Pepsi
How Array rebuilt the recruiting engine behind one of the largest independent Pepsi bottlers.
During peak seasonal demand, Pepsi Bottling Ventures required rapid, high-volume hiring without sacrificing quality or retention.
Array partnered with leadership to build an end-to-end recruiting and reporting system that dramatically improved speed-to-hire and reduced turnover.
Reduction Time To Fill
Reduction in Attrition
Hires Delivered
Customer + Engagement Overview
Pepsi Bottling Ventures is one of the largest independent Pepsi bottlers in the United States, operating multiple manufacturing and distribution facilities across several states. As seasonal demand surged and hiring complexity increased, leadership required a scalable recruiting model capable of improving speed, visibility, and retention across facilities.
Customer:
Pepsi Bottling Ventures
Industry:
Beverage Distribution & Manufacturing
Customer Sponsor:
HR & Operations Leadership
Engagement Type:
Recruiting Process Outsourcing (RPO)
Geography:
NC
SCOPE:
Multi-facility
The Operational Challenge
Pepsi Bottling Ventures faced long fill times, limited funnel visibility, and high seasonal attrition. Hiring demand surged during the “100 Days of Summer,” but legacy processes could not scale fast enough or deliver consistent talent quality.
Constraints
Peak-season hiring spikes- Poor funnel visibility
- High resumes-to-hire ratio
- Attrition risk
How Array Solved It
Rebuilding the recruiting system from the ground up.
Array did not simply increase sourcing volume or add recruiters. Instead, the engagement focused on rebuilding the recruiting engine as an operational system—reducing noise in the funnel, improving candidate quality, and aligning hiring activity to peak production demand.
This was not a staffing supplement. It was a system redesign. The engagement centered on two performance levers: Identify (primary) and Coordinate (secondary).
Identifying Better Talent, Faster
Array rebuilt the sourcing and screening funnel to eliminate inefficiency and improve signal quality. Rather than pushing volume through an opaque pipeline, we structured the process to prioritize qualified, conversion-ready candidates from the outset.
Standardized workflows, defined screening criteria, and disciplined recruiter accountability dramatically reduced noise—allowing hiring managers to spend time reviewing viable candidates instead of filtering through volume.
What Changed
- Structured sourcing strategy across facilities
- Standardized screening criteria and evaluation workflows
- Funnel visibility from application to hire
Coordinating Hiring at Peak Scale
During the “100 Days of Summer” peak season, hiring demand surged across multiple facilities. Array managed the end-to-end recruiting lifecycle—job posting, sourcing, screening, scheduling, offer management, and onboarding—while providing leadership with real-time visibility into hiring progress.
Rather than reacting to bottlenecks, hiring activity was aligned to facility demand forecasts and operational targets. This allowed leadership to anticipate gaps before they disrupted production.
What Changed
- Centralized reporting across facilities
- Real-time visibility into applicant flow and conversion rates
- Hiring aligned to production schedules
Results Delivered
Measured hiring performance at peak scale.
TIME TO FILL:
68 → 38 days (~45% decline)
RESUMES PER HIRE:
117 → 2.6 days (~98% decline)
ATTRITION RATE:
~20% decline
What This Proves
This engagement demonstrates that hiring speed and candidate quality are not opposing forces. When recruiting is managed as an operational system—with visibility, accountability, and alignment to production demand—performance becomes predictable.
Instead of reacting to hiring gaps, Pepsi Bottling Ventures gained control over its recruiting engine. The result was not just faster hiring—but lower attrition, improved retention, and a scalable model capable of supporting expansion.
Recruiting became a measurable, repeatable function—not a seasonal fire drill.
Funnel visibility changes conversion behavior
Structured screening dramatically improves signal quality
Predictable hiring supports operational stability