How thyssenkrupp Materials UK is attracting a new generation to a traditional industry
Manufacturing
24
jobs posted in three months, 395 applications, 19 hires
Visual
postings linking manufacturing to F1 and beyond
Digital
onboarding workflows before day one
Executive summary
thyssenkrupp Materials UK is a 500-person manufacturing company operating across nine UK sites. The company wants to attract younger talent to roles like Slitter Operator and Plate Saw Operator that younger generations often overlook or perceive as outdated. Using Pinpoint's job pages, videos, and onboarding tools, thyssenkrupp has made niche manufacturing roles more tangible and appealing while building a stronger employer brand and improving the entire hiring process.
Industry
Manufacturing
About thyssenkrupp Materials UK
thyssenkrupp Materials UK manufactures rolled metal products and operates 500 employees across nine sites in the UK. The company hires for niche, specialized roles like Slitter Operator and Plate Saw Operator that are central to their business but often unfamiliar to younger generations. The company values strong culture and team ethos, with a commitment to training newcomers to the industry.
Why Pinpoint?
thyssenkrupp needed a system that could help attract younger talent to traditional manufacturing roles by making those roles more appealing and modern. The company also wanted to streamline hiring manager collaboration, improve the candidate experience, and gain visibility into where applicants were coming from so they could make smarter job board investments. Pinpoint's visual job pages, video capabilities, onboarding tools, and reporting features aligned perfectly with those needs.
We want to be the employer of choice, and having Pinpoint on board is going to help us achieve that.
Sophie Brown
Talent Acquisition Manager, thyssenkrupp Materials UK
Use Case
1
Making traditional roles more appealing
The challenge
Younger candidates don't see themselves in manufacturing. They perceive roles like Slitter Operator as outdated, prefer remote work, or simply aren't aware that these roles exist. thyssenkrupp was struggling to break through that perception and compete for fresh talent.
The solution
Sophie uses Pinpoint's job pages to showcase videos of operatives at work, making the roles tangible and real. The careers site then connects these roles to industries candidates recognize and respect, like aerospace, MRI machines, and Formula One. The site also highlights the company's culture, benefits, and collaborative team ethos, making the case that manufacturing is modern and welcoming.
Contemporary
postings that appeal to younger candidates
Clear
links to industries candidates care about
Careers
site shifting perceptions of manufacturing
A lot of candidates want to work remotely now, or they're just not aware of roles in manufacturing. We want to be the employer of choice, and having Pinpoint on board is going to help us achieve that.
Sophie Brown
Talent Acquisition Manager, thyssenkrupp Materials UK
Use Case
2
Collaborating with hiring managers to find the right culture fit
The challenge
thyssenkrupp trains its new hires, so hiring for behaviors and attitudes matters more than technical skills. Sophie needed a system that made collaboration easy for hiring managers and gave them confidence in the process. The old ATS fell short, making it hard for managers to see what was happening or engage meaningfully.
The solution
Pinpoint centralizes job requisitions, candidate communication, and onboarding on one platform. The system's ease of use and standard training support from Pinpoint meant hiring managers embraced it quickly. When managers have a new vacancy, Sophie offers to walk them through the system, and most decline because it's intuitive enough to figure out on their own.
Fast
manager adoption without heavy training
Collaborative,
transparent hiring
Stronger
manager confidence in fair assessment
I wanted a system that would make life easier for our hiring managers. I think that is such a positive aspect of Pinpoint—it is really user-friendly.
Sophie Brown
Talent Acquisition Manager, thyssenkrupp Materials UK
Use Case
3
Smoother, more engaging onboarding
The challenge
Welcoming new hires to an unfamiliar site and role requires more than just paperwork. Previously, candidates had to print and sign contracts, which delayed completion until their first day. This frustrated both candidates and managers and meant new hires weren't as prepared when they arrived.
The solution
Candidates now sign documents digitally through Pinpoint's onboarding portal, so everything's ready before day one. Sophie created a culture page where new hires can explore company values and team dynamics before starting. The next step is site-specific onboarding portals with practical information like parking, lunch spots, and team introductions.
Digital
paperwork done before day one
Less
first-day anxiety with tailored onboarding
Better-prepared
hires, faster integration
When we saw Pinpoint's onboarding portal, we were blown away. It's completely revolutionized things for us.
Sophie Brown
Talent Acquisition Manager, thyssenkrupp Materials UK
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