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