How We Recruited 25 Shift Leaders for Kraft Heinz Kitt Green
Manufacturing recruitment can stall when talent is scarce. In 2020, Pod helped Kraft Heinz fill 25 shift leadership roles at their Kitt Green site in just four months. In this case study, we share our clear, step-by-step approach to high-volume hiring in a tight market.
Background
Kraft Heinz restructured its Kitt Green leadership team and opened over 30 new shift leader posts. Their talent team lacked capacity to fill these roles in an area with limited candidate supply. Pod, a trusted partner for over 10 years, stepped in to manage end-to-end recruitment.
Our Approach
Pod treated this project as an extension of Kraft Heinz’s talent team. We:
- Drew on our decade-long partnership and deep understanding of Kraft Heinz’s culture.
- Managed direct applications, internal referrals, and active sourcing.
- Ran testing, assessment centres, diary management, and feedback cycles.
- Ensured a seamless candidate experience from application to offer.
Delivery
To meet our goals, we:
-
Crafted employer branding
Interviewed site leaders and built attraction documents specific to Kitt Green roles. -
Managed applications
Tracked internal and external candidates through our network and Kraft Heinz ads. -
Built a referral scheme
Engaged Kraft Heinz employees across the UK for named referrals. -
Led a targeted headhunt
Used broad sourcing channels to reach niche skill sets. -
Ensured prompt feedback
Replied to every applicant and updated them at each stage. -
Conducted first-stage interviews
Screened for technical skills and cultural fit on behalf of Kraft Heinz. -
Administered reasoning tests
Used verbal, numerical, and logical assessments to benchmark candidates. -
Co-ordinated on-site logistics
Spent time at Kitt Green to brief teams, set diaries, and run assessment centres. -
Provided live reporting
Shared a central progress tracker with HR and hiring managers for weekly review. -
Owned offer management
Sent letters and contracts on schedule and aligned start dates to demand.
Results
- 25 hires placed in 4 months
- 99% offer acceptance (only one declined)
- 100% retention at 12-month mark
- 3 first interviews per placement on average
- 100% positive feedback from stakeholders and candidates
Key Takeaways
- A long-term partnership speeds up high-volume hiring.
- Clear branding attracts the right talent in niche markets.
- Structured screening and testing improve selection quality.
- Live reporting keeps all stakeholders aligned.
- Own the full process to boost candidate experience and retention.
FAQs
Q: How long did this project take?
A: We filled all 25 roles in four months.
Q: What roles did you recruit?
A: Shift leaders across manufacturing and engineering management.
Q: How did you ensure cultural fit?
A: We used tailored interviews and branded attraction materials based on site insights.
Q: Can you support other functions?
A: Yes. We cover supply chain, procurement, logistics, manufacturing, and tech roles.
Ready to scale your recruitment?
Contact Lucy Morgan, CEO, for a no-obligation call.
✉️ lucy.morgan@pod-talent.com
📞 +44 (0)203 627 2420