How citizenM cut time to hire without sacrificing candidate experience
Hospitality
65%
reduction in time to hire
Streamlined
casting day coordination
Increased
candidate communication
Executive summary
citizenM operates 36 hotels across Europe, North America, and Asia Pacific plus two support offices, employing over 1,000 people. The company was stuck with an all-in-one HRIS that wasn't built for high-volume, multi-location hiring, forcing the TA team to rely on emails and spreadsheets for basic tasks. By switching to Pinpoint, citizenM reduced time to hire by up to 65 percent, automated complex casting day coordination across locations, and created a consistent candidate experience for all 600 annual hires.
Industry
Hospitality
About citizenM
citizenM is a global hotel brand with 36 properties across Europe, North America, and Asia Pacific, plus support offices in Voorschoten and New York. The company employs over 1,000 people across real estate, hotel design, marketing, and hospitality operations. With 600 hires per year including 100 support office roles, citizenM manages complex, multi-location hiring across different disciplines and seniorities.
Why Pinpoint?
citizenM's previous all-in-one HRIS wasn't designed for high-volume, multi-location hiring. The TA team had to work around the system's limitations with emails and spreadsheets, making it hard to respond quickly to candidates, coordinate across locations, or get visibility into hiring performance. The company needed a dedicated ATS that could handle their scale, automate workflows, and integrate smoothly with their existing systems. Pinpoint's flexibility and integration capabilities made it the obvious choice.
“With these new tools, we’ve set a good foundation to scale our hiring while maintaining our culture and delivering a really great candidate and employee experience.”
Michael Easton
Head of Employee Value Proposition, citizenM
Use Case
1
Automating high-volume, multi-location hiring
The challenge
Coordinating hiring across 36 hotels in different time zones is logistically complex. Casting days—group assessments that test cultural fit for hotel staff—required messaging candidates individually, coordinating dates and times with multiple hiring managers, and keeping everyone updated. With manual processes, mistakes crept in, and candidates didn't get a consistent experience.
The solution
Pinpoint automates the casting day workflow. The TA team now sends email updates in bulk with helpful information like where to go and what to expect. Interview scheduling is automated, so candidates pick their own slots, and hiring managers take ownership of their schedules. This reduces bottlenecks and ensures consistency across all 36 locations.
Streamlined
casting day coordination
Consistent
candidate communication
Fewer
delays with manager-owned scheduling
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.
Emilie Ricordeau
Talent Scout (Hotels), citizenM
Use Case
2
Reducing time to hire with automation and workflow visibility
The challenge
Without a dedicated ATS, the TA team couldn't see where candidates were getting stuck in the process. Manual steps meant delays at every stage, from application to interview scheduling to hiring manager communication. For one role, time to hire was 80 days, far above the industry standard.
The solution
Pinpoint gives the TA team end-to-end visibility into every hiring stage. They can automate routine tasks like responding to applications quickly, screening for visa restrictions upfront, and scheduling interviews. They can also set up dynamic hiring teams in Pinpoint, granting new team members access to only the information they need while maintaining GDPR compliance.
65%
reduction in time to hire
Time to hire
at industry median
Reduced
interview dropouts
Having everything within one flow hosted by Pinpoint—the career site, into the application, and how we manage the application internally all in one platform—has made everything very smooth.
Michael Easton
Head of Employee Value Proposition, citizenM
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G2
4.8
Capterra
4.8
SSR
4.8