How Herr's centralized hiring and onboarding across seven states with Pinpoint
Food & Beverage
Centralized
hiring across 16 branch warehouses
7 states
supported with state-specific onboarding
Eliminated
manual data entry between onboarding and Dayforce
Executive summary
Herr's has grown from a family operation into a major snack manufacturer with 16 branch warehouses across seven states. That growth created a challenge: how do you give local managers the flexibility to hire for their own teams while keeping recruitment and onboarding consistent across the business? With Pinpoint, Herr's has brought both into one system. Managers can take ownership of hiring, recruiters have visibility across every location, and state-specific onboarding flows into Dayforce without duplicate data entry. The result is a more scalable way to hire and onboard across a distributed organization.
Industry
Food & Beverage
Headcount
1600+
About Herr's
Herr Foods makes potato chips and other snack foods from its plant in Nottingham, Pennsylvania. Since starting as a family operation in the 1940s, it has grown into a major Mid-Atlantic manufacturer. Today, Herr's delivers directly to stores through 16 branch warehouses across seven states, alongside national, international, and private-label sales. With 1,600 to 1,800 employees working across production, warehousing, delivery, and corporate roles, recruitment needs to work for very different jobs and locations.
Why Pinpoint?
Herr's previous ATS wasn't keeping pace with the way the business needed to hire. The recruiting team was competing with better-resourced employers while relying on a system that made attracting and managing candidates harder than it needed to be. Herr's chose Pinpoint for more modern recruitment functionality without the premium price tag. Years later, it's still the company's only ATS, but its role has grown with Herr's. Today, Pinpoint connects recruitment across 16 branch warehouses and supports onboarding across seven states.
"It's a very comprehensive, user-friendly applicant tracking system that's allowed us to recruit and onboard a high volume of employees in an efficient way."
Abby Sassaman
Recruiting Supervisor
Use Case
1
Attracting better candidates while spending less
The challenge
Herr's competes for many of the same candidates as larger employers with deeper pockets. For a recruiting team responsible for hiring across a workforce of 1,600 to 1,800 people, simply spending more on advertising wasn't a sustainable answer.
The application experience was part of the problem. Many Herr's employees work in production, warehouses, or delivery roles and apply from their phones. A process designed around desktop applications created unnecessary friction and meant potential candidates were dropping out before recruiters ever got the chance to assess them. Herr's was sponsoring more job board listings to compensate, increasing cost per hire without addressing what was causing candidates to disappear.
The solution
With Pinpoint, Herr's made applying easier from a phone, reducing unnecessary clicks and streamlining application questions. That opened the process to candidates who might previously have dropped out.
Better applications coming through Indeed also meant Herr's could reduce the number of listings it sponsored while continuing to attract the people it needed, while the careers site adds transparency before candidates apply. Hiring stages are visible upfront, so applicants know what to expect from the process they're entering. For Herr's, improving attraction wasn't only about generating more applications at any cost, it was also about removing friction for the right candidates and getting more value from its recruitment spend.
Reduced
cost per hire with fewer sponsored listings
Broader pool
including mobile-first applicants
Higher-quality
applications from engaged candidates
"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
Use Case
2
Bringing 16 branch warehouses into one hiring process
The challenge
Herr's 16 branch warehouses operate across seven states, and local managers know their teams and markets. Many have been with the company for decades and have developed their own ways of working. That local autonomy matters, but it made hiring difficult to coordinate centrally.
Interview scheduling meant repeated emails and phone calls. Some managers downloaded resumes from Pinpoint, emailed them to Abby, and asked her to arrange the next step. With Abby managing around 24 requisitions at a time, often with dozens of candidates in each, every manual handoff added work and made the recruiting team the middleman. The challenge was to create one hiring process across Herr's without taking ownership away from the managers closest to each role.
The solution
Pinpoint gave Herr's a central process that local managers could use themselves. Candidates can choose interview slots from available times, removing scheduling back-and-forth. Recruiters can review candidates in bulk and send interview invitations as a group. Each Herr's location is saved in Pinpoint, so candidates automatically receive the correct details wherever they're interviewing.
Centralization also meant changing how managers worked. Recruiting Supervisor, Abby Sassaman, recorded training for route sales managers across all seven states and made it permanently available internally. Granular permissions give managers access to the roles they need without exposing unrelated hiring activity.
Instead of downloading a resume and emailing Abby, a manager can tag her directly on the candidate record. Everyone works from the same information, and the process keeps moving in one place. Now, managers who once relied on Abby for every recruitment step are taking ownership themselves.
Centralized
hiring across seven states
Automated
interview scheduling company-wide
Increased
hiring ownership for local managers
"Pinpoint saves us hours of admin every week. Managers can keep hiring moving themselves, and candidates can schedule interviews at a time that works for them."
Abby Sassaman
Recruiting Supervisor
Use Case
3
Using Pinpoint’s Onboarding portal for consistency across seven states
The challenge
Centralizing recruitment solved only half the problem. Every successful candidate still had to become an employee. Herr's onboards people across seven states, each with different forms and requirements. For a company employing 1,600+ people, onboarding needs to be consistent without relying on someone remembering which documents belong to which location.
The information collected during onboarding also needs to reach Dayforce, Herr's HRIS, accurately. Re-entering direct deposit details, emergency contacts, and job information would create unnecessary work and another opportunity for errors. Herr's needed onboarding to be as repeatable as the hiring process that came before it.
The solution
Herr's implemented Pinpoint’s Onboarding portal and has created onboarding templates for every state it hires in. The onboarding coordinator selects the relevant state, and the correct process and forms are ready to send.
The team can see what's been completed and what's still outstanding from one place, making it easier to keep new hires moving toward their start date.
Once onboarding is complete, Pinpoint hands over to Dayforce. The information already collected during recruitment and onboarding moves with the new hire, removing the need to enter it again manually. This has created one connected journey from candidate to employee, while still accounting for the different requirements across Herr's locations.
Because the process lives in the ATS rather than on one person's device, it isn't dependent on that individual being available. When Herr's onboarding coordinator went on vacation, Abby stepped in and ran onboarding from start to finish without needing a detailed handover.
Eliminated
manual data entry between onboarding and Dayforce
Standardized
onboarding with state-specific templates
Simplified
onboarding coverage across the team
"Onboarding is easy to manage in Pinpoint. Everything is set up and ready to go, we can see where each new hire is in the process, and someone else can step in without needing a detailed handover."
Abby Sassaman
Recruiting Supervisor
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