How Blue Cross built a more inclusive, connected and efficient hiring experience
Nonprofit
Strengthened
candidate engagement
Increased
candidate trust
Reduced
reliance on paid ads
Executive summary
Blue Cross needed a system that could keep pace with the demands of a busy, nationwide charity. With Pinpoint, the team replaced manual spreadsheets and outdated processes with a comprehensive platform that brings structure and consistency to every part of hiring. They now evaluate candidates with clear scorecards, use automation to support inclusion, and build proactive pipelines for hard-to-fill roles. The result is a more organized, efficient, and inclusive recruitment process that reflects the values of the Blue Cross brand.
Industry
Nonprofit
About Blue Cross
Blue Cross is a UK animal welfare charity that provides veterinary care, rehoming services, and support for pet owners. The organization employs over 800 people nationwide, and hires for both clinical and non-clinical positions, including vets, nurses, retail teams, administrators, and support staff. Every hire contributes to its mission to improve the welfare of pets and the people who love them.
Why Pinpoint?
Blue Cross had outgrown its previous ATS. The team was using spreadsheets to score candidates and found it difficult to adjust the system to meet changing needs. Pinpoint offered an intuitive, flexible platform that could grow with them. Features such as built-in scorecards, customizable hiring stages, and automations won the team over and have enabled them to modernize their hiring process.
“Pinpoint has completely changed how we work. We're more efficient, more consistent, and better equipped to give every candidate a great experience.”
Emma Bishop
Resourcing Manager, Blue Cross
Use Case
1
Keeping speculative applications warm with Talent Pools
The challenge
Blue Cross needed a better way to stay connected with people who had already shown interest in working for the charity. The graduate vet program was temporarily on hold, but applications and enquiries continued to come in. Without a way to organize or nurture that interest, the team risked losing touch with qualified candidates. Retail hiring brought similar challenges, with high turnover and constant demand across shops, making it difficult to keep up with new openings.
The solution
Using Pinpoint's Talent Pools, the team began tagging and grouping candidates by role type and level of interest. They created a dedicated pool for graduate vets and another for retail, alongside a general speculative pool for anyone who wanted to work at Blue Cross in the future. Conditions within the system automatically sort candidates into the right pool, so the team can quickly identify and contact people when roles reopen. Though still a new process, it's already helping the team think more proactively about future hiring and how to use Pinpoint's functionality more effectively.
Built
graduate vet and retail talent pipelines
Stronger engagement
with already-connected candidates
Reduced
reliance on paid advertising
Talent Pools has already made a difference. We can see who's interested, keep them warm, and build smaller, more manageable groups to reach out to when we're ready to hire.
Emma Bishop
Resourcing Manager, Blue Cross
Use Case
2
Proactively supporting candidates to succeed
The challenge
Blue Cross wanted every candidate to have a fair and supportive experience, including those who might need additional assistance during the hiring process. The team had always been open to discussing reasonable adjustments, but those conversations often took place later in the process, or were not raised at all by the candidate. As part of the charity's commitment to creating equal opportunities, the resourcing team set out to make inclusion a visible and proactive part of recruitment. They wanted every candidate to feel that the process reflected Blue Cross's values of care, empathy, and equality.
The solution
The team used Pinpoint to add a question to every application form, giving candidates the option to share whether they would like to discuss reasonable adjustments before an interview. When a candidate chooses to do so, Pinpoint automatically alerts both the hiring manager and the resourcing team. This makes it easy to reach out quickly, arrange any adjustments, and make sure the candidate feels fully supported. The team also added informal conversation stages to the hiring pipeline, creating space for open discussions about accessibility and the role itself. Together, these changes help Blue Cross make inclusion a natural part of the process, not an exception.
Proactive
accessibility communication
Increased
candidate trust
Reduced
risk of missed reasonable adjustments
It's important to create space for these conversations early. Pinpoint's automation helps us reach out quickly and make sure everyone has what they need to take part in the process.
Emma Bishop
Resourcing Manager, Blue Cross
Use Case
3
Simplifying evaluation with centralized scorecards
The challenge
Before moving to Pinpoint, Blue Cross managed candidate scoring through Excel spreadsheets. Each hiring manager used their own version, and feedback was often shared by email. It was difficult to track progress, compare evaluations, or make sure everyone was working from the same criteria. With dozens of open roles at a time, the process was time-consuming and inconsistent, creating extra work for both the resourcing team and hiring managers.
The solution
Pinpoint's scorecards gave Blue Cross a simple way to centralize and standardize evaluations. The team built clear scoring criteria for each role, and feedback is now recorded directly within the candidate profile. Hiring managers can collaborate in real time, compare notes, and make decisions faster. With Pinpoint, the team also customized pipelines to reflect how different roles move through the process and added videos to job ads to help candidates understand the charity's mission and culture. These updates made hiring more structured, consistent, and engaging for everyone involved.
Centralized
evaluation across all roles
Increased
consistent, structured hiring decisions
Reduced
admin across all hiring teams
The scorecards have completely transformed our evaluation process. Everything is in one place, and it's easy for hiring managers to see feedback and compare candidates without switching between systems.
Emma Bishop
Resourcing Manager, Blue Cross
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