How Meier Tobler recruits modern profiles with modern processes

How Meier Tobler recruits modern profiles with modern processes

Talking to the expert

In this case study, we share insights into Meier Tobler's recruiting transformation. We spoke with Claudio Bruni, HR Business Partner at Meier Tobler. Claudio oversees the full employee lifecycle from entry to exit, including full responsibility for recruiting in his area.

The starting point: "We had modern job profiles but outdated processes"

Meier Tobler fills approximately 50 to 60 positions annually across Switzerland, operating across three language regions and multiple professional groups. In technical and operational roles particularly, a growing problem emerged: candidates were arriving at the website but most never completed the application.

"We were facing the challenge of hiring modern profiles with complex requirements, but with outdated processes, too many steps, too many hurdles, too many media breaks. The candidates were actually there, but on the way to us, they got lost." - Claudio Bruni, HR Business Partner

The data confirmed it: between 60 and 70 percent of interested candidates abandoned the process. 80 to 90 percent of traffic came from mobile devices, but the process simply wasn't built for that.

"I tried to apply myself and already had trouble. If I have trouble myself, then it's difficult for third parties." - Claudio Bruni

Why PastaHR: mobile-first, Swiss provider, fully customizable

Three criteria drove the decision. First: mobile-first. The problem was clear, the process had to work on a smartphone. Second: Swissness. As a traditional Swiss company, Meier Tobler valued a local partner who understood the market. Third: configurability. Not a standard solution, but a system that could be adapted to different roles and requirements.

"We quickly noticed: if our flow doesn't quite fit, we can edit and change it. That was very important. Because we're not a company off the shelf." - Claudio Bruni

Equally important: PastaHR doesn't replace the existing ATS. All applications continue to flow into SAP SuccessFactors automatically, with no changes to existing HR systems.

The approach: login-free, mobile, configurable

Today, candidates at Meier Tobler can apply via two routes: a mobile-optimized online flow without registration, or a chat-based application process via WhatsApp. Both follow the same logic: clearly structured steps, no account creation, and the ability to pause and resume later.

A key element: role-specific pre-qualification. For each position, specific knock-out criteria can be built directly into the flow, for example whether a candidate holds a Class C driving license.

"If someone doesn't have a Class C license because they think they would be driving a delivery car, they're out. And with drivers you get a relatively high volume of applicants, so it's good if a certain pre-selection happens more or less automatically." - Claudio Bruni

The result for the recruiting team: fewer irrelevant applications, clearer decision-making, and noticeable time savings in screening.

The results: dropout rate halved, time-to-hire down to 2 to 3 weeks

• Dropout rate reduced from 60-70% to 10-20%: same traffic, significantly more completed applications
• Time-to-hire: avg. 2 to 3 weeks: through structured pre-qualification and faster screening
• Two thirds of applications came via WhatsApp: at some locations even over 95%
• Implementation in a matter of weeks: no IT project, no changes to the ATS

Focus on screening: fewer applications, better quality

AI-powered pre-qualification doesn't just reduce effort, it changes how the recruiting team works. Instead of skimming through 150 applications, only what's truly relevant reaches the team.

"The big advantage isn't even the time saved, but that we have far less noise. We can fish the whole pond. The net is better. We can see the fish that actually interest us." - Claudio Bruni

Hiring managers benefit directly: they receive fewer but better pre-selected applications and invest their time more effectively.

Conclusion: recruiting is relationship work

For Claudio, PastaHR didn't just change the process, it changed the mindset.

"Recruiting is no longer a form-filling exercise like it was 15 or 20 years ago. It's really about relationship work. WhatsApp, the simplified document submission, meeting people where they are in their private lives — it has made the whole process much simpler and much more human." - Claudio Bruni

The project costs are expected to amortize within around six months. But the real change is bigger: Meier Tobler now recruits the way modern candidates communicate.