Coop, one of Sweden’s largest grocery retailers, is part of a vast network of thousands of stores across Europe. Among its 26 cooperatives, Coop Östra is the largest, operating nearly 200 stores and employing over 5,500 people. Managing operations at this scale made recruitment a constant challenge—high turnover, hundreds of applications for some roles, and a decentralized process left store managers overwhelmed by hiring responsibilities.

Before Hubert, the hiring process was inconsistent and time-consuming. Store managers often reviewed candidates manually, leading to rushed decisions and missed opportunities to hire the best talent. Additionally, many store managers lacked formal recruitment training. With some stores receiving up to 700 applications for a single role, providing timely feedback to candidates became nearly impossible. This impacted both candidate experience and efficiency, while also distracting managers from their core focus: increasing sales and delivering exceptional in-store experiences.

“Every hour a manager spent on recruitment was an hour lost to sales,” explains Fanny Oldenmark, Employer Branding Specialist at Coop Östra. “It was clear we needed a solution that could simplify hiring while ensuring fairness and consistency for both managers and candidates.”

To tackle the challenge, Coop Östra turned to Hubert, an AI-driven recruitment tool that automates and streamlines high-volume hiring processes. Hubert’s structured, chat-based interviews ensured that candidates were evaluated fairly and consistently, based on their skills and qualifications, regardless of their background or CV quality.

“When we implemented Hubert, it immediately transformed the way our store managers approached recruitment,” says Oldenmark. “Hubert ensures every candidate is evaluated consistently and fairly, taking the pressure off our managers while maintaining high hiring standards.”

Once candidates completed the interview, Hubert analyzed and scored their responses in real-time, providing store managers with a ranked shortlist of qualified candidates. This not only reduced managers' workload but also empowered them to make better-informed hiring decisions. Additionally, every applicant—whether or not they advanced in the hiring process—received timely feedback. This was highly appreciated by candidates, who rated the experience an impressive 9/10. 

The fact that Hubert integrates seamlessly with many existing application tracking systems, including Coop’s Jobylon, created a smooth recruitment workflow and ensured that managers could adopt the new system without disruptions to their day-to-day responsibilities.

“Hubert has been transformative for us,” says Oldenmark. “It allows us to deliver a fast and consistent hiring process while freeing our store managers to focus on what they do best: running their stores.”

In just four months, Hubert delivered measurable results that enhanced efficiency, quality, and candidate experience:
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• Improved Candidate Experience: Candidates rated the process 9/10, highlighting the quick, convenient, and engaging interviews as key strengths.‍

• Speed and Automation: The average time from application to interview was reduced to less than 1.5 hours, with over 20,000 interviews completed and a 91% completion rate.‍

• Cost Savings: Coop saved an estimated EUR 250,000 in recruitment-related expenses by automating time-intensive tasks—equivalent to reducing recruitment costs by EUR 10 per applicant.‍

• Time Freed for Store Managers: Managers could refocus their energy on driving sales and enhancing customer experiences, rather than spending hours on recruitment.‍

• Fair and Skills-Based Hiring: Hubert’s objective scoring and structured evaluation allowed managers to hire confidently, even without recruitment training.

“Recruitment has become much easier and more efficient with Hubert,” says Oldenmark. “Managers now have the tools and support they need to focus on growing their stores while ensuring we hire the best candidates for the job.”

Hubert’s implementation not only improved recruitment but also enhanced Coop’s employer brand. In retail, where candidates are often customers, providing a professional and positive hiring experience reflects and reinforces the organization’s values and reputation. Hubert’s process ensured every applicant felt respected and valued, regardless of the outcome.

For store managers, Hubert offered a reliable quality assurance mechanism without adding complexity. The AI-driven shortlisting system allowed managers to focus on high-potential candidates, confident in the fairness and skills-based assessment of the process.

“Hubert helps strengthen the view of Coop as a modern, innovative employer,” says Oldenmark. “It shows candidates that we value fairness, are genuinely interested in their potential, and respect their time—whether they join us for the long term or as a stepping stone in their career.”