Customer Stories
HelloFresh

Now they're cooking: HelloFresh fills roles 15 days faster with GoodTime

15-day

reduction in time to fill

50%

reduction in time to schedule

73%

less time spent scheduling

Industry

Consumer Services

Location

Berlin, Germany

Company Size

20,000–25,000

ATS

Putting meals on millions of tables

Everyone deserves delicious, home-cooked meals—but who has the time to cook them? HelloFresh has the answer. With over a billion meal kits delivered yearly, HelloFresh reaches more than 7 million customers worldwide.

Making ready-to-ship meals requires a deep pool of talent, and the company strives to build and retain diverse, high-performing teams among its over 20,000 global employees.

“Our goal at HelloFresh is to enhance the candidate experience by making sure that we have streamlined processes for both internal and external candidates,” said Director of Talent Acquisition Joe Albano. “We are a major driving force behind HelloFresh’s growth, so it’s my job to find candidates that will make sure every box is perfectly packed for our customers.”

To find the best talent while keeping pace with company growth, HelloFresh needed a better way to streamline and quicken recruitment processes. They sought a partner with robust automation and AI tools to optimize acquisition and set a new standard of excellence for their teams.

Turning up the burner on the hiring process

HelloFresh’s talent acquisition team aims to attract, nurture, and empower the best talent in the industry. Inefficient scheduling stood in the way, and it was tough to interview top talent quickly.

“A major hurdle we were facing at HelloFresh was time to fill, specifically when it came to scheduling,” Joe said. “It was a very manual process since we had to check calendars, reach out to hiring managers, and deal with lots of little outreach tasks and processes.”

Communication also proved to be a barrier, explained Senior Associate for Talent Operations Natalia Howard.

“Almost all of our communications were via email or sent within our ATS,” she said. “Our calendar systems didn’t allow us to have those consistent communications between candidates and our candidate experience team.”

Canceling and rescheduling happened often, and errors and miscommunications sometimes made the interviewing timeline even longer. Before they partnered with GoodTime, it took the team around 60 days to fill a salaried position. They knew they could do better.

GoodTime takes the cake

HelloFresh evaluated several AI and automation tools to help them hit their goals, but none caught their attention like GoodTime.

“The first thing that stood out about GoodTime was the user interface. We immediately loved it,” Natalia said. “It’s easy to use, and our coordinators could really manage their pipeline so much better than before, when they were manually organizing pipeline through our email inbox.”

Joe and Natalia agreed that GoodTime was a “no-brainer,” so they adopted the platform and never looked back. GoodTime’s intuitive interface and ease of use swayed even the most hesitant team members.

“We had coordinators who were nervous about having a new platform to automate interview coordination,” Joe said. “But GoodTime was so easy to learn and made their jobs so much easier.”

For HelloFresh, GoodTime provides automation and human-centric AI, which have significantly reduced the manual effort needed from the talent acquisition team.

“The difference in the level of effort required is absolutely insane,” Natalia said. “Now, we can easily get candidates into our pipeline and start connecting with them as soon as possible to find the right fit for each role.”

The proof is in the pudding

GoodTime has met and exceeded HelloFresh’s expectations.

“So far, we’ve seen benefits on both smaller and larger levels, plus the ability to manage our workload in a much more organized way,” Natalia said.

Today, the talent acquisition team uses GoodTime to schedule, automate, and streamline calendar management and hiring. The process starts with requesting availability and scheduling those interviews right on the calendar, which Natalia says “has had the biggest impact on reducing manual effort for scheduling virtual and onsite interviews and recruitment screens.”

In revising their acquisition process with GoodTime, they’ve:

Reduced time to schedule by 50%
Reduced time spent scheduling by 73%
Reduced steps to schedule an interview by 50%
Reduced turnaround time by 27%

“Prior to GoodTime, we were sitting at approximately 60 days to fill a position on the salary side,” Joe said. “But since implementing GoodTime, that number has dropped to about 45 days time to fill.”

Rooting out bad apples with data-driven insights

Beyond scheduling efficiency, GoodTime has also provided HelloFresh with clean data.

“The thing about GoodTime that helps me out the most as director of talent acquisition is the reporting and the data,” Joe said. “This is important because HelloFresh is a very data-driven company. It’s one of our core values.”

Data helps everyone get on the same page. When a C-suite executive expressed frustration at a prolonged time to hire, the talent acquisition team turned to GoodTime. Data revealed that bottlenecks were due to hiring manager availability rather than talent acquisition effort, which enabled them to quickly identify ways to work around the issue.

“Being able to present this data to our stakeholders helps them understand what’s really going on behind the scenes,” Joe said. “Having the data to back ourselves up has been a major game-changer at HelloFresh.”

A recipe for success

Implementing GoodTime at HelloFresh has led to better candidate experiences and a higher quality of life for internal teams.

Better communication ensures candidates feel connected to the HelloFresh brand and increases the likelihood they will choose to accept offers. And that’s what Joe has been after all along.

“When I got this job, my number one goal was to eliminate any barriers that would force a candidate to wait longer than appropriate,” Joe said. “GoodTime has been a great partner to accomplish that goal.”

Now, Natalia adds, “We have very happy coordinators and happy recruiters. Our coordinators get excited when a new GoodTime product is released because it makes their lives easier, it makes their jobs easier, and it makes our candidates happier.”

Where we landed