Rolling out any new piece of software comes with its fair share of challenges—especially with a team as large as the one at Franklin Electric. With 6,500 employees across 11 countries, finding an HR tool to meet everyone’s needs is a Herculean task.
But when Corporate HR Manager Amanda Hecht decided to make the leap from a US- and Canada-based Pinpoint rollout to a global trial with the Italy team, she was blown away by the response.
“We had one call with them about it, and they started posting jobs. It was like, ‘Wait, we aren’t ready yet—I was just showing you the platform!’ They just loved it, and they’re pushing us to give them full access as soon as possible.”
When we caught up with Amanda to talk about Pinpoint, we asked her to give us the shortlist of things she can do with our platform that she couldn’t do before. “I’m not sure I can even list everything,” she said with a laugh. Automated interview scheduling has been a game-changer, and even her boss (the Senior Director of HR) has a favorite feature: the resume comparison tool.
But for Amanda, Pinpoint’s people tip our tool over the edge. “The level of support we’ve received from Pinpoint really makes this relationship stand out,” she said.
Superior service is all relative. So, at a time when it feels like every SaaS product boasts about their exceptional customer experience, we consider Amanda’s words the highest possible compliment.
New employer brand, new candidate experience
To understand why the team at Franklin Electric is so excited, you need some context around their former applicant tracking system (ATS).
Before switching to Pinpoint, Franklin Electric’s HR team struggled to train new team members on how to use their ATS. “The user interface was unintuitive to the point that figuring out how to hire someone was near impossible,” said Amanda. On top of that roadblock, Amanda and her team ran into frequent errors in the software that required help from support to unravel.
So they started looking for a new tool—one that would help redefine their employer brand to a new generation of employees.
The level of support we’ve received from Pinpoint really makes this relationship stand out
Franklin Electric may not be a household name, but you’ve seen the impact of their work firsthand. They help people access and manage water at every stage, from ground to tap. They also make the pumps, controls, and systems that move fuel, so there’s hardly a critical liquid control system they don’t touch.
From humble roots in the cornfields of Bluffton, Indiana, Franklin Electric has become a global company with a sizeable footprint, and they’re transforming their employer brand accordingly. Water pumps and controls may not sound like a big deal to a non-engineer—but access to clean drinking water does.
Franklin Electric’s product is essential to every person they serve, which makes it a unique place to work. The passion behind that product and accompanying social commitment have kept the team growing steadily, even during uncertain times.
In addition to spreading the word about their impact, Amanda wanted Franklin Electric’s new ATS to streamline hiring through automation and integration. The goal wasn’t merely to make life easier for HR but to create a compelling candidate experience as well.
Another deciding factor was the software’s ability to play nicely with their HRIS. Some ATS platforms require the use of a native HRIS, but Franklin Electric wanted one that would integrate with the HR tech stack they enjoyed already.
Ultimately, Pinpoint’s people were the clincher. “The culture at Pinpoint made me want to partner with them,” said Amanda. “The demos taught us everything we needed to know about the functionality and the team. Pinpoint has been so responsive every step of the way. We signed on with no hesitations and haven’t looked back.”
The plan is paying off
Franklin Electric’s Italy team isn’t alone in being pumped about using Pinpoint. “So far, we’ve gotten great feedback from candidates and hiring managers,” Amanda told us. “The biggest feedback is the support we’ve received. Everyone we’ve worked with has been very responsive and knowledgeable.”
We’ve gotten great feedback from candidates and hiring managers
The only internal pushback has come from a few hiring managers who prefer a more hands-off approach directed by HR. But the hiring managers who love engaging in the process are thrilled to have the access and functionality to fill roles faster, without having to wait on HR:
- Job board integrations make it simple to push one open role to several job boards without having to copy and paste data between platforms.
- Automated interview scheduling is another crowd favorite. “It’s been a game-changer in terms of the impact and how easy it is,” Amanda told us.
- Integrated background checks from Certn seamlessly pull in essential data so teams can make better decisions, faster.
Our people are our superpower
When we asked Amanda to share her personal favorite feature, she touched on a lot of functionality she loves. Such as reporting, which provides a quick overview of the talent pipeline and other key metrics that were once hidden inside a “black box” because they could not be easily viewed in her old tool.
Hiring manager profiles also wowed her early on, because they communicate everything she herself has wanted to know about a potential teammate when she has changed jobs.
Ditto for customized workflows and templates that helped her architect a repeatable process just once, then continuously reap the benefits.
But it was our people who tipped the scale in our favor. “Everyone at Pinpoint has been so responsive if we’ve had a question or an issue,” Amanda said. “I would recommend them wholeheartedly.”
We can’t say we’re surprised. Franklin Electric has set out to hire the best humans—and that’s always been our goal, too.
Discover Pinpoint for yourself
At Pinpoint, we are genuinely passionate about what we do, and we’re equally passionate about supporting our customers who feel the same. Check out our demo video to learn more.
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