How Franklin Electric's global team shortened time to hire by 55%
Manufacturing
55%
shorter time to hire globally
36%
reduction in interview stage duration
Automated
scheduling, zero manual back-and-forth
Executive summary
Franklin Electric is a global manufacturing leader with 6,500 employees across 20 countries, known for innovating critical liquid control systems used by billions of people. When Corporate HR Manager Amanda Hecht led a Pinpoint rollout across regions, the results were transformative. By replacing an unintuitive ATS with Pinpoint's user-friendly platform, Franklin Electric cut their time to hire by 55%, streamlined automation, and built a modern employer brand that appeals to the next generation of manufacturers.
Industry
Manufacturing
About Franklin Electric
Franklin Electric helps people access and manage water at every stage, from ground to tap, and manufactures the pumps, controls, and systems that move fuel and manage critical liquids worldwide. With 2.1 billion dollars in annual revenue and operations spanning 20 countries, they're a global manufacturing powerhouse rooted in humble beginnings in Bluffton, Indiana. The company is actively transforming its employer brand to appeal to candidates who want meaningful work in an industry that matters.
Why Pinpoint?
Franklin Electric's previous ATS suffered from poor user experience that made training new HR team members difficult and frequently required support intervention to fix errors. Amanda wanted to find a platform that would streamline hiring through automation and integrations while creating a compelling candidate experience. She also wanted to help redefine Franklin Electric's employer brand to a new generation of employees who might not initially think of manufacturing as a career. Pinpoint's combination of intuitive design, responsive support, and powerful features made it the clear choice.
The level of support we've received from Pinpoint really makes this relationship stand out.
Amanda Hecht
Corporate HR Manager, Franklin Electric
Use Case
1
Streamlined hiring workflows and powerful automation
The challenge
Franklin Electric's old ATS had an unintuitive user interface that made it difficult to train new HR team members. The platform frequently encountered errors that required support help to resolve, and the team couldn't easily configure workflows or automate processes. Amanda's team needed a modern tool that could handle their global complexity while actually making hiring faster.
The solution
Pinpoint's interface is intuitive enough that hiring managers across multiple regions can pick it up quickly without extensive training. Amanda implemented customized hiring workflows and templates that let her architect a repeatable process once and then continuously reap the benefits. Automated interview scheduling became a game-changer, eliminating the back-and-forth communication that typically slows down hiring. Reporting features also pulled recruitment metrics out of the "black box," giving Amanda and her team visibility into their pipeline and performance.
Fast hiring
manager adoption
Custom workflows
with automated repetition
Automated scheduling,
shorter candidate waits
The user interface was unintuitive to the point that figuring out how to hire someone was near impossible.
Amanda Hecht
Corporate HR Manager, Franklin Electric
Use Case
2
Faster interviews and better hiring manager engagement
The challenge
The Italy team and hiring managers across Franklin Electric's global regions lacked direct access to recruitment tools and had to wait on HR for every step. This dependency slowed down hiring and made it harder for managers to stay engaged in filling their roles. The company needed a system that empowered hiring managers while maintaining consistency across regions.
The solution
Pinpoint's straightforward interface gives hiring managers direct access to candidate information and hiring tools without overwhelming them. Job board integrations let managers post to multiple boards from one place without manual data copying. Most importantly, hiring managers now have the visibility and functionality they need to move candidates forward without waiting on HR for every action.
36%
less time in the interview stage
Direct scheduling
between managers and candidates
Less manual
posting with job board integrations
We got great feedback from candidates and hiring managers. Hiring managers who love engaging in the process are thrilled to have the access and functionality to fill roles faster.
Amanda Hecht
Corporate HR Manager, Franklin Electric
Use Case
3
Repositioning manufacturer as a destination employer
The challenge
Franklin Electric wanted to use the ATS transition as an opportunity to rebuild their employer brand and reach candidates who might not automatically think of manufacturing as a career path. They needed to shift perception from manufacturing as a commodity job to manufacturing as meaningful, impactful work that matters.
The solution
Pinpoint's modern platform became a vehicle for telling Franklin Electric's story. The team added hiring manager profiles to job postings so candidates get a sense of who they'll work for and what those leaders care about. anonymized screening prevents unconscious bias from creeping in. Recruitment analytics and reporting let the team track metrics like time to hire and applicants by channel, ensuring the candidate experience stayed smooth and positive. Most importantly, the modern platform itself sends a signal to candidates that this is a forward-thinking company worth working for.
Stronger early
connection through manager profiles
Anonymized screening
for fairer decisions
Consistent
experience backed by analytics
It makes such a big difference for candidates to get a sense for the hiring manager's workstyle and to see that they're passionate about their job.
Amanda Hecht
Corporate HR Manager, Franklin Electric
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