How Autogrill Switzerland attracts higher-quality applicants and refreshes its employer branding with PastaHR

How Autogrill Switzerland attracts higher-quality applicants and refreshes its employer branding with PastaHR

Talking to the experts

In this case study, we share insights into Autogrill Switzerland's recruiting transformation. We spoke with Manuela Studer, Head of Human Resources at Avolta Switzerland, and Melina Hunkeler, HR Business Partner at Autogrill Switzerland. Together they oversee recruiting across Autogrill's Swiss locations and led the introduction of PastaHR.

The starting point: "We needed to show that applying to us is as uncomplicated as working with us"

The hospitality sector is one of the most affected by the skilled worker shortage. Finding experienced, suitable staff is a persistent challenge — and a slow, complicated application process only makes it harder.

For Autogrill Switzerland, the goal was twofold: simplify first contact for candidates, and modernize how the company presents itself externally as an employer.

"It was important for us to rejuvenate and refresh our external presence — and to show that our application process is just as uncomplicated as we want working with us to be." — Manuela Studer, Head of Human Resources

The recruiting team was looking for a solution that candidates could use without downloading anything new, on a platform they already use every day — and that could be integrated across every channel Autogrill was already using.

The approach: One platform, every channel, up and running fast

After the first demo of PastaHR, the direction was clear. What convinced Manuela and her team most was how easily PastaHR could be added to existing job ads, career pages, and physical locations — without replacing anything already in place.

"I can implement it everywhere. The integration into our job ads was really very simple — technically straightforward, and you were a great help throughout." — Manuela Studer

Key elements of the new process:

• Smart application flows: candidates apply via a platform they use daily, with no additional download required
• AI pre-qualification: job-specific questions replace the CV as the primary screening tool — directly asking what actually matters for the role
• QR codes at physical locations: candidates at Autogrill's highway and airport sites can start an application on the spot
• Multi-channel compatibility: PastaHR integrates seamlessly with Instagram, Facebook, job platforms like jobs.ch, and Autogrill's own career page

The data proof: Better screening, faster decisions

The pre-qualification questions embedded in the application flow give the recruiting team immediate, actionable insights — without needing to open a single CV:

• Location preference is captured upfront, enabling instant regional allocation
• Language level is assessed directly in the flow — something a CV often doesn't make clear
• Years of hospitality experience is asked explicitly, giving recruiters an instant overview

"The questions are asked directly — the ones that actually matter to us as a company. You immediately see which region someone wants to work in, how good their German is, and how much experience they have. That's so much faster than reading through a CV." — Melina Hunkeler, HR Business Partner

The result: faster, more structured screening and higher-quality applications reaching the recruiting team.

Focus on candidate experience: Personal contact from the very first message

One of the most consistent findings across Autogrill's use of PastaHR is how much the channel changes the tone of early candidate communication.

"The barrier to first contact is much lower. It's not as if you know each other directly — but it's on a different basis. You're in WhatsApp, in daily life, not in email and complicated platforms. You notice that it's more personal and easier." — Melina Hunkeler

94% of applicants find the PastaHR application process time-saving and uncomplicated — a direct reflection of the lower barrier to entry and more human tone of communication from the start.

Conclusion: An additional channel, not a replacement

A key insight from Manuela and Melina: PastaHR works best as a complement to existing channels, not a replacement.

"It was important not to move away from the classic channels — but to get something additional. Because I think the classic channels might not work forever, and it's important to open up to other channels from the start. We need to move with the times." — Manuela Studer

For Autogrill Switzerland, PastaHR has become that additional channel: one that meets candidates where they already are, gives the recruiting team better information faster, and presents Autogrill as a modern, approachable employer.