Forty stores hiring at once. One board, one standard.
Store supervisors, cashiers, stock staff and shift leads across every location you operate — with applications routed to the manager who actually covers that district, and a hiring standard that doesn’t change depending on who’s free that afternoon.
- No credit card
- No sales call
- No seat count
What hiring looks like here
The pressures that make retail & chain stores hiring different from everything else.
Written from operators’ descriptions, not from a category report.
A different manager screening at every store, applying a different standard each time
Applications arriving as phone photos of printed resumes, taken at the counter
Peak season needing forty hires in three weeks, then nothing for four months
Head office with no view of which stores are understaffed until the schedule breaks
Candidates applying to three of your own stores at once, appearing as three records
A store manager doing the screening between the delivery and the shift change
How many hours is screening taking you?
Defaults set to a typical retail & chain stores operation. Change them to yours.
This calculates your time, not our results.
Built for how retail & chain stores actually hires
Four things a generic ATS doesn’t have a setting for.
Resumes route to the right district automatically
An application for a store in Fort Worth goes to the supervisor who covers Fort Worth, the moment it lands.
Pipeline & Candidates →It reads a photo of a printed resume
Taken on a phone, at the counter, in bad light. Accents and non-English names intact.
AI Screen →The same standard at every store
One competency framework per role, so a shift lead in Phoenix is assessed the same way as one in Tampa.
Competency Framework →Duplicates merge instead of splitting
Someone who applied to three of your stores is one person with one history.
AI Screen →Configured for how retail & chain stores hires
The fields and configuration a retail & chain stores 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 retail & chain stores operation.
The candidate side of the same system
The people you’re hiring in retail & chain stores aren’t on LinkedIn. They apply by text message, through a QR code at the counter, or by handing a printed resume 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.
Thanks for applying for the Shift Lead role. We have your application.
Your application has been reviewed. We’ll be in touch within 24 hours to arrange the next step.
Where it connects
- Career GPTHiring & first 90 days
- Pre-OnboardingDocuments & day one
- Tanca HRMAttendance & payroll
- SkillifyLearning & development
You already know who turned up for their shifts. Which means for these roles, unlike office hiring, you can actually find out whether the people you hired well were the people who stayed.
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 resumes
- Unlimited users
- Multi-site support
- English and Spanish resume 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 retail & chain stores 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 retail & chain stores, you’re working with the people building it.
Questions from retail & chain stores operators.
How does routing by district work?
You define the district boundaries and assign a supervisor to each. Every application is automatically assigned to the right supervisor when it lands — they see their district’s applications and nothing else.
Can a store manager see only their own store?
Yes. Permissions are per location. A store manager sees applications for their store; an area manager sees the stores in their district; head office sees everything.
What happens during peak season volume?
There are no limits on applications or roles. If you run forty roles in three weeks, the system handles it without any configuration changes.
Can candidates apply without an email address?
Yes. Applications come in by text message and as photo resumes taken at the counter — no email required. Contact details in whatever form the candidate provides.
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.
One board. One standard. Forty stores.
Applications routed to the right district, read on arrival, assessed the same way at every location.
- No credit card
- No sales call
- No seat count
Other sectors we work in
Logistics & warehousing
Shift availability screened as a requirement, certifications verified before day one, every new-hire deadline watched.
Restaurants & hospitality
A shortlist before the manager’s shift ends, trial shifts confirmed, and the same role reopened without starting from scratch.
Contact centers & BPO
Language assessed consistently at volume, batch cohorts reviewed together, first-month attrition made visible.
Manufacturing
Practical skills assessed not claimed, safety certifications verified before site access, one standard across every factory.
Recruitment agencies & RPO
Client data separated properly, consent tracked per candidate, the whole system free so it doesn’t come out of your margin.