How Pacific Seafood is preparing to double by 2031 with Pinpoint
Food & Beverage
2,000
seasonal hires in a single whiting season
250
offer letters sent in one day
Automated
all first-pass screening
Executive summary
Pacific Seafood aims to double in size by 2031 while hiring thousands of seasonal workers and integrating employees through acquisitions. Talent Acquisition Manager Korallynn Basham used Pinpoint to automate repetitive screening and administration across four operating companies. The same-sized talent team can now manage high-volume hiring, send hundreds of transition offers in one day, and invest its time in talent pipelines, reporting, training, and hiring infrastructure that support the company’s growth.
Industry
Food & Beverage
Location
US
Headcount
3000+
About Pacific Seafood
Founded in 1941, Pacific Seafood is a family-owned company headquartered in Clackamas, Oregon. More than 3,000 team members work across its aquaculture, fishing, processing, and distribution operations. The company supplies fresh and frozen seafood to retail and foodservice customers while managing a complex workforce that includes corporate teams, year-round employees, and thousands of seasonal hires.
Why Pinpoint?
Korallynn Basham has run talent operations at Pacific Seafood for three and a half years and led the move to Pinpoint. The team chose Pinpoint for its flexibility and continued investment in product development.
With hiring spanning four operating companies and every employment type, Korallynn needed a system that could adapt to different hiring processes without forcing the whole business into one workflow. Just as importantly, she wanted a vendor that would keep developing alongside them. As Pacific Seafood works toward doubling in size by 2031, the team has confidence that Pinpoint will continue to evolve with its hiring needs.
"There are so many applicant tracking vendors on the market, and they all kind of promise the same thing. What matters most in an ATS is that it keeps evolving. We wanted a vendor that continues to innovate and develop its product, and that’s exactly why we chose Pinpoint."
Korallynn Basham
Talent Acquisition Manager
Use Case
1
Replacing manual screening with knockout automations
The challenge
Pacific Seafood hires up to 2,000 seasonal employees in a single whiting season, generating thousands of applications in a short period. Alongside this high-volume seasonal recruitment, the team hires across four operating companies for everything from corporate and year-round roles to temporary hires and interns, each with different requirements around sponsorship, relocation, and eligibility.
Manually screening every application against those requirements was consuming valuable recruiter capacity. With Pacific Seafood aiming to double in size by 2031, the team needed a way to manage increasingly complex, high-volume hiring without growing the talent team at the same rate.
The solution
Pacific Seafood used Pinpoint’s automations to build its qualification criteria directly into the application process. Knockout questions capture each candidate’s ability to relocate, willingness to accept temporary work, and sponsorship eligibility. Automations then advance or reject the application according to the candidate’s responses.
With automations, recruiters now begin with candidates who meet the essential requirements of the role. Removing thousands of first-pass screening decisions has given the team more capacity for work that improves future hiring, including talent pipelines, training, reporting, and careers-site development.
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Automated
all first-pass screening
Combined
manual workflows into one action
Freed
capacity for strategic work
“We get thousands and thousands of applicants. Now, instead of manually screening everyone, applicants answer the screening questions themselves, and Pinpoint automatically puts them into the hiring process if they’re the right fit.”
Korallynn Basham
Talent Acquisition Manager
Use Case
2
Bulk importing candidates and sending 250 offer letters in one day
The challenge
‘Mission 31’ depends on Pacific Seafood’s ability to integrate acquired workforces quickly. Each acquisition can bring hundreds of employees who need transition paperwork by a fixed deadline, and at the same time, the talent team still has to keep everyday hiring moving.
Without an efficient process, each acquisition could create weeks of administrative work. Offers would need to be generated individually, tracked across spreadsheets, and managed alongside existing requisitions. Repeating that process across future acquisitions would place Mission 31’s pace at the mercy of hiring administration.
The solution
Pacific Seafood used Pinpoint to streamline the transition offer process for 250 incoming Ocean Beauty employees. The talent team imported the employees from a spreadsheet, generated their offer letters, and sent them in bulk through the platform. All 250 offers went out in one day.
Bulk actions built into Pinpoint also support the company’s seasonal hiring peaks. Recruiters use the feature during high-volume hiring periods to process up to 100 candidates at once and send hundreds of offers in batches. Completing the transition offers in one day kept the acquisition moving without displacing ongoing hiring. It also showed that the existing talent team could absorb a large workforce transition within the deal timeline.
250
offers sent out in one day
Reduced
acquisition offer processing time
Accelerated
workforce integration
“We sent 250 transition offer letters through Pinpoint in a single day. We uploaded the candidates from Excel, then sent every offer in bulk. It saves us so much time.”
Korallynn Basham
Talent Acquisition Manager
Use Case
3
Building talent pipelines for returning seasonal workers
The challenge
Implementing Pinpoint's automations gave Pacific Seafood the capacity to rethink its seasonal hiring model. Each whiting season can require up to 2,000 processing hires, while plants such as Seward in Alaska operate for only part of the year. When a season ends, the workforce moves on, but the same roles need to be filled when operations reopen.
Without a reliable pipeline, the team has to advertise, screen, and interview for roles that returning employees have already performed successfully. Many of those workers remain buried among years of applications, making them difficult to find and re-engage. The team wanted to find a scalable way to surface previous hires without growing its own talent team.
The solution
Pacific Seafood is currently building talent pipelines in Pinpoint for seafood processors who have completed a previous season. When a plant reopens, the team will have a known group of experienced workers ready to contact.
This process begins with maintaining consistent candidate records. Clean, searchable tags give the team confidence that returning workers can be found and contacted when the next season approaches. Pipelines are then organized by location, department, and division, allowing each site to maintain its own returning workforce. Korallynn plans to expand this model beyond seasonal hires and into the wider organization.
Reduced
seasonal sourcing time
Increased
hiring quality with return-hires
Enabled
site-specific seasonal outreach
“We’re building talent pipelines right now for people who've worked this season. It’s going to make candidate rediscovery so much easier and help ensure that we can work smarter, not harder."
Korallynn Basham
Talent Acquisition Manager
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