Yes—by improving self-selection and conversion, you reduce screening load and keep classes/locations filled predictably.

High-volume hiring is a throughput problem: too many unqualified applies, high drop-off, inconsistent messaging, and overworked recruiters/managers. Employer brand helps by setting clearer expectations (schedule, pace, standards, growth, pay structure), which reduces mismatches and early churn. It also standardizes the story across sites and shifts—so every candidate hears the same “why here” and the same proof. When you pair that with templated job posts, outreach, interview scripts, and a simple activation plan, you improve apply-to-screen and screen-to-start rates. The result: fewer wasted interviews, faster fills, and better retention—without needing endless job board spend.