List of Ascender Preceda Recruitment Customers
Ascender, a Ceridian Company
197/201 Coward St,
Mascot, 2020, NSW,
Australia
Mascot, 2020, NSW,
Australia
61 2 8075-0221
Professional Services
900
$90M
Since 2010, our global team of researchers has been studying Ascender Preceda Recruitment customers around the world, aggregating massive amounts of data points that form the basis of our forecast assumptions and perhaps the rise and fall of certain vendors and their products on a quarterly basis.
Each quarter our research team identifies companies that have purchased Ascender Preceda Recruitment for Recruiting from public (Press Releases, Customer References, Testimonials, Case Studies and Success Stories) and proprietary sources, including the customer size, industry, location, implementation status, partner involvement, LOB Key Stakeholders and related IT decision-makers contact details.
Companies using Ascender Preceda Recruitment for Recruiting include: Veolia Water Technologies Australia, a Australia based Utilities organisation with 500 employees and revenues of $250.0 million, Regional Australia Bank, a Australia based Banking and Financial Services organisation with 300 employees and revenues of $68.0 million, Grey Street Hospitality, a Australia based Leisure and Hospitality organisation with 7 employees and revenues of $4.1 million, Tourism Industry Council New South Wales, a Australia based Leisure and Hospitality organisation with 3 employees and revenues of $1.0 million and many others.
Contact us if you need a completed and verified list of companies using Ascender Preceda Recruitment, including the breakdown by industry (21 Verticals), Geography (Region, Country, State, City), Company Size (Revenue, Employees, Asset) and related IT Decision Makers, Key Stakeholders, business and technology executives responsible for the software purchases.
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| Logo | Customer | Industry | Empl. | Revenue | Country | Vendor | Application | Category | When | SI | Insight |
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Grey Street Hospitality | Leisure and Hospitality | 7 | $4M | Australia | Ascender | Ascender Preceda Recruitment | Recruiting | 2016 | n/a |
In 2016, Grey Street Hospitality implemented Ascender Preceda Recruitment, Category . The deployment centralized HR, payroll and recruitment processes for the hospitality group across Australia and New Zealand to create a unified operational model for talent acquisition and payroll administration.
Ascender Preceda Recruitment was configured to centralise core recruitment, payroll processing and HR administration capabilities, and to enable candidate-facing features including video cover letters and an improved candidate experience. Functional workflows emphasized applicant tracking, direct application capture and payroll data harmonization between recruitment and HR records.
The implementation integrated Ascender Preceda with SAP SuccessFactors to maintain HR master data alignment and to streamline payroll feed points between recruitment and employee records. Operational coverage included HR, payroll and recruitment teams across the ANZ region within the hospitality group.
Governance centered on centralized administration and standardized recruiting and payroll processes, with rollout focused on process consolidation across sites. The deployment reduced payroll administration time, increased direct applications and delivered measurable recruitment cost savings for the hospitality group in the ANZ region.
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Regional Australia Bank | Banking and Financial Services | 300 | $68M | Australia | Ascender | Ascender Preceda Recruitment | Recruiting | 2015 | n/a |
In 2015, Regional Australia Bank deployed Ascender Preceda Recruitment, Apps Category "". Ascender Preceda Recruitment is implemented on the bank website to serve as the public careers portal and applicant intake engine for external candidate sourcing and application capture.
Configuration emphasized job posting, applicant tracking, candidate profile management, configurable screening stages, and automated candidate status workflows consistent with recruitment application capabilities. Operational ownership is with HR and Talent Acquisition, the system supports recruiter workflows and internal hiring approvals, and the implementation is positioned as the primary candidate-facing recruitment layer on the bank's site.
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Tourism Industry Council New South Wales | Leisure and Hospitality | 3 | $1M | Australia | Ascender | Ascender Preceda Recruitment | Recruiting | 2017 | n/a |
In 2017, Tourism Industry Council New South Wales implemented Ascender Preceda Recruitment as part of a consolidation of disparate HR, payroll, training and WHS systems into a single HRIS and payroll platform. Ascender Preceda Recruitment was positioned to handle recruitment workflows alongside core payroll and HR service delivery, reflecting the NSW Business Chamber's intent to unify talent and payroll processes within the Apps Category .
Configuration work emphasized core HRIS modules including employee master data, payroll processing, learning management, and work health and safety case management, with recruitment use cases inferred as part of unified talent workflows. Implementation included configuration of role based security, pay rules, payroll schedules, and training enrolment automation consistent with Ascender Preceda Recruitment and HRIS operational patterns. The deployment consolidated master data and standardised HR processes to reduce duplication across previously separate systems.
Operational scope covered HR, payroll, learning, WHS and talent acquisition processes for the organisation across New South Wales, supporting regional hiring and workforce administration. Integrations are not specified in source materials, so the implementation narrative focuses on internal consolidation of HR, payroll and training capabilities within Ascender Preceda Recruitment. The project was oriented to support rapid workforce growth across the state, centralising HR service delivery and payroll operations.
Governance centered on a single HRIS ownership model, common data definitions, and standardised workflows for recruitment intake through payroll onboarding, enabling consistent compliance and recordkeeping across sites. Change activities included consolidated configuration, role mapping and a staged rollout to operational teams in HR and payroll to align processes under Ascender Preceda Recruitment.
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Veolia Water Technologies Australia | Utilities | 500 | $250M | Australia | Ascender | Ascender Preceda Recruitment | Recruiting | 2017 | n/a |
In 2017, Veolia Water Technologies Australia migrated its Australia and New Zealand payroll and core HR to Ascender Preceda as part of an outsourced payroll model, and Ascender Preceda Recruitment is identified as the Recruiting application that aligns with this broader Preceda HR deployment. Recruitment usage is presented as an inferred extension of the Preceda HR rollout rather than an explicit module called out in the public case study, and the narrative retains that distinction while mapping functional fit to the Recruiting category.
The deployment delivered a 10 week migration into Ascender Preceda for payroll and core HR, with the first parallel payroll run reported as 100 percent accurate and improvements to employee self service documented. The program was organized around an outsourced payroll operating model, which centralized payroll execution and moved core HR transactions into the Ascender Preceda platform across Australia and New Zealand, supporting HR and payroll business functions.
Where applied, Ascender Preceda Recruitment as part of the Preceda suite would typically provide applicant tracking, requisition management, candidate self service and onboarding workflow capabilities that integrate with core HR records. This inferred configuration aligns with the customer reported emphasis on employee self service, and positions Ascender Preceda Recruitment to feed candidate and hire data directly into the established Preceda HR employment records for downstream payroll and HR lifecycle processing.
Operational coverage is regional, spanning Veolia Water Technologies Australia operations and its New Zealand footprint, with governance centered on the outsourced payroll provider relationship and a rapid migration cadence. The rollout sequence and control point for the first parallel run indicate structured parallel validation and cutover governance, and any adoption of Ascender Preceda Recruitment would be expected to follow the same platform governance, integration touch points and HR process ownership used for the core HR and payroll deployment.
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Buyer Intent: Companies Evaluating Ascender Preceda Recruitment
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| Logo | Company | Industry | Employees | Revenue | Country | Evaluated | ||
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FAQ - APPS RUN THE WORLD Ascender Preceda Recruitment Coverage
Ascender Preceda Recruitment is a Recruiting solution from Ascender.
Companies worldwide use Ascender Preceda Recruitment, from small firms to large enterprises across 21+ industries.
Organizations such as Veolia Water Technologies Australia, Regional Australia Bank, Grey Street Hospitality and Tourism Industry Council New South Wales are recorded users of
Ascender Preceda Recruitment for Recruiting.
Companies using Ascender Preceda Recruitment are most concentrated in Utilities, Banking and Financial Services and Leisure and Hospitality, with adoption spanning over 21 industries.
Companies using Ascender Preceda Recruitment are most concentrated in Australia, with adoption tracked across 195 countries worldwide. This global distribution highlights the popularity of Ascender Preceda Recruitment across Americas, EMEA, and APAC.
Companies using Ascender Preceda Recruitment range from small businesses with 0-100 employees - 50%, to mid-sized firms with 101-1,000 employees - 50%, large organizations with 1,001-10,000 employees - 0%, and global enterprises with 10,000+ employees - 0%.
Customers of Ascender Preceda Recruitment include firms across all revenue levels — from $0-100M, to $101M-$1B, $1B-$10B, and $10B+ global corporations.
Contact APPS RUN THE WORLD to access the full verified Ascender Preceda Recruitment customer database with detailed Firmographics such as industry, geography, revenue, and employee breakdowns as well as key decision makers in charge of Recruiting.