How foodpanda cut performance review cycles by 50% with Formaloo

As foodpanda’s workforce grew, its HR team managed employee feedback, performance reviews, and recruitment across disconnected tools. Every handoff added work. Managers waited for review requests, HR specialists chased approvals, and candidate information lived in different places.

By the time the team organized employee feedback, the moment to act had often passed. HR could collect information, but it lacked one current view of each workflow and the next action.

• Managers needed repeated reminders to complete reviews.
• Candidate decisions sat in email threads.
• Employee feedback arrived without a clear owner.
• HR could not see the status of every request.
• Each new workflow required another tool or an IT ticket.

The team needed more than another form builder. It needed one system that could collect information, route it to the right people, track progress, and show HR where attention belonged.

foodpanda brought its core HR workflows into Formaloo. Instead of adapting its work to a rigid HR system, the team created forms, approval stages, and dashboards around the way its people already worked.

Keep performance reviews moving

foodpanda used Formaloo to structure 360-degree assessments and coordinate feedback between HR and managers. Advanced logic moved each form submission to the right reviewer. A shared view showed HR which reviews had started, which needed action, and which had reached completion.

Give hiring teams one view of every candidate

foodpanda created an applicant tracking workflow that collected candidate information and connected HR specialists with hiring managers. The workflow reduced paperwork and kept decisions out of scattered email threads. Each stakeholder could review the information they needed and move candidates to the next stage.

Turn employee feedback into current insight

Employee engagement forms gathered feedback and tracked participation in one place. Live data gave HR a current view of employee sentiment. Operations intelligence helped the team identify engagement patterns, performance trends, and recruitment bottlenecks without waiting for manually prepared reports.

Reduce administrative coordination

Connected forms, approval workflows, and reporting removed manual work between HR activities. The team no longer needed to copy information between disconnected tools or repeatedly ask stakeholders for status updates.

foodpanda’s existing case study reports measurable gains across performance reviews, recruitment, employee engagement, and HR administration.

• 50% shorter performance review cycles: Employees and managers received feedback sooner.
• 30% shorter hiring timelines: HR moved qualified candidates through decisions faster.
• 40% higher employee feedback participation: HR gathered input from more employees.
• 35% less administrative work: The team spent less time coordinating routine tasks.
• 20% higher customer survey participation: Customer-facing teams gathered more feedback and identified service concerns sooner.

The workflow model expanded beyond HR

foodpanda applied the same model to customer feedback. The team embedded customer satisfaction surveys into emails and web experiences, collected feedback as customers interacted with the brand, and monitored results without running a separate manual survey workflow.

That expansion showed the value of a reusable operating model. Once a team could collect information, route action, and monitor outcomes in one system, other departments could apply the same approach.

What other growing HR teams can take away

Start with one high-friction workflow, such as performance reviews or applicant tracking. Define each stage, assign an owner, and measure the current cycle time. Then build the collection, approval, and reporting steps in Formaloo.

Forms capture the information. Advanced logic keeps work moving. Dashboards show HR where attention belongs. No developer required.