The real cost
Food production runs on frontline teams, and those teams turn over all year. Add a holiday surge or a new line coming online and the open reqs pile up fast. When the recruiter and the plant supervisor never agreed on what a reliable operator or sanitation lead looks like, the first round of hires washes out and the cycle starts again.
The other tax is repetition. Supervisors re-screen candidates the recruiter already talked to, because a written note does not tell them whether someone will show up for third shift, follow food safety procedures, or handle a cold room. Across every req, that is hours pulled off the floor.
For the hiring team
They stop repeating the recruiter's call, because they can see how each candidate scored and hear the reasoning behind it.
Every candidate scored against the same competencies the team agreed on at intake, from shift availability to food safety habits, so the decision is a comparison rather than a debate.
Review happens on a phone between line checks, so the yes lands before the candidate takes the job at the plant down the road.
Speed and quality usually trade against each other when turnover never lets up. Structure is what lets a team have both.
Request a demoHow it works
Not from rushing the call. From removing the rework and the repetition around it.
The recruiter and the plant supervisor agree on what a strong hire looks like for each role, including shift, schedule, and food safety expectations, before sourcing starts. This is where most of the lost time hides.
Skills-based call guides per role, so line operators, sanitation crews, maintenance techs, warehouse staff, and drivers are each assessed on what the job actually needs.
Scores, notes, and the candidate's own answers reach the hiring team in real time, so supervisors can say yes the same day.
Hiring managers respond where the evidence lives, and everything syncs back across 130+ ATS, HRIS, CRM, calendar, and communication platforms.
Reser's Fine Foods
Reser's Fine Foods is a family-owned food manufacturer, 75 years old, with roughly 5,000 employees across plants, distribution centers, and a trucking division. About 80% of the workforce is frontline, so hiring volume is constant and every decision is personal. Since implementing Honeit, Carrie Ariniello's team has saved 346 hours of recruiter time, roughly 10 hours a week, a number she presents to C-level leadership. The larger change was on the hiring manager side: summaries, scorecards, and interview soundbites reach them directly, which removed the redundant phone screens. In Carrie's words: I haven't even calculated the hiring manager time savings yet.