How Stellantis &You Increased Recruitment Performance by 21%?

Who is Stellantis &You?

14 brands, one powerful group

Stellantis was created from the merger of PSA (Peugeot, Citroën, DS, etc.) and FCA (Fiat, Alfa Romeo, Jeep, etc.), bringing together 14 automotive brands.

Stellantis &You is the Group’s retail subsidiary: a network of company-owned dealerships located in the largest French metropolitan areas.  

Stellantis &You’s recruitment challenges  

#1. Harmonising recruitment across multiple dealerships  

With a network-based organisation, job ads could differ significantly from one city cluster to another: content, formatting, highlighted benefits… making it difficult to maintain a consistent HR signature.

« Job postings were not harmonised. Depending on the city, roles were not presented in the same way, nor were the benefits. Sometimes the postings were too long, sometimes not clear enough, which affected both readability and attractiveness. »

#2. Reducing processing time to avoid “losing” candidates  

Operational managers did not always have time to review applications quickly, and in these roles, 24 hours can make a difference.

« Some managers simply did not have time to review applications at the right moment. Yet today, missing out on a profile by 24 hours can make all the difference, especially in shortage occupations like ours. »

#3. Steering recruitment activity more effectively through data

When monitoring is inconsistent, it becomes difficult to measure what works: effective sources, conversion rates, drop-off between stages, and more.

« Processing applications took too long and the follow-up lacked structure. This made it difficult to analyse recruitment performance, both in terms of efficiency and statistics. »

Solutions provided by Flatchr 

#1. A collaborative “network” model with a central recruitment team

Stellantis &You structured recruitment around an internal recruitment hub (6 recruiters), with a central space to post and track roles, while allowing dealerships to recruit autonomously when needed.

« We set up a recruitment hub with a dedicated central space. This enables us to recruit at national level while keeping very clear visibility of what is happening in each city and each dealership. »

#2. Automating and personalising the candidate experience

Personalised acknowledgements, follow-ups, rejections, campaign closure: automation supports the promise of responsiveness, without losing the human touch.

« Thanks to Flatchr, every candidate receives a personalised message as soon as their application is received. When a CV arrives in our central space, it is processed within 24 to 48 hours, and within a maximum of 72 hours depending on the role. This level of responsiveness completely transforms the relationship with candidates. »

Even when the process takes longer, the team ensures that candidates are never left without information.

« We try to be as transparent as possible with candidates. Leaving someone without an answer or information creates uncertainty and can undermine trust. Today, even when recruitment takes time, we explain the situation and maintain regular contact. »

#3. KPIs to manage the recruitment funnel

Stellantis &You monitors a full funnel: applications received → candidates contacted → pre-screening → interviews → hires, and also analyses acquisition sources.

« We now track the entire candidate journey: the number of applications received, candidates contacted, those invited to pre-screening, to in-person interviews, and those finally hired. This allows us to clearly identify where drop-offs occur. »

#4. Support and training (recruitment team & managers) 

Implementation was supported by training: onboarding on the tool’s features and alignment with managers on the new operating model.

« The Flatchr teams supported us in adopting the tool. We were trained on all functionalities, and we were able to offer specific training sessions to managers to explain concretely how the new recruitment process would work. »

✨ The benefits for Stellantis &You  

• +21% additional hires thanks to a smoother, better-structured process  
• Harmonised job postings (content, readability, benefits) across the entire network  
• Improved responsiveness (applications processed within 24–48 hours centrally)  
• Data-driven management (conversion rates, drop-off points, acquisition sources)  
• A clearer network organisation: centralisation when necessary, local autonomy when possible