How Butlin's felt free to imagine the future of recruitment with Pinpoint
Hospitality
Far less
time spent on recruitment admin
Seamless
mobile applications and automated scheduling
Clear reporting
on time to hire and bottlenecks
Executive summary
Butlin's, a British institution since 1936, operates three bustling resorts and a central support office with a team of 4,000+ employees. Their legacy HRIS system was built for payroll and benefits, not recruitment, leaving their 15-person resourcing team drowning in manual tasks and lacking strategic insights. By implementing Pinpoint during a major IT system migration, Butlin's transformed their recruitment process, cut manual work dramatically, and gained the visibility they needed to improve their candidate experience across all locations.
Industry
Hospitality
About Butlin's
Butlin's has been synonymous with British seaside holidays for nearly a century, creating magical experiences across three bustling resorts. With over 4,000 employees and a dedicated 15-person resourcing team, the company faces the unique challenge of recruiting high-volume, diverse staff across multiple locations while maintaining their legendary hospitality standards.
Why Pinpoint?
Butlin's needed a fit-for-purpose recruitment system when their HRIS contract ended alongside a major IT transformation following the company's separation from Bourne Leisure. With their internal IT team stretched thin on a large system migration, they needed an ATS that didn't require IT expertise to implement. Pinpoint's self-service approach and technical support gave them the confidence to make the switch quickly, without disrupting their ongoing recruitment efforts.
Now that we have a system that's working effectively, we're free to imagine how we can improve our processes even further.
Georgina McLeod-Morgan
Head of Resourcing, Butlin's
Use Case
1
Replacing a system built for the wrong job
The challenge
Butlin's legacy HRIS handled payroll and benefits beautifully, but recruitment was an afterthought. Georgie's team struggled with communication breakdowns between central recruitment and resort-specific teams, manual interview scheduling (averaging three contact points per candidate), and no way to change application questions without IT support. The result was an inconsistent candidate experience across locations and murky insights into what was actually working.
The solution
Pinpoint replaced the recruitment module with a dedicated ATS designed by and for recruiters. The transition happened so smoothly that the candidate-facing experience barely skipped a beat. Butlin's careers site and job listings continued without interruption, even though the backend transformed completely.
Centralized
candidate communication
3 touchpoints
to 1: automated interview scheduling
Full
conversation history for hiring managers
You could tell it wasn't designed by a recruiter. Now it is.
Georgina McLeod-Morgan
Head of Resourcing, Butlin's
Use Case
2
Eliminating manual work with bulk functionality
The challenge
Before Pinpoint, every task was manual. Moving candidates through stages meant individual updates. Declining candidates required one-by-one notifications. Downloading candidate data for analysis was tedious and time-consuming. This manual burden meant less time for strategic resourcing work.
The solution
Pinpoint's bulk functionality became a game-changer. The team can now select and move multiple candidates through interview stages in batches, bulk decline candidates with one action, and bulk download data for reporting and analysis. Electronic scorecards replaced paper interview notes, keeping everything centralized and GDPR-compliant.
Significant
admin time savings
Centralized,
accessible hiring data
Built-in
GDPR compliance
Use Case
3
Gaining clarity with reporting
The challenge
Butlin's legacy system provided no real recruitment metrics. They couldn't see time to hire, candidate sources, or location-specific trends. This left them operating without a baseline and unable to make data-informed decisions about where to focus their recruitment efforts.
The solution
Pinpoint's intuitive reporting dashboard gives the team immediate visibility into key metrics. They can now see exactly where candidates are coming from, how long each stage takes, and where processes are lagging across different locations.
Clear time
to hire across all resorts
Clear sourcing
channel visibility
Location-specific
hiring insights
For us, the value is in just being able to see the data and establish a baseline for setting some further goals on how we improve our candidate and hiring manager experience.
Georgina McLeod-Morgan
Head of Resourcing, Butlin's
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Love for Pinpoint
“I prefer Pinpoint over Workday and PeopleSoft because of the ease of use.”
“The fact that we survived hyperscaling from 600 employees to more than 1,300 in less than a year is the best testament to our success with Pinpoint.”
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“Pinpoint has completely changed how we work. We're more efficient, more consistent, and better equipped to give every candidate a great experience.”
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“We want to be the employer of choice, and having Pinpoint on board is going to help us achieve that.”
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“I love being able to text from Pinpoint because many of our candidates prefer it. The delivery receipts and history tab give me total visibility into the process.”
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“The communication before was not always perfect — there were a lot of mistakes along the way. Whereas now it's really a great experience for candidates.”
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