How Herr's increased candidate quality while reducing cost per hire
Food & Beverage
Better candidate
quality, fewer no-shows
Bigger
candidate pool with mobile-friendly applications
Hours saved
weekly with automated scheduling
Executive summary
Founded in the 1940s, Herr's has grown from a family operation into a major snack food manufacturer with 1,600 employees. With a three-person recruiting team tasked with keeping job vacancies below 3%, Curtis Kodish and his team faced an uphill battle against industry-leading competitors using a bare-bones ATS. Herr's switched to Pinpoint to gain the modern functionality they needed without paying premium prices, resulting in higher-quality candidates and dramatic improvements in recruitment efficiency.
Industry
Food & Beverage
About Herr's
Herr Foods is a Pennsylvania-based snack food manufacturer with 1,600 employees and a unique employer brand. The company takes pride in thorough onboarding and retention, making the quality of each hire a critical success metric. With a small three-person recruiting team, efficiency and effectiveness are non-negotiable.
Why Pinpoint?
Herr's old ATS was cheap but feature-poor, forcing the team to make up for its limitations. They were losing out to competitors on cost and talent quality. Curtis needed an ATS that delivered advanced functionality without the enterprise price tag. Pinpoint offered the perfect balance: modern features, mobile optimization, and excellent value.
“Our job fill rate is amazing. We're attracting better applicants through sponsored listings, even though we're sponsoring fewer listings now.”
Curtis Kodish
Human Resources Partner, Herr's
Use Case
1
Making applications mobile-friendly and simple
The challenge
Herr's old ATS wasn't built for mobile, a critical miss since many candidates prefer applying on their phones. The application process required far too many clicks, creating friction that turned away potential candidates. The result was a lower application volume from quality applicants.
The solution
Pinpoint's mobile-friendly application process simplified the candidate experience. Curtis and the team reduced clicks, streamlined questions, and made the entire application accessible on any device. The new careers page, included in Pinpoint, became a vital part of the recruitment funnel.
Better application
completion on mobile
Broader pool
including mobile-first applicants
Higher-quality
applications from engaged candidates
Use Case
2
Eliminating manual interview scheduling
The challenge
Before Pinpoint, scheduling interviews meant multiple manual contact points per candidate. This tedious process wasted the team's time and contributed to no-shows, since candidates weren't always engaged in the process. The friction point often happened early, before candidates had time to get invested.
The solution
Pinpoint's automated interview scheduling lets candidates book their own interviews directly in just a few clicks. No back-and-forth emails or phone calls needed.
Significant
recruiter time savings
Fewer no-shows
with self-scheduling
Better
candidate experience with more control
It's been a great time savings for my team. And candidates appreciate how easy it is to schedule their own interviews.
Curtis Kodish
Human Resources Partner, Herr's
Use Case
3
Optimizing job board spend and candidate quality
The challenge
Herr's was spending heavily on sponsored job board listings, particularly on Indeed, to compete for visibility. Despite the investment, candidate quality was often low for entry-level roles. Some applicants didn't even remember applying when they showed up for interviews. The cost per hire was climbing, and the team needed a way to attract engaged candidates more efficiently.
The solution
With Pinpoint's improved candidate experience, Herr's didn't need to sponsor as many job board listings. Candidates who found them were more engaged, more qualified, and more likely to follow through on the hiring process. This allowed Curtis to reduce spending while actually improving the quality of applicants.
Lower cost
per hire with less ad spend
Higher-quality
candidates from Indeed
Lower
interview no-show rates
We found ourselves coming up short with our old ATS. Now we're attracting the candidates we need more efficiently.
Curtis Kodish
Human Resources Partner, Herr's
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