You’re not hiring for next month.
You’re hiring for Friday.
Service staff, kitchen crew, shift managers and front desk — where a role that takes two weeks to fill has already cost you two weeks of understaffed service, and the manager doing the hiring is also running the floor.
- No credit card
- No sales call
- No seat count
What hiring looks like here
The pressures that make restaurants & hospitality hiring different from everything else.
Written from operators’ descriptions, not from a category report.
A vacancy that has to be filled this week, not this quarter
The person doing the hiring is also working service, and screens between shifts
Candidates who apply and then take whichever job replies first
Trial shifts arranged by phone, remembered by nobody, and missed by half
Turnover high enough that the same role reopens four times a year
Applications through Zalo, Facebook and a photo of a CV, never through a careers portal
How many hours is screening taking you?
Defaults set to a typical restaurants & hospitality operation. Change them to yours.
This calculates your time, not our results.
Built for how restaurants & hospitality actually hires
Four things a generic ATS doesn’t have a setting for.
Nobody waits three days for a reply
Applications are read and scored on arrival, so the shortlist exists before the manager’s shift ends.
AI Screen →Trial shifts scheduled and confirmed
Proposed, invited, chased and confirmed without anyone remembering to do it.
AI Agents →The people you didn’t hire stay reachable
The same role reopens in three months, and fourteen people who already applied are still there.
Talent Pool →Zalo, not a portal
Candidates apply and hear back where they already are. No downloads, no account creation.
AI Agents →Configured for how restaurants & hospitality hires
The fields and configuration a restaurants & hospitality operation actually uses.
Every field on this screen is configurable. Nothing here is a demo dataset — it’s how the product is set up for a restaurants & hospitality operation.
The candidate side of the same system
The people you’re hiring in restaurants & hospitality aren’t on LinkedIn. They apply through Zalo, through a QR code at the counter, or by handing a printed CV to whoever happens to be nearby. The system handles all of those as valid applications.
The ones you don’t hire this time are the ones you’ll need next time. They don’t disappear when you close a role — they stay in your talent pool, searchable and contactable when the same position opens again in three months.
Every applicant gets a result: a confirmed shortlist place, or a message saying you’ve filled the role. That’s not a nicety. It’s the difference between someone who applies again next time and someone who doesn’t.
Cảm ơn bạn đã ứng tuyển vào vị trí Trưởng ca. Chúng tôi đã nhận được hồ sơ của bạn.
Hồ sơ của bạn đã được xem xét. Chúng tôi sẽ liên hệ trong 24 giờ để sắp xếp bước tiếp theo.
Where it connects
- Career GPSHiring & probation
- Pre-OnboardingDocuments & day one
- Tanca HRMAttendance & payroll
- SkillifyLearning & development
The gap between someone accepting a trial shift and someone still being there in month three is the entire economics of this business — and it’s the only thing worth measuring.
All of it, permanently.
No seats, no limits, no upgrade button.
Unlimited, permanently
- Pipeline & Candidates
- Talent Pool
- Competency Framework
- Assessments
- AI Interview
- Pre-Onboarding board
- Reports & Analytics
- Unlimited jobs
- Unlimited CVs
- Unlimited users
- Multi-site support
- Vietnamese CV reading
Monthly AI allowance
There is no upgrade button on this website.
What we can show you, and what we can’t yet.
We don’t have a published case study in restaurants & hospitality yet. Rather than fill this space with figures from another industry or a range someone else measured, here’s what actually exists: a product configured for how you hire, and a set of numbers you can generate from your own first role.
If you’d like to be the operation we write about, we’d rather earn that than borrow it.
Everything here is free to try.
No card, no call, no trial clock. Run one role and see your own numbers rather than ours.
You’ll see your figures from week one.
Time to first shortlist, screening hours, applications per site — measured in your account, not projected from a benchmark.
Early operations get direct access.
While we’re building out restaurants & hospitality, you’re working with the people building it.
Questions from restaurants & hospitality operators.
How fast can a shortlist appear?
Applications are scored as they arrive. With the default settings, a hiring manager opens the system after their shift and sees a ranked shortlist — not a pile of CVs to read.
Can candidates apply through Zalo?
Yes. Zalo OA is a supported application channel. A candidate sends a message and gets back a link to the short application form; their response appears as a record in the pipeline.
How are trial shifts handled?
The system proposes available slots, sends the invitation, sends a reminder, and logs whether it was confirmed. The manager doesn’t have to remember to chase.
What happens when the same role reopens?
Applications from previous openings for the same role are searchable and filterable by stage reached and time elapsed. A candidate who got to trial shift three months ago can be contacted without a new application.
Is this really free?
Yes, permanently. The ATS, pipeline, talent pool, assessments, competency framework, pre-onboarding board and reports are all included at no cost. There are no seat charges, no role limits and no application volume caps. AI features draw on a monthly allowance.
Do we need Tanca HRM for this to work?
No. The hiring system works standalone. Connecting Tanca HRM adds attendance data, payroll and the employee record handover — which enables the quality-of-hire comparison at ninety days — but the core system runs without it.
What happens to candidates we don’t hire?
They stay in your talent pool unless you delete them. When the same role reopens, the people who applied before are searchable, filterable and contactable. The pool is yours; it doesn’t reset between openings.
Who can see what?
Permissions are per role and per location. A hiring manager sees their own applications; an area manager sees their district; administrators see everything. There’s no cost difference between permission levels.
Hired before the end of service.
A shortlist on arrival, trial shifts confirmed, and the same pool there when the role reopens.
- No credit card
- No sales call
- No seat count
Other sectors we work in
Retail & chain stores
One hiring standard across every store, with applications routed to the right district automatically.
See how it works →Logistics & warehousing
Shift availability screened as a requirement, certifications verified before day one, the probation deadline watched.
See how it works →Contact centres & BPO
Language assessed consistently at volume, batch cohorts reviewed together, first-month attrition made visible.
See how it works →Manufacturing
Practical skills assessed not claimed, safety certifications verified before site access, one standard across every factory.
See how it works →Recruitment agencies & RPO
Client data separated properly, consent tracked per candidate, the whole system free so it doesn’t come out of your margin.
See how it works →