You’ve spent hours searching, tweaking your resume, and clicking “Apply” on job after job—only to be met with silence. If you’re not hearing back from employers, you’re not alone. In hospitality, where competition can be tough and hiring needs change quickly, it’s common for job seekers to feel frustrated.
But that silence doesn’t always mean you’re unqualified. Here are some of the most common reasons applicants don’t get responses—and what you can do to turn things around.
1. Your Application Isn’t Tailored to the Job
Hospitality hiring managers move fast. If your resume looks like a copy-paste for every role, it may not make it past the first glance. Customize your resume to match the language of the job posting—especially for front-of-house, kitchen, or management roles.
Use a free tool like Jobscan to see how closely your resume matches the job description.
2. You Applied Too Late
Timing matters. Some roles get dozens of applications within the first 24 hours. If you’re applying days (or weeks) after the listing goes up, the hiring team may already be deep in interviews.
Set alerts or check job boards daily. Applying early can give you a real edge when you’re not hearing back.
3. Your Contact Info Has Issues
It sounds basic, but double-check your email and phone number. A small typo can mean missed messages or calls. Also, make sure your voicemail is set up and sounds professional—especially if you’re serious about landing interviews.
4. You’re Not Following Up
If it’s been a week or more, a polite follow-up message can show you’re genuinely interested. Keep it short and professional—something like:
“Hi [Manager’s Name], I wanted to follow up on my application for [Job Title] at [Business Name]. I’m very interested and happy to provide any additional info. Thanks again for considering me!”
The Muse has great examples of effective follow-up messages if you need help crafting one.
5. The Role May No Longer Be Open
Especially in hospitality, staffing needs can shift fast. If you’re not hearing back, the job might already be filled—even if the listing is still live. That’s why it’s smart to apply to multiple roles, not just one.
Find Better Jobs, Faster with StaffedUp
At StaffedUp, we make applying for hospitality jobs faster, easier, and more transparent. Our platform connects you directly to employers who are actively hiring—so you’re not left guessing or waiting. Create your profile once, apply to multiple jobs, and track your applications in one place.
Your employer brand is either your greatest recruiting advantage or your biggest liability. In a competitive job market, candidates research companies before applying — and if they don’t like what they see, they’ll move on. A strong employer brand reassures job seekers that your company is a great place to work, while a weak or unclear brand can drive top talent away.
So, how do you ensure your employer brand accurately reflects your company’s values, culture, and opportunities? Technology can help. From AI-driven recruitment marketing to data analytics and employee engagement platforms, the right tools make it easier to attract and retain great talent. Let’s explore the impact of employer branding and the technologies that can help HR build and maintain a strong brand image.
How to Build a Strong Employer Brand With Tech
A strong employer brand isn’t just about looking good online — it has a measurable impact on recruitment. When your employer brand is strong, candidates feel more confident about applying and accepting offers. A transparent, engaging hiring process backed by technology can enhance this confidence and attract the right talent.
1. Create a Strong Applicant Experience From the Beginning
Job seekers expect a smooth, engaging recruitment process. 47% of job seekers say that they have abandoned a recruitment process due to poor communication while a similar percentage of candidates pull out because of issues with recruiters and interviewers. If your hiring process is slow, impersonal, or disorganized, candidates may assume your company culture is the same way.
Virtual recruitment tools make hiring more accessible. Companies can use video interviews, AI-driven chatbots, and virtual job fairs to reach a wider talent pool.
AI-enabled recruitment marketing ensures your employer brand reaches the right candidates. Automated campaigns with targeted messaging highlight your company’s culture and values.
Omnichannel recruitment strategies engage job seekers where they are: on job boards, LinkedIn, social media, and even email marketing campaigns.
Personalized candidate journeys improve engagement. AI-driven platforms track a candidate’s behavior and tailor communication, ensuring a seamless and personalized experience.
By making the application process simple and informative, you set the tone for a positive employer brand from the very first interaction.
2. Build an Employer Brand Loop With an ATS
An applicant tracking system (ATS) system isn’t just for tracking applicants — it can also reinforce your employer brand. An ATS allows HR teams to maintain relationships with past applicants, passive candidates, and talent communities, ensuring your company remains top-of-mind.
Send automated follow-ups to candidates who previously applied.
Share updates about company culture, new job openings, and employee success stories.
Use AI-powered insights to identify candidates who are likely to be interested in future roles.
3. Track and Analyze Branding Results to Make Informed Brand Decisions
Employer branding isn’t just about perception, it’s about measurable impact. Companies can use analytics tools to track their reputation and adjust strategies accordingly.
Social listening tools monitor employer brand sentiment on platforms like LinkedIn, Glassdoor, and Indeed.
Recruitment analytics platforms track job application trends, drop-off rates, and hiring success rates to identify weak spots in the candidate experience.
Employee feedback tools (such as pulse surveys and anonymous review platforms) provide insights into what employees love — and don’t love — about working for your company.
By leveraging data, HR teams can make informed decisions that strengthen their employer brand and improve candidate engagement.
4. Use Software to Remove Hiring Bias
A strong employer brand is inclusive and equitable. Candidates want to work for organizations that prioritize diversity, equity, and inclusion (DEI). However, more than a quarter of candidates say that they have experienced bias in an interview. Unconscious bias in hiring can negatively impact an employer’s reputation and limit the talent pool.
5. Strengthen Employee Communication to Fuel Brand Transformation
Your employer brand isn’t just shaped by what you say — it’s shaped by what your employees say. Internal communication tools help ensure employees feel engaged, valued, and aligned with your company’s mission. Follow these strategies to build trust and predictability into your processes:
Use a Candidate Relationship Management (CRM) System for Employee Communication
A CRM system can be used internally to maintain strong employee engagement:
HR can send personalized updates, training opportunities, and company news.
Automated surveys help gauge employee sentiment.
AI-powered chatbots provide instant answers to HR-related questions.
Happy employees are more likely to speak positively about your company, strengthening your employer brand organically.
Time Clock Management
Work-life balance is a major factor in employer branding. Time clock management software helps companies promote flexibility and fairness in scheduling, leading to higher job satisfaction.
Remote and hybrid employees can easily track their hours.
HR teams can monitor workloads to prevent burnout.
Employees who feel their time is respected are more likely to recommend their company to others, improving employer brand reputation.
A Strong Employer Brand Is Essential for Attracting Top Talent — and Technology Is a Powerful Tool in Building and Maintaining It
From AI-driven recruitment marketing to ATS systems, analytics tools, and employee engagement platforms, the right technology helps HR create a seamless candidate experience, remove hiring bias, and keep employees engaged.
By leveraging these tools, companies can strengthen their reputation, attract high-quality candidates, and create a workplace that people are excited to join. Investing in technology isn’t just about streamlining HR processes — it’s about building a brand that inspires confidence in both job seekers and employees.
Author Bio
Dean Mathews is the founder and CEO of OnTheClock, an employee time tracking app that helps over 18,000 companies all around the world track time.
Dean has over 20 years of experience designing and developing business apps. He views software development as a form of art. If the artist creates a masterpiece, many people’s lives are touched and changed for the better.
When he is not perfecting time tracking, Dean enjoys expanding his faith, spending time with family and friends, and finding ways to make the world just a little better. You can connect with him on Linkedin.
Working in hospitality is fast-paced, exciting, and rewarding—but it can also be exhausting if you don’t find the right work-life balance. Long shifts, late nights, and high-pressure environments make it easy to let work take over.
The good news? With the right strategies, you can manage your time effectively, reduce burnout, and enjoy your job while still having a life outside of it. Here’s how.
1. Set Boundaries and Stick to Them
One of the biggest challenges in hospitality is that work never really stops. Whether it’s covering shifts, handling last-minute schedule changes, or feeling pressure to stay late, it’s easy to overextend yourself.
To protect your work-life balance, establish clear boundaries: ✅ Avoid answering work-related calls or texts on your days off. ✅ Communicate your availability clearly to your manager. ✅ Learn to say no when you need time to recharge.
According to Harvard Business Review, employees who set boundaries experience less stress and perform better at work (source).
2. Prioritize Your Health
Taking care of yourself isn’t a luxury—it’s essential. Long hours and physically demanding shifts can take a toll, so focus on: 💧 Staying hydrated – Dehydration leads to fatigue and lower energy levels. 🥗 Eating well – Avoid relying on quick, unhealthy meals that leave you sluggish. 😴 Getting enough rest – Aim for at least 7-8 hours of sleep, even on changing schedules.
Physical and mental well-being go hand in hand. According to the National Institute for Occupational Safety and Health, fatigue is a leading cause of job-related stress and burnout (source).
3. Make Time for Activities You Enjoy
It’s easy to fall into a routine of work, sleep, repeat. But making time for hobbies, exercise, or social activities is key to maintaining a healthy work-life balance.
🔹 Plan activities in advance so you have something to look forward to. 🔹 Take advantage of your mornings if you work late shifts. 🔹 Use your days off wisely—relax, recharge, and do what makes you happy.
Even a simple 30-minute walk or catching up with friends can help you reset and avoid burnout.
4. Use StaffedUp to Find Jobs That Fit Your Lifestyle
Not every hospitality job requires sacrificing your personal life. The key is finding an employer that values work-life balance and offers schedules that work for you.
At StaffedUp, we help job seekers connect with hospitality employers who understand the importance of flexible schedules and a positive work environment. Whether you’re looking for full-time, part-time, or seasonal work, we make it easy to find the right fit.
In a fast-paced industry like hospitality, attracting and retaining top talent can be a challenge. With high turnover rates and increasing competition for skilled workers, standing out as an employer of choice is more important than ever. That’s where employer branding comes in.
Your company’s reputation as a workplace directly impacts your ability to hire and keep great employees. A strong employer branding strategy not only helps you attract talent but also improves retention and overall employee satisfaction. Here’s why it matters—and how you can improve yours.
1. Attract More Qualified Candidates
Job seekers today have plenty of options, and they’re doing their research before applying. According to a study by LinkedIn, 75% of job seekers consider an employer’s brand before even submitting an application. If your business has a positive reputation, you’re more likely to attract candidates who align with your values and culture.
To strengthen your employer branding, make sure your online presence highlights:
✔ Company culture – Showcase what it’s like to work at your business. ✔ Employee testimonials – Let your team share why they love working for you. ✔ Perks and benefits – Stand out with competitive pay, flexible scheduling, and growth opportunities.
2. Reduce Turnover and Increase Employee Satisfaction
The hospitality industry is known for high turnover, but a strong employer branding strategy can help keep employees engaged and motivated. A report from Gallup found that businesses with strong workplace cultures experience up to 59% lower turnover.
Employees who feel valued and connected to their workplace are more likely to stay. Consider investing in:
🔹 Career development programs – Offer opportunities for growth. 🔹 Recognition and rewards – Celebrate employee achievements. 🔹 Transparent communication – Create an environment where feedback is encouraged.
By building a workplace culture that employees love, you’ll spend less time hiring replacements and more time growing your business.
3. Strengthen Your Online Reputation
A poor employer reputation can turn job seekers away before they even consider applying. Negative reviews on job sites or social media can damage your employer branding and make hiring more difficult.
To protect and enhance your reputation:
✅ Respond to online reviews – Address feedback professionally and constructively. ✅ Encourage employees to share experiences – Positive word-of-mouth goes a long way. ✅ Stay active on social media – Engage with potential hires and showcase your company culture.
4. Use the Right Tools to Build Your Employer Brand
Employer branding isn’t just about marketing—it’s about creating a great experience for job seekers from the start. That’s where StaffedUp comes in.
Our platform helps hospitality businesses attract, engage, and hire top talent faster, ensuring that candidates see your company as a great place to work. By streamlining the application process and making hiring more efficient, StaffedUp helps you build a reputation that attracts the best employees.
Want to stand out in a competitive hiring market? Strengthen your employer branding and start hiring smarter with StaffedUp.
Rejection is tough—especially when you were excited about a hospitality job opportunity. Whether you didn’t make it past the interview stage or lost out to another candidate at the last minute, a job rejection can feel like a major setback.
But here’s the truth: Rejection is part of the process, and the way you handle it can make all the difference. Instead of letting it shake your confidence, use it as motivation to refine your approach and land your next opportunity.
Here’s how to bounce back from a job rejection and keep moving forward in your hospitality career.
1. Don’t Take It Personally
The hospitality industry is competitive, and many factors influence hiring decisions. Sometimes, the decision has nothing to do with your skills or qualifications—there might have been an internal hire, a more experienced candidate, or even a simple budget change.
Remind yourself: A job rejection isn’t a reflection of your worth or potential. Instead of dwelling on what went wrong, shift your focus to what’s next.
According to Psychology Today, reframing rejection as a learning experience can help build resilience and improve future performance.
2. Ask for Feedback (and Actually Use It!)
If possible, reach out to the hiring manager and ask for constructive feedback. Not all employers will respond, but those who do can offer valuable insights into what you can improve.
📩 Example email:
“Hi [Hiring Manager’s Name], I appreciate the opportunity to interview for [Job Title] at [Company]. While I’m disappointed, I’d love to know if there’s any feedback you can share to help me improve for future opportunities. Thanks for your time!”
When you receive feedback, take it seriously. If they mention a lack of experience with a certain skill, consider taking an online course or gaining hands-on practice. If they suggest improving your interview presence, practice answering common questions with a friend.
3. Keep Applying and Expanding Your Search
It’s easy to lose momentum after a job rejection, but the best way to move forward is to keep applying. Set a goal—whether it’s applying to five jobs a week or attending one networking event a month.
Also, consider expanding your job search:
🔄 Try different hospitality roles – If you were applying for server positions, look into host, bartender, or catering roles. 🌎 Look at new locations – Some markets have more job openings than others. 🎓 Gain additional skills – Certifications in food handling, mixology, or customer service can make you a stronger candidate.
According to The U.S. Bureau of Labor Statistics, the hospitality industry is expected to grow steadily, meaning more opportunities will continue to open up.
4. Use StaffedUp to Find Your Next Job Faster
The best way to handle job rejection? Keep moving forward. Every “no” brings you closer to the right opportunity—you just have to stay in the game.
At StaffedUp, we make it easy to find and apply for hospitality jobs without the hassle. Our platform helps you connect with employers faster, so you can land your next role and get back to doing what you love.
The hospitality industry moves fast, and finding the right employees quickly is crucial to keeping your business running smoothly. Traditional hiring methods like job boards and walk-in applications are still valuable, but social media recruiting has become an essential tool for attracting top hospitality talent.
With millions of job seekers active on platforms like Instagram, Facebook, and LinkedIn, hospitality employers who leverage social media recruiting can reach a wider, more engaged audience. Here’s how to use social media effectively to find your next great hire.
1. Choose the Right Platforms for Your Hiring Needs
Not all social media platforms work the same way for hiring. To maximize your social media recruiting efforts, focus on platforms where hospitality job seekers are most active:
📌 Facebook & Instagram – Great for reaching younger job seekers through engaging visuals and job posts in local community groups. 📌 LinkedIn – Best for management and corporate-level hospitality positions. 📌 TikTok – A growing platform for showcasing company culture and attracting Gen Z applicants.
According to HubSpot’s 2024 Social Trends Report, 79% of job seekers use social media when searching for opportunities. By meeting candidates where they already spend time, you increase your chances of finding the right talent.
2. Showcase Your Company Culture
Job seekers aren’t just looking for a paycheck—they want a workplace where they feel valued. One of the biggest advantages of social media recruiting is that it allows businesses to highlight their company culture through:
🎥 Behind-the-scenes videos of your team in action. 📸 Employee testimonials sharing what it’s like to work at your business. 🔄 Interactive posts that engage potential applicants, like Q&A sessions or workplace highlights.
A study by Glassdoor found that 75% of job seekers consider a company’s brand before applying. By showcasing your work environment, you’ll attract candidates who align with your values and expectations.
3. Make Applying Easy and Accessible
A major mistake employers make with social media recruiting is posting about job openings without a clear, simple way for applicants to apply. To ensure you don’t lose great candidates, follow these tips:
✅ Include a direct application link in your bio or job post. ✅ Use call-to-action phrases like “Apply Now” or “DM Us for More Info.” ✅ Respond quickly to comments or messages from interested job seekers.
When candidates can apply instantly, they’re more likely to follow through, rather than forgetting about the opportunity.
4. Streamline Hiring with the Right Tools
Using social media recruiting effectively means balancing outreach with efficiency. Managing job posts, tracking applications, and responding to candidates across multiple platforms can get overwhelming.
That’s where StaffedUp comes in. Our hiring platform helps hospitality employers streamline the entire recruitment process, making it easy to connect with qualified applicants in just a few clicks. Instead of sorting through endless social media messages, let StaffedUp handle applications so you can focus on running your business.
Ready to take your hiring strategy to the next level? Start finding top hospitality talent today.
The hospitality industry isn’t just a stepping stone—it’s a dynamic field with growth opportunities for those who want to build a long-term career. Whether you’re starting as a host, server, or front desk agent, there are plenty of ways to climb the ladder. The key? Knowing where to look and how to position yourself for success.
If you’re serious about advancing in hospitality, here’s how to find the best growth opportunities and take your career to the next level.
1. Find Employers Who Promote From Within
Not all hospitality jobs are created equal. Some employers invest in their teams, offering clear paths for advancement, while others focus solely on short-term staffing needs. When job searching, look for:
✔ Internal Promotions – Companies that prioritize hiring from within often have better long-term career prospects. ✔ Management Training Programs – Many hospitality brands offer structured programs to help employees move up. ✔ Professional Development – Employers that provide leadership training or certifications can give you a competitive edge.
If you’re eyeing leadership roles, additional training can help set you apart. Some certifications that boost career growth in hospitality include:
📜 Certified Restaurant Supervisor (CRS) – Ideal for those looking to manage restaurant operations. 🏨 Certified Hospitality Supervisor (CHS) – Recognized in hotel and resort management. 🍷 Sommelier or Bartending Certifications – Great for advancing in food and beverage roles.
Climbing the career ladder doesn’t always mean moving straight up. Sometimes, taking a different role can open new doors. For example:
🔄 Server → Event Coordinator – If you love guest interactions, a role in event planning could be a great next step. 🔄 Front Desk Agent → Sales Associate – Strong customer service skills translate well to hospitality sales. 🔄 Bartender → Beverage Director – Managing inventory, training staff, and curating drink menus can be a natural progression.
Lateral moves allow you to develop new skills and gain experience that makes you a stronger candidate for future leadership roles.
4. Network Within the Industry
Many of the best growth opportunities come from connections. The hospitality industry thrives on relationships, so make it a priority to:
🤝 Attend industry events – Conferences, trade shows, and networking nights can introduce you to key players. 📱 Leverage LinkedIn & Social Media – Follow hospitality professionals and engage with their content. 🗣 Seek mentorship – Learning from experienced professionals can give you insider advice on career moves.
The more you put yourself out there, the more opportunities you’ll come across.
5. Find the Best Hospitality Jobs with Growth Potential on StaffedUp
Building a career in hospitality takes time, effort, and the right opportunities. Whether you’re aiming for a management role, a specialized position, or leadership in a growing company, finding the right employer is key.
At StaffedUp, we make it easy to connect with hospitality employers that offer real growth opportunities—so you can find a job that fits your ambitions.
The hospitality industry thrives on great service, but providing that service gets tough when you’re short-staffed. Staff shortages have become a major challenge for restaurants, bars, and hotels, leading to overworked employees, longer wait times, and unhappy customers.
Instead of scrambling for last-minute hires, hospitality employers need strategic, long-term solutions to attract, retain, and optimize their workforce. Here’s how to navigate staffing challenges effectively.
1. Improve Employee Retention to Reduce Turnover
Hiring new employees is expensive and time-consuming, so one of the best ways to combat staff shortages is by keeping your current team engaged and satisfied.
🔹 Offer competitive wages and benefits – A recent study by the Economic Policy Institute found that better pay and benefits lead to lower turnover rates. 🔹 Recognize and reward employees – Simple incentives like bonuses, employee appreciation events, and career advancement opportunities can boost morale. 🔹 Invest in training – Cross-training employees to handle multiple roles can help fill gaps when you’re short on staff.
Happy employees are more likely to stay—and to recommend your business to potential hires.
2. Get Creative with Scheduling and Flexibility
Rigid schedules can make it difficult to attract and retain hospitality workers. Offering flexible work arrangements can make your business more appealing to job seekers.
✅ Use split shifts or shorter shifts to accommodate employees who need work-life balance. ✅ Allow shift swapping so employees can adjust their schedules without disrupting operations. ✅ Leverage part-time and gig workers to cover peak hours or seasonal demand.
According to a report from the International Labour Organization, businesses that offer flexible scheduling see higher employee satisfaction and productivity.
3. Streamline Hiring with Digital Tools
One of the biggest barriers to solving staff shortages is a slow, outdated hiring process. If you’re still relying on walk-in applications or word-of-mouth hiring, you’re missing out on top talent.
Modern hiring platforms, like StaffedUp, help hospitality employers connect with qualified candidates faster and streamline onboarding. By using digital tools to manage applications, schedule interviews, and communicate with candidates, you can fill positions efficiently and keep your business running smoothly.
4. Build a Pipeline of Future Employees
Instead of waiting until you’re in a staffing crisis, be proactive about building a talent pool. Strategies include:
📌 Networking with local hospitality schools – Establish partnerships to attract students looking for industry experience. 📌 Encouraging employee referrals – Offer bonuses to team members who refer reliable candidates. 📌 Keeping past applicants engaged – Just because someone wasn’t hired before doesn’t mean they wouldn’t be a great fit later.
Solve Staff Shortages with Smarter Hiring
In today’s competitive job market, hospitality employers must think beyond traditional hiring methods to overcome staff shortages. By focusing on employee retention, flexible scheduling, and streamlining the hiring process, businesses can attract and keep the right talent.
At StaffedUp, we help hospitality employers connect with qualified, eager job seekers looking for their next opportunity. Our platform makes it easy to find, hire, and manage staff so you can focus on running your business.
Ready to make hiring easier? Get started today at StaffedUp.
Landing multiple job offers is an exciting yet overwhelming situation, especially in the fast-moving hospitality industry. With restaurants, hotels, and event venues competing for top talent, you may find yourself choosing between several promising opportunities. But how do you decide which one is right for you?
Before making a decision, it’s important to compare offers strategically, negotiate where possible, and choose the best fit for your career goals.
1. Compare Pay and Benefits
The first thing most job seekers look at is salary, but compensation goes beyond just hourly wages or salary offers. Consider:
✔ Base Pay – Compare hourly rates, salary, or tip structures. ✔ Benefits – Health insurance, 401(k) matching, and paid time off can add long-term value. ✔ Bonuses – Some employers offer sign-on bonuses, retention incentives, or performance-based pay increases.
A study from The Bureau of Labor Statistics highlights the importance of considering benefits alongside salary, as they can significantly impact overall job satisfaction.
2. Evaluate Work-Life Balance
In hospitality, schedules can vary widely. Some jobs may offer consistent shifts, while others require late nights, weekends, or split shifts. Think about:
⏳ Shift Flexibility – Can you pick up or swap shifts easily? 📅 Time Off Requests – How far in advance do you need to request days off? 🏖 Seasonality – Some hospitality roles slow down during off-seasons, affecting income stability.
If maintaining a good work-life balance is a priority, look for employers that support flexible scheduling or offer predictable hours.
3. Consider Company Culture and Growth Potential
Money and scheduling matter, but so does the work environment. If you’ll be spending long hours at a job, it should be a place where you feel valued and supported.
Ask yourself:
💼 Is there room for advancement? Can you grow into a management role or specialize in an area like catering or mixology? 🌟 How does the company treat employees? Check online reviews or ask current staff about their experiences. 🏢 Does the company align with your values? If teamwork, sustainability, or customer service excellence matter to you, find an employer who shares those priorities.
According to Harvard Business Review, workplace culture is one of the strongest indicators of job satisfaction and retention.
4. Leverage Multiple Job Offers to Negotiate
When you have multiple job offers, you’re in a great position to negotiate for better pay, scheduling, or perks. Employers in hospitality know great talent is hard to find, so they may be open to:
💰 Higher wages or guaranteed hours ⏳ More flexible scheduling 🎓 Training opportunities or promotions
Be professional and polite when negotiating, but don’t be afraid to ask for what you need.
5. Find the Best Hospitality Job with StaffedUp
If you’re lucky enough to have multiple job offers, take your time to evaluate what matters most—pay, schedule, culture, or long-term growth. With StaffedUp, finding and applying for the best hospitality jobs is easier than ever. Our platform helps job seekers connect with top employers quickly, so you can land the role that fits you best.
StaffedUp leverages our extensive talent networks, optimized SEO, external automated job board posting such as Indeed and Google Jobs, social media integrations, QR code scan to apply marketing, and by leveraging your website and brand to drive genuinely motivated applicants for hire.
Can I customize StaffedUp to hire the way I need to?
100% your can. We offer complete customization to fit your exact needs. Create custom company recruitment pages, company culture, jobs, application questions, and customized automated or one click messaging to expedite engagement.
How long does it take to get set up?
How's a few minutes sound? Our quick startup tools are the easiest thing you'll use all year! We provide pre-drafted job descriptions & application questions, & even wrote your application responses for you! Need a hand? We'll teach you everything you need to know in 10 minutes. Did we mention it's easy?
Can I cancel anytime?
Yep! For paid accounts we simply ask for 15 day notice before you next bill. Need to chat with us? Use the help desk in your account or email us at support@staffedup.com.
What is the WOTC (Work Opportunity Tax Credit)?
WOTC (Work Opportunity Tax Credit) is a federal tax credit available to business employers, both large and small. The credits are designed to offset Federal income tax liabilities. When the WOTC program is executed the right way, employers can capture enough tax credits to significantly reduce, or even eliminate, their Federal income tax liabilities. (And if your business was formed using a flow-through-entity, like a S-corp or LLC, then the credits could flow-through to the owner’s K-1).
How can WOTC impact my business?
Executing the WOTC program is simple and easy with the right provider. We’ll screen your applicants to determine if they satisfy one of nine qualifying criteria. If so, our team of tax credit experts work with specific government agencies, behind the scenes, to capture the tax credits for you. Once captured, tax credits can be used to eliminate Federal income tax liabilities and thus improve cash flow for stakeholders and the business.
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